[100% Off] Job Grading Playbook: Grades And Salary Ranges, 330+ Tools

Same job, different pay, and nobody can explain why? Job grading, point-factor job evaluation, pay grades, salary ranges

Added on October 24, 2026 Business 4 min read

What you’ll learn

Build a grading system people can understand: take 330+ templates
matrices
procedures and AI prompts in 61 downloadable resources,Diagnose the maturity of your current pay system and find where unfairness and pay conflicts come from,Build a point-factor model: choose factors
set levels and weights
and evaluate jobs in the workbook,Convert points into grades
calculate salary ranges with midpoint
range width and market alignment,Run a calibration session and prepare a six-month implementation plan with budget and communication,Link grades to pay
incentives and benefits by grade and salary band,Use AI for job grading
market pricing
pay equity analysis and total rewards statements,Compare job evaluation methods
from Hay to job matching against salary survey catalogs,See compensation services on screen
including Payscale
Korn Ferry Pay Data Map
Carta
ChatGPT and Claude,Learn with Mike
the #1 HR instructor on Udemy: 1,800,000+ enrollments
170,000 students
about 200 books on Amazon

Requirements

Responsibility for pay
grading or HR policy
or a plan to take it on,No compensation background required: every step comes with a workbook or template,Excel or Google Sheets for the evaluation and salary range workbooks,English at intermediate level or above
since all lessons are in English

Description

This course contains the use of artificial intelligence.

Two people in the same job earn different salaries, a new hire earns more than a five-year employee, and every raise turns into a negotiation. Here are 333 tools to replace that with a system: 232 ready-to-use templates, matrices, procedures, AI prompts, checklists and question lists, 62 models and methods, 14 services shown on screen and 25 working files.

Open a lecture, take the workbook, evaluate your first ten jobs.

Why pay without grades turns into conflict

Salaries are set case by case, by negotiation and by how urgently a role had to be filled. Nobody can show why a job is paid what it is. Overpaid and underpaid people sit side by side, managers argue for exceptions, and the payroll grows without anyone knowing where the money goes.

What changes after this course

Jobs are evaluated with factors that fit your business, grouped into grades and linked to salary ranges based on the market. Calibration makes the result fair, the rollout has a plan and a budget, and incentives and benefits follow the same structure, so pay decisions can be explained.

A note on the structure

The course opens with three practical sections: grading fundamentals, point-factor job evaluation and salary ranges with implementation, each with working files. The following sections on compensation, incentives, AI, benefits and job evaluation methods give the broader foundation.

What is inside: 333 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

61 downloadable resources: the lecture presentations plus 25 working files, including the point-factor job evaluation workbook, the job grading factor library, the calibration session pack, the salary structure builder, the pay equity analyzer and the comp budget modeler
232 ready-to-use tools inside the presentations:
66 templates and sample documents: point-factor job evaluation, salary range calculation, job grading employee communication, grade structure
42 scorecards, rubrics and matrices: qualification factor scoring, paired comparison job evaluation, merit increase matrix, salary range performance zones
30 step-by-step procedures and workflows: job grading calibration session, job grading implementation roadmap, job grading manager training, salary survey data aging
29 ready AI prompts: salary inconsistency analysis, grading factor level generation, job description grading, salary structure design
28 checklists: job grading maintenance calendar, benchmark job selection, salary survey selection, salary structure design
25 question lists and scripts: grading system maturity assessment, job grading objection responses, job analysis behavioral interview, grade structure design
8 formulas and metric sets: compensation metrics, salary survey statistical measures, salary distribution statistics
4 other working tools: salary survey source selection tree, promotion and off-cycle adjustment rules, benefits objectives ranking worksheet
62 models and methods explained with examples: Hay job evaluation, Mercer IPE, salary broadbanding, WTW Global Grading
14 services shown on screen, including Payscale, Korn Ferry Pay Data Map, Carta, ChatGPT and Claude

Where the tools are

The grading playbook (3 sections, 30 tools). Why grades matter, point-factor evaluation, salary ranges, calibration, budget and communication.
Compensation and salary ranges (1 section, 89 tools). Pay structures, salary ranges, benefits and total rewards.
Incentive systems (1 section, 61 tools). Bonuses and incentives linked to grades.
AI for job grading and total rewards (1 section, 105 tools). Job architecture, market pricing, pay equity, salary review and total rewards statements with AI.
Benefits by grade (1 section, 29 tools). Benefits catalog, segmentation and flexible benefits.
Job evaluation methods (1 section, 71 tools). Hay, job matching, ranking and grade-based pay systems.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

When I introduced grading at the STB TV channel, not everyone supported it, so I ran the pilot with managers who were interested and evaluated about 40 jobs with them, adjusting the factors as we went. At Wargaming there were no job profiles when we started evaluating positions; the vacancy descriptions kept by recruiting covered about 70% of people and saved the project.

How to use the course

Start with the three playbook sections and evaluate a pilot group of jobs. Then use the following sections when you link grades to pay, incentives and benefits. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included