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Guideline For Grade and Compensation Fitment
Guideline For Grade and Compensation Fitment
Purpose
To establish a consistent and non-discriminatory approach for finalising Grade and Compensation for
selected applicants for open positions within TCS
Scope
These guidelines are applicable for the following categories of recruitment:
-
EP
Compensation Charts
d. Compensation Components
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Outline
Eligibility
Selected Applicants for permanent full time employment
Provisions (Entitlements/Outcome)
The objective of this document is to provide the steps for deciding the Grade to be assigned to an
applicant and the Compensation package to be offered. TCS has defined Grade and Compensation
fitment charts for this purpose and the procedures section of this document explains in detail how these
charts are to be used. However, in order to understand the procedure better, an Overview of TCS
Compensation and explanation for key terms like Relevant Experience, Grade, Compensation Charts and
Compensation Components are required, which are provided below.
Overview of TCS Compensation
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Compensation is defined as salary, wages and other monetary benefits payable to an individual in
exchange for services performed by that individual for an employer.
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Compensation for an individual is first decided at the time that an applicant is offered employment in
TCS and takes effect after he/she joins TCS. Post joining the Compensation is revised on a periodic
basis (normally an annual process) based on the employees career progression, performance within
the Organisation and the Organisations overall compensation strategy.
Compensation in TCS is measured as total Cost to Company (CTC) i.e. the total cost that the
company incurs through direct payments to the employee (basic salary, housing allowance, etc.) and
indirect payments towards employee benefits
Relevant experience is defined as that part of an applicants total professional experience which is
relevant to his/her current or future role in TCS.
It is one of the key factors for deciding the Grade fitment and Compensation
The relevant experience of the applicant is decided by the Management reviewer in consultation with
HR and entered in the Management evaluation form.
Grade
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Different Grade structures are defined for different dimensions (e.g. Department, Practice/Business
Unit, etc.) and may be revised periodically based on the strategy and needs of the Organisation.
Some examples of Grade structures are provided below:
o
Grade Structure 1(C Grades): CC, HR, IS, Techcom, Corporate Communication/Marketing,
Compensation Charts
-
A Compensation Chart is a chart defined time to time which provides all the information required to
map an applicant to a Grade and to decide the Compensation to be paid to him/her
The Compensation charts may change or new charts may be added from time to time depending on
the business requirement.
Timeline of Applicability
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These guidelines are applicable during the offer/ offer negotiation process while finalizing the grade and
compensation of the applicant
Procedure
The procedure for Grade and Compensation fitment of Experienced Professionals is as follows:
Get applicant details
The Recruitment Team gets the following details of the applicant for Grade and Compensation fitment:
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APPENDIX A
Grade structure
A sample Grade structure for Computer Consultancy (CC) department is provided and explained below:
Grade
Code
Relevant
Experience*
Designation
Engineering
Graduate
Management
Graduate
Departments:
HR/Marketing/Technical
Communication
0 to < 1 year
ASE-T
MT
MT
C1
1 to <2 years
ASE
ABA/ASA
Executive
C1
ASE
ABA/ASA
Executive
C1
ASE
ABA/ASA
Executive
C2
ITA
BA/SA
Assistant Manager
C2
ITA
BA/SA
Assistant Manager
C2
ITA
BA/SA
Assistant Manager
C3A
AST
AST
Manager
C3A
AST
AST
Manager
C3A
AST
AST
Manager
Legend:
ASE-T - Assistant System Engineer Trainee
ASE - Assistant System Engineer
ITA - Information Technology Analyst
AST - Assistant Consultant
MT Management Trainee
ABA/ASA - Assistant Business Analyst / Assistant System Analyst
BA/SA Business Analyst / System Analyst
* Different ranges of relevant experience are found mapping to the same grade, as the compensation will
vary based on the range of relevant experience.
As displayed in the Table above, for a given Grade structure, the Grade for an applicant is purely a
function of the Relevant Experience. Relevant Experience is provided as a range mapped to a Grade.
More than one range of relevant experience may map to the same Grade.
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The table above also provides a Designation code against each grade. Designation is a level assigned to
an employee which indicates his/her positioning in the Organisation.
Each grade structure has a unique set of designations defined. Multiple designations may map to the
same Grade (ex: the designation for a person in the C1 Grade with engineering qualifications is ASE,
whereas the designation for the same grade for a Management Graduate is ASA)
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