Pay structure example IT and business services: this is what a complete pay structure looks like
This is an example for a it services company. One consistent salary ladder in which all functions rise logically, ready for the pay transparency directive.
IT services firm (example, ~60 employees)
Curious how this is built? See the step-by-step Download as PDF
Scale
1
First-line support, secondary vocational 4 to higher vocational, works within set procedures.
Band (gross/yr)
EUR 32,000 – EUR 42,000
median EUR 37,000
Scale
2
Hands-on technical, higher vocational, works independently within the team and its guardrails.
Band (gross/yr)
EUR 42,000 – EUR 58,000
median EUR 50,000
Scale
3
Analytical and client-facing, higher vocational to academic, owns a project.
Band (gross/yr)
EUR 52,000 – EUR 72,000
median EUR 62,000
Scale
4
Leads a development team or owns a product end to end, higher vocational to academic, safeguards quality and planning.
Band (gross/yr)
EUR 64,000 – EUR 85,000
median EUR 74,000
Scale
5
End responsibility for engineering, budget and people, academic working and thinking level.
Band (gross/yr)
EUR 80,000 – EUR 105,000
median EUR 92,000
Job evaluation per role
Each function is weighed on the four legal factors. Every factor has its own, traceable rationale, so the placement in the scale is defensible.
Service Desk Agent
Scale 1- Knowledge and skills
- Secondary vocational 4 to higher vocational, knows support tooling and the product stack.
- Effort
- Reactive work with varying load and many contact moments per day.
- Responsibility
- Owns the first response and escalates when complexity grows.
- Working conditions
- Works in the office or hybrid under regular conditions.
Software Developer
Scale 2- Knowledge and skills
- Higher vocational, command of one or more languages and the common frameworks.
- Effort
- Concentrated thinking with periods of high focus around releases.
- Responsibility
- Responsible for own code, tests and the quality of deliveries.
- Working conditions
- Hybrid office environment under regular conditions.
System Administrator
Scale 2- Knowledge and skills
- Higher vocational, knowledge of networks, cloud and security.
- Effort
- Alternates administration and incident handling, sometimes off-hours.
- Responsibility
- Safeguards the availability and security of the infrastructure.
- Working conditions
- Hybrid, with occasional on-call duty outside office hours.
IT Consultant
Scale 3- Knowledge and skills
- Higher vocational to academic, broad technical knowledge and advisory skills.
- Effort
- Switches between client meetings, analysis and advice under time pressure.
- Responsibility
- Advises clients and is responsible for the project result.
- Working conditions
- Varies between office and client sites, with travel time.
Development Team Lead
Scale 4- Knowledge and skills
- Higher vocational to academic, broad development experience and people skills.
- Effort
- Continuously switches between engineering, planning and people.
- Responsibility
- Leads a development team and safeguards quality and planning.
- Working conditions
- Hybrid office environment under regular conditions.
Product Owner
Scale 4- Knowledge and skills
- Higher vocational to academic, knows product ownership and agile working.
- Effort
- Continuously prioritises across stakeholders with differing interests.
- Responsibility
- Manages the backlog and steers on the value the product delivers.
- Working conditions
- Hybrid office environment under regular conditions.
Engineering Manager
Scale 5- Knowledge and skills
- Academic level, broad technical and organisational knowledge.
- Effort
- Runs several teams under budget and delivery pressure.
- Responsibility
- End responsibility for engineering, budget and team development.
- Working conditions
- Office and meetings under regular conditions.
How is this built?
Each function follows the same step-by-step process. You make the choices that matter, the tool calculates and flags. That keeps the result yours and keeps it defensible.
Frequently asked questions about a pay structure
What is a job structure (functiehuis)?
A job structure is an ordered overview of all functions in your organisation, grouped into scales with salary bands that rise logically. Functions are weighed on four objective factors (knowledge and skills, effort, responsibility and working conditions), so equal work is paid equally. The example on this page shows what that looks like for an SME.
What does an example of a job structure look like?
A job structure example shows a salary ladder with several scales, the functions in each scale, the band from minimum to maximum and the median. Above is a complete example with five scales, plus the rationale per role on the four legal factors.
What is a job substantiation (functieonderbouwing)?
A job substantiation records, per function, why a salary band is correct: the band, the reasoning with market sources, the placement per step and the objective, gender-neutral criteria. That is exactly what the EU pay transparency directive requires and what you need when an employee asks for pay information.
Do I need a consultant for a job structure?
No. You build up your functions yourself and bundle them into a consistent job structure, substantiated with market sources and without needing your own pay data or an HR system. You see your own job structure in preview before you pay.
Curious what this yields for your functions?
Weigh your first function for free and see your own salary band with its substantiation right away, just like this example. No credit card, no obligation.