This East Africa-based development bank engaged Engage to create a more effective organisational framework. We designed a more differentiated grading structure with clearer progression at lower levels, then aligned compensation to market, and the relationship later expanded into competency design.
Context
This East Africa-based development bank employs approximately 200 people. The relationship began with a job evaluation and grading project aimed at creating a more effective organisational framework to support employee growth, reward management, and broader talent practices.
Business challenge
The bank's existing grading approach did not provide sufficient room for career progression, particularly at lower levels where roles were grouped into overly broad bands. This limited the organisation's ability to differentiate roles, create visible progression pathways, and manage employee growth in a structured way.
Our approach
We worked with the client in-country to facilitate a job evaluation process supported by a trained local committee, with contributions from subject matter experts and engagement from senior leadership, including the CEO. A new grading structure was designed with additional layers at the lower end, creating greater differentiation and clearer career progression. We then undertook a compensation analysis to align reward management with external market realities and the new internal structure.