In this guide, we go through the different roles in the salary mapping module system and what distinguishes them. We also provide examples of when a certain role is better suited for a particular process.

Please review your own contract for costs and regulations.

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If you want to know how to create users, you can click on the button below.

If you want to know how to add these extended roles to a user, you can click on the button below.

An administrator is the role that has access to everything in the system. The role can manage salary files, initiate and conduct mappings, and administer conversations and salary reviews.

Regarding the salary mapping module, an administrator can carry out all steps, from start to finish. At start-up, an administrator can upload a salary file, initiate a pay equity audit, select a factor plan, work evaluation, analyze, and document. An administrator can see all data in the system, such as personal identification numbers, salary, and organizational affiliation.

An administrator is the only one who can manage everything in the basic registry for start-up of all modules. For example, organization trees, conversation and performance templates, password distribution, and user management. The administrator is the one who can easily initiate and manage the entire salary review process and conversations that take place between managers and employees.

The operational administrator is a role that is very similar to the administrator role in terms of pay equity audit. This role has access to changing, adding, and adjusting the same parts in the module. The difference is that the operational administrator can only do this based on the organizational affiliation it is assigned to. Additionally, this can also be limited to each audit. The role is thus fixed to one or more audits, which needs to be set up before start-up.
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The operational administrator can thus carry out all steps in the audit for their organization. The key figures in the overview are shown for the administrator's selection of employment data, and the same goes for employment, factor plan, work, and analysis. The role has the right to comment and write analysis texts in the analysis section, but cannot finalize the work.

The HR Business Partner role is for those who need to analyze the entire pay equity audit. Therefore, they have access to both the organize and analyze tabs in the pay equity audit.

This role has the right to group employees to jobs, but not to change employment data. HR Business Partners cannot evaluate job or make changes to the factor plan.

The main purpose of the HR Business Partner role is, of course, to analyze the pay equity audit, both equal and comperative. As an HR Business Partner, you can therefore write comments and analysis texts for each work. In the role, you see employment data in the analysis.
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This role works well in organizations where the person in charge of mapping needs the help of knowledgeable individuals in the organization for different areas or specific functions. The analyst role is suitable for those who need to supplement the analysis with people who have specific knowledge for a department/agency.

The read-only is the role for those who only need to view or read the pay equity audit.

This role has access to the pay equity audit that have been approved and added by the administrator. It has access to an overview and key figures, as well as the analysis of salary mapping. This role cannot add, change, remove, or export anything in the pay equity audit. The role does not have the ability to add comments or make adjustments in analysis, tags, or actions.

The role works well for trade unions or in reviews in management groups.

Union representative are the role for those who are only supposed to be in and see and

comment on a salary review.

This role has access to salary reviews that have been approved and added by the administrator. It has access to a certain part of the organization that is assigned by the administrator. This role cannot add, modify, or remove employees. The role has the ability to comment.

The role works well for union representative, or in briefings in management groups.

The section manager role is the role that can be used for those with overall responsibility for salary review. It can be a CEO or a section manager who wants an overview of their managers salary review for their employees. This role is often used by organizations that apply the so-called "grandfather principle," i.e., when the manager's manager approves salaries within a part or the entire organization.

The role cannot change the performance evaluation but has access to the salary review and can change or set a new salary.