1. Introduction
The External Job Architecture and Pay Equity Analysis Implementation Plan outlines a structured 16-week process for organizations to establish a complete external job architecture and conduct a full pay equity analysis. The plan is divided into four phases—Start-Up, Equal Work Analysis, Equivalent Work Analysis, and Reporting—each containing specific activities, client assignments, and expected outcomes.
The framework ensures that job architecture is visualized, employee data is correctly uploaded, stakeholders are aligned, and analytical steps are completed methodically to produce compliant and actionable pay equity results.
2. Phase 0 – Visualizing Job Architecture (Weeks 1–4)
This initial phase focuses on onboarding, understanding client context, setting expectations, and preparing data and structures needed for the pay equity analysis.
Week 1 – Introductory Call
Activity: Get to know the company and walk through the implementation timeline.
Key Outcomes:
Stronger familiarity with the client’s organization
Shared understanding of implementation timeline and objectives
Client Assignments:
Review the timeline before the kick-off meeting
Identify all stakeholders who must be involved in the process
Week 2 – Kick-Off Call
Activity: Establish project team, clarify timeline, resources, and client responsibilities.
Key Outcomes:
Clear concept of job architecture and its relation to pay equity
Alignment on expectations, project requirements, and meeting cadence
Client Assignments:
Review and validate the timeline
Complete the Salary File Template
Week 2 – Technical Onboarding (Optional)
Activity: Cover integration requirements, user access rights, and organizational structure in the platform.
Outcome: Full understanding of the integration process.
Client Assignment: Assess integration capability and notify Sysarb of next steps.
Week 3 – Data Import & Job Architecture Configuration
Outcome: Employee data uploaded and external job architecture populated.
Client Assignment: Review the visualized architecture and confirm that job profiles reflect equal and equivalent work appropriately.
Week 4 – Wrap-Up: External Job Architecture Setup
Outcome: Fully visualized and validated external job architecture.
3. Phase 1 – Start-Up (Week 4)
Start-Up Session: Recap & Preparation
Outcomes:
Clear understanding of the pay equity analysis process
Introduction to Equal Jobs Analysis and identification of the first three job groups to explore
Client Assignments:
Explore the Equal Jobs Analysis tab
Observe data points and prepare questions for the next meeting
Total hours logged for this phase are summarized in the project plan.
4. Phase 2 – Equal Work Analysis (Weeks 5–9)
This phase analyzes salary differences within equal job groups and identifies employees requiring further investigation.
Week 5 – Start Analysis (Working Session)
Client Assignments:
Continue analyzing flagged employees
Engage relevant stakeholders for additional context and explanations
Weeks 6–7 – Equal Work Check-In
Outcomes:
Completed flagging of employees needing deeper investigation
Partial completion of explanations and uplift recommendations
Client Assignments: Continue securing explanations and coordinating with stakeholders.
Weeks 8–9 – Wrap-Up Equal Work & Start Equivalent Work
Outcome:
Completed analysis of all equal jobs
List of active measures for salary adjustments prepared
Transition to equivalent work analysis
5. Phase 3 – Equivalent Work Analysis (Weeks 10–13)
This phase compares female-dominated jobs with non–female-dominated jobs of equal or lower value to identify structural gaps.
Week 10 – Start Equivalent Work Analysis (Working Session)
Outcome:
Equivalent jobs analysis formally initiated
Client Assignment:
Continue analyzing identified job pairs
Engage stakeholders for additional data when needed
Weeks 10–11 – Equivalent Work Check-In
Outcome:
Midway analysis completed with Advisor support where required
Weeks 12–13 – Wrap-Up Equivalent Work
Outcome:
Finalized analysis of all equivalent jobs
List of active measures for salary adjustment secured
Total hours for the phase are indicated in the implementation workbook.
6. Phase 4 – Reporting (Weeks 14–15)
Walkthrough of Reports and Reporting Template
Outcome:
Full understanding of reporting values and structure
Walkthrough of EU transparency requirements and internal reporting template
This phase prepares the organization for presentation, internal communication, and official reporting obligations.
7. Summary
The 16-week External Job Architecture and Pay Equity Analysis plan provides a complete roadmap for implementing job architecture, conducting equal and equivalent work analyses, and preparing pay equity reporting. The step-by-step structure ensures that data quality, stakeholder alignment, regulatory compliance, and analytical rigor are maintained throughout the process. By following the timeline and assignments, organizations gain a defensible, transparent, and actionable foundation for equitable pay practices.