Structure & hierarchy across the workforce

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Enterprises were asked about how the organisational hierarchy/structure was expressed across the workforce of non-managerial staff to understand how employees could be classified and/or know their place within the organisation.

As presented in Table 4.7, over two-thirds (70%) of enterprises used job titles to express the organisational structure. Over one-third (37%) of enterprises reported that wage or salary structures used to set wages across the organisation was a key method for expressing the organisational structure and/or hierarchy across the non-managerial workforce.

Table 4.7: Method of expressing organisational structure and/or hierarchy across the non-managerial workforce by employment size, per cent of enterprises
	5–19 employees (%)	20–199 employees (%)	200+ employees (%)	All enterprises (%)
Wage/salary structure from award	22.9	25.0	18.0	23.2
Wage/salary structure from enterprise agreement	7.7	11.5	24.9	9.2
Wage/salary structure—other	10.3	10.5	15.3	10.5
Wage/salary structure—combined	36.1	39.2	44.5	37.1
Grading or classification system (e.g. Grade 3, Level B)	12.5	21.7	38.4	15.5
Job title or part of job title (e.g. Senior/Principal/Experienced/Junior)	67.1	77.2	72.9	69.7
As years/months of experience (e.g. 2nd year)	48.6	39.4	23.0	45.6
As the level of qualification required (e.g. diploma, 3 year degree)	25.4	25.0	19.7	25.2
Responsibilities	1.4	2.2	1.2	1.6
Employment status/hours worked	0.0	0.3	0.0	0.1
Other method	7.9	7.0	7.3	7.6

Source: AWRS 2014, Employee Relations survey.

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Last updated

14 February 2016

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