While it’s important to avoid claiming absolute value in an organization, as each role contributes in different ways, we can establish a general ranking order based on complexity, responsibility, and market value. However, it’s crucial to emphasize that this ranking should be further refined by:

• Conducting a thorough job analysis: This involves delving deeper into the specific duties, skills, knowledge, and experience required for each position.
• Considering internal and external factors: Analyzing internal factors like departmental dependencies and external factors like market competitiveness for specific skillsets.

Therefore, the following provides a tentative ranking based on the aforementioned considerations:

1. Operator: Performs routine tasks with limited decision-making. 2. Mechanic: Requires specialized skills but may have less supervisory responsibility. 3. Electrician: Similar skill level to mechanic but may have specific licensing requirements. 4. Administrative Assistant: Provides administrative support but may have limited decision-making authority. 5. Sales Professional: Generates revenue but may require less experience than Sales Manager. 6. Supervisor: Oversees a team and possesses leadership skills. 7. Sales Manager: Leads the sales team and carries additional responsibility for achieving sales goals. 8. HR Manager: Manages human resources functions and plays a vital role in employee relations. 9. Operations Manager: Oversees day-to-day operations and ensures smooth workflow across various departments. 10. President: Holds ultimate responsibility for the organization’s success and strategic direction.

Important Note:

• This ranking is for informational purposes only and should not be taken as a definitive evaluation of any specific position.
• It’s essential to involve relevant stakeholders like department heads and HR professionals in the compensation structure development process for a more accurate and comprehensive approach.
• Utilizing objective job evaluation methods and benchmarking against relevant industry data can further enhance the accuracy of the salary structure.

Remember, the goal is to establish a fair and competitive compensation system that recognizes the unique contributions of each role within the organization.