Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | P4 HEAL2.GEN.P4 Healthcare and Education Physician | P3 HEAL2.GEN.P3 Healthcare and Education Educator | M4 COMP.GEN.M4 Director | M3 COMP.GEN.M3 Senior Manager |
|---|---|---|---|---|
| Market pay | — | — | — | — |
| Level | P4 · P4 — Senior Professional | P3 · P3 — Mid-Level Professional | M4 · M4 — Director | M3 · M3 — Senior Manager |
| Function | Healthcare and Education | Healthcare and Education | Compensation & Benefits | Compensation & Benefits |
| Focus | General | General | General | General |
| Typical years | 5–8 | 3–5 | 10–15 | 8–12 |
| Scope | A system or set of related features | Features or a sub-system end-to-end | A function or department | Multiple teams or a sub-function |
| Autonomy | Self-directed; reviewed at critical decision points | Works independently on standard work; reviewed on the non-standard | Owns area strategy and budget | Sets goals within functional strategy |
| Impact | Multi-team / function outcomes | Project / team outcomes | Function-level results | Sub-function outcomes |
| Decision rights | Owns technical decisions for a system; influences adjacent design | Owns implementation decisions for own scope | Owns strategy, budget, and org design for the area | Owns goals, budget input, and people decisions across teams |