基本給構成要素のうち、経営戦略や経営方針の実現のために会社が期待する役割の大小に応じて決定される賃金。役割等級制度においては、経営戦略や経営方針の実現のために会社が与える役割の大きさに応じて支給される。
仕事を基準に賃金が決定できるうえに、企業内の柔軟なジョブローテーションを阻まないため、日本では仕事基準の賃金決定を採用する場合に役割給が好まれる。
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