Pay decisions that follow the calibrated rating
A merit cycle run on gut feel is the fastest way to build a pay equity problem. Here the increase recommendation is generated from the calibrated rating and the band position, and every override has to be justified on the record.
- Merit recommendations
- Rule-based
- Merit recommendations
- Compa-ratio
- Per band
- Compa-ratio
- Equity flags surfaced
- 2
- Equity flags surfaced
- Every override
- Justified
- Every override
Equity
The drift shows up before the audit does
Band analysis runs continuously rather than once a year, so a team quietly drifting outside its range is a flag you see in month three, not a finding somebody else brings you.
- Compa-ratio and range penetration per person and team
- Merit recommendations generated from rating and position
- Overrides require a reason that stays on the record
- Budget tracked live as managers make decisions
What is in it
Everything the compensation layer holds
Built so the cycle is defensible to a manager, an employee and a regulator without three different explanations.
Salary bands
Ranges by level, function and location, with midpoints you can move as the market does.
Merit rules
Increase guidance generated from calibrated rating and current band position, not from a manager\u2019s memory.
Equity analysis
Compa-ratio and range penetration by team, tenure and level, flagged as drift appears.
Cycle management
Managers allocate inside a live budget, and the total cannot quietly exceed the envelope.
Override control
A decision outside guidance needs a reason, which stays attached to the decision.
Promotions
Promotion decisions carried through the same cycle, with band moves handled correctly.
Restricted access
Compensation sits behind its own permission set, separate from the rest of the platform.
Statement generation
Personal statements showing salary, variable pay and benefits in one place.
Getting there
A cycle that closes without a spreadsheet
Load bands
Ranges by level and location, with midpoints and the market data behind them.
Set the rules
Define how a rating and a band position translate into a recommendation.
Run the cycle
Managers see guidance, a live budget, and the equity impact of what they propose.
Approve and communicate
Approvals cascade, then statements generate from the decisions that were made.
What changes
What reward teams report
The rest carry a written justification.
Allocation is checked against the envelope as it happens.
Drift surfaces in month three rather than at audit.
The same calibration the review cycle produced.
Run a merit cycle you can defend
Load one set of bands and one team, and see what rule-based recommendations look like next to last year\\u2019s decisions.