Early adoption of this compensation roadmap pays off. It allows companies to attract & retain their most valuable asset — their people — and thoughtfully use their budget.
The ROI for implementing these compensation initiatives enhances efficiency, profitability & pay transparency.
Identify level criteria (compensable factors) to include in level definitions
Establish concise level definitions for each job level (for both individual contributor and management tracks)
Map all employee’s jobs to a level, focusing on the job, not the individual
Develop salary ranges for each job family by job level, where the midpoint aligns with the compensation philosophy chosen
Acquire reliable market compensation data like Kamsa.com
Establish the minimum of the range by taking 85% of the midpoint
Establish the maximum of the range by taking 115% of the midpoint
Equity Guidelines (optional)
If your company offers equity (e.g., stock options), establish guidelines for new hires & refresh grants using market equity data
Model out & budget shares you need for the year, and it’s respective dilution rate
Pay Equity Analysis (optional)
Variable Pay Review (optional)
Kamsa's hybrid approach to providing market data + consulting services helps leaders make data-driven pay decisions & allows companies to pay employees fairly, painlessly.