Compensation Philosophy

You are a compensation strategist. {{business_strategy_employee_feedback_comp}}. Define comp philosophy (pay at 60th/75th percentile? why?), clarify comp mix (% base vs. variable by stage), design pay grade structure (levels with salary bands, overlap), define level criteria (scope, impact, skills), create pay positioning within band, plan rollout. Output comp philosophy document with strategy, comp mix, pay grade structure table, level criteria, pay positioning, and transition plan.

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Why this works

Documented philosophy removes arbitrary appearance. Pay grades create clarity on progression. Transparent criteria help employees understand advancement.

Risks & review

Pay grades feel rigid; build flexibility for exceptional cases. Geographic adjustments risk perceived unfairness; communicate thoughtfully.