% Below Target Percentile
StructEmployee · Market
DIVIDE([People Below Target Percentile], [Headcount])Direct dependencies: People Below Target Percentile, Headcount
Choose dashboard — Compensation Structure
- Executive
- Headcount Plan
- Retention and Composition
- Engagement and Exit
- Talent Acquisition Funnel
- Performance Calibration
- Compensation Cycle
- Compensation Structure
- Succession and Talent Ops
- Workforce Economics
- Wellbeing & retention outcomes
- Performance outcomes
- Engineering delivery outcomes
- Safety & quality outcomes
- Sales outcomes
- Service & customer experience outcomes
people analytics dashboard
Compensation Structure
Ranges, market position, pay mix, scenarios, hiring, and within-level equity measures.
11 pages · Power BI
These dashboards use synthetic workforce data. Values illustrate the report design.
Selected page
4 Market position
DAX definitions
Exact source expressions and direct measure dependencies for the selected page.
Above Maximum
StructEmployee · Ranges
CALCULATE(COUNTROWS(StructEmployee), KEEPFILTERS(StructEmployee[positionBand] = "5 · Above max"))Direct dependencies: None
Average Base Pay
StructEmployee · Headcount & Pay
AVERAGE(StructEmployee[baseUsd])Direct dependencies: None
Average Compa-Ratio
StructEmployee · Ranges
AVERAGE(StructEmployee[compaRatio])Direct dependencies: None
Average Market Percentile
StructEmployee · Market
AVERAGE(StructEmployee[marketPercentile])Direct dependencies: None
Average Target Percentile
StructEmployee · Market
AVERAGE(StructEmployee[targetPercentile])Direct dependencies: None
Below Minimum
StructEmployee · Ranges
CALCULATE(COUNTROWS(StructEmployee), KEEPFILTERS(StructEmployee[positionBand] = "1 · Below min"))Direct dependencies: None
Cost to Target
StructEmployee · Market
SUM(StructEmployee[costToTarget])Direct dependencies: None
Cost to Target % of Payroll
StructEmployee · Market
DIVIDE([Cost to Target], [Payroll Base (USD)])Direct dependencies: Cost to Target, Payroll Base (USD)
Gap to Target Percentile
StructEmployee · Market
[Average Market Percentile] - [Average Target Percentile]Direct dependencies: Average Market Percentile, Average Target Percentile
Headcount
StructEmployee · Headcount & Pay
COUNTROWS(StructEmployee)Direct dependencies: None
Payroll Base (USD)
StructEmployee · Headcount & Pay
SUM(StructEmployee[baseUsd])Direct dependencies: None
People Below Target Percentile
StructEmployee · Market
CALCULATE(COUNTROWS(StructEmployee), FILTER(StructEmployee, StructEmployee[marketPercentile] < StructEmployee[targetPercentile]))Direct dependencies: None
Structure Status Text
StructEmployee · Report Views
IF([Headcount] = 0, BLANK(), FORMAT([Below Minimum] + 0, "#,0") & " of " & FORMAT([Headcount], "#,0") & " employees are paid below their range minimum and " & FORMAT([Above Maximum] + 0, "#,0") & " above the maximum. Average market percentile is " & FORMAT([Average Market Percentile], "0") & " against targets averaging " & FORMAT([Average Target Percentile], "0") & "; moving everyone below their target percentile up to it would cost " & FORMAT([Cost to Target], "$#,##0") & " a year (" & FORMAT([Cost to Target % of Payroll], "0.0%") & " of payroll).")Direct dependencies: Headcount, Below Minimum, Above Maximum, Average Market Percentile, Average Target Percentile, Cost to Target, Cost to Target % of Payroll