Compensation Structure

Metrics used on this page

• % Below Target Percentile

  StructEmployee · Market · 0.0%

  People Below Target Percentile ÷ Headcount.

• Above Maximum

  StructEmployee · Ranges · #,0

  Employees paid above their range maximum (green circle).

• Average Base Pay

  StructEmployee · Headcount & Pay · $#,##0

  Mean base salary (USD).

• Average Compa-Ratio

  StructEmployee · Ranges · 0.00

  Mean of base salary ÷ the employee's (location-adjusted) range midpoint.

• Average Market Percentile

  StructEmployee · Market · 0.0

  Mean percentile of base pay within the market data for the employee's role, level and location (piecewise linear between P25/P50/P75/P90).

• Average Target Percentile

  StructEmployee · Market · 0.0

  Mean target percentile from the compensation philosophy (by role category).

• Below Minimum

  StructEmployee · Ranges · #,0

  Employees paid below their range minimum (red circle).

• Cost to Target

  StructEmployee · Market · $#,##0

  Annual cost to raise everyone below their target percentile up to it (sum of non-negative gaps to the market value at the target percentile).

• Cost to Target % of Payroll

  StructEmployee · Market · 0.0%

  Cost to Target ÷ Payroll Base (USD).

• Gap to Target Percentile

  StructEmployee · Market · +0.0;-0.0

  Average Market Percentile − Average Target Percentile (negative = below target on average).

• Headcount

  StructEmployee · Headcount & Pay · #,0

  Employees in the filtered group.

• Payroll Base (USD)

  StructEmployee · Headcount & Pay · $#,##0

  Sum of base salary (USD).

• People Below Target Percentile

  StructEmployee · Market · #,0

  Employees whose market percentile is below their target percentile.

• Structure Status Text

  StructEmployee · Report Views · General

  One sentence: employees outside range, market position against target, and the cost to close the gap.