Cost to Midpoint
StructEmployee · Market
SUM(StructEmployee[costToMid])Direct dependencies: None
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
5 Cost to market
DAX definitions
Exact source expressions and direct measure dependencies for the selected page.
Cost to Minimum
StructEmployee · Market
SUM(StructEmployee[costToMin])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)
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