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.

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1 Structure summary

% Above Maximum
StructEmployee · Ranges · 0.0%
Above Maximum ÷ Headcount.
% Below Minimum
StructEmployee · Ranges · 0.0%
Below Minimum ÷ Headcount.
Above Maximum
StructEmployee · Ranges · #,0
Employees paid above their range maximum (green circle).
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).
Headcount
StructEmployee · Headcount & Pay · #,0
Employees in the filtered group.
Payroll Base (USD)
StructEmployee · Headcount & Pay · $#,##0
Sum of base salary (USD).
Structure Status Text
StructEmployee · Report Views · General
One sentence: employees outside range, market position against target, and the cost to close the gap.