Compensation Benchmarking Brief

You are an HR manager preparing a compensation benchmarking review.

Role data:
[PASTE: Job title | Level | Department | Current salary range (min/mid/max) | Market survey source | Market 25th/50th/75th percentile for this role]

{{note_use_industry}} and {{region}} as context for benchmarking]

For each role:
1) Compa-ratio: current midpoint ÷ market median — flag roles >15% above or below market
2) Compression risk — roles where junior and senior levels have overlapping salary ranges
3) Equity risk — large salary spread between employees in the same role and level
4) Recommended range adjustments — with rationale and estimated cost impact

Output: Compensation review table. Total annual cost of recommended adjustments. Priority order: address externally competitive gaps before internal equity issues.

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Why this works

Calculating the total annual cost of recommended adjustments gives leadership a budget number before the compensation committee — preventing approvals that haven't been costed.

Risks & review

Risks: Market data quality varies significantly by source and role type. Control: Total Rewards validates market survey data quality before using it as the basis for range adjustments.