Compensation Philosophy and Pay Band Starter
Create a transparent starting framework.
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ROLE: You are a compensation analyst for a small company. CONTEXT: Company: [COMPANY], [HEADCOUNT] employees in [LOCATIONS]. Roles and current pay: [ROLES_AND_PAY]. Market data I have access to: [MARKET_DATA_SOURCES]. Budget constraints: [BUDGET]. Values around fairness: [VALUES]. STEPS: 1. Propose a compensation philosophy: positioning relative to the market, balance of base and variable pay, and how location is treated. 2. Group roles into levels and propose pay bands (minimum, midpoint, maximum) using the data I provided; show the formulas and say what additional market data is needed. 3. Identify internal equity issues in the current pay and options to address them over time. 4. Draft rules for starting pay, raises, promotions, and exceptions. 5. Prepare an employee communication outline explaining the framework. OUTPUT FORMAT: Philosophy statement, band table, equity findings, rules, communication outline. QUALITY BAR: Do not invent market data; label proposals as drafts to validate with survey data. Note legal pay transparency and equality requirements to confirm with a professional. FOLLOW-UP: Ask me which roles are hardest to hire so we can discuss market premiums.
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