REMEDIATE

Salary Structure

Balance internal equity and external competitiveness with salary structures that provide a strong compensation framework for your business.

See it in Action Price a job

Salary Structures Made Easy

Build with Ease: With the CompAnalyst^® drag-and-drop editor, you can quickly expand and contract ranges, move jobs between ranges, and build and save new structures with ease.
Forecast Costs: Quickly understand how much it would cost to bring employee salaries to the market rate. Forecast costs associated with changing structures or adjusting individual employee pay.

“Salary.com solutions allow us to fine-tune our internal compensation structure and design effective pay ranges. It’s a simple and easy process to find the data we need to benchmark our positions. We also value the highly responsive customer service."

“CompAnalyst ensures my company is paying people competitively by providing us with local, accurate market data. The platform’s interface is easy to use and the process of pulling data is simple.”

“Using CompAnalyst, I can quickly and easily find market data within my scope for jobs that are a close match to mine. I also create hybrid jobs and look at job families. We want to ensure our pay is market competitive so that we can attract and retain skilled employees.”

Valuable Insights

Spot Outliers: Easily spot job and employee outliers in existing or proposed structures.
Remain Equitable: Compare internal pay ranges and actual employee salaries against market rates to ensure you remain equitable and competitive.
Model Changes: Quickly visualize proposed structure changes using flexible modeling tools.

“With CompAnalyst, we're able to put everything in one library - including surveys, budget models, composites, and salary structures. It's a lot more professional than running to Excel all the time.”

Valerie Fitzon-moore, SPHR, CEBS
Director of Compensation & Payroll Services
CHRISTUS Health

Valerie Fitzon-moore, SPHR, CEBS
Director of Compensation & Payroll Services
CHRISTUS Health

Frequently Asked Questions

What Is a Compensation Plan?

A compensation plan includes a company's set of guidelines for delivering employees' base pay, bonuses, and equity. A well-designed compensation plan may also provide a strategy for future company goals around employee compensation. A compensation plan is a key element of your overall HR and recruitment strategy. It is also key in attracting and retaining top talent.

What Is an Example of a Compensation Plan?

Base salary.

Commission structure tied to sales performance.

Bonuses for exceeding targets.

Benefits like health insurance, retirement contributions, and professional development opportunities.

Offer performance incentives.

What Does a Good Compensation Plan Include?

A good compensation plan includes a clear salary structure, competitive pay aligned with market rates, performance-based incentives, benefits packages, and opportunities for career growth. It should also address pay equity, internal fairness, and compliance with legal requirements while offering flexibility to adapt to business and employee needs.

What Is the Compensation Planning Process?

A thorough compensation planning process will involve:

Doing a job architecture and analysis.
Benchmarking salary data and market pricing.
Employee performance evaluation.
Developing a compensation strategy.
Communicating the plan with employees within the organization.
Monitoring and adjusting the plan.

How to Develop a Compensation Plan?

Start by determining your compensation philosophy.

Outline the job architecture by defining roles and levels at your company.

Create guidelines for employee performance evaluations.

Define direct compensation (salary, bonus, and equity).

Define indirect compensation like benefits.

Consider internal and external pay equity.

How to Design a Successful Compensation Planning Strategy?

To design a successful compensation planning strategy, start by aligning it with your organization's goals and budget. Conduct market research to ensure competitive pay, define clear salary structures, and integrate pay-for-performance elements. Utilize compensation management software to streamline planning, analyze internal equity, and maintain pay transparency. Regularly review and adjust your strategy to adapt to market trends and employee needs.