This article is intended for administrators.
For each compensation band, the administrators will have access to a tab dedicated to the analysis of the band. The objective of this tab is as follows:
Do the compensations of the employees associated with this band align with the company's compensation policy?
In order to have the best experience on this tab, it is ideal to have already imported the compensation bands, assigned employees to the bands, and completed an import of the employees' career paths including their compensations.
- Import and export of compensation band
- Assign a compensation band to one or more employees
- Import data related to the employees professional background
The following topics will be addressed in this article:
👀 Access to information
Access to this page depends on the user's role. Only authorized users can access it, and each user can only view the data for which they have been granted access.
- For global administrators and compensation administrators: Full visibility on the analysis of all compensation bands.
- Indirect managers (N+2 and beyond): Visibility on the analysis of bands only for their subordinate hierarchy + only if the bands is published.
- Direct managers (N+1): Direct managers can access the analysis for their direct reports (N-1) only if: the band is published + if they already have visibility on the compensation of their reports. If one of these conditions is not met, then direct managers do not have insight into the analysis of the compensation bands.
- Employees: Employees do not have access to the analysis of the compensation bands.
📊 How to analyze a compensation band?
💡 Note: Only fixed remuneration is taken into account in the analysis of a compensation band, not the overall package.
The page is divided into two:
- the graph providing a visual overview of the data,
- the list of users in order to delve into the details.
Regarding the graph
The table is a summary of the key elements associated with the salary range and the actual compensations.
It is based solely on fixed remuneration and full-time equivalents.
It is possible to use the usual filters but also to filter by positioning in order to facilitate reading.
On the left, there is a line for each level of the range, with two levels in the example (Junior and Intermediate) indicated in green 🟢.
Each level is represented on the same value scale (in the currency of the compensation band), represented in pink 🌸 at the base of the graph.
Next, for each level, there are two lines:
- The first, at the top in orange 🟠, is the range of the band level. It represents the company's compensation policy for this category of employees. The line is divided into two with the small blue mark positioned at the median of the range.
- The second, in blue 🔵, is the distribution of actual salaries of employees positioned at this level. It shows the distribution among 4 categories:
- Below the range: all employees whose remuneration is less than the minimum remuneration set by the administrator for the range.
- Lower half of the range: all employees whose remuneration is between the minimum and the median set for the range.
- Upper half of the range: any employee whose remuneration is between the median and the maximum set for the range.
- Above the range: any employee whose remuneration is above the maximum set for the range.
Example: Let's take a Product Owner compensation band, with a junior level range of a minimum of 30 €000 and a maximum of 40 €000.
The median is equal to 30 €000 + (40000-30000)/2 = 30000 + 5000 = €35,000.
Thus, each employee belongs to a group based on their remuneration "x":
- If x < 30 €000 → Below the range
- If 30 €000 ≤ x < 35 €000 → Lower half of the range
- If 35 €000 ≤ x < 40 €000 → Upper half of the range
- If 40 €000 ≤ x → Greater than the range
Regarding the list of users
You will find on this list the same filters as on the graph to facilitate analysis.
For each employee, we display:
- The level of the band on which he is positioned,
- The remunerations set for this band (if the employee has other remunerations than those on the band, they will not appear here),
- The work time ratio (if it has not been set, this will be 100% by default),
- The compa-ratio based on the fixed remuneration. The compa-ratio represents the ratio between the employee's compensation and the median of the range.
- The last modification of compensation in the professional journey.
💡 Understanding the compa-ratio
In principle, when the compa-ratio is greater than 1, it means that the employee is paid more than the median, and when it is less than 1, it means that the employee is paid less than the median.
Example: Let's take a user who has a fixed compensation of 32 €000 in our Product Owner group (median of 35 €000). Their compa-ratio is 32,000/35,000 = 0.91.
💡 Note: Only fixed remuneration is taken into account in the calculation of the compa-ratio, not the overall package.
💸 Currency Management
A warning sign may appear next to a employe:
This means that Erika is paid in GBP (Pound) while the salary range is defined in €. We have chosen to display the employee nonetheless in order to allow for her consideration; it should only be noted that we are using an exchange rate of 1 = 1.