Promotion increases: a fixed percentage, or whatever reaches a set point in the new range?

The low starting position is the underlying fault. If people are being promoted from 85% compa-ratio, either they are being promoted too early or their pay was not managed in the old grade. A promotion rule cannot fully repair that.

We tried a target position and found managers timing promotions to suit it. People were held at a low compa-ratio because the promotion would 'sort it out'. If you adopt it, watch for merit increases being held back in the year before promotion.

Thanks. Going with greater of 8% or to 90% of the new midpoint, cap at 20%, split if larger. I modelled last year's 212 promotions and the extra cost is about 0.12% of payroll, which finance has accepted.