Rosa BauerWWP, GRS

Replied to in Compensation · 1mo ago

Sixty job titles into nine grades without a consultant: notes from a small manufacturer

This is close to what I did at a 400-person food business, and paired comparison is underrated for small organisations. One thing to add for next year: keep a s

Replied to in Pay Equity & Transparency · 2mo ago

How fine should equal-value categories be when each grade spans very different jobs?

One caveat on the market premium argument. It worked for us for engineers, but we were challenged on why the premium roles were 78% male and whether the market

Replied to in Pay Equity & Transparency · 3mo ago

Nine months of pay ranges on every Ontario posting: what moved and what did not

One more effect nobody warned us about: agencies. Our external recruiters kept advertising the same roles with their own invented ranges, sometimes 15% higher t

Replied to in Compensation · 3mo ago

We cut midpoint progression from 15% to 10% between grades and I would not do it again

I would push back a little. Narrow progression is not the fault, the 16 grades are. If your evaluation method cannot reliably tell grade 9 from grade 10, you ha

Replied to in Compensation · 4mo ago

Two years after moving our structure review from annual to biennial: what happened

A trigger is a better tool than a calendar. Ours is exceptions: if more than 10% of offers in a job family need approval above range guidance in a quarter, that

Replied to in Compensation · 1y ago

After an acquisition, do you lift people to the range minimum at once or in stages?

A compromise that worked for us: everyone within 10% of minimum is brought up straight away, which is usually most of the people and a small share of the cost.