Salary benchmark, ranges and levels

By implementing salary ranges and leveling, you can ensure that compensation is consistent with your employees’ individual skills and experience. This not only promotes employee satisfaction, but also increases productivity and engagement.

Salary Comparison and Benchmark

Salary benchmarks are reference points that help companies develop competitive compensation structures. These benchmarks provide insights into current salaries for various positions in an industry, region or specific company segment. Using salary benchmarks allows companies to optimize their compensation offerings to attract and retain talented employees.

Why are salary benchmarks important?

• Competitiveness: By comparing your salary structures to the benchmarks in your industry, you can ensure that your compensation offers are competitive. This is critical to attracting and retaining the best talent.
• Market Dynamics: Salary benchmarks provide insights into current market dynamics. They enable companies to respond to changes in the compensation landscape and adapt their strategies.
• Employee satisfaction: Transparent and fair compensation structures based on benchmarks promote employee satisfaction. This contributes to a positive corporate culture and increased motivation.

Where does the data for salary benchmarks come from?

Our salary benchmarks are created through careful data sourcing and analysis to provide you with a reliable basis for designing your compensation strategy. Industry reports, company surveys, market research studies and specialized salary databases can be included.

Salary Bands and Ranges

Salary bands or ranges are broad compensation ranges that are set for specific positions or job families within a company. These ranges define the minimum, median, and maximum amount an employee can earn in a particular position. The introduction of salary bands helps to make compensation structures more transparent and fair.

Why are salary bands important?

• Fair compensation: Salary bands create fairness by providing scope for different skills, experiences and performance. Employees with similar responsibilities may be compensated differently within the same range.
• Transparency: Clearly defining salary bands allows employees to understand the company’s salary structure. This promotes trust and understanding of compensation decisions.
• Career development: Salary bands help define clear career paths. Employees can track their development and identify what skills and experience are required to advance within the range.
• Attractiveness to talent: Salary bands that offer competitive compensation options make the company more attractive to qualified talent.

Where does the data for salary bands come from?

Our salary bands are carefully developed to ensure a balanced compensation structure. Market analyses, internal analyses, industry trends and business goals are included.

Levelling within salary structures

Leveling refers to the clear and transparent division of employee positions into different hierarchy or seniority levels within a company. These levels are defined to create a consistent structure for compensation and professional development. Each level represents a certain level of responsibility, experience and skills.

Typical features of leveling:

• Responsibilities and tasks: Each leveling level is associated with specific tasks and responsibilities. As leveling increases, the scope of tasks to be completed usually increases.
• Experience and Skills: Employees in higher leveling levels are rewarded for their broader experience and advanced skills. This is reflected in higher compensation.
• Hierarchical position: Leveling is often closely linked to the hierarchical position in the company. It helps to establish a clear structure from junior to senior or managerial levels.
• Development prospects: Leveling enables employees to plan their professional development in a comprehensible manner. They can clearly see what steps they need to take to advance to higher levels of leveling.