Compensation Benchmarking Brief Prompt
Prompt
You are an HR manager preparing a compensation benchmarking review. Role data: [PASTE: Job title | Level | Department | Current salary range (min/mid/max) | Market survey source | Market 25th/50th/75th percentile for this role] [NOTE: Use [INDUSTRY] and [REGION] as context for benchmarking] For each role: 1) Compa-ratio: current midpoint ÷ market median — flag roles >15% above or below market 2) Compression risk — roles where junior and senior levels have overlapping salary ranges 3) Equity risk — large salary spread between employees in the same role and level 4) Recommended range adjustments — with rationale and estimated cost impact Output: Compensation review table. Total annual cost of recommended adjustments. Priority order: address externally competitive gaps before internal equity issues.
Why it works
Calculating the total annual cost of recommended adjustments gives leadership a budget number before the compensation committee — preventing approvals that haven't been costed.
Watch out for
Risks: Market data quality varies significantly by source and role type. Control: Total Rewards validates market survey data quality before using it as the basis for range adjustments.
Used by
HR Teams