A Guide to Readiness-Based Fair Pay

Understanding Your Compensation: Employee FAQs

HOW IS FAIR PAY DETERMINED 

We use a market-based, readiness-focused approach. Your compensation reflects both competitive market data AND where you are in your career journey for your specific role. 

This isn't just about job titles -- it's also about your experience, skills, and demonstrated capabilities. 

BEFORE WE GET INTO DETAILS 

Compensation can involve unfamiliar terms and metrics. Before diving into the questions below, it’s helpful to remember that this approach is intended to provide clarity, fairness, and a clear path for development as you grow in your role. 

FREQUENTLY ASKED QUESTIONS 

Q: What is a Comparative Ratio (Comp-Ratio)? 

This is a metric used in compensation management to compare an employee’s salary to the market median or midpoint of the salary range for a role. 

Using Comp-Ratios enables us to compare the actual salary of an individual to the market salary for the job, helping ensure wages are fair, competitive with market rates, and equitable across different groups. 

As a general guideline, employers typically aim to keep most comp-ratios between 80% and 120% (0.80 – 1.20). A ratio of 1.0 means you're at the market median. Below 1.0 = below median; above 1.0 = above median. 

Under the Readiness model, the market median should always land at 75% readiness. 

Q: What is Readiness %? 

Readiness % shows where you fall within your pay range, from 0% (entry point) to 150% (expert level). It reflects your current skill level and experience in your role. 

Readiness % may differ depending on the specific responsibility being assessed. An average readiness score is applied across many responsibilities, allowing you to track your progression via the exIQtive platform. 

Things to note: 

✓ Readiness is not permanent

✓ Employees move through the range over time

✓ The readiness framework is intended to support development and progression 

Q: How is my individual readiness assessed? 

Ability is determined by a Coach or Master during an “inspection event.” The inspection protocol transforms a subjective observation of performance into an objective certification, leaving zero room for interpretation. Inspection criteria are binary – there is no “almost ready.” 

Q: Is being below 100% readiness bad? 

No! Being at 50% readiness, for example, means you're building toward full proficiency -- a normal part of career growth. 

UNDERSTANDING YOUR READINESS TIER 

 Q: How do I move up in the pay range? 

By developing skills, gaining experience, demonstrating stronger performance, and taking on greater responsibilities. Your manager, Coach, Master, or HR representative can help identify specific development goals and help set you up for success. 

Q: What does "Gap to 100%" mean? 

This shows the difference between your current salary and the 100% Anchor (fully proficient level). It's a growth roadmap, not performance criticism. 

Q: How often is compensation reviewed? 

A market assessment of compensation levels is completed on a regular basis to determine the competitive market rates for roles. Individual compensation reviews may be triggered earlier, if required. 

Q: Who can I talk to if I have questions about my readiness placement? 

You can talk to your manager and/or the Organizational Readiness Manager (ORM).

KEY TAKEAWAYS 

✓ Your pay is benchmarked against market data for your role, location, and industry

✓ Your position in the range reflects your current readiness -- not a grade or judgment

✓ There is a clear, transparent path for compensation growth as you develop

✓ Talk to your manager about development goals to advance your career and pay 

Questions? Contact your manager, HR representative, or the Office of Transformation for a personalized discussion about your compensation.