PAT-187 · range

Range — design your pay structure

Your current shape beside the philosophy options — play the change. All three are the same four decisions — anchor, spread, levels, overlap — from different starting points.

Where you are today
Current
P25P50P75L4$114K$150K$132KL3$98K$130K$114KL2$84K$112K$98KL1$72K$96K$84K$67K$89K$111K$133K$155K
Anchor
P36
Spread
33%
Levels
4
Overlap
50%
Which way do you want to move?
Market Leader
P25P50P75L4L3L2L1
Anchor
P82
Spread
55%
Levels
4
Overlap
40%

Very high market benchmarks (75th–90th percentile); rich equity + bonuses.

Egalitarian & Fairness-Focused
P25P50P75L3L2L1
Anchor
P50
Spread
30%
Levels
3
Overlap
60%

Tight pay ranges at ~50th percentile; less variable-pay differentiation.

Performance & Meritocratic
P25P50P75L5L4L3L2L1
Anchor
P68
Spread
60%
Levels
5
Overlap
25%

Aggressive performance-based incentives; strong pay differentiation (2x–3x top vs bottom).

Development & Opportunity Driven
P25P50P75L6L5L4L3L2L1
Anchor
P45
Spread
40%
Levels
6
Overlap
50%

Lower entry pay but clear, generous promotion increments (15%–30%).

Cash-Conscious & Cost-Efficient
P25P50P75L3L2L1
Anchor
P43
Spread
30%
Levels
3
Overlap
50%

Pay modestly below median; limited incentive spend.

Talent & Retention Strategist
P25P50P75L4L3L2L1
Anchor
P55
Spread
50%
Levels
4
Overlap
40%

Differentiated targeted incentives by workforce analytics; critical segments at market+, others at/below median.