TheWorkRate — Compensation Practices

Country

Industry

Organisation Size

✦

"Here's what the data says about your compensation practices"

Your compensation structure is market-aligned overall, but the analysis reveals meaningful differences in pay philosophy transparency, merit increment ranges, and annual review cadence compared to your industry cohort. Two areas require attention before your Q3 compensation review.

AI 47 peer organisations
May 21, 2026

🔴

Gap Identified

Merit Increment Range Gap −8pp

Your average merit increment range (3–6%) is below the industry median of 5–14%. High performers may feel underrewarded compared to peers at benchmark organisations.

↑

Upward Trend

Market Pay Review Frequency Trend ↑

71% of peer organisations have moved to bi-annual salary reviews (vs. 58% last year). Your current annual-only review cycle may put you at a competitive disadvantage in fast-moving markets.

⚑

Policy Flag

Pay Philosophy Transparency ⚠ Flag

Only 34% of your peer group has a formally documented and communicated pay philosophy. Your absence of a published pay band structure may increase turnover risk among mid-level employees.

Compensation Strategy Split

Lead market (30%)

Match market (50%)

Lag market (20%)

Merit Increment Range — YoY

Last Year

3–5%

→

This Year

3–6%

Industry median: 5–14% · Gap −8pp

COLA Adjustment

Last Year

4.1%

→

This Year

4.8%

Industry avg: 4.5% · On par

Review Frequency — Market Spread

Bi-annual

71%

Annual

29%

Quarterly

18%

Ad hoc

12%

⚠ Your org: Annual only — below market trend

Detailed Data — Browse by Category

Pay Positioning Strategy — Market Distribution

Donut Chart Placeholder — Lead / Match / Lag the market split

Pay Philosophy Documentation — Prevalence

Bar Chart Placeholder — Formally documented / Informal / None

Philosophy Dimension	Industry Avg (%)	Your Org	Notes
Formal Pay Philosophy Document	34%	No	Below cohort
Pay Positioning Strategy	—	Match market	—
Pay Equity Policy	58%	Informal	—
Published Pay Bands (employee-visible)	41%	No	Below cohort
Total Reward Statement	62%	Annual	On par

Pay Band Structure Type — Market Prevalence

Bar Chart Placeholder — Broadband / Narrow band / Job grades / No structure

Pay Range Spread — Distribution (Min to Max)

Box Plot Placeholder — Range spread % across WR levels

Compa-Ratio Distribution Across Grades

Bar Chart Placeholder — Compa-ratio spread per grade, industry vs. your org

Structure Element	Industry Avg / Norm	Your Org	Gap
Pay Structure Type	Broadband (48%)	Job Grades	—
Pay Range Spread (WR 05 level)	50–60%	40%	−10pp
Avg Compa-Ratio (all grades)	0.97	0.94	−0.03
Grade Overlap	15–20%	12%	−5pp

Review Frequency — Market Split

Donut Chart Placeholder — Annual / Bi-annual / Quarterly

Average Merit Increment — by Grade

Bar Chart Placeholder — Merit % by WR grade vs. industry

Increment Triggers

Bar Chart Placeholder — Performance / Inflation / Market / Tenure

Adjustment Dimension	Industry Avg	Your Org	Gap
Review Frequency	Bi-annual (71%)	Annual	Below trend
Average Merit Increment	5–14%	3–6%	−8pp
COLA / Inflation Adjustment	82%	Yes	On par
Performance-linked Increment	74%	Yes	On par
Promotion Increment Range	10–20%	10–15%	Within range

Compensation Practices ⬛ Option B — Hero Banner