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Base Pay Management

Methodically valuing the work performed in the organization from an internal and/or marketplace perspective.

Base Pay Management

Methodically valuing the work performed in the organization from an internal and/or marketplace perspective.

Client Challenges

There is no defensible process for determining pay levels for jobs.

There are so many exceptions to pay policies that current practices are difficult to understand and may be open to legal or pay equity challenges.

Employees are frustrated with the lack of career or job growth opportunities.

Market data does not exist for many of the key jobs that provide you with a distinct competitive advantage.

Key technical contributors do not have the advancement opportunity necessary to keep them energized and motivated over their career.

There is some uncertainty about which jobs need to be paid overtime.

Clearwater Can Help...

Collect market pay data that reflects a specific industry, geography and/or company size

Value each job based upon its unique contribution to your organization

Develop or revise company pay grades and ranges to help manage compensation expense

Communicate job hierarchy and career and job growth opportunities

Create skill-based pay and/or dual career path programs to help retain technical contributors

Devise job titling guidelines to ensure the consistent use of job titles across the organization

Fun Fact

Fun Fact- Base Pay

According to a recent WorldatWork/Deloitte Consulting survey, a whopping 96% of organizations target their pay range midpoints at the 50th percentile of market. (Neither creative nor mathematically plausible).

Clearwater in the News

“If you are lucky enough to work at a company with a pay scheme designed by [Clearwater]... you can learn a new technical skill and go for that promotion.”

- Unshrink by Max McKeown

Articles and Related Content

Following are articles written by, or featuring, Clearwater consultants.

FinalClearwater Advantage

Base Pay Advantage

Although market pay is important, we believe the correct pay for a job considers both the job's contribution to your organization and the job's value in the marketplace.

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