Audit advanced Works with: Any AI

Pay Band Consistency Review

Table output Has example

Check for unexplained differences within bands.

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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.

Review pay consistency. Anonymised data on role, level, location, tenure, performance rating and pay for employees in the same band: [PAY_DATA]. The pay policy: [PAY_POLICY]. Reasons for known exceptions: [EXCEPTIONS].

Calculate ranges and medians within bands, find differences not explained by documented factors, and list questions for managers. Avoid conclusions about discrimination; flag patterns for a qualified adviser. Treat data as confidential.

Return a table with Band, Min, Median, Max and Outliers, a list of questions to investigate, and a plan to document pay decisions. Pay equality rules are [VERIFY] for [JURISDICTION].

Also suggest how to record the reason for each pay decision, which pay information to share with staff, and how to protect confidentiality when presenting the results. Remind me that statistical differences are prompts for investigation, not conclusions.

Then prepare the governance and communication pieces around the pay review. Draft a documented pay decision template recording the role, the market evidence used, the internal comparison, the person's experience and the approver. Create a process for handling a pay query from an employee, with a response timeline and an escalation route. Provide a statement of pay principles in plain words suitable for sharing internally, and a one-page guide for managers on explaining pay decisions without breaching confidentiality. Suggest an annual calendar for market data review, band maintenance and the equality check, with owners. Add a list of questions to take to an employment lawyer or reward consultant, and a caution that statistics on small groups can be misleading and sensitive. Pay transparency and equal pay rules are [VERIFY] for [JURISDICTION], and employee data must be protected throughout.

This review is for understanding, not for filing or lending decisions. A qualified accountant should check any statement before it is submitted, and rules differ by place [VERIFY] for [JURISDICTION].

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Range table (invented anonymised band 4, 12 roles)
Min 41,000; median 46,500; max 54,200. Policy range: 40,000 to 56,000.
Outliers: 3 people above 52,000, tenure 1 to 2 years; documented reason for 1 (scarce skill). 
Two people with the same tenure and rating differ by 6,800 with no recorded reason.
Questions: How were starting salaries set? Were counter-offers made? Who approved?
Plan: record the reason for every pay decision; review the two cases with the pay committee; present aggregate results only. Treat the data as confidential. Equal pay rules [VERIFY]; differences are prompts, not conclusions.

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