Job Title and Pay Band Consistency Check From a Roster
Spot inconsistencies in titles and pay (using anonymised data).
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Check consistency in titles and pay. An anonymised roster with job title, level, pay, location, start date, and performance rating if appropriate: [ANONYMISED_ROSTER]. Our pay bands: [PAY_BANDS]. Our policy on pay decisions: [PAY_POLICY]. For each level, calculate the minimum, median, and maximum pay and the range spread, and compare with the bands, showing the arithmetic. Flag people paid outside the band, similar roles with different titles, and large differences that are not explained by experience, location or performance. Do not include or infer protected characteristics. Make a table with Level, Count, Min, Median, Max, Band, and Flags. Propose questions for managers and a process for reviewing exceptions, with a record of the reasons. Add a communication plan. Pay equity analysis requires specialist expertise and legal advice. Mark all of this as a preliminary consistency check and [VERIFY] with HR and counsel. Add a worked level summary with invented numbers: Level 3, 12 people, min 41,000, median 46,500, max 52,000, band 40,000 to 50,000, so 3 people are above the band; and the questions managers should answer for each exception. Remind me that this is a preliminary check, not an equity analysis.
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