Design a Compensation Framework
10 weeks · 0 milestones
Build a job-level compensation framework with bands, review cadence, and market data — approved by leadership.
Milestone map
Milestone map
3 milestones
Produce a written compensation philosophy document covering: the organisation's position in the market (lead, match, or lag market), the rationale for that position, geographic scope and location differentials, the components of total compensation (base, bonus, equity, benefits), and the principles governing how people move through ranges. Conduct market research using at least two benchmark sources and document the data. Present the philosophy to at least one senior leader (CEO, CFO, or board member) and document their challenges and revisions.
Proof required
Submit the compensation philosophy document (min 800 words), market research notes from at least two benchmark sources, and a documented Q&A session with a senior leader who reviewed and challenged the philosophy.
What gets checked
- Market position is argued with benchmark data — not just stated as a principle
- All four total compensation components are addressed in the philosophy
- Senior leader Q&A is substantive — at least two specific challenges raised and responded to