What Does Compensation Range Mean? Your Comprehensive Guide to Salary Structures

Offering job candidates and employees competitive compensation packages goes a long way in helping organizations attract and retain talent. However, compensation packages are not exact numbers; they come in ranges that vary depending on several factors. 

Learn more about compensation range, its role in salary structures, and how compensation consulting can help you identify the right compensation range for the roles in your company!

What Does Compensation Range Mean?

Compensation range refers to the range of pay or salary that a company or organization is willing to offer for a specific job or position. The range is typically determined by analyzing market data, including the salaries of similar jobs in the same industry, as well as the company's budget and overall compensation philosophy.

The compensation range typically includes a minimum and maximum salary or hourly rate, and may also include other forms of compensation such as bonuses, robust stock options, or benefits.

It's important to note that the compensation range is not the same as the salary or pay offered to a specific employee. An employee's specific pay within the range may be based on factors such as their qualifications, experience, and performance.

What is the Role of Compensation Range in Salary Structures?

Compensation range plays a significant role in salary structures. A salary structure is a way to organize and group jobs into levels or grades, each with its own corresponding pay ranges. The compensation range for each level or grade is determined by analyzing market data, including the salaries of similar jobs in the same industry, as well as the company's budget and overall compensation philosophy.

When creating a formidable and competitive salary structure, the company will establish a set of compensation ranges for different levels or grades of jobs within the organization. This allows the company to be consistent in their pay practices and helps to ensure that employees are paid fairly based on the level of job responsibilities and qualifications required.

The compensation range also helps to set expectations for employees and managers. It helps employees understand what they can expect to be paid for a specific job or level, and it helps managers understand what they can offer to potential hires or current employees.

How to Determine the Compensation Range of a Job or Position?

Determining a compensation range for a specific job or position can be a complex process, but there are several steps that can be taken to ensure that the range is fair, competitive, and compliant with relevant laws and regulations.

Research the Market

Look at data on the salaries of similar jobs in your industry, region, and company size. You can use websites such as Glassdoor, Payscale, or the Bureau of Labor Statistics to gather this information.

Consider Internal Factors

Look at your company's budget, financial goals, and overall compensation philosophy. Consider any internal factors that may influence the compensation range, such as the company's ability to pay or the need to retain top talent.

Evaluate the Job

Assess the qualifications, experience, and responsibilities required for the job. This will help you determine the appropriate level of pay for the position.

Take Into Account Legal Compliance

Review relevant laws and regulations, such as minimum wage laws, equal pay laws, and discrimination laws, to ensure that the compensation range is compliant.

Review and Adjust

Review the compensation range regularly and adjust it as needed based on market changes, internal factors, and the performance of the job.

Communicate With Employees

Clearly communicate the compensation range to employees and managers, and explain how it was determined. This will help ensure that everyone understands the rationale behind the range and that it is seen as fair and transparent.

It's important to note that determining the compensation range is not a one-time process, it should be reviewed regularly and updated if needed. Also, a company may use different methods to determine the compensation range, it may vary based on the company's size, industry, and location.

Identify the Compensation Range for Your Open Roles

Determining the compensation range of your open roles is key to offering competitive compensation to your employees and job candidates. With FutureSense, we can help you plan, design, and implement a salary structure for your organization with our compensation consulting services.

FutureSense has a wide range of services ranging from market research and job evaluations all the way to review and adjustment, as well as customized support. Let us help create and maintain a salary structure that will help future proof your company.

Reach out to FutureSense today to request a free quote!