القائمة
Designs compensation plans with salary bands, bonus structures, equity frameworks, and market benchmarking for competitive hiring.
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A demo skill for tests.
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| name | compensation-plan |
| description | Designs compensation plans with salary bands, bonus structures, equity frameworks, and market benchmarking for competitive hiring. |
| allowed-tools | Read Write Glob |
| metadata | {"author":"Salah-XD","version":"1.0"} |
Use this skill when you need to:
DO NOT use this skill for payroll setup, tax guidance, or benefits administration. This is for designing the compensation strategy. Consult an accountant or HR professional for legal compliance.
COMPENSATION IS A STRATEGY, NOT A REACTION — A CLEAR PAY PHILOSOPHY ATTRACTS THE RIGHT PEOPLE, RETAINS TOP PERFORMERS, AND PREVENTS AWKWARD NEGOTIATIONS BASED ON WHO ASKS LOUDEST.
Understand the business and hiring needs.
| Input | What to Ask | Default |
|---|---|---|
| Roles to compensate | "What roles are you designing compensation for?" | No default |
| Business stage | "What stage is your business? (bootstrapped, funded, profitable)" | Bootstrapped |
| Budget | "What is your total compensation budget?" | Flexible |
| Hiring market | "Where are you hiring from? (local, national, global)" | National (remote) |
| Current pay | "What are you paying now for similar roles?" | No default |
| Competitors | "Who are you competing with for talent?" | Small businesses and startups |
GATE: Confirm context before designing the plan.
Design the compensation framework.
## Compensation Philosophy
**Our approach:** [Choose one]
- Lead the market (pay above average to attract top talent)
- Match the market (pay competitively to retain good people)
- Lag the market (pay below average, compensate with equity/flexibility/mission)
**Pay transparency:** [Open / Banded / Confidential]
**Review frequency:** [Annual / Biannual]
**Adjustment basis:** [Performance / Market / Cost of living / Combination]
## Salary Bands: [Role]
| Level | Title | Band Low | Band Mid | Band High | Rationale |
|-------|-------|----------|----------|-----------|-----------|
| 1 | [Junior/Entry] | $[X] | $[X] | $[X] | [Market data source] |
| 2 | [Mid/Standard] | $[X] | $[X] | $[X] | [Market data source] |
| 3 | [Senior/Lead] | $[X] | $[X] | $[X] | [Market data source] |
**Band placement criteria:**
- Band Low (25th percentile): New to role, developing skills
- Band Mid (50th percentile): Fully competent, meeting expectations
- Band High (75th percentile): Exceeding expectations, hard to replace
## Contractor Rates: [Role]
| Experience | Hourly Rate | Project Rate Equivalent | Retainer Rate |
|-----------|------------|----------------------|---------------|
| Junior | $[X]-$[X]/hr | $[X] per project | $[X]/month |
| Mid | $[X]-$[X]/hr | $[X] per project | $[X]/month |
| Senior | $[X]-$[X]/hr | $[X] per project | $[X]/month |
**Note:** Contractor rates should be 25-40% higher than employee equivalent to account for no benefits, self-employment taxes, and variable work.
## Bonus Framework
| Type | Eligibility | Target | Metrics | Frequency |
|------|------------|--------|---------|-----------|
| Performance bonus | All team members | [X]% of base | [Individual performance rating] | Annual |
| Revenue share | [Roles] | [X]% of revenue above $[target] | [Revenue metrics] | Quarterly |
| Project bonus | Project-based roles | $[X] per project | [On-time delivery + quality] | Per project |
| Spot bonus | Any team member | $[X]-$[X] | Manager discretion for exceptional work | As earned |
GATE: Present compensation structure for review.
Validate the plan against market data.
For solopreneurs and small businesses:
## Market Comparison: [Role]
| Source | Low | Median | High | Our Band | Position |
|--------|-----|--------|------|----------|----------|
| [Source 1] | $[X] | $[X] | $[X] | $[X]-$[X] | Above / At / Below |
| [Source 2] | $[X] | $[X] | $[X] | — | — |
| [Source 3] | $[X] | $[X] | $[X] | — | — |
**Assessment:** Our compensation is [above/at/below] market for this role.
**Adjustment needed:** [Yes — increase by X% / No — competitive as-is]
Do not compare base salary alone. Show the full picture:
## Total Compensation: [Role]
| Component | Annual Value |
|-----------|-------------|
| Base salary/rate | $[X] |
| Bonus (target) | $[X] |
| Benefits value | $[X] |
| Equity/profit sharing | $[X] |
| Perks (learning budget, equipment, etc.) | $[X] |
| **Total compensation** | **$[X]** |
Keep compensation competitive and fair over time.
## Compensation Review Cycle
1. **Month 1:** Collect market data and update benchmarks
2. **Month 2:** Review individual performance ratings
3. **Month 3:** Propose adjustments based on performance + market
4. **Month 4:** Communicate changes and update records
Annually review for unintended disparities:
When communicating pay decisions: