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Use when setting or revising pay bands — covers band structure, market data sources, compa-ratios, and band integrity.
Codex 또는 Claude로 설치 이 Prompt를 복사해 Codex, Claude 또는 다른 어시스턴트에 붙여 넣으면 Skill 페이지를 검토하고 설치를 진행할 수 있습니다.
SOC 직업 분류 기준
Use when designing or applying progressive discipline — covers the escalating sequence, documentation, gross misconduct exceptions, and consistency.
Use when conducting or scoping workplace investigations — covers intake, scope, interview protocols, evidence, findings, and outcomes.
Use when auditing or designing the candidate's journey — covers communication, time, transparency, and the link between candidate experience and employer brand.
Use when designing career frameworks, level rubrics, IC and management track parity, and promotion processes.
Use when planning organizational change — covers communication architecture, sequencing, manager enablement, and predictable failure modes.
Use when training managers in coaching skills — covers GROW, listening, asking vs. telling, and growth mindset framing.
| name | pay-bands-market-data |
| description | Use when setting or revising pay bands — covers band structure, market data sources, compa-ratios, and band integrity. |
A pay band defines the cash compensation range for a (level × job family × geography) combination. Bands have:
Width: typically 15–30% spread (max is 15–30% above min). Wider widths give flexibility; narrower widths force promotion to grow comp.
Compa-ratio = actual pay ÷ midpoint.
Used for diagnostics:
Aggregate compa-ratios useful for:
| Source | Strengths | Weaknesses |
|---|---|---|
| Pave | Strong tech coverage; modern UX | Submission base skews tech / startups |
| Comprehensive | Broad sector coverage | Setup heavier |
| Radford | Tech enterprise standard; level-mapped | Expensive; dated participant model |
| Option Impact (Compensia) | Equity benchmarks at early stage | Equity-focused |
| Salary.com / Glassdoor | Free / low-cost | Submission bias; unverified |
| Levels.fyi | Public, level-mapped tech data | Submission bias toward high-comp candidates |
| Survey participation | Improves your data quality | Time investment |
When choosing: match the source's submission base to your hiring market. A SaaS startup's data isn't reliable for hardware manufacturing.
compensation-philosophy)Any actual pay outside the band is an exception. Reasons that justify:
Reasons that don't:
Document every exception. Audit quarterly.
Quarterly:
Compression: when new hires get paid as much or more than longer-tenured existing employees at the same level. Common during hot markets; corrodes trust. Address via market refresh of existing employees, not by underpaying new hires.
compensation-strategist agentcompensation-philosophy skillpay-equity-analysis skilloffer-strategy skillcareer-leveling skill