Salary Competitiveness Diagnostic Report

Problem

When HR or business leaders assess salary competitiveness, raw market data rarely answers the operational question: which job families are losing senior talent, where internal pay compression is forming, how much budget is needed to fix critical roles, and which adjustment strategy produces the best return. Comparing average pay against a single P50 benchmark often hides level-specific gaps, department trade-offs, and retention risk.

How It Works

The skill turns payroll and market benchmark inputs into a diagnostic workflow:

• Input validation: checks job coverage, data freshness, extreme CR values, and conflicts across multiple salary sources;
• Company overview: calculates Compa-Ratio and compares job families by level;
• Risk localization: uses a job family x level heat map to flag pay troughs, inversion risk, and TOP N attrition risk roles;
• Budget decisions: combines department-level diagnosis with adjustment options, budget gaps, and ROI comparisons.

Its value is not generic HR advice, but turning P25/P50/P75, role criticality, hire dates, and city benchmarks into ranked, attributable, cost-estimating outputs.

Limitations

It is useful for annual compensation reviews, critical-role retention checks, and budget approval materials. If only P50 data is available, range analysis is limited; without hire dates, salary inversion cannot be measured. Benchmark targets should align with company pay strategy rather than defaulting to P50.