Performance Compensation Applier

Problem Addressed

Annual raise cycles often get stuck between performance ratings, role coefficients, and budget balance: how much S/A talent should receive, how to limit C/D impact, how to split the bonus pool, and whether the result creates pay inversions or budget overruns. This skill turns performance outcomes into a reviewable raise and bonus allocation plan, not just a rating table.

How It Works

Input should include an employee list, current monthly salary, role coefficient, performance rating, total raise budget, and total bonus pool. Choose forced distribution or 9-box model: the former allocates by rating × role coefficient for annual raises; the latter differentiates by performance × potential. Output is split into:
- Overview: budget usage, remaining budget, average raise.
- Model detail: forced distribution matrix or 9-box distribution.
- Employee detail: raise amount, raise percentage, new salary, bonus.
- Compliance checks: budget overrun, rating distribution issues, raise frequency issues.
- Linkage suggestions: if bandwidth data exists, preview post-raise health and inversion risks.

Boundaries

It is decision support, not a formal compensation committee decision, and it does not modify salary architecture. It covers cash salary and bonuses only, excluding equity, options, and long-term incentives. Without historical raise records or bandwidth data, related checks are skipped; raise coefficients cannot be customized as nonlinear functions.