Prioritized Action Portfolio

Staff Engineers are -12.2% vs target P50 with 28% of incumbents below range minimum. Highest single-role gap in the population.

L5 Engineering attrition is 1.6× company average; replacement cost averages $185K per role. Targeted critical-role premium pays back inside 9 months.

Apply critical-role premium up to P75 for Engineering L4/L5 incumbents in Exceeds / Meets+ bands. Hold non-critical roles at P50.

14.2% of in-scope incumbents are below range minimum. Concentrated in Engineering & Sales.

Below-range employees are exposed to compliance complaints and merit-cycle ceiling problems. Floor adjustments are foundational.

Bring all below-min employees to range minimum ($1.28M annualized).

Female ICs (P3-P5): -2.8% unexplained gap, statistically significant after 7 controls. Female managers (M5-M6): -3.4% gap.

Significant unexplained gaps create legal exposure and signal cultural risk. Document remediation criteria before counsel review.

Fund $118K equity remediation across 30 employees in same cycle as market adjustments. Document criteria.

5 weak-confidence matches and 3 outdated survey matches in the Benchmark Match Register. Engineering L5 and Product L4 cuts have weakest coverage.

Confidence below 80% requires caveat language in the committee pre-read. Closing these matches strengthens defensibility.

Engage Radford Tech secondary cut for Product L4. Refresh Mercer FP&A data effective date. Run blend re-aging.

M5 → M6 progression is 27% (above 22% market norm). E2 progression is 35%. Drives title inflation pressure.

Steep progression in management bands encourages title inflation and undermines job-architecture integrity.

Compress M5 → M6 to ~22% by lowering M6 midpoint $15-25K. Rebuild M6 range around the new midpoint.

National-flat policy includes 312 employees who would re-zone. Net annual savings $1.64M.

Cost-of-labor zoning is sustainable and market-aligned. Done well, the savings fund critical-role remediation.

Approve 4-zone policy in principle. Grandfather zone-4 outliers. Apply policy to new hires immediately. Pair with a 90-day comms plan.

Bring-to-mid for the full population is $6.24M annualized — funds non-critical roles to the same standard as critical talent.

Targeted spend has better ROI and a stronger comp-philosophy story than blanket adjustments.

Pair Bring-to-min ($1.28M) + Critical-role-to-P75 ($2.1M) as the recommended remediation bundle.

Exception approval policy last reviewed 2023-08 (Overdue). 2-year gap between reviews; current practice has likely drifted.

Stale exception controls invite audit findings and create inconsistent decisions across HRBPs.

Schedule a 60-day CHRO review. Add a quarterly exception-volume dashboard. Document updated escalation thresholds.