Our Pay Transparency Checklist for Startups
STEP 1: Compensation Philosophy
Compensation Philosophy
GOAL: Communicate “Why our company pays what it does”
- How pay ranges differ by title
- How pay ranges differ by geography
- How the company decides what is paid within a salary range
- How pay changes over time
- How and why pay is different from company to company
Implement Compensation Bands
- Develop bands based on compensation philosophy for current and future use
Gap Analysis
- Ensure current employees are paid in line with compensation philosophy and salary bands
STEP 2: Operational Readiness
Hiring
- Decide what is shown in job posting; full or part range, range for some or all locations
- Determine how to provide access to bands to recruiters, hiring managers and people supervisors
- Formalize process for salary negotiation; what positions in range are open to negotiation, how exceptions are handled
Employee Sharing
- Who can request; only states that require transparency, or all
- What is shared; own bands, adjacent bands, team’s bands, all bands
- When this will be shared; proactive or upon request
- Who will share the bands; People Partner or Manager
STEP 3: Communication
People and Talent Training
- What is required legally
- Approach to pay transparency
- Explaining compensation to candidates and employees
- Rules and processes
Manager Training
- How company decides pay
- Pay transparency during hiring process
- Pay transparency internally
All Company (Add to Intranet/Company Wiki)
- How Company determines pay
- How Company determines during hiring process
- How Company determines over time
Pay Transparency Laws Overview
Contact Burkland’s People Operations team for additional help with pay transparency and other HR support.