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Be polite but direct in asking about the starting salary. Show enthusiasm for the position. If the company has asked whether you're interested in the job, you should thank them for their message, state that the position does sound interesting, and then write “May I ask what the salary range is?”
Establish value for each position in your company. Consider your company's competitive posture. Define compensate leverage for your company. Look at external inequalities. Develop a salary structure for your organization.
Step 1: Establish overall pay range. Determine a company minimum and a company maximum pay. Step 2: Establish number of grades. Step 3: Establish a range per grade. Step 4: Create pay grade chart. Step 5: Review and amend.
A pay structure is a system that defines what each individual and job role is paid based upon their value to the business and effectiveness in their role.
A compensation structure (or salary structure) is a hierarchy group of jobs that are assigned to salary ranges within an organization. Salary structures are composed of pay grades that reflect the value of a job within both the internal organization and external job market.
Assess the Position. Before determining a salary scale, it's important to assess the value of the position for which you're going to pay. Research Wages. A key component to determining a salary scale is offering competitive payment. Determine a Max and Min. Decide How You'll Pay. Be Flexible and Open to Negotiation.
Basic Pay. Grade Pay. It means your salary will be calculated as. (Basic + grade pay)+DA+HRA+MA. Presently, DA is around 110%, HRA may vary from 10% to 30% and MA can vary widely. Here I'm assuming DA=110% HRA=20% MA=40% Gross monthly salary.
Step 1: Establish overall pay range. Determine a company minimum and a company maximum pay. Step 2: Establish number of grades. Step 3: Establish a range per grade. Step 4: Create pay grade chart. Step 5: Review and amend.
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