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How to Control Wage Resolution

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Communicate: Perception is reality. Be transparent: Don't try to hide what employees make. Make a comparative within each salary grade by the employee's tenure in the position. Compare supervisors' salaries to their direct reports' salaries.
Pay compression occurs when new hires are paid the same as or more than current workers in the same position, or when the pay difference between employee levels shrinks so that higher-level workers feel that their pay advantage is no longer significant.
Communicate: Perception is reality. Be transparent: Don't try to hide what employees make. Make a comparative within each salary grade by the employee's tenure in the position. Compare supervisors' salaries to their direct reports' salaries.
Pay compression is a compensation issue that develops over time. Also referred to as wage or salary compression, it occurs when there's little difference in pay between employees regardless of differences in their respective knowledge, skills, experience or abilities.
Salary compression, also referred to as pay or wage compression, is occurring in almost every organization. One of the most common causes of salary compression is when pay increases for current employees are low, but new employees are paid a higher wage to attract them to an organization.
There is another form of salary compression: when employees in lower-level jobs are paid almost as much as their colleagues in higher-level jobs, including managerial positions. Moreover, while salary compression is not illegal, it is often accompanied by pay inequities that could violate equal pay laws.
Pay compression is the situation that occurs when there is only a small difference in pay between employees regardless of their skills or experience. Pay compression is the result of the market-rate for a given job outpacing the increases historically given by the organization to high tenure employees.
It is calculated as the employee's current salary divided by the salary range midpoint for the job the employee occupies. Lack of employee historical data on job experience. Time an expense in creating a comprehensive database. Deciding how far in the pay range to look at for compression.
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