There are many choices employers must make related to pay transparency. You can choose to deliver partial pay transparency or be fully transparent.

Partial pay transparency examples:

· You share a job’s base pay range when it is posted.

· You share pay ranges with managers for only the jobs their team performs.

· You share a job’s base pay range with the employee that is performing that job.

· You share your compensation philosophy and the factors used to make pay decisions.

· You share the metrics used in the bonus or sales incentive calculation and weights assigned to each metric.

Full pay transparency examples:

· You share actual pay levels for all employees.

· You publish the base salary range and short-term and long-term incentive targets for each job.

How would your employees answer these questions?

Likert Scale = Does not apply (0), Strongly Disagree (1), Disagree (2), Undecided (3), Agree (4), Strongly Agree (5)

1. I am being paid fairly.

2. I am being paid competitively in comparison to what other employers pay for substantially similar work.

3. I am being paid equitably in comparison to my peers performing substantially similar work.

4. I know where to look up the base pay range for the job I am performing.

5. I manage others and I know where to look up the base pay ranges for the jobs performed by my direct reports.

6. How pay is determined at my employer is a transparent process.

7. I can tell you how my bonus or sales incentive is calculated.

8. I know what I need to do to increase my bonus or sales incentive payout.

9. I know what I need to do to improve the value of my long-term incentives.

10. My manager communicates about pay in a transparent and confident way.

What other statements would you add to a pay transparency employee survey?

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