---
name: comp-benchmarking-78d71ba5b6fb
description: Analyze market compensation data and establish competitive pay structures
allowed-tools:
  - Read
  - Write
  - Glob
  - Grep
  - Bash
metadata:
  specialization: human-resources
  domain: business
  category: Compensation and Benefits
  skill-id: SK-013
  dependencies:
    - Compensation survey data
    - Market pricing tools
graph:
  domains: [domain:human-resources]
  specializations: [specialization:talent-management]
  skillAreas: [skill-area:talent-acquisition-strategy, skill-area:performance-management, skill-area:organizational-design, skill-area:learning-development]
  workflows: [workflow:talent-acquisition-pipeline]
  roles: [role:hr-manager, role:talent-recruiter]
---

# Compensation Benchmarking Skill

## Overview

The Compensation Benchmarking skill provides capabilities for analyzing market compensation data and establishing competitive pay structures. This skill enables market percentile positioning, salary range development, and compensation competitiveness monitoring.

## Capabilities

### Survey Data Analysis
- Import and analyze salary survey data
- Blend multiple survey sources
- Age and trend data appropriately
- Handle different data cuts
- Validate data quality

### Market Positioning
- Calculate market percentiles and positioning
- Determine competitive positioning strategy
- Analyze positioning by job family
- Track positioning trends
- Compare against target percentile

### Salary Range Development
- Build salary range structures
- Calculate range spread and midpoint
- Design grade structures
- Create multiple range types (broad, narrow)
- Support geographic differentials

### Scenario Modeling
- Model compensation scenarios and costs
- Project budget impacts
- Analyze merit increase scenarios
- Model structure adjustments
- Calculate cost of living impacts

### Reporting
- Generate market pricing reports
- Create competitiveness summaries
- Build survey participation reports
- Document market data sources
- Track year-over-year trends

### Geographic Analysis
- Create geographic pay differentials
- Analyze location-based pay
- Support remote work pay strategies
- Map cost of labor differences
- Handle multi-location structures

## Usage

### Market Analysis
```javascript
const marketAnalysis = {
  surveys: [
    { source: 'Radford', weight: 40, year: 2026 },
    { source: 'Mercer', weight: 35, year: 2026 },
    { source: 'Compensation Surveys Inc', weight: 25, year: 2025 }
  ],
  aging: {
    rate: 3.5,
    targetDate: '2026-07-01'
  },
  cuts: {
    industry: 'Technology',
    companySize: '1000-5000',
    geography: 'US National'
  },
  jobs: [
    {
      internal: 'Senior Software Engineer',
      surveyMatch: 'Software Engineer IV',
      matchQuality: 'strong'
    }
  ],
  positioning: {
    targetPercentile: 50,
    hotJobs: ['Machine Learning Engineer', 'Security Engineer'],
    hotJobTarget: 75
  }
};
```

### Range Structure Design
```javascript
const rangeStructure = {
  type: 'traditional',
  grades: 10,
  midpointProgression: 12,
  rangeSpread: {
    byGrade: {
      '1-3': 40,
      '4-6': 45,
      '7-10': 50
    }
  },
  overlap: 35,
  anchoring: {
    method: 'market-midpoint',
    targetPercentile: 50
  },
  differentials: {
    geographic: {
      enabled: true,
      tiers: ['Tier 1', 'Tier 2', 'Tier 3']
    }
  }
};
```

## Process Integration

This skill integrates with the following HR processes:

| Process | Integration Points |
|---------|-------------------|
| salary-benchmarking.js | Full market pricing workflow |
| job-evaluation-leveling.js | Job matching |
| pay-equity-analysis.js | Market data input |

## Best Practices

1. **Multiple Sources**: Use at least 2-3 survey sources
2. **Quality Matching**: Ensure strong job matches to market data
3. **Regular Updates**: Refresh market data at least annually
4. **Consistent Methodology**: Apply aging and cuts consistently
5. **Documentation**: Document all assumptions and methodology
6. **Stakeholder Communication**: Explain positioning philosophy

## Metrics and KPIs

| Metric | Description | Target |
|--------|-------------|--------|
| Compa-Ratio | Employee pay vs. range midpoint | 95-105% |
| Market Position | Actual percentile vs. target | Within 5 points |
| Range Penetration | Distribution within ranges | Normal distribution |
| External Competitiveness | Offer acceptance rate | >85% |
| Survey Participation | Surveys participated in | >3 annually |

## Related Skills

- SK-012: Job Evaluation (job matching)
- SK-014: Pay Equity (equity analysis)


---
Source attribution: a5c-ai
Original project: https://github.com/a5c-ai/babysitter
License: MIT
License information: https://opensource.org/license/mit
Original upstream instructions; downloaded from Dave AI.

## Upstream license notice

MIT License

Copyright (c) 2026 Gabriel Moreira

Permission is hereby granted, free of charge, to any person obtaining a copy
of this software and associated documentation files (the "Software"), to deal
in the Software without restriction, including without limitation the rights
to use, copy, modify, merge, publish, distribute, sublicense, and/or sell
copies of the Software, and to permit persons to whom the Software is
furnished to do so, subject to the following conditions:

The above copyright notice and this permission notice shall be included in all
copies or substantial portions of the Software.

THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR
IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY,
FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE
AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER
LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM,
OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE
SOFTWARE.



# Dave AI resource metadata

Creator / publisher: a5c-ai
Original project: https://github.com/a5c-ai/babysitter
Attribution basis: Upstream repository explicitly recorded in package mirror path

Fields of work: Human Resources, Sales
Roles: Business Development, Compensation & Benefits, HR Generalist
Specialties: Specialty not specified
Tools: Market Pricing Tools
Country applicability: Country not specified
Classification basis: Source catalog labels
Instruction SHA-256: 7d76104d9bac7a3530267689cac5f6ae4e9998afff2969238b4fe7e6507f9a01