Rewards overview metrics are metrics you can see at a glance. Metrics are now in textual form. By clicking bolded text or the avatars, a list with names, teams/locations, and the date of starting/leaving will appear.

⏳ Overview metrics are not affected by the time filter.

Metrics included:

A metric within the Rewards story chapter.

Median Raise Percentage shows the median percentage of salary increases/decreases within a specific time frame.

It provides an insight into the salary growth rate in your organization and headcount cost increase. It can be used for salary forecasting, internal and external benchmarking, and identifying outliers.

📊 Average raise percentage

Median Raise Percentage(T) = We extract the midline raise from the whole spectrum of pay raises for selected period T.

Extracted from HRIS

A metric within the Rewards story chapter.

Headcount Cost shows the total spend of the organization on employees. The total cost is split into different costs due to (1) current salaries, (2) promotions, and (3) new hires. (4) Turnover Cost Deduction is the amount of money deducted due to turnover for a specific period.

Since labor cost represents one of the highest operating expenses for any organization, this metric can be compared to the total operating cost to provide an insight into how much of your total operating cost is being allocated to labor cost. To interpret results dismantling what your rate means will heavily depend on your business values, practices and goals.

Total Cost = sum of monthly current employees’ salaries, promotions of current employees, and new hires’ salaries

Current Salaries Cost = sum of monthly current employees’ salaries

Promotions Cost = sum of salary increases for current employees

New Hires Cost = sum of new hires’ salaries

Turnover Cost Deduction = sum of salaries for leaving employees

Extracted from HRIS:

A metric within the Rewards story chapter.

Pay Mix represents the ratio of fixed pay to other variable types of pay such as bonus and equity.

This metrics shows you the distribution of different compensation strategies across your company and can be used when planning your total rewards strategy.

Pay Mix is calculated as a ratio of sum of variable payments to sum of base salaries on a monthly level.

Extracted from HRIS:

A metric within the Rewards story chapter.

Internal Compensation Equity shows the spread of pay per job role and seniority levels.

Use this metric to ensure that employees within organization are paid fairly versus each other.

The box plot represents the range of salaries between the first quartile i.e. Q1 - 1.5 times the interquartile range, and the third quartile i.e. Q3 + 1.5 times the interquartile range. The numbers in the blobs represent all the outliers out of the aforementioned range.

Extracted from HRIS:

A metric within the Rewards story chapter.

Bonus Distribution shows the spread of bonus size per business unit and job role.

Use this metric to understand variable pay distribution within an organization and trends through time. To get a full insight into the efficiency of your compensation, combine the results with the Internal Compensation Equity metric.

The box plot represents the range of bonuses between the first quartile i.e. Q1 - 1.5 times the interquartile range, and the third quartile i.e. Q3 + 1.5 times the interquartile range. The numbers in the blobs represent all the outliers out of the aforementioned range.

Extracted from HRIS:

A metric within the Rewards story chapter.

Min and Max Pay is a metric indicating what is the company's minimum pay for the lowest grade and maximum for the highest grade in a business or demographic unit.

It provides and insight to outliers when it comes to equity in compensation for the same demographic unit.

Min and Max Pay is calculated by simply taking the lowest and highest monthly salary.

Extracted from HRIS: