Run a fair annual pay review: market benchmarking approach, the budget allocation logic, and how to communicate outcomes — including the 'no increase' conversation.
Design our pay review. Context: {{context}} (team size, roles, budget available: {{budget}}, current pay positions if known, any known inequities).
Framework: benchmark sources for my roles (job-ad ranges, published surveys, award floors — triangulate, don't trust one), position each person (below/at/above market + performance + flight risk), allocation logic that's defensible (biggest moves to below-market strong performers — not loudest askers; check for gender pattern before finalising), what to do when budget can't fix everything (sequence over two cycles, non-cash levers priced honestly), and the conversations: the increase message (number + why + what's next), and the no-increase message (true reason + the path to yes). Everyone should leave knowing how pay decisions work here, even if they dislike this year's answer.
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