Pay progression · Migration path
Three stages, each defensible on its own.
You don't need the target model on day one. Each stage is a state you can explain.
The migration path
| Stage | Focus | What happens |
|---|---|---|
| Year 1 | Create transparency | Introduce or validate bands; compa-ratio reporting in the pay round (01 Informed discretion with an end date); identify outliers; sliding-scale elements to tidy legacy pay (04 Sliding scale). |
| Years 2–3 | Rules below, discipline above | Regulate the lower half (steps or RP path to the control point); merit criteria, calibration and documentation above (05 Hybrid with control point); annual neutrality monitoring. |
| From year 3–4 | Refine by competence | Role profiles and anchors, fit score for placement, then annual fit re-assessment (07 Person-job fit). |