Pay progression · Which model fits?
No model wins every row.
The question is which rows describe your organisation. Combinations are normal — steps or a time path in the lower band, merit or fit above.
Six questions about your organisation
Yes or no. The result scores each model against the context matrix below.
Do you have strong co-determination or a tariff-like setting?
Is your performance management still immature?
Do you have a competency or skills model in place?
Do you need to differentiate pay strongly between individuals?
Do you need a fast rollout?
Do you have legacy salaries to clean up?
Answer all six questions to see the two best-fitting models (0 / 6).
Combinations are normal – steps or a time path in the lower band, merit or fit above.
Context matrix
✓ fits · ~ partly · ✕ does not fit · – not relevant
| Context | 01 | 02 | 03 | 04 | 05 | 06 | 07 |
|---|---|---|---|---|---|---|---|
| Strong co-determination / tariff-like | ✕ | ✓ | ✓ | ~ | ✓ | ~ | ~ |
| No mature performance management | ~ | ✓ | ✓ | ✓ | ~ | ✕ | ✕ |
| Competency / skills model in place | – | – | ✓ | – | ✓ | ~ | ✓ |
| High need to differentiate | ~ | ✕ | ~ | ✕ | ✓ | ✓ | ✓ |
| Fast rollout needed | ✓ | ✓ | ~ | ✓ | ~ | ✕ | ✕ |
| Legacy salaries to clean up | ✕ | ~ | ~ | ✓ | ✓ | ✓ | ~ |