Complete this configuration first. It mirrors the Administrator setup inputs the production system will require, and doubles as an intake form you can fill out live with a client. Everything below — job families, career levels, bonus components, LTI vehicles, 9-box labels — is designed to be added, removed, reordered, or renamed per client rather than hard-coded.
Have a saved setup file for a client? Import it here to skip the form entirely — works in any browser, on any computer, as long as you have the file.
Compensation Planning
Team progress — click a reviewer to drill in
Merit / Bonus / LTI submission status for each reviewer rolled up to you.
1 Merit
→
2 Bonus
→
3 LTI
→
4 Summary
→
5 Award Letter
Merit module. Recommendations start from the Merit Recommendation Matrix — illustrative, built on comparatio ranges × performance ranges. Comparatio uses each employee's own Market P50 (Salary Range Type: Market Ranges) as the midpoint; employees with no P50 on file, no performance rating, or hired after the Merit cutoff are shown but not eligible this cycle. Edit % or $ — changes outside range require an explanation.
Merit budget tracker
Allocated
$0
Recommended (spent)
$0
Balance
$0
Status
Under budget
How to read this
Rows shaded gray are not eligible for Merit this cycle. Out-of-range edits are flagged red. Any change from the
system recommendation needs an explanation before submitting.
View configuration captured during setup
View the Merit Recommendation Matrix — illustrative (reference)
Comparatio summary by performance level — Pre-Merit
High / median / average / low STARTING comparatio for your team (before any Merit increase), grouped by performance rating — fixed for the cycle, doesn't change as recommendations are edited.
Comparatio summary by performance level — Post-Merit
High / median / average / low comparatio for your team after each person's current Merit recommendation, grouped by performance rating — updates live as recommendations are edited, including changes made by anyone rolled up beneath you. A quick way to spot outliers before scrolling the full list.
All employees at system recommendation.
No flagged rows
Bonus module (illustrative). The component split (Company / Site / Individual, etc.) is set per Career Level in setup, not client-wide — driven by performance only, not comparatio. In practice, named non-performance components (e.g., Company, Site) are prefilled based on data provided by Finance and approved by the CEO; only the performance-driven component is shown here as editable. Employees with no Team/Site assigned use the Career Level's No-Site Override split, where one is configured, instead of double-counting a missing Site result as Company. Minimum adjustment increment: 0.25%, matching Merit.
Bonus budget tracker
Allocated
$0
Recommended (spent)
$0
Balance
$0
Status
Under budget
Component split (from setup)
View the individual performance payout grid (reference)
All employees at system recommendation.
No flagged rows
LTI module (illustrative). Each Career Level is coded either 9-Box-based (the 45-box grid, crossing 9-Box category with the 5 Performance Levels) or Performance-Rating-only (a simplified 5-cell grid using the same illustrative values as the Bonus grid) — see the Career Level table in setup. The initial grid is built at a Company level from the Company-wide distribution of ratings. Career levels marked "N/A" for LTI in setup aren't eligible at all.
LTI budget tracker
Allocated
$0
Recommended (spent)
$0
Balance
$0
Status
Under budget
Vehicle split (from setup)
View the 45-box LTI award grid — 9-Box-based Career Levels (reference)
View the PR-only LTI grid — Career Levels without 9-Box (reference; same values as the Bonus grid)
All employees at system recommendation.
No flagged rows
Summary of every Merit, Bonus, and LTI recommendation for everyone in your review scope — current comparatio, base salary before and after Merit, new comparatio, Bonus $, % of Target Bonus Paid, Total Cash, Total Cash CR, LTI $, Total Direct Compensation (TDC), and TDC CR. % of Target Bonus Paid = total Bonus $ (Corporate + Site + Individual combined) ÷ Target Bonus (Target Bonus % × current, pre-Merit base salary — matching how Bonus $ itself is calculated) — shows how each person's total bonus award tracks against their target. Total Cash CR = (New Base + total Bonus $) ÷ (Midpoint + Target Bonus % × Midpoint) — same calculation as the Total Cash CR column on the Bonus page, benchmarked against the market midpoint rather than actual salary. TDC CR = (New Base + Bonus $ + LTI $, each only counted if the person is eligible for it) ÷ (Midpoint + Target Bonus % × Midpoint + Target LTI % × Midpoint) — i.e., actual Total Direct Compensation against 100% of the market-target package for the components that apply to them. Useful for a higher-level reviewer scanning a large rolled-up team before drilling into the Merit, Bonus, or LTI pages for any individual.
Submits Merit, Bonus, and LTI together for everyone directly reporting to you — same as submitting on each of those three tabs individually.
No flagged rows
Compensation Planning Award Letter (Section 13). Single-employee, employee-facing document generated after Merit/Bonus/LTI recommendations are finalized. Select an employee below to preview and print their letter.
Every committed change (on Tab/click-away, not each keystroke) to a Merit, Bonus, or LTI recommendation, across everyone in your current review scope — who changed it, when, and the before/after % and $. Useful for reconciling an override made by a reviewer higher up the chain against the original recommendation submitted below them.