Fairness in Skill-Based Pay
Measures Organizational Justice.
Sample items
- “Supervisors do a good job of certifying employees for skill-based pay raises”
- “The skill-based pay certifications are a fair test of employee ability to perform a task”
Reliability & validity
Reliability & validity evidence is syncing from Principia.
Sources
- Lee, Law, and Bobko (1998)
Deploy it
The full item bank and survey deployment live in the People Analytics Toolbox (the enterprise survey-item library), with the min-N privacy gate.
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“B.Sam and Sally have the same education, work experience, and so on, and are both hired by WidgetCo on the same day for identical positions. The company sets both Sam’s and Sally’s starting salary at $2,500 more than they were earning at their previous jobs. Sam was earning…”
— Compensating Employees Fairlymatch 60%
“Social norms can force us into some unfortunate compensation practices. For instance, even though we say that every job has a finite value where compensation should level off, we often let an individual become too highly paid because we, management, keep giving routine raises.…”
— High Output Managementmatch 60%
“For smaller companies, a pragmatic way of reviewing performance and linking it to compensation decisions is for the direct manager to suggest increases and then discuss and approve them in a “compensation committee.” CEO, CFO, and CPO should be permanent members. Invite…”
— Scaling Up Compensationmatch 60%
Resources: Compensating Employees Fairly · High Output Management · Scaling Up Compensation