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Only 2% of organizations reported not having pay equity on their radar.

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At the bottom of payout curves, the broad-market STI threshold payout is, on average, 22% of target, while the average EHP STI threshold payout is just 13% (Figure 2).

Month 2: Goal-setting and scheduling.

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Table 2 lists the compensable factors in each plan.

The model shown in Figure 2 identifies five characteristics that have an impact on the quality of design.

Essential 2: A clear link to financial and strategic outcomes.