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The Journal of Total Rewards Fourth Quarter 2022 | Volume 31 | No. 4 A closer look at Gig Economy and its many facets.

The Journal of Total Rewards Second Quarter 2025 | Volume 34 | No. 2 Explore the next equity frontier -- where analytics help ensure inclusive advancement opportunities.

As shown in Figure 2, the spread between median and average earned pay is consistently wider than what we’ve seen compared to TTDC, reflecting the influence of program design, market timing, stock price sensitivity and broader performance dispersion across sectors.

Re-Examine Your Pay Ranges; To Offer or Not to Offer Compensation professionals exploring this question — and ways to keep lump-sum merit replacements equitable — in a WorldatWork Engage forum post shared various insights: ;“We move our ranges every year, say 2%, so even an employee who was at the top of the range will get a 2% base pay increase,” said Ken McLean, a senior compensation analyst at Newport News, Va.

Trend 2: Employees feel less connected than ever before.

In Level 1, you measure the absence costs; in Level 2, both the absence and the healthcare.

While 55% of organizations communicate STI metrics and goals at the start of the year, fewer than 1 in 4 explain why they were selected.

The increased accuracy required for a pay equity review will require from eight to 10 factors, which will predict pay relativity within 2% to 4%.

For example, Citibank posted salary ranges from $0 to $2 million but later explained this as a computer glitch ( Brady 2022).

This was a significant departure from the proposed rules that would have required only reporting the value of equity vested for any given year, which would have been more akin to the W-2 values recognized by an executive for the year.