COMPENSATION REVIEW CHECKLIST TEMPLATE (HR)

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--- PREPARATION & DATA GATHERING ---
[ ] Compensation Review Start Date
[ ] Number of Employees Included in Review
[ ] Compensation Philosophy Alignment? (Aligned, Needs Review, Not Applicable)
[ ] Previous Compensation Review Documents
[ ] Notes on Budget Constraints or External Factors
[ ] Date of Latest Salary Survey Data

--- MARKET ANALYSIS ---
[ ] Salary Survey Provider (e.g., Mercer, Radford)
[ ] Summary of Salary Survey Findings
[ ] Average Market Salary for Role
[ ] Median Market Salary for Role
[ ] Geographic Location Considered for Market Data (National, Regional, Local)
[ ] Upload Market Salary Report (Optional)

--- PERFORMANCE REVIEW ALIGNMENT ---
[ ] Overall Performance Rating
[ ] Summary of Key Accomplishments
[ ] Areas for Improvement Identified
[ ] Goal Achievement - Quantitative (Significantly Exceeded Goals, Met Goals, Partially Met Goals, Did Not Meet Goals)
[ ] Manager’s Comments on Performance
[ ] Alignment with Company Values (Strongly Aligned, Aligned, Somewhat Aligned, Not Aligned)

--- SALARY RANGE ASSESSMENT ---
[ ] Current Salary Range Minimum
[ ] Current Salary Range Maximum
[ ] Recommended Salary Range Minimum
[ ] Recommended Salary Range Maximum
[ ] Justification for Range Adjustment (Market Data, Internal Equity, Performance, Budget Constraints, Other)
[ ] Detailed Explanation of Range Adjustment

--- INDIVIDUAL COMPENSATION REVIEW ---
[ ] Current Base Salary
[ ] Target Base Salary (Based on Review)
[ ] Performance Rating (From Review) (Exceeds Expectations, Meets Expectations, Needs Improvement)
[ ] Justification for Salary Recommendation
[ ] Role Level (compared to band) (Below, Aligned, Above)
[ ] Salary Range Low End
[ ] Salary Range High End
[ ] Additional Comments/Notes

--- MERIT & BONUS ALLOCATION ---
[ ] Overall Merit Pool Percentage
[ ] Bonus Pool Percentage (if applicable)
[ ] Performance Rating Categories (Exceeds Expectations, Meets Expectations, Needs Improvement)
[ ] Merit Increase % - Exceeds Expectations
[ ] Merit Increase % - Meets Expectations
[ ] Merit Increase % - Needs Improvement
[ ] Bonus Multiplier - Exceeds Expectations
[ ] Bonus Multiplier - Meets Expectations
[ ] Notes on Individual Bonus Decisions

--- EQUITY & CONSISTENCY CHECK ---
[ ] Salary Range Comparison (Similar Roles)
[ ] Experience Level Consistency? (Consistent, Minor Discrepancy, Significant Discrepancy)
[ ] Deviation from Midpoint (%)
[ ] Notes on Role Grouping and Equity
[ ] Addressing Pay Inversion? (Not Applicable, Yes, Investigated, Yes, Corrective Action Taken)
[ ] Rationale for Any Discrepancies

--- DOCUMENTATION & APPROVAL ---
[ ] Review Summary & Rationale
[ ] Total Budget Allocation for Compensation
[ ] Date of Initial Review
[ ] Review Status (Draft, Pending Approval, Approved, Rejected)
[ ] Reviewer Signature
[ ] Supporting Documentation (Salary Surveys, Market Data)

--- COMMUNICATION PLAN ---
[ ] Draft Communication Message (Manager)
[ ] Communication Method (Employees) (Email, Team Meeting, Individual Meetings, Company Intranet)
[ ] Communication Send Date
[ ] Subject Line (Email)
[ ] Key Talking Points (Overall Compensation Strategy, Individual Performance & Contributions, Explanation of Salary Ranges, Future Growth Opportunities)
[ ] Manager Talking Points Template

--- POST-REVIEW ANALYSIS ---
[ ] Overall Review Efficiency Score (1-10)
[ ] What worked well in the compensation review process?
[ ] What challenges or roadblocks were encountered?
[ ] Which areas require further training for reviewers? (Market Data Analysis, Performance Evaluation, Compensation Modeling, Communication Skills)
[ ] Date of Next Process Review Meeting
[ ] Summary of Key Process Improvement Recommendations

--- END OF TEMPLATE ---
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