Comp bands, leveling, and performance at 100+ headcount.
August: you need data, not declarations.
Refreshes on the 1st of every month
Pull representation data by level, function, and tenure. Look at promotion and pay gaps with the same rigor you'd apply to a P&L variance. Decide one or two specific actions for next year.
A simple 5-level framework gives people a path without burying you in titles.
| Level | Label | Scope | Typical years |
|---|---|---|---|
| L1 | Associate | Tasks assigned and supervised | 0-2 |
| L2 | Specialist | Owns a domain, works independently | 2-5 |
| L3 | Senior | Owns outcomes, mentors L1-L2 | 5-10 |
| L4 | Lead / Manager | Owns a team or critical function | 8+ |
| L5 | Director / Principal | Owns a department or P&L line | 12+ |
Each level gets a band with a min, mid, and max. New hires generally enter at min-to-mid; mid is fully proficient; max is reserved for top quartile or rare-skill retention.
Twice-a-year cycles that take a week — not a quarter — and actually change behavior.