Salary ranges (register)

The Salary ranges page under Salary Mapping is your organisation’s own register of salary ranges: a minimum, a midpoint and a maximum that you have decided. It is different from Salary Band, which shows what pay in the data actually is (the lowest, median and highest salary among those sharing a SALARY BAND). Salary Band describes the current state; Salary ranges are your rule. The page appears when the feature is enabled for your organisation and you hold the Salary ranges permission (under Salary Mapping in the role editor). Creating, changing and archiving needs write access without an Access Area restriction, because a range applies to the whole organisation.

What a range applies to. Each range is tied to a dimension: a level (the LEVEL field), a job category (a family covers every job below it), an equal-work group or a salary band (SALARY BAND). A range can also be limited by a scope, the same way as a pay policy: country, legal entity, department, office, job category or equal-work group. Values within one field are alternatives (Sweden or Denmark); different fields must all match (Denmark and the Sales department). An empty scope means the whole organisation.

Amounts and currency. Amounts are whole numbers of monthly base salary converted to full time, in the range’s currency. The currency must be one the legal entities in the scope pay in — a SEK range cannot apply to Denmark. The minimum may not be above the midpoint, and the midpoint not above the maximum.

Validity, versions and pay policy. Each range has a start date and an optional end date. Every change to its content is saved as a new version that is never overwritten, and you can see every version under Version history. A range can be linked to a specific version of a published pay policy. A range is never deleted — it is archived, stops applying, and can be restored. Every change is recorded in the audit log.

Excel: export and import. Export to Excel downloads the whole register (archived ranges included) as an Excel file with one row per range and a sheet of instructions. Scope, job categories and pay policy are written by name; several values in one column are separated by a semicolon (;). With write access you can Import from Excel: start from an export, change or add rows, and load the file. A row with an ID updates that range, a row without an ID becomes a new range; an ID that is not in the register is an error. Legal entities, departments, offices and job categories are named by name, path or id — a name that matches more than one is an error, so give the full path. The STATUS column is not imported: archive and restore in the register. The scope’s conditions (rules) are not in the file and are kept unchanged on an update. You first see a preview per row (new, updated, unchanged or error, with the reason) and nothing is saved. You can only import when no row has an error, and you confirm first; every updated range gets a new version and the earlier one stays in the version history. Every row gets the same checks as saving a range in the form. The file may be at most 20 MB and hold at most 2,000 ranges. The import is recorded in the audit log.

How it is calculated.

Comparison salary = BASE SALARY ÷ employment rate (FULL-TIME EQ.), per month, in the employee’s own pay currency. Variable pay and allowances are not included. Currencies are never converted: an employee is only compared with ranges in their own currency.
Compa-ratio = comparison salary ÷ midpoint. 1.00 means exactly on the midpoint; 0.90 means 10 % below it.
Range penetration = (comparison salary − minimum) ÷ (maximum − minimum). 0 % is the minimum and 100 % the maximum. Below 0 % the salary is below the minimum; above 100 % it is above the maximum.
Which range applies. A range is a rule, so exactly one range applies to a person: the most specific of the active ranges that are valid on the day, are in the person’s currency, match the dimension and whose scope covers the person. A narrower scope wins (department, office, job category and group before legal entity before country before the whole organisation; a subsidiary before its parent). Then a job category wins over a level, a level over a salary band, a salary band over an equal-work group, a job over its family, and finally the latest start date.

The ranges themselves are not personal data; a person’s position in a range is, because it is derived from their salary.

Where the ranges are used. Salary Band shows the organisation range next to the data band for the selected employee (minimum, midpoint, maximum, compa-ratio and position). Individual Analysis shows the compa-ratio and below minimum / above maximum under each flagged person, and the Action Plan a small status badge. In Salary Review the system warns (never blocks) when a proposed salary ends below the minimum or above the maximum; the warning is recorded on the approval (also when management makes final adjustments in the executive review), and below the minimum a To minimum button offers the salary that reaches the minimum at the person’s employment rate. Annual report & archive freezes the ranges in effect (id and version) with the number of employees covered and shows them under the Archive & trend tab. Positions are only shown for people whose pay you may see.