--- title: "Salary ranges (register)" description: "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.