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PrISM © (Performance related Increase Salary Modeller)
PrISM
is used to calculate performance-related increases for your staff
once the grade structure is in place. A typical broad-banded graded
salary structure is illustrated here:
Performance-related Salary Increases
Each grade is considered in turn; the position of
each person’s salary in terms of the compa-ratio, (the relationship
of each salary to the midpoint when compared with the midpoint of
each grade), each individual’s merit or performance, usually
expressed on a scale of A to E, where A = Distinguished and E =
Marginal.
PrISM allows the user to experiment with a variety of
scenarios - providing bottom-line costs at the push of a
button.
Equal Pay
PrISM
produces a report which compares Average Salaries, by Grade, for
Male and Female personnel, enabling you to establish whether a
gender gap exists.
|
Grade |
Average Female Salary (£) |
Average Male Salary (£) |
Basic Salary Ratio (F : M) |
No of Females |
No of Males |
The Gender Gap (%) |
|
2 |
37600 |
52205 |
0.72 |
2 |
7 |
27.98 |
|
3 |
34159 |
44761 |
0.76 |
2 |
9 |
23.69 |
|
4 |
34124 |
33165 |
1.03 |
10 |
28 |
-2.89 |
|
5 |
24661 |
28151 |
0.88 |
21 |
28 |
12.40 |
|
6 |
19249 |
21158 |
0.91 |
19 |
8 |
9.02 |
|
7 |
15484 |
17750 |
0.87 |
32 |
17 |
12.77 |
|
8 |
11872 |
13316 |
0.89 |
6 |
3 |
10.84 |
|
9 |
9403 |
|
|
11 |
|
100.00 |
|
|
|
|
|
|
|
|
|
Totals |
18505 |
27955 |
0.66 |
103 |
100 |
19.34* |
Comparing averages, as we have illustrated here, may be a fairly
imprecise way of measuring the gender gap. But it is a starting
point. Where there is a gap of 5 per cent or more we would suggest
that the client takes steps to dig deeper to establish the reasons.
Using the software, it’s a straightforward exercise which can be
repeated, we would suggest, at least at quarterly intervals.
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