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Margaret O;Hanlon -- I love the tuba in a tree analogy. What a great way to blend your rewards expertise with your passion for creative writing (heavy on the 'art' side of the profession)!

Thank you for the thought-provoking article.

The methodology I've used (gleaned from a great mentor) is the concept of 'tri-tiles' versus quartiles in using salary ranges. The result is three 'mini-ranges' described briefly as follows:

1st Tritile, "Developing" -- the entry point into the position, individuals early in learning curve

2nd Tritile, "Proficient" -- experienced employees w/all required skills & abilities to effectively perform the job (competitive 'sweet spot' for hiring qualified candidates)

3rd Tritile, "Master" -- reserved for consistent high performers / more seasoned employees that provide most valuable contributions to the org. SMEs.

This helps reduce the focus on midpoints and gives guidance to using the entire range of paypoints available, dependent upon the multiple factors that an employee and/or candidate brings to the role.

I've been happy with this practice, but am wondering if I have a tuba or maybe a conga drum...

Again, thanks for providing a new point of reference!

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