Plan pay adjustments using performance ratings and market signals. See new salary, pay-per-period impact, and cost. Export summaries for approvals and payroll.
| Employee | Current Salary | Merit % | Rating | Market Adj % | Bonus | New Salary |
|---|---|---|---|---|---|---|
| Ayesha | 65,000.00 | 3.50% | 4 | 1.00% | 500.00 | 68,152.50 |
| Bilal | 48,000.00 | 3.00% | 3 | 0.00% | 0.00 | 49,440.00 |
| Sara | 82,000.00 | 4.00% | 5 | 1.50% | 1,000.00 | 87,166.00 |
Merit budgets often range between 2% and 5% of base pay.
Many organizations set a target near 3% for planning.
A 10,000,000 payroll with 3% budget needs 300,000 funding.
This calculator connects rating, market pressure, and timing.
Merit matrices use rating bands to differentiate outcomes.
A 3 rating often maps to 0.8x to 1.0x of target.
A 5 rating may map to 1.2x to 1.5x of target.
Small factors preserve pay equity across teams.
They also help explain decisions during reviews.
Market movement can exceed annual merit pools.
A 1% market adjustment on 65,000 adds 650 annually.
A 4% adjustment adds 2,600 and signals retention urgency.
Use survey medians and internal pay ranges together.
Apply market changes to scarce skills and critical roles.
Payroll planning depends on per-period changes.
Monthly pay divides salary by 12 periods.
Biweekly pay divides salary by 26 periods.
A 3,000 annual raise adds 250 monthly.
It adds about 115 per biweekly paycheck.
This view helps managers communicate take-home expectations.
Effective dates change current-year spend.
A July 1 effective date covers roughly 184 days.
A 4,000 annual raise then costs about 2,000 this year.
A January 1 date costs the full 4,000 annually.
Proration supports midyear promotions and late-cycle offers.
Decision makers want consistent fields and exports.
CSV files support batch reviews and audit trails.
PDF snapshots support individual letters and ticket approvals.
Include employee name, salary, and effective date.
Record rating, market adjustment, and total increase percent.
This reduces rework and speeds payroll processing.
The rating factor scales the merit portion only. Market adjustment is separate. This mirrors common pay designs. It keeps market corrections stable across rating cycles.
Use percentage to keep ranges consistent across salaries. Use fixed amounts for hourly conversions or special cases. If budget is per person, fixed amounts can simplify planning.
It is an extra percent applied to current salary. It helps address external pay gaps. Use survey references and internal ranges. Keep values reasonable to protect internal equity.
The tool divides annual salary by periods per year. Monthly uses 12. Semi-monthly uses 24. Biweekly uses 26. Weekly uses 52. The delta supports payroll communication.
It estimates incremental salary expense from the effective date to year-end. It multiplies annual increase by remaining days divided by 365. Use it for budget planning and scenario comparison.
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Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.