Calculator Inputs
Use the same pay basis across all wage fields. Hourly, weekly, monthly, or annual values all work when they stay consistent.
Example Data Table
These sample values show how compa ratio and range penetration can vary across one salary structure.
| Employee | Current Wage | Minimum | Midpoint | Maximum | Compa Ratio | Range Penetration | Status |
|---|---|---|---|---|---|---|---|
| Aisha Khan | $52,000.00 | $46,000.00 | $56,000.00 | $67,000.00 | 92.86% | 28.57% | Within range |
| Bilal Ahmed | $61,500.00 | $46,000.00 | $56,000.00 | $67,000.00 | 109.82% | 73.81% | Within range |
| Hina Raza | $69,000.00 | $46,000.00 | $56,000.00 | $67,000.00 | 123.21% | 109.52% | Above range |
| Usman Tariq | $43,500.00 | $46,000.00 | $56,000.00 | $67,000.00 | 77.68% | -11.90% | Below range |
Formula Used
Compa Ratio (%) = (Current Wage ÷ Midpoint Wage) × 100
Range Penetration (%) = ((Current Wage − Minimum Wage) ÷ (Maximum Wage − Minimum Wage)) × 100
Raise Value = Current Wage × Proposed Raise %
Projected Wage After Raise = Current Wage + Raise Value
Projected Compa Ratio (%) = (Projected Wage After Raise ÷ Midpoint Wage) × 100
Base Target Wage = Midpoint Wage × Desired Compa Ratio
Recommended Wage = Base Target Wage × Performance Multiplier × (1 + Equity Adjustment %)
Budget Impact = Positive gap to recommended wage × Similar Employees Count
How to Use This Calculator
- Enter the employee name, currency symbol, and pay basis.
- Fill in current wage, grade midpoint, minimum, and maximum values.
- Add a desired compa ratio target if you want to test a pay goal.
- Enter a proposed raise percentage to estimate the next compa ratio.
- Use performance multiplier and equity adjustment for more refined planning.
- Add a market reference wage to compare internal pay to the market.
- Enter similar employee count to estimate total budget exposure.
- Press the calculate button to show results above the form.
- Review the graph, detailed table, and export your results as CSV or PDF.
FAQs
1) What does compa ratio measure?
Compa ratio measures how an employee’s wage compares with the midpoint of a salary range. It helps HR teams assess whether pay is below, near, or above target positioning.
2) Is a 100% compa ratio always ideal?
Not always. A 100% ratio means pay equals midpoint, but actual targets can vary by performance, tenure, scarce skills, or compensation philosophy.
3) What does range penetration show?
Range penetration shows where current pay sits between the minimum and maximum of the salary range. It is useful for identifying progression inside the grade.
4) Can I use hourly pay instead of annual salary?
Yes. The calculator works with hourly, weekly, monthly, or annual amounts. Every wage field must use the same pay basis for valid output.
5) Why include a market reference wage?
A market reference lets you compare internal pay against an external benchmark. This helps when balancing internal equity with market competitiveness.
6) What is the performance multiplier for?
The performance multiplier adjusts the target wage above or below the midpoint-based goal. It can support merit planning and differentiated compensation decisions.
7) How is budget impact estimated?
Budget impact multiplies the positive wage gap to the recommendation by the number of similar employees. It gives a quick estimate for group planning.
8) Should this calculator replace compensation policy?
No. It is a planning aid, not a full policy engine. Final decisions should also consider governance rules, pay bands, legal requirements, and business context.