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The problem I am having with a domestic salary structure is New York and San Francisco areas have continued to have much greater salary increases than other areas. I added a new geographic area just for those locations, but they have continued the same path making it impossible to generate a standard salary structure where steps and ranges are uniform. Can you address growing geographic discrepancies?

Hi Deb,

By "a new geographic area for those locations," I assume you have created a separate geographic structure? If so - and I think this is the most common approach to managing pay across geographies that pay differently - you will want to (and now have the flexibility to) adjust that/those structure(s) by a different amount.

The trick is to set up a structure architecture - including and encompassing geographic differentials where applicable - that allows you the flexibility to adjust different structures at different "paces."

Hope that helps!

Thanks for your comment!


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    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

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