Demonstration · not a client result
Pay, grading and salary-structure design what the deliverable looks like
The structure of the deliverable for pay, grading and salary-structure design, how it is produced and how you accept it, with a live specimen generated from the matching free tool’s worked example. Synthetic or permitted data only.
What this page isDemonstration
- Practice
- 02 Management & institutional strengthening
- The deliverable
- 4 sectionsProduced in 5 stages, each with a review point
- Data
- Synthetic or permittedNot a client result
Demonstration of methodSynthetic or permitted data.Not a client result.
The deliverable, section by section.
What you receive, and what each part is for.
Job evaluation
Each role scored with a documented method.
DemonstrationGrade structure
Grades, ranges and progression rules.
DemonstrationData statement
Which salary data was used, its source and its limits.
DemonstrationImplementation notes
Transition rules and cost implications.
DemonstrationA live specimen.
Generated from the worked example in Salary benchmarking worksheet: synthetic data, real method. Change the inputs in the tool to see your own.
Demonstration · synthetic data · not a client result
- Survey A (example) (excluded)9,000 to 14,000
- Job advert sample (example) (excluded)8,500 to 13,500
- Peer organisation (example) (excluded)8,000 to 12,000
- Recruiter estimate (example) (excluded)10,000 to 16,000
Line: base case, 11,269.
| Source | Dated | Match | Sample | Median | Used |
|---|---|---|---|---|---|
| Survey A (example) | 1 Mar 2026 | Exact match | 42 | USD 11,500 | Yes |
| Job advert sample (example) | 15 Jun 2026 | Close match | 18 | USD 10,500 | Yes |
| Peer organisation (example) | 30 Nov 2023 | Exact match | 6 | USD 9,800 | No |
| Recruiter estimate (example) | 10 May 2026 | Broad match | 3 | USD 13,000 | No |
Evidence quality
- Check: Peer organisation (example) excluded: older than 18 months.
- Check: Recruiter estimate (example) excluded: sample below 5.
- Note: Weighted summaries of your sources, not a representative market survey.Coverage depends entirely on the sources you add.
How it is produced, and accepted.
Each stage ends in something you review; acceptance is tested against criteria agreed at the start.
- 01
Mandate
Agree the roles in scope and the principles for pay.
Review pointSigned scope note: the decision, the units in scope and the timeline.
- 02
Diagnostic
Evaluate roles and gather available salary data.
Review pointDiagnostic instruments signed off.
- 03
Options
Model grade and range options with their costs.
Review pointOptions paper reviewed with leadership.
- 04
Validation
Validate with leadership and HR.
Review pointValidation workshop held and comments recorded.
- 05
Implementation
Hand over the structure, the model and the rules.
Review pointWritten acceptance and a handover of files and method.
Documented experience.
Attributed roles behind this work, each with its source.
Individual experience of our principals, before or outside GKM Strategic Advisory & AI. Not GKM contracts.
How proof is labelled
- DemonstrationsDemonstrations use synthetic or permitted data.
- Documented experienceDocumented experience is attributed to the organisation that held the work.
- Measured resultsMeasured results are added only once they have been measured; none are shown yet.
What needs to move forward?
Tell us the decision, the challenge or the opportunity. We reply with a scoped approach, a named principal and a fee before any work begins.
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