How can i find salary ranges

Core Surveys Industry Surveys Main Navigation Resources. Stay Informed. Article 10 Benefits of Positive Risk-Taking The only way to truly get the life you want is by taking positive risks and Main Navigation Find a Job. Find a Job. Create Job Alerts. Sign up. Hot Topics. Make Fair Pay a Reality. Products and Services Get Pay Right.

For Employers Empower your team with integrated compensation data and technology solutions. JobArchitect TM Simplify the process of creating job descriptions and price jobs accurately. Salary range is the range of pay established by employers to pay to employees performing a particular job or function. The salary range generally has a minimum pay rate, a maximum pay rate, and a series of mid-range opportunities for pay increases. The salary range is determined by market pay rates, established through market pay studies, for people doing similar work in similar industries in the same region of the country.

Pay rates and salary ranges are also set up by individual employers and recognize the level of education, knowledge, skill, and experience needed to perform each job.

The salary range should reflect employer needs such as the overlap in salary ranges that will allow career development and pay increases without promotion at each level. It also considers the percentage of increase the organization will offer an employee for a promotion. The salary range for executive-level positions is normally the largest.

The salary range for lower-level positions is normally the narrowest. There is always more flexibility in the salary range with regard to senior leaders because their decisions impact the bottom-line and have a major effect across the entire organization. Many companies participate in salary market surveys to create a trustworthy resource for salary research.

More and more salary research is occurring online using salary calculators. The salary range is also affected by additional demographic and market factors. In large organizations, an entire salary or pay structure is established to classify jobs , the relationship of one job to another, and the salary or pay ranges that fairly compensate the individuals performing the jobs. In the end, you want to create salary ranges that motivate your employees to contribute.

You also want to attract and retain the most superior employees to work in your organization. Available information online makes researching salary ranges easier than previously—but, also trickier. The role of salary in helping you create a motivated , contributing workforce is inestimable.

These tips will help you address pay and salary range issues in a way that contributes to employee motivation in your organization. Determine your organization's salary philosophy. Do you believe in raising the level of base salaries in your organization, or do you appreciate the flexibility of variable pay?

A growing, entrepreneurial company, with variable sales and income, may find itself better off controlling the levels of base salaries. When times are good, the company can tie bonus dollars to goals achieved. In lean times, when money is limited, the company is not obligated to have high base salaries. A strategically forward-thinking company, with fairly stable sales and earnings, may put more money in base salary. The big question is whether you are competitive within your local market for most of your positions.

Start by researching the salary range for similar positions and job descriptions. The job description is particularly important for comparisons but usually harder to find for comparison. Determine whether you are competitive with similar positions with organizations that have a similar size, sales volume, and market share.

If you can find companies in the same industry, especially in your area or region, that is another good comparison source. Pay must relate to the accomplishment of goals, the company mission , and vision. Any system that offers an employee the average increase for their industry or length of service usually percent is counter-productive to goal accomplishment. Even an above-average increase that differentiates one staff person from another can demotivate.

Conduct online research to ensure you are negotiating for an appropriate amount. Look for credible salary calculators that provide an average amount of salary an employee may make in the role you're applying for. Try to find a calculator that estimates how much someone may make in your specific area as well. Keep these calculations in mind when negotiating with the employer.

Once you have gained a clearer idea of the salary to ask for, determine your salary range and present it to the hiring manager. It's best to determine the desired amount you want to make and use this as the midrange. Make sure the minimum pay rate of your salary range is enough to keep you financially stable. Once you've determined this range, bring it to the hiring manager and give them this information with confidence. If they seem hesitant, explain your prepared reasons of why you believe you deserve this amount.

If the hiring manager offers you a lower amount, ask them what benefits they will provide. They may have strong benefits to grant you in place of a higher salary. These can be extra vacation days, more paid holidays or effective health plans. Evaluate what you value most in the compensation you receive. If vacation days are more important to you than higher pay, try to ask for that instead of a higher salary.

Once you both come to an agreement on satisfactory terms, show courtesy by expressing appreciation for the role and salary offer. Since you'll be working with them every day, it's best to start your relationship on a professional and respectful note.

If you're meeting in person, shake their hand and thank them for their time and salary offer. Find jobs. Company reviews. Find salaries.

Upload your resume. Sign in. What is a salary range? When are range salaries used?