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Calibration & Refresh Center
Refresh Checks
Personal Perception Checks
Department
Search
Primary Score Group
Person
Receiving Adjustment
Department
Calibration Score
Target IHT
Current Salary (as of modeling)
Recommended Salary
Recommended Equity Increase
Total 4-yr Comp with Rec Increase
Salary Increase Total
Percent Increase from Current Comp
Check: Against IHT
Check: Against Last Refresh
Secondary Score Group
1
Michael Scott
Exec
1
$1,376,800
$175,000
$175,000
9,500
$1,367,992
$0
45.63%
99.36%
102.7%
1
Jim Halpert
Engineering
1
$1,376,800
$170,000
$175,000
10,750
$1,375,749
$5,000
58%
99.92%
104.68%
1
Pam Beesly
Sales
2
$725,600
$110,000
$125,000
4,000
$716,650
$15,000
50.5%
98.77%
100%
2
Dwight Schrute
Sales
2
$1,051,200
$145,000
$150,000
7,250
$1,042,207
$5,000
49.94%
99.14%
103.36%
2
Angela Martin
Operations
3
$725,600
$115,000
$125,000
3,000
$717,565
$10,000
32.34%
98.89%
100%
3
Oscar Martinez
Operations
3
$725,600
$120,000
$125,000
3,500
$723,684
$5,000
32.6%
99.74%
3
2
Andy Bernard
Sales
4
$597,920
$117,000
$117,000
2,000
$624,004
$0
16.91%
104.36%
114.29%
1
Darryl Philbin
Sales
4
$597,920
$115,000
$115,000
2,500
$613,902
$0
22.51%
102.67%
84.94%
1
Stanley Hudson
Sales
5
$725,600
$129,000
$129,000
3,500
$739,684
$0
27.15%
101.94%
2
Ryan Howard
Sales
5
$387,680
$82,000
$82,000
500
$391,662
$0
6.11%
101.03%
100%
2
Meredith Palmer
Operations
6
$535,360
$95,000
$100,000
1,000
$527,325
$5,000
14.09%
98.5%
3
3
Kevin Malone
Operations
7
$535,360
$90,000
$90,000
0
$425,764
$0
0%
79.53%
0%
1
Creed Bratton
Operations
7
$387,680
$80,000
$80,000
500
$383,662
$0
6.25%
98.96%
1
Phyllis Vance
Sales
8
$725,600
$120,000
$120,000
0
$529,323
$0
0%
72.95%
2
Kelly Kapoor
Operations
8
$450,240
$89,000
$90,000
1,000
$446,222
$1,000
12.37%
99.11%
2
Toby Flenderson
Operations
9
$1,051,200
$135,000
$135,000
0
$655,087
$0
0%
62.32%
0%
3
DEI Checks
Based on what your team tracks, you can build the checks. For example, an Opposite Gender check would compare Percentage difference between proposed 4 year comp + total unvested equity + proposed increase VS [opp gender] cohort’s proposed 4 year comp + total unvested equity+ proposed increase.
If you need help building these checks, reach out to Coda and we can assist.
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