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Impact Driven Compensation System - How Coda Runs Comp
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Impact Driven Compensation System - How Coda Runs Comp
Calibration & Refresh Center

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Personal Perception Checks

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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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