How about looking at the value produced by each staff member? Then pay according to that value. In my experience managers are over-valued and technical staff u

How about looking at the value produced by each staff member? Then pay according to that value. In my experience managers are over-valued and technical staff under-valued. If managers (of all levels) are more than 5% of the head count, then you have a bigger problem than coming up with a new org chart.