I agree, there are only so many titles to go around and we have to be honest, some people with the same title are much more important and valuable. Pretty much

I agree, there are only so many titles to go around and we have to be honest, some people with the same title are much more important and valuable. Pretty much end up with grades like those seen in government [0] and then that might not be sufficient. Do you apply grades company wide, department wide, or even down to the team level? Do you get points for additional skills, how do you adjust for these intangibles? How much does seniority count for? Seniority might help for some issues but I know many of us can bring up stories of people just overpaid simply for being there too long. We can even point to many who came in are not qualified. Finally yes we can all point to those we know who should make more but publishing salaries is not the solution, audit and HR solutions can cover obvious cases of discrimination. Salary guidance and ranges could be published without issue but I think salaries except for compensation numbers required to be disclosed should be treated like any other personal information. PS: I really dislike articles that attempt to guilt people into agreement. Right off the bat they are trying to imply you are wrong for disagreeing, this is just as mickey mouse as saying "for the children". If anything I just tune it all out when they start off like that. It isn't journalism, it is pontificating [0] https://gogovernment.org/pay-and-the-general-schedule-gs/ https://gogovernment.org/pay-and-the-general-schedule-gs/