There's a whole field called Compensation Analysis devoted to doing the opposite of what you said. Well, truth be told it's mainly devoted to controlling risk f

There's a whole field called Compensation Analysis devoted to doing the opposite of what you said. Well, truth be told it's mainly devoted to controlling risk for the employer, but as a prerequisite for that goal there are Compensation Analysists in the HR dept of every medium/large company in the US with a big spreadsheet, row for each employee and a row for each "job", and a mapping from one to the other. This spreadsheet highlights when the two are not in lockstep and all things being equal they will bring them back into step. Modulo some edge cases where individual employees are just paid above market "because" (e.g. they have some special knowledge that would be very expensive to recreate but otherwise don't merit a high paying job code).