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Provide the range for the corresponding "expectations and criteria for success." The person earning the high end of that scale is almost certainly not working

Provide the range for the corresponding "expectations and criteria for success." The person earning the high end of that scale is almost certainly not working in the same role as the person earning the low end. Their jobs are different, even if the HR-mandated job title is the same. It shouldn't be difficult for the person responsible for supervising and hiring for the roles to write up job descriptions that accurately reflect that difference, and provide a corresponding gradient of ranges that is appropriate, but doesn't include such a wide salary range. If it's not possible to do this, I'd submit to you it's very likely that: the person earning the low end of the range is getting shafted, the person earning the high end is (relatively) over-compensated, or your organization has/had some serious lapses in distributing tasks and organizing your talent around the jobs to be accomplished for the company's mission. All of these things are negative indicators, in my opinion, so why shouldn't a prospective candidate view them as such when presented with that information?

jedberg 12y ago
But the expectations and success are defined by the employee when they arrive, based on what they think is most necessary. We rely on their experience to come up with the best solution and provide them context to make the best choice. For example, let's say you have two people in the same role, one at the top of the range and one at the bottom. The one at the bottom may do something like write a small script to audit resource usage, whereas the person at the top of the range would create an entire software platform for building such audit tools. Both are doing the same job (auditing resource usage) but one is doing it at a much higher level, and both are needed, one to solve the immediate problem and one to solve the long term problem. And both are getting paid slightly above what they could get if they left the company and went somewhere else.

jedberg 12y ago

But the expectations and success are defined by the employee when they arrive, based on what they think is most necessary. We rely on their experience to come up with the best solution and provide them context to make the best choice. For example, let's say you have two people in the same role, one at the top of the range and one at the bottom. The one at the bottom may do something like write a small script to audit resource usage, whereas the person at the top of the range would create an entire software platform for building such audit tools. Both are doing the same job (auditing resource usage) but one is doing it at a much higher level, and both are needed, one to solve the immediate problem and one to solve the long term problem. And both are getting paid slightly above what they could get if they left the company and went somewhere else.