Comp vs market dashboard
See where pay sits against the market, by role
Payroll lives in the HRIS and market data lives in a survey file or BLS OEWS tables. RapidDashboard matches them by SOC code and shows compa-ratio, range penetration and the cost to close each gap.
Live examples
The dashboard this question builds
KPIs, charts, the records behind them and an AI summary of what to do next. Hover any chart for values or open its table view.
Compare our pay by occupation with local market percentiles and show the cost to reach P25.
Compensation vs market
Avg compa-ratio
0.98
-0.01 vs Oct 2025
Roles below market P25
3
+1 69 employees
Below range minimum
11
+3 employees, vs Oct 2025
Cost to reach P25
$147K
+$38K annual base pay
| Item | Market P50 | Average pay |
|---|---|---|
| Software Developers | $130.0K | $112.4K |
| Electrical Engineers | $108.0K | $92.6K |
| Machinery Mechanics | $63.5K | $55.8K |
| Mechanical Engineers | $101.0K | $96.0K |
| Sales Reps, Technical | $78.0K | $74.0K |
| Accountants | $77.0K | $76.0K |
| Production Supervisors | $68.0K | $70.2K |
| HR Specialists | $68.0K | $66.0K |
| Engineering Technicians | $66.0K | $64.0K |
| Customer Service Reps | $44.5K | $43.6K |
| Assemblers | $42.0K | $43.4K |
| Laborers | $37.5K | $38.6K |
| Janitors | $35.0K | $36.0K |
Range midpoint: 1.00
$147K
annual base pay to lift 69 employees to market P25
- Software Developers (38)
- $99K
- Machinery Mechanics (22)
- $26K
- Electrical Engineers (9)
- $22K
- To reach P50 instead
- $977K
| Occupation (SOC) | Employees | Avg pay | Market P25 / P50 / P75 | Compa-ratio | Position |
|---|---|---|---|---|---|
| Software Developers (15-1252) | 38 | $112,400 | $115.0K / $130.0K / $152.0K | 0.94 | Below P25 |
| Electrical Engineers (17-2071) | 9 | $92,600 | $95.0K / $108.0K / $126.0K | 0.93 | Below P25 |
| Machinery Mechanics (49-9041) | 22 | $55,800 | $57.0K / $63.5K / $71.0K | 0.92 | Below P25 |
| Sales Reps, Technical (41-4011) | 27 | $74,000 | $68.0K / $78.0K / $92.0K | 0.97 | P25 to P50 |
| Customer Service Reps (43-4051) | 26 | $43,600 | $39.0K / $44.5K / $51.0K | 0.99 | P25 to P50 |
| Assemblers (51-2028) | 61 | $43,400 | $38.0K / $42.0K / $47.0K | 1.02 | P50 to P75 |
What changed and what to do
- Critical: Software Developers and Electrical Engineers average 14% below market P50 and sit under P25. Their compa-ratios of 0.94 and 0.93 look close to range because the ranges still reflect 2025 market data.
- Warning: Machinery Mechanics have the lowest compa-ratio of any occupation at 0.92 and sit below market P25, and the open mechanic requisition has no candidates.
- Info: 11 employees sit below range minimum, and moving them into range costs $41.8K a year. Seven sit above maximum: five are long-tenured and red-circled, and two are waiting on a re-level.
AI summary
Across 254 benchmarked employees, pay averages a 0.98 compa-ratio, but market rates have moved past the 2025 ranges for three occupations. Software Developers, Electrical Engineers and Machinery Mechanics, 69 employees in all, now sit below market P25. Lifting them to P25 costs $147K in annual base pay, or $977K to reach P50. Recommend refreshing ranges for those three job families, funding the P25 step and the $41.8K below-minimum fix in the January cycle, and presenting the P50 option alongside their turnover cost.
Ask next
- Model a range refresh for engineering
- Show range penetration by tenure
- Which hires landed below range minimum?
Sample data for a fictional company. Your dashboards run on your own connected systems.
Why it matters
What this view changes
Pay matched to market percentiles by SOC code shows exactly which roles sit below P25 and which sit above P75, with headcount behind each.
A dollar figure for reaching P25 or P50 turns a market adjustment into a budget line finance can weigh against turnover and agency costs.
Compa-ratio and range penetration update as people are hired and promoted, so drift below range shows up between annual comp cycles.
Metrics glossary
The metrics behind these dashboards
How each number is defined, so everyone reads it the same way.
- Compa-ratio
-
An employee's pay relative to the midpoint of their salary range, which is usually set at the market P50. A typical range spans about 20% either side of the midpoint, so compa-ratios generally fall between 0.80 and 1.20.
FormulaBase pay ÷ Range midpoint
- Range penetration
-
How far an employee's pay has moved through their salary range, from 0% at the minimum to 100% at the maximum.
Formula(Base pay − Range minimum) ÷ (Range maximum − Range minimum)
- Market percentile (P25, P50, P75)
-
The pay level below which 25%, 50% or 75% of market data points fall for the same occupation and labor market. P50 is the market median and the most common pay target.
- Cost to market
-
The annual increase needed to bring every employee below a chosen market target up to that target.
FormulaΣ (Target pay − Current pay) for employees below target
Connections
How your systems connect
Supported APIs and exports sync into a private RapidDashboard store you approve. Dashboards read from that store, so source systems keep their normal load.
ADP Workforce Now / Workday HCM
PullsBase pay, job title, grade, range, hire date
Official APIs on a scheduled sync, with pay fields limited to comp roles.
Payscale MarketPay / salary surveys
PullsMarket P25, P50 and P75 by job and location
API or survey file import, matched to your jobs by SOC code and level.
BLS OEWS
PullsOccupational wage percentiles by SOC code and metro area
Public annual release loaded into your store and aged to the current date.
Pay data visible only to the people who set pay
Individual salaries are confidential. RapidDashboard keeps them in a private data store with role-based access, so the comp team sees employee detail while leaders see occupation averages and totals. AI features are optional and run on enterprise endpoints whose terms prohibit training on your data.
FAQ
Comp vs Market dashboards: common questions
How is compa-ratio calculated?
Compa-ratio is base pay divided by the midpoint of the employee's salary range. A compa-ratio of 1.00 means pay sits exactly at the midpoint, 0.90 means 10% below it, and averages by occupation show where a whole role is drifting.
What is a good compa-ratio?
Because most salary ranges span about 20% either side of the midpoint, compa-ratios generally fall between 0.80 and 1.20. Many organizations treat roughly 0.95 to 1.05 as paid at market, with newer employees lower in the range and seasoned performers higher.
Where does market pay data come from?
The two common sources are salary surveys from providers such as Mercer, WTW or Payscale, and the free BLS Occupational Employment and Wage Statistics (OEWS) data, published by SOC code and metro area. Many teams blend both and age the data to a common effective date.
Can RapidDashboard compare our pay with BLS OEWS data?
Yes. Each job title maps to a SOC code, which links your HRIS pay data to OEWS percentiles for your metro area and to any survey data you license. The comparison refreshes when payroll changes or a new market release arrives.
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