Communicating Compensation to Candidates
Presenting a clear picture of compensation to potential applicants and candidates.
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Presenting a clear picture of compensation to potential applicants and candidates.
Last updated
Was this helpful?
In recent years, we’ve seen a welcome push toward salary transparency. Some states now legally require that salary ranges are shared with job postings. Even if not legally required, sharing salary ranges helps ensure that expectations are managed. Government has an edge there - salary bands are publicly updated and published each year.
Providing salary range context in the job announcement and through additional candidate touch-points, such as information sessions, are effective ways to limit applicant confusion.
Because salary bands and ranges are often broad, potential applicants and candidates, particularly those who do not have previous government experience, may need support understanding where they’re likely to land if they are hired.
For example: For a federal GS-14 Senior Product Manager position in the NYC Metro Region, the salary ranges from $143,559 to $186,629.
Job postings will publish the range associated with the role's grade or band level. Total salary for a new hire will be based upon the grade, step and location of the selectee. Your HR partners can help guide you through this process, in line with finalizing the position description.
When posting a job announcement, work with your HR partner to see if you can include additional messaging that shares how the agency will determine final pay, such as:
Salary range displayed is based on the base salary schedule for GS-14, step 1 through GS-14, step 10. HOWEVER: Total salary will be based upon the grade, step and location of the selectee. Here's a salary calculator to see how that might play out, based on locality.
New employees are typically hired at Step 1 of the grade level. Depending on a candidate’s experience and previous pay, they may want to negotiate. If so, in most cases candidates will be asked to provide additional paperwork when making the request.
NOTE: Under special circumstances, an agency may set the pay rate higher than a Step 1 based on a special need or candidate’s superior qualifications, or provide a recruitment incentive bonus. In any case, work with your HR partner to understand your agency’s policies.
Planning for career growth can be a rewarding experience for both employees and managers. It can also be a key tool in retaining top talent. Step increases are likely to happen every 1-3 years depending on the current step, and as long as employee performance is in good standing.
When it comes to promoting employees into a higher grade, certain policies apply based on the grade, step and location of the employee.
Work with employees to understand their goals – and then work out a plan to help get them there.
