Rules of Thumb for Size of Mid-Point Progression

In this article, we will provide some rules of thumb for making decisions on the size of the mid-point progression.

According to the source Center for Competitive Management, the typical midpoint differentials are:

JOB LEVEL TYPICAL MIDPOINT DIFFERENTIALS
Non Exempt 5% to 10%
Exempt / Professional 8% to 15%
Manager / Director 10% to 15%
Vice President / Executive 15% to 20%

According to the source World at Work, the typical midpoint differentials are:

JOB LEVEL TYPICAL MIDPOINT DIFFERENTIALS
Clericals, maintenance or production levels 5% to 12%
Paraprofessionals and professional managers 8% to 15%
Between supervisors and subordinates 15% to 25%
Between grades for Executive levels 20% to 35%

According the Kenexa, the typical mid-point differentials are:

JOB LEVEL TYPICAL MIDPOINT DIFFERENTIALS
Clericals and production 5% to 12%
Paraprofessionals, professional and management 10% to 15%
Between supervisors and subordinates 15% to 25%
Executive levels 20% to 35%

Paula M. Singer published the following table in her book Developing a Compensation Plan for Your Library

Salary Formula 35M

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