Pay people fairly. Without the guesswork.
A transparent system that ties every employee's pay to what they can actually do — calculated against pay ranges that stay current with the market.
A short overview of how Fair Pay works.
► Watch the "Fair Pay" video at exIQtive.com
What this means for your organization
A mathematical answer to "what's fair?"
Managers get a formula, not a guess: pay is calculated directly from someone's competence — knowledge + ability + consistent execution (behavior) — in fulfilling their roles and responsibilities.
Nobody quietly falls behind
If someone's pay is below what's fair for their readiness, Fair Pay surfaces the gap clearly — so management can act on it.
Ranges that track the market
Pay ranges are kept current with real market salary data — so you're never over- or under-paying.
One standard for everyone
The same objective criteria apply company-wide. Pay reflects demonstrated competence — not tenure or who asks the loudest.
How ability gets measured
"Readiness" is how much of a role someone can confidently do — their competence: knowledge + ability + consistent execution (behavior) — on a scale from 0% to 150%. It's built one responsibility at a time, and it's what determines where each person's pay sits within the range.
Overall readiness blends every responsibility a person holds, so their number moves smoothly between these levels as they grow. It's the same scale employees see on their Readiness Bar in exIQtive.com.
How badges are earned
A badge isn't given for showing up. It's earned by demonstrating competence — knowledge, ability, and consistent execution (behavior) — for every responsibility:
Knowledge
They prove they've retained the knowledge to fulfill the responsibility.
Ability
They can actually carry it out — not just describe it.
Consistent Execution (Behavior)
They apply that knowledge and ability reliably — over time, not just once.
Badges are earned, not given. When ready, an employee requests an inspection from a certified coach for that responsibility. It's confirmed against a clear, pass/fail checklist — the same standard for everyone, with no subjective scoring.
How employees get ready
Nobody is left guessing what an inspection covers. Every responsibility comes with a checklist of checkpoints, and each one gives employees everything they need to prepare:
Microlearning
Short learning content that builds the knowledge the checkpoint requires.
A quiz
Checks — and proves — that the knowledge was retained.
The inspection protocol
The exact steps a coach follows to confirm ability and consistent execution — so nothing is left to interpretation.
It's all in exIQtive.com. Employees work through the checkpoints at their own pace — the learning, the quizzes, and the inspection protocol — then request their inspection when ready. No surprises on inspection day.
How readiness rolls up
Employees earn a badge for each responsibility they hold. Each badge sets that responsibility's readiness — and overall readiness is the weighted average across all of them, weighted by each responsibility's importance — so the ones that matter most to the role weigh the most.
| Responsibility | Badge earned | Importance | Readiness |
|---|---|---|---|
| Lead client meetings | Professional | 100% | |
| Keep records up to date | Apprentice | 50% | |
| Mentor new joiners | Coach | 125% |
Importance shows as bars: low · medium · high. 0 bars means the responsibility is ignored and doesn't affect readiness.
It's this single number that places someone in their pay range — and it rises as they earn and upgrade badges.
How pay is set
Every position has a market range
A fair pay range for the position, built from real market salary data for that location.
Readiness sets their place in it
Demonstrated readiness decides where someone sits. At 75% they're at the market midpoint; at the top, the maximum.
Fair Pay is that point
Fair Pay is simply the spot in the range that matches readiness. The higher the readiness, the higher the pay.
At 0% readiness someone is at the minimum and at 150% the maximum. The market midpoint sits at the 75% mark — and the range keeps climbing well above it, because greater readiness earns greater pay.
Full transparency, for everyone
There's no black box. Any employee or manager can open exIQtive.com any time and see, in real time, the same readiness and pay information:
Overall readiness — updated the moment a badge is earned.
Badge status on every responsibility — and what the next level takes.
Pay range and Fair Pay at today's readiness.
Gap to Fair Pay — so there are no surprises, for anyone.
Because everyone sees the same numbers, managers have a shared, objective basis for every pay decision — and employees have a clear picture of how their own pay is determined.
Good to know
Where does the range come from?
From market salary data for the role and location — the typical low, middle, and high of what the market pays — kept current on an ongoing basis.
Do we lose control over compensation decisions?
No — the model makes the default rule-based and consistent. You still set the ranges, own the process, and decide where the methodology applies.
Is being below 100% a bad thing?
Not at all. It just means there's room to grow — with a clear, paid path to get there. 100% is full proficiency; 100–150% is mastery beyond the role.
I've heard the term "compa-ratio" — does it apply here?
It simply compares pay to the market midpoint (the 75% mark). Unlike older systems, employees aren't capped there — the range climbs well above it as readiness grows.
Pay people fairly. Without the guesswork.
A transparent system that ties every employee's pay to what they can actually do — calculated against pay ranges that stay current with the market.
A short overview of how Fair Pay works.
► Watch the "Fair Pay" video at exIQtive.com
What this means for your organization
A mathematical answer to "what's fair?"
Managers get a formula, not a guess: pay is calculated directly from someone's competence — knowledge + ability + consistent execution (behavior) — in fulfilling their roles and responsibilities.
Nobody quietly falls behind
If someone's pay is below what's fair for their readiness, Fair Pay surfaces the gap clearly — so management can act on it.
Ranges that track the market
Pay ranges are kept current with real market salary data — so you're never over- or under-paying.
One standard for everyone
The same objective criteria apply company-wide. Pay reflects demonstrated competence — not tenure or who asks the loudest.
How ability gets measured
"Readiness" is how much of a role someone can confidently do — their competence: knowledge + ability + consistent execution (behavior) — on a scale from 0% to 150%. It's built one responsibility at a time, and it's what determines where each person's pay sits within the range.
Overall readiness blends every responsibility a person holds, so their number moves smoothly between these levels as they grow. It's the same scale employees see on their Readiness Bar in exIQtive.com.
How badges are earned
A badge isn't given for showing up. It's earned by demonstrating competence — knowledge, ability, and consistent execution (behavior) — for every responsibility:
Knowledge
They prove they've retained the knowledge to fulfill the responsibility.
Ability
They can actually carry it out — not just describe it.
Consistent Execution (Behavior)
They apply that knowledge and ability reliably — over time, not just once.
Badges are earned, not given. When ready, an employee requests an inspection from a certified coach for that responsibility. It's confirmed against a clear, pass/fail checklist — the same standard for everyone, with no subjective scoring.
How employees get ready
Nobody is left guessing what an inspection covers. Every responsibility comes with a checklist of checkpoints, and each one gives employees everything they need to prepare:
Microlearning
Short learning content that builds the knowledge the checkpoint requires.
A quiz
Checks — and proves — that the knowledge was retained.
The inspection protocol
The exact steps a coach follows to confirm ability and consistent execution — so nothing is left to interpretation.
It's all in exIQtive.com. Employees work through the checkpoints at their own pace — the learning, the quizzes, and the inspection protocol — then request their inspection when ready. No surprises on inspection day.
How readiness rolls up
Employees earn a badge for each responsibility they hold. Each badge sets that responsibility's readiness — and overall readiness is the weighted average across all of them, weighted by each responsibility's importance — so the ones that matter most to the role weigh the most.
| Responsibility | Badge earned | Importance | Readiness |
|---|---|---|---|
| Lead client meetings | Professional | 100% | |
| Keep records up to date | Apprentice | 50% | |
| Mentor new joiners | Coach | 125% |
Importance shows as bars: low · medium · high. 0 bars means the responsibility is ignored and doesn't affect readiness.
It's this single number that places someone in their pay range — and it rises as they earn and upgrade badges.
How pay is set
Every position has a market range
A fair pay range for the position, built from real market salary data for that location.
Readiness sets their place in it
Demonstrated readiness decides where someone sits. At 75% they're at the market midpoint; at the top, the maximum.
Fair Pay is that point
Fair Pay is simply the spot in the range that matches readiness. The higher the readiness, the higher the pay.
At 0% readiness someone is at the minimum and at 150% the maximum. The market midpoint sits at the 75% mark — and the range keeps climbing well above it, because greater readiness earns greater pay.
Full transparency, for everyone
There's no black box. Any employee or manager can open exIQtive.com any time and see, in real time, the same readiness and pay information:
Overall readiness — updated the moment a badge is earned.
Badge status on every responsibility — and what the next level takes.
Pay range and Fair Pay at today's readiness.
Gap to Fair Pay — so there are no surprises, for anyone.
Because everyone sees the same numbers, managers have a shared, objective basis for every pay decision — and employees have a clear picture of how their own pay is determined.
Good to know
Where does the range come from?
From market salary data for the role and location — the typical low, middle, and high of what the market pays — kept current on an ongoing basis.
Do we lose control over compensation decisions?
No — the model makes the default rule-based and consistent. You still set the ranges, own the process, and decide where the methodology applies.
Is being below 100% a bad thing?
Not at all. It just means there's room to grow — with a clear, paid path to get there. 100% is full proficiency; 100–150% is mastery beyond the role.
I've heard the term "compa-ratio" — does it apply here?
It simply compares pay to the market midpoint (the 75% mark). Unlike older systems, employees aren't capped there — the range climbs well above it as readiness grows.