Options for clear roles, reporting and pay.
This is research, built from interviews with the team and public market data. It offers options, not decisions. What changes, if anything, is your call, and I will support whatever you choose, including leaving things as they are.
Switch between how reporting works today and the proposed lines.
Mark it Approve, Discuss or Not now, and add a note if you want.
One button emails your choices to your HR lead. Your marks stay on this device until you send.
Reporting structure
Green boxes are people whose reporting line would change under this option.
Options to consider
Each one is a single, optional change. Approve it as written, mark Discuss to talk it through, or Not now to leave things as they are.
Role fit, for reference
A reference only. This compares the work each person does today with the job descriptions, so you can see where roles and pay may not line up. Any change to a person's role or pay is your decision, and leaving things as they are is a valid choice. Nothing here lowers anyone's pay.
| Person | Today | Closest role | Fit | Note |
|---|
Job descriptions
Written for the role, as if hiring for it today. Each one leaves room for the cross-team help the company relies on.
Pay bands
Annual base pay from public market data for the local metro area, the state and U.S. software companies. Commissions and bonuses are paid on top under written plans. The green mark is the midpoint. These are market reference points to guide your decisions, not required changes.
| Role | Minimum | Midpoint | Maximum | Range |
|---|
Sources in a full review: U.S. Bureau of Labor Statistics wage data for the client's metro area, state career data, Payscale and Founderpath, with a market review and links. Figures in this sample are for illustration.
Send your decisions
Pick your name, then send your choices to your HR lead. "Not now" is a perfectly good answer. This is a sample, so the button shows the email instead of sending it.