# Future modeling

## Why future compensation visibility matters

Employees make critical career decisions based on compensation. Without visibility into how their compensation could grow, they struggle to evaluate retention offers, understand promotion impact, or plan major life decisions like buying a home or starting a family. This uncertainty drives attrition and diminishes the value of your compensation philosophy.

Future modeling in Total Rewards solves this by showing employees how their compensation evolves over time. With clear projections, employees can:

* **Make informed career decisions**: Compare internal growth opportunities against external offers with complete compensation data

* **Understand equity value**: See when future refreshes vest and how equity compounds with salary growth over multi-year horizons

* **Plan personal finances**: Project total compensation for major financial decisions with confidence

* **Internalize your compensation philosophy**: Learn how your organization rewards tenure, performance, and career progression through interactive modeling

* **Reduce compensation anxiety**: Replace speculation about future earnings with transparent, policy-driven projections

Future modeling transforms compensation from a point-in-time snapshot into a forward-looking career trajectory, improving retention and employee satisfaction.

## Two tools for different needs

Pave provides two complementary future modeling tools that serve distinct employee needs:

### Refresh programs: Guaranteed equity visibility

Refresh programs display upcoming equity grants directly in an employee's Total Rewards portal as part of their total compensation package. Use refresh programs when you have predictable, policy-driven equity refresh cycles and want to transparently communicate guaranteed future grants.

**Employee value:**

* See guaranteed upcoming equity refreshes alongside current compensation

* Understand total compensation value beyond current grants

* Access refresh policy education explaining how your equity philosophy works

**Example use case:** Your company grants equity refreshes every 2 years starting at the employee's hire anniversary. An employee hired on January 15, 2024 sees a guaranteed refresh grant for January 15, 2026 worth 30% of their new hire grant based on their band target. This visibility helps them understand the full value of staying through their next vesting cliff.

### Compensation simulator: Exploratory career modeling

The compensation simulator is an interactive tool where employees model hypothetical scenarios by adding raises, promotions, and equity refreshes to a timeline. Use the simulator when you want employees to explore realistic growth scenarios based on your compensation philosophy without committing to specific guaranteed amounts.

**Employee value:**

* Model career progression scenarios interactively

* Understand how raises, promotions, and equity compound over time

* Explore different time horizons (5–10 years) to inform long-term career decisions

* Compare multiple scenarios to evaluate career paths

**Example use case:** An employee considering whether to pursue a promotion in the next year uses the simulator to model two scenarios: staying at their current level with annual merit raises versus getting promoted next year with the configured promotion bump and continued merit increases. The visualization shows the total compensation difference over 5 years, helping them understand the financial impact of pursuing promotion.

### When to use each

**Use refresh programs** to transparently show guaranteed or highly predictable equity refreshes as part of total compensation. This builds trust by making future compensation concrete and reduces attrition by ensuring employees understand the value of staying.

**Use the compensation simulator** to educate employees about career growth dynamics without making specific promises. This empowers employees to explore realistic scenarios and understand how your compensation philosophy rewards tenure, performance, and promotions.

**Use both together** to provide guaranteed baseline visibility (refresh programs) while enabling exploratory modeling (simulator). For example, show guaranteed biennial refreshes in the portal while allowing employees to model scenarios like "What if I get promoted next year and then receive an off-cycle refresh?"

## Articles in this section

* [Future modeling overview](https://support.pave.com/articles/future-modeling-overview-0gKuYYcfpf) - Detailed comparison of refresh programs vs. compensation simulator, configuration differences, and employee experience

* [Configure refresh programs](https://support.pave.com/articles/configure-future-grant-modeling-dLvFdPlOs0) - Step-by-step guide to setting up guaranteed equity refresh grants in the employee portal

* [Configure compensation simulator](https://support.pave.com/articles/configure-compensation-simulator-hXHvhbaQlr) - How to configure equity refreshes, raises, and promotions for interactive employee modeling



Future modeling

Customize branding in Total Rewards and Visual Offer Letter

Branding and customization

Configure benefits

Configure equity settings

Customize compensation display

Equity slider and valuation options

Compensation configuration

Future modeling overview

Configure future grant modeling

Configure compensation simulator

Set up Learning Hub content

Learning Hub

Total Rewards & Visual Offer Letter

Connect ADP

Connect BambooHR

Connect Dayforce

Connect Deel

Connect Gusto

Connect HiBob

Connect Workday

Connect Namely

Connect Paylocity

Connect Personio

Connect Rippling

Connect UKG Pro

Connect CharlieHR

Connect Humaans

Connect Justworks

Connect Sapling

Connect SAP SuccessFactors

Connect TriNet

Connect Zenefits

HRIS Integrations

Connect Carta

Connect ComputerShare

Connect Shareworks

Connect E*Trade

Connect Fidelity

Connect Global Shares

Connect Pulley

Connect Schwab

Connect Ledgy

EMS integrations

Connect Culture Amp

Connect Workday Performance

Performance integrations

Connect Ashby

Connect Greenhouse

Connect Lever

Connect Workday ATS

ATS integrations

Manage your connections

Upload custom reports

Pave API

Integrations

Configure Team View

Team View

Configurations overview

Cycle access permissions

Overview

Employee eligibility

Approval chains

Planning windows

Budgets

Recommendation logic

Adding non-integration data to your cycle

Reward letters

Cycle Setup

Columns

OTE planning

Writing formulas with Handlebars

Hourly and monthly pay

Columns and Formulas

Using the planner worksheet

Using the employee detail view

Cycle Progress dashboard

Budgets dashboard

Cycle Outcomes dashboard

Approval Statuses 

Worksheet Experience

Overview of smart features in compensation planning

Peer Comparison

Smart Flags

Priority Sort

Compensation Outliers

Manager Compression Flag

Vesting Drop Flag

Flags and Insights

Compensation Planning

Grades

Setting up Company Job Architecture

Company Job Architecture

Job Architecture 101

Pay Zone Manager

Step 1: Build Foundation

Generate Bands from Market Data

Editing Bands

Calculated Columns

Bands Set Audit Log

Bulk & Manually Associate Market Data to Bands

Employee Distribution in Bands

How to duplicate band sets

Managing & Reordering Calculated Columns

Unmatched Employees

View changes

Pay Types: Calculated TDC, Annual Equity, and Refresh Equity

Manually Create New Band Sets

Band Sets

Upload/Download Bands

Step 3: Update Ranges

Advanced Filters

Compare Bands

Generate Bands for New Jobs in Your Job Architecture

Relative Permissions

Ongoing Management & Analysis

Edit and apply benchmarks

Set weights and logic

Map data sources to jobs

Supported survey providers

Manage Pave data sources

Manage survey data sources

Benchmarks overview

Survey aging

Step 2: Benchmarking

Market Pricing

Create an account and log in

Set up single sign-on (SSO)

Account setup

Configure role permissions

Create and manage roles

Roles and permissions

Impersonate a user

Manage notifications

Complete your company profile

Manage company settings

Platform settings

Account & Permissions

Create and manage Peer Groups in Market Data

Create and manage Market Data reports

Equity data benchmarking

Explore data composition

Explore the Pave job catalog

Filter Market Data benchmarks

Get started with Market Data

Share Market Data externally

Market Data Benchmarks (Features & Workflows)

Understand Calculated Benchmarks

Understand Consistency Labels

Understand job matching

Understand Market Data methodology

Understand job levels

Market Data Methodology 

Explore Global Location Insights

Explore Equity Practices

Other Pave Market Data Products 

Market Data FAQ

FAQ's

Upgrade to Market Data Pro

Upgrades & Pricing 

Market Data

Security at Pave

Security General Information

 Do you provide encrypted data storage of at least 256 AES?

Does Pave provide activity logs if requested? 

Will Pave connect a customer's data to any other systems?

Does Pave have a data retention policy? How long will the customer's data be kept in Pave's system?

What is Pave's threat detection strategy?

How do customers receive security alerts and/or security advisories?

Is Pave GDPR compliant?

What specific data is shared with Pave?

Can I please have your SOC 2 report?

Can people see our company name if we complete our integrations or is that also de-identified?

Can we complete the integration without sharing PII like employee name and email? 

How can I access Pave's DPA?

Are your data transmissions encrypted with at least TLS 1.2?

Security FAQs

Security

Guide

Pave

<p>Search for answers or submit a support ticket, right from the search bar.</p>