## What peer comparison does

Peer comparison lets planners see how an employee's compensation stacks up against similar employees during the cycle. Instead of making decisions in isolation, planners can instantly check whether a raise, band position, or performance rating looks reasonable compared to the employee's peers, directly from the employee detail panel.

This helps planners catch inconsistencies before they become problems: an employee who's being paid significantly below similar peers, a raise that's out of line with what others at the same level received, or a high performer whose band position hasn't kept pace.

### Questions planners can answer with peer comparison

* Is this employee's compa ratio in line with others at the same level and department?
* Are we giving this person a meaningfully different raise than their peers, and is that justified?
* How does this employee's performance rating compare to others in the same band?
* Is this employee an outlier, or are they consistent with their peer group?
* After this raise, will this employee still be below, at, or above their peers?

## How it works

When a planner opens an employee's detail view, the peer comparison panel shows:

 ![](https://brainfish-storage-prod.s3-accelerate.amazonaws.com/uploads/eb9365bf-c937-4d2f-b407-a7b5603ae429/132a7398-af5d-4da5-b6c0-d58b48d9b16e/image.png?X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Credential=ASIAUPPN5IL3QV7AFKTY%2F20260505%2Fus-east-2%2Fs3%2Faws4_request&X-Amz-Date=20260505T195600Z&X-Amz-Expires=3000&X-Amz-Security-Token=IQoJb3JpZ2luX2VjEMH%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FwEaCXVzLWVhc3QtMiJHMEUCIQDhifEUNZxTn4Mi1YS2zoR%2BTstGOgeuxm5YQP5cxxHCpQIgDguFGdik5S%2BqcMfb4HZcu4F5oJ8mmGdhjjanWfQJDdAq5QUIiv%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FARACGgwzMDgxMjU5NzUyODciDBE5UGRKrbQF%2Bltgkiq5BSToC%2F8e3XY%2BXTPxEDpdTUE1HcF786nR2OqNfrLclktLR%2Fn%2FPdvECLTdJli5fq4vsT4LgqAnxULjSOUV8CePpNCivYB4ERe5S7WjDPGNJsIatO%2F4ubfSdrfzfvV4gBuYp6C0D8qXMrETOuRlFnNXN5y4N5YZzqxXpns1audJ3xco5VU09XKLBVtTfRB9SdXIy7VJDb80E%2BLqsZZ6kP4Q9g%2FkFKp0tQgZsXy8ldeTso52SQkEnflix7%2BrL8kwSCdmZQoGTq7LsLINEdNRet7tkT4CxDCMMTan1PYE%2FG66X5qupVlc%2BEDpOHIW%2FljW8JMOrqjaQKfGOUuvQjIaD9MrwZiz34m8WjNkt8U9UmYazEZTIPyDEUXRK2D2tEYF7U2HR3WbdlmqIvDeitSQDs%2FRgLP47YC%2Bvuf8BaJDo8To5KfUMGJzOZmgfpTKHmqTojtIdv7%2BauDi5w5jJtuyEOoMGtjESqrgrsr9vFkc0SL18Wxjk81ZhZU%2B0Z18%2B%2FUhMiJnaPme7r5D2dsNw%2BJS%2FdY%2FUUhWFfq87KlR4RMG4rMbBbylIvs4knCmdgNIUv2DUmxOptE4dfP6IRIktQ1Y6O8V2W0ZToEncbmrdEpxbHfnNr6KBg%2FcPvU4snBeiJB9PDwRISseJDd500zg%2Bs9%2Ftmcsar5yu9J54%2FV9VAV3x3D6qbhACNiBHq5o4Ide%2BhPlJ2WtfvSXzpjePpvyP8%2BUSyjwxr85lb%2BSJvckdAaD85rPoh1sJta3gnKKlY%2FjZml3C8ZNoVkQG9BJWOq9Gcst4%2BYBlflRz4xHojHAHeisIc59ZWkNkLm46rKEQ2DnosiSeuQEf%2BTvoHb7u5Adog3jNKD8ICGUo16VJS7gs8L7Gmpk2qU0g5eVOpCAyADV%2FJSvjm20Y741hrhY9RMl5m54rVB0i1o%2FcrzKMuWcpNAw7rbozwY6kAHC3EuPgeKx0h44zaXi71YMqr1FK5E6RCKLmAcF%2FKMLAcjqGxHH%2FFokx9SC07bWlmvt6rhfC2JPeZ9PdaaDkEkZJIbC%2B%2FdEvG%2ByjIuS2jDZzKsNuVZ9pCIEhlhPlXk0VJgHPHB2pB2YaXH3uFBdSbmkPyRVOu%2FMLZipJZg5blTVgXFWtskYR%2Fc0za2M43Pm7yY%3D&X-Amz-Signature=3d5594d853833abecccdc99da24bed5b0bb3a7e9cfd1ec8ebe540c6cf674e44e&X-Amz-SignedHeaders=host&response-content-disposition=attachment "right-50")

* **Peer averages** for key metrics: performance rating, compa ratio (salary and total cash), range penetration (salary and total cash), and cash increase percentage. Each metric shows the peer group average alongside the target employee's value and the percentage difference.
* **Scatter plot** positioning the employee among their peers, with configurable X and Y axes. By default, the X axis is performance and the Y axis is your chosen comp range metric.
* **Band visualization** showing where the employee sits within their compensation band relative to peers (available when matching by compensation range).

Planners can define peers in two ways:

* **Compensation range**: Employees in the same band
* **Worksheet columns**: Employees matching on dimensions you configure (department, level, location, job family, or any text column)

When multiple dimensions are configured, planners can select which ones to match on, giving them flexibility to narrow or broaden the peer set.






## Setting up peer comparison

### Step 1: Rank your performance values

Peer comparison uses performance ratings on the scatter plot's X axis. For this to work, Pave needs to know the order of your performance ratings from lowest to highest.


1. Go to **Configurations** > **Columns**.
2. Find your **Performance** column and click the edit icon.
3. In the column properties, find the **Order Values** section. This displays all the performance rating values in your cycle.
4. Drag and drop the values to arrange them from **lowest to highest rating** (e.g., "Below Expectations" at the top, "Exceptional" at the bottom).
5. Save the column.

This ranking is what converts text-based ratings ("Meets Expectations") into numeric positions on the scatter plot. Without it, the performance axis can't display correctly. This ranking also affects how performance displays in charts and the cycle outcomes dashboard, so it's worth getting right even if you're not using peer comparison.

 ![](https://brainfish-storage-prod.s3-accelerate.amazonaws.com/uploads/eb9365bf-c937-4d2f-b407-a7b5603ae429/1846da08-5f37-4bf9-a064-f3c96a147707/image.png?X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Credential=ASIAUPPN5IL3QV7AFKTY%2F20260505%2Fus-east-2%2Fs3%2Faws4_request&X-Amz-Date=20260505T195600Z&X-Amz-Expires=3000&X-Amz-Security-Token=IQoJb3JpZ2luX2VjEMH%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FwEaCXVzLWVhc3QtMiJHMEUCIQDhifEUNZxTn4Mi1YS2zoR%2BTstGOgeuxm5YQP5cxxHCpQIgDguFGdik5S%2BqcMfb4HZcu4F5oJ8mmGdhjjanWfQJDdAq5QUIiv%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FARACGgwzMDgxMjU5NzUyODciDBE5UGRKrbQF%2Bltgkiq5BSToC%2F8e3XY%2BXTPxEDpdTUE1HcF786nR2OqNfrLclktLR%2Fn%2FPdvECLTdJli5fq4vsT4LgqAnxULjSOUV8CePpNCivYB4ERe5S7WjDPGNJsIatO%2F4ubfSdrfzfvV4gBuYp6C0D8qXMrETOuRlFnNXN5y4N5YZzqxXpns1audJ3xco5VU09XKLBVtTfRB9SdXIy7VJDb80E%2BLqsZZ6kP4Q9g%2FkFKp0tQgZsXy8ldeTso52SQkEnflix7%2BrL8kwSCdmZQoGTq7LsLINEdNRet7tkT4CxDCMMTan1PYE%2FG66X5qupVlc%2BEDpOHIW%2FljW8JMOrqjaQKfGOUuvQjIaD9MrwZiz34m8WjNkt8U9UmYazEZTIPyDEUXRK2D2tEYF7U2HR3WbdlmqIvDeitSQDs%2FRgLP47YC%2Bvuf8BaJDo8To5KfUMGJzOZmgfpTKHmqTojtIdv7%2BauDi5w5jJtuyEOoMGtjESqrgrsr9vFkc0SL18Wxjk81ZhZU%2B0Z18%2B%2FUhMiJnaPme7r5D2dsNw%2BJS%2FdY%2FUUhWFfq87KlR4RMG4rMbBbylIvs4knCmdgNIUv2DUmxOptE4dfP6IRIktQ1Y6O8V2W0ZToEncbmrdEpxbHfnNr6KBg%2FcPvU4snBeiJB9PDwRISseJDd500zg%2Bs9%2Ftmcsar5yu9J54%2FV9VAV3x3D6qbhACNiBHq5o4Ide%2BhPlJ2WtfvSXzpjePpvyP8%2BUSyjwxr85lb%2BSJvckdAaD85rPoh1sJta3gnKKlY%2FjZml3C8ZNoVkQG9BJWOq9Gcst4%2BYBlflRz4xHojHAHeisIc59ZWkNkLm46rKEQ2DnosiSeuQEf%2BTvoHb7u5Adog3jNKD8ICGUo16VJS7gs8L7Gmpk2qU0g5eVOpCAyADV%2FJSvjm20Y741hrhY9RMl5m54rVB0i1o%2FcrzKMuWcpNAw7rbozwY6kAHC3EuPgeKx0h44zaXi71YMqr1FK5E6RCKLmAcF%2FKMLAcjqGxHH%2FFokx9SC07bWlmvt6rhfC2JPeZ9PdaaDkEkZJIbC%2B%2FdEvG%2ByjIuS2jDZzKsNuVZ9pCIEhlhPlXk0VJgHPHB2pB2YaXH3uFBdSbmkPyRVOu%2FMLZipJZg5blTVgXFWtskYR%2Fc0za2M43Pm7yY%3D&X-Amz-Signature=fb0e2b5eed8d1cd18998beac8ec90daf74b22de438a77996c3dbf048492cd250&X-Amz-SignedHeaders=host&response-content-disposition=attachment " =573x471")

### Step 2: Choose your comp range metric

This determines how Pave measures where an employee sits in their band, both in peer comparison and across other features like the salary impact and total cash impact columns.


1. Go to **Configurations** > **Worksheet Settings**.
2.  ![](https://brainfish-storage-prod.s3-accelerate.amazonaws.com/uploads/eb9365bf-c937-4d2f-b407-a7b5603ae429/61b22f44-86bb-438c-b549-fbf0343c7194/image.png?X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Credential=ASIAUPPN5IL3QV7AFKTY%2F20260505%2Fus-east-2%2Fs3%2Faws4_request&X-Amz-Date=20260505T195600Z&X-Amz-Expires=3000&X-Amz-Security-Token=IQoJb3JpZ2luX2VjEMH%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FwEaCXVzLWVhc3QtMiJHMEUCIQDhifEUNZxTn4Mi1YS2zoR%2BTstGOgeuxm5YQP5cxxHCpQIgDguFGdik5S%2BqcMfb4HZcu4F5oJ8mmGdhjjanWfQJDdAq5QUIiv%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FARACGgwzMDgxMjU5NzUyODciDBE5UGRKrbQF%2Bltgkiq5BSToC%2F8e3XY%2BXTPxEDpdTUE1HcF786nR2OqNfrLclktLR%2Fn%2FPdvECLTdJli5fq4vsT4LgqAnxULjSOUV8CePpNCivYB4ERe5S7WjDPGNJsIatO%2F4ubfSdrfzfvV4gBuYp6C0D8qXMrETOuRlFnNXN5y4N5YZzqxXpns1audJ3xco5VU09XKLBVtTfRB9SdXIy7VJDb80E%2BLqsZZ6kP4Q9g%2FkFKp0tQgZsXy8ldeTso52SQkEnflix7%2BrL8kwSCdmZQoGTq7LsLINEdNRet7tkT4CxDCMMTan1PYE%2FG66X5qupVlc%2BEDpOHIW%2FljW8JMOrqjaQKfGOUuvQjIaD9MrwZiz34m8WjNkt8U9UmYazEZTIPyDEUXRK2D2tEYF7U2HR3WbdlmqIvDeitSQDs%2FRgLP47YC%2Bvuf8BaJDo8To5KfUMGJzOZmgfpTKHmqTojtIdv7%2BauDi5w5jJtuyEOoMGtjESqrgrsr9vFkc0SL18Wxjk81ZhZU%2B0Z18%2B%2FUhMiJnaPme7r5D2dsNw%2BJS%2FdY%2FUUhWFfq87KlR4RMG4rMbBbylIvs4knCmdgNIUv2DUmxOptE4dfP6IRIktQ1Y6O8V2W0ZToEncbmrdEpxbHfnNr6KBg%2FcPvU4snBeiJB9PDwRISseJDd500zg%2Bs9%2Ftmcsar5yu9J54%2FV9VAV3x3D6qbhACNiBHq5o4Ide%2BhPlJ2WtfvSXzpjePpvyP8%2BUSyjwxr85lb%2BSJvckdAaD85rPoh1sJta3gnKKlY%2FjZml3C8ZNoVkQG9BJWOq9Gcst4%2BYBlflRz4xHojHAHeisIc59ZWkNkLm46rKEQ2DnosiSeuQEf%2BTvoHb7u5Adog3jNKD8ICGUo16VJS7gs8L7Gmpk2qU0g5eVOpCAyADV%2FJSvjm20Y741hrhY9RMl5m54rVB0i1o%2FcrzKMuWcpNAw7rbozwY6kAHC3EuPgeKx0h44zaXi71YMqr1FK5E6RCKLmAcF%2FKMLAcjqGxHH%2FFokx9SC07bWlmvt6rhfC2JPeZ9PdaaDkEkZJIbC%2B%2FdEvG%2ByjIuS2jDZzKsNuVZ9pCIEhlhPlXk0VJgHPHB2pB2YaXH3uFBdSbmkPyRVOu%2FMLZipJZg5blTVgXFWtskYR%2Fc0za2M43Pm7yY%3D&X-Amz-Signature=7530c61a5bc638bd00d93510e17b332058ba2ccaf384ae53843289286d33f37a&X-Amz-SignedHeaders=host&response-content-disposition=attachment)
3. In the **Comparison Metrics** section, select how you calculate where employees sit in their bands:
   * **Compa ratio (salary)**: Employee's salary divided by band midpoint
   * **Compa ratio (total cash)**: Total cash divided by total cash band midpoint
   * **Range penetration (salary)**: Percentage of progression through the salary band (0% = min, 100% = max)
   * **Range penetration (total cash)**: Same calculation for total cash

Choose the metric that matches how your compensation team thinks about band positioning. This selection is used as the default Y axis on the scatter plot and as the metric shown in peer averages.

 ![](https://brainfish-storage-prod.s3-accelerate.amazonaws.com/uploads/eb9365bf-c937-4d2f-b407-a7b5603ae429/a72db104-a5c3-461b-9b66-5eeb8f9cb9f4/image.png?X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Credential=ASIAUPPN5IL3QV7AFKTY%2F20260505%2Fus-east-2%2Fs3%2Faws4_request&X-Amz-Date=20260505T195600Z&X-Amz-Expires=3000&X-Amz-Security-Token=IQoJb3JpZ2luX2VjEMH%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FwEaCXVzLWVhc3QtMiJHMEUCIQDhifEUNZxTn4Mi1YS2zoR%2BTstGOgeuxm5YQP5cxxHCpQIgDguFGdik5S%2BqcMfb4HZcu4F5oJ8mmGdhjjanWfQJDdAq5QUIiv%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FARACGgwzMDgxMjU5NzUyODciDBE5UGRKrbQF%2Bltgkiq5BSToC%2F8e3XY%2BXTPxEDpdTUE1HcF786nR2OqNfrLclktLR%2Fn%2FPdvECLTdJli5fq4vsT4LgqAnxULjSOUV8CePpNCivYB4ERe5S7WjDPGNJsIatO%2F4ubfSdrfzfvV4gBuYp6C0D8qXMrETOuRlFnNXN5y4N5YZzqxXpns1audJ3xco5VU09XKLBVtTfRB9SdXIy7VJDb80E%2BLqsZZ6kP4Q9g%2FkFKp0tQgZsXy8ldeTso52SQkEnflix7%2BrL8kwSCdmZQoGTq7LsLINEdNRet7tkT4CxDCMMTan1PYE%2FG66X5qupVlc%2BEDpOHIW%2FljW8JMOrqjaQKfGOUuvQjIaD9MrwZiz34m8WjNkt8U9UmYazEZTIPyDEUXRK2D2tEYF7U2HR3WbdlmqIvDeitSQDs%2FRgLP47YC%2Bvuf8BaJDo8To5KfUMGJzOZmgfpTKHmqTojtIdv7%2BauDi5w5jJtuyEOoMGtjESqrgrsr9vFkc0SL18Wxjk81ZhZU%2B0Z18%2B%2FUhMiJnaPme7r5D2dsNw%2BJS%2FdY%2FUUhWFfq87KlR4RMG4rMbBbylIvs4knCmdgNIUv2DUmxOptE4dfP6IRIktQ1Y6O8V2W0ZToEncbmrdEpxbHfnNr6KBg%2FcPvU4snBeiJB9PDwRISseJDd500zg%2Bs9%2Ftmcsar5yu9J54%2FV9VAV3x3D6qbhACNiBHq5o4Ide%2BhPlJ2WtfvSXzpjePpvyP8%2BUSyjwxr85lb%2BSJvckdAaD85rPoh1sJta3gnKKlY%2FjZml3C8ZNoVkQG9BJWOq9Gcst4%2BYBlflRz4xHojHAHeisIc59ZWkNkLm46rKEQ2DnosiSeuQEf%2BTvoHb7u5Adog3jNKD8ICGUo16VJS7gs8L7Gmpk2qU0g5eVOpCAyADV%2FJSvjm20Y741hrhY9RMl5m54rVB0i1o%2FcrzKMuWcpNAw7rbozwY6kAHC3EuPgeKx0h44zaXi71YMqr1FK5E6RCKLmAcF%2FKMLAcjqGxHH%2FFokx9SC07bWlmvt6rhfC2JPeZ9PdaaDkEkZJIbC%2B%2FdEvG%2ByjIuS2jDZzKsNuVZ9pCIEhlhPlXk0VJgHPHB2pB2YaXH3uFBdSbmkPyRVOu%2FMLZipJZg5blTVgXFWtskYR%2Fc0za2M43Pm7yY%3D&X-Amz-Signature=642e3fef69b1f462deacc1f6635075342120120560a4ff30a85a8c50f4b1a526&X-Amz-SignedHeaders=host&response-content-disposition=attachment)

### Step 3: Configure peer dimensions

Peer dimensions define which columns planners can use to match peers by worksheet columns. This is where you decide what "similar employees" means for your organization.


1. In **Worksheet Settings** > **Comparison Metrics**, find the **Peers dashboard** section.
2. Select the columns that should be available as peer matching dimensions. Only text-type columns are eligible. Common choices:
   * **Department**: Compare against others in the same department
   * **Level**: Compare against others at the same job level
   * **Location** or **Metro**: Compare against others in the same geography
   * **Job Family**: Compare against others in the same job family

You can select multiple dimensions. Planners will then be able to choose which dimensions to match on when they use peer comparison, and they can combine dimensions (e.g., same department AND same level) to narrow the peer set.

Think about what comparisons are most useful for your planners. If your organization is large enough that level alone produces hundreds of peers, combining level + department gives a more meaningful comparison. If you're smaller, a single dimension may be sufficient.

 ![](https://brainfish-storage-prod.s3-accelerate.amazonaws.com/uploads/eb9365bf-c937-4d2f-b407-a7b5603ae429/08793b80-2b82-48fb-b644-7a132eef6ce9/image.png?X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Credential=ASIAUPPN5IL3QV7AFKTY%2F20260505%2Fus-east-2%2Fs3%2Faws4_request&X-Amz-Date=20260505T195600Z&X-Amz-Expires=3000&X-Amz-Security-Token=IQoJb3JpZ2luX2VjEMH%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FwEaCXVzLWVhc3QtMiJHMEUCIQDhifEUNZxTn4Mi1YS2zoR%2BTstGOgeuxm5YQP5cxxHCpQIgDguFGdik5S%2BqcMfb4HZcu4F5oJ8mmGdhjjanWfQJDdAq5QUIiv%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FARACGgwzMDgxMjU5NzUyODciDBE5UGRKrbQF%2Bltgkiq5BSToC%2F8e3XY%2BXTPxEDpdTUE1HcF786nR2OqNfrLclktLR%2Fn%2FPdvECLTdJli5fq4vsT4LgqAnxULjSOUV8CePpNCivYB4ERe5S7WjDPGNJsIatO%2F4ubfSdrfzfvV4gBuYp6C0D8qXMrETOuRlFnNXN5y4N5YZzqxXpns1audJ3xco5VU09XKLBVtTfRB9SdXIy7VJDb80E%2BLqsZZ6kP4Q9g%2FkFKp0tQgZsXy8ldeTso52SQkEnflix7%2BrL8kwSCdmZQoGTq7LsLINEdNRet7tkT4CxDCMMTan1PYE%2FG66X5qupVlc%2BEDpOHIW%2FljW8JMOrqjaQKfGOUuvQjIaD9MrwZiz34m8WjNkt8U9UmYazEZTIPyDEUXRK2D2tEYF7U2HR3WbdlmqIvDeitSQDs%2FRgLP47YC%2Bvuf8BaJDo8To5KfUMGJzOZmgfpTKHmqTojtIdv7%2BauDi5w5jJtuyEOoMGtjESqrgrsr9vFkc0SL18Wxjk81ZhZU%2B0Z18%2B%2FUhMiJnaPme7r5D2dsNw%2BJS%2FdY%2FUUhWFfq87KlR4RMG4rMbBbylIvs4knCmdgNIUv2DUmxOptE4dfP6IRIktQ1Y6O8V2W0ZToEncbmrdEpxbHfnNr6KBg%2FcPvU4snBeiJB9PDwRISseJDd500zg%2Bs9%2Ftmcsar5yu9J54%2FV9VAV3x3D6qbhACNiBHq5o4Ide%2BhPlJ2WtfvSXzpjePpvyP8%2BUSyjwxr85lb%2BSJvckdAaD85rPoh1sJta3gnKKlY%2FjZml3C8ZNoVkQG9BJWOq9Gcst4%2BYBlflRz4xHojHAHeisIc59ZWkNkLm46rKEQ2DnosiSeuQEf%2BTvoHb7u5Adog3jNKD8ICGUo16VJS7gs8L7Gmpk2qU0g5eVOpCAyADV%2FJSvjm20Y741hrhY9RMl5m54rVB0i1o%2FcrzKMuWcpNAw7rbozwY6kAHC3EuPgeKx0h44zaXi71YMqr1FK5E6RCKLmAcF%2FKMLAcjqGxHH%2FFokx9SC07bWlmvt6rhfC2JPeZ9PdaaDkEkZJIbC%2B%2FdEvG%2ByjIuS2jDZzKsNuVZ9pCIEhlhPlXk0VJgHPHB2pB2YaXH3uFBdSbmkPyRVOu%2FMLZipJZg5blTVgXFWtskYR%2Fc0za2M43Pm7yY%3D&X-Amz-Signature=cc034eee4fc3ed8702e23847e9285e1983ddac194ec81f3dbc37d13d85779418&X-Amz-SignedHeaders=host&response-content-disposition=attachment)


### Step 4: Ensure permissions are set

Peer comparison requires the **Peer Comparison** permission to be assigned to the roles that should have access. Check your role configuration to confirm the right planner roles can view peer data.

## What planners see

Once configured, planners access peer comparison from the employee detail panel under the Peers tab.

## Things to know

* **Peers are scoped to what the planner can see.** A planner only sees peers from employees they have access to in the cycle. They won't see compensation data for employees outside their worksheet or permission scope.
* **Performance ranking affects more than peer comparison.** The ranking you set also controls how performance displays in charts, the cycle outcomes dashboard, and any visualization that uses performance as an axis.
* **Peer dimensions and outlier dimensions are related.** The compensation outlier smart flag uses a similar concept of peer matching. Configuring peer dimensions here also informs how outlier detection defines "similar employees."
* **Both matching methods are always available.** Planners can always match by compensation range (band). Worksheet column matching is available for whichever dimensions you configure.




Peer Comparison

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

Worksheet Experience

Overview of smart features in compensation planning

Smart Flags

Priority Sort

Compensation Outliers

Manager Compression Flag

Vesting Drop Flag

Flags and Insights

Compensation Planning

Market Data Connections Overview

Market Data Connections Set up

Integrations 101

Integrations

Team View Overview

Team View Column Configuration

Team View Customizations

Re-ordering Columns

Deleting Columns

Adding Columns

Team View Settings

Team View

How much does Pave Market Data access cost?

How does Pave Work?

Intro to Pave

Contact Us

Pave 101

Total Compensation

Compensation 101

ISO Tax Implications

The Basics of Stock Options

The Confusing AMT (Alternative Minimum Tax)

ISO Strategies

An Overview of How Stock Options Work

The Stock Option Lifecycle

Equity 101

Login Troubleshooting and FAQ

How does company size affect which department, job family and job level I should choose?

How does Pave determine a role level and role family?

Troubleshooting Rippling Zero Records Error

What Market Data Connections does Pave currently support?

Account Creation Troubleshooting and FAQs

How to Benchmark Executive Compensation

FAQs

Creating an Account

How to add a colleague to Pave’s Market Data Platform

Market Data Role Management

Why does it matter to get levels and role families right?

SSO Configuration Guide

Logging In

Custom Role Creation Guide

Account Setup

Getting Started

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

Notifications

Multirole Permissions

Standard Pave Permissions

Role Management

Impersonation as a Pave Admin

Auto-manager Assignment

Admin Notification Dashboard

General

How do I know if I’m impersonating someone else?

Can I act on another’s behalf while impersonating them?

Who is able to impersonate?

Who can I impersonate?

How do I impersonate a user?

What is Impersonation?

How can I view Pave as another role?

How do I add multiple users to a role at once?

How can I change the permission settings for a role?

How can I create a new role?

Can a user have more than one role at a time?

Am I able to change another user’s permissions or login credentials while impersonating?

Can I impersonate another user in one page while having other Pave tabs open?

Permissions & Settings FAQs

Account & Permissions

How to Search for a Benchmark

Pave Data and Methodology Guide

Market Data 101

Job Families

Calculated Benchmarks

Compensation Types

Data Collection and Aggregation

Percentiles

Filters

Consistency Labels

Pave's Data

Calculated Benchmarks FAQ

Location and Global Data FAQs

Equity Practices FAQs

Consistency Labels FAQ

Market Data FAQs

Job Levels

Global Location Insights

Advanced Equity

Market Data Pro

Market Data

Understanding Equity in Total Rewards

Display Original Grant Value

Compensation Simulator Configurations

Compensation Simulator Overview

Learning Hub Configuration

Learning Hub Overview

Reward Letters

Accessing your Total Rewards portal

Total Rewards 101

Visual Offer Letters with Workday

Visual Offer Letters with Greenhouse

Visual Offer Letters with Lever

Visual Offer Letter as a Candidate

Previewing Visual Offer Letters

Visual Offer Letters with Ashby

Creating and sending Visual Offer Letters in Pave

Visual Offer Letter 101

Why is my equity different in the equity tab on the left hand side compared to the equity valuation on the graphs?

Why can't I view my own Total Rewards portal?

Total Rewards and Visual Offer Letter FAQ

How can I complete our Greenhouse connection if "API credential management" is not in my Greenhouse menu?

Peer Comparison

Share

Share

Peer Comparison

Share

Share