Dynamic Pay Engine
Contribution-based total rewards methodology. Every coefficient pre-declared. Every KPI threshold defined before commitment. Skill mastery is a computable, permanent financial event.
Core Pay = CS × alloc% × KPI%
Project Scope = market_rate × alloc% × gap_multiplier
Map every task to its AI impact level. Identify what is human-irreplaceable and what is at risk of automation. 6,699 tasks · 1,208 roles · 117 calibrated-tier.
Five axes: Value Type, Judgment Quality, Context Depth, Accountability Radius, Output Scope. CVI = VT⁰·⁴ × JQ × CD⁰·⁵ × AR⁰·⁶ × OS⁰·³
Bidirectional CVI ↔ job grade conversion. r = 0.946 across 2.86M records. Works with your existing job grade data — no re-evaluation required.
CVI axes drive KPI selection. Balanced Scorecard structure. Parmenter 10/80/10 framework: true KPIs are nonfinancial, daily/weekly, and action-forcing.
Monthly: Core Pay + Project Scope. Annual: Performance Bonus via must-have gates + weighted KPI achievement. Option C logic — gate fail = bonus zero.
Every employee models their own pay at 90%, 100%, or 120% achievement before committing. Annual total compensation statement.
The full DPE methodology — calibration mathematics, segment governance, skill verification, and implementation playbook — is available under NDA to qualified consulting partners and enterprise clients in active evaluation.
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