Overview
Kamsa’s salary ranges are built by role, job level, and location — each anchored to real market data and structured consistently, with the minimum and maximum set at 85% and 115% of the midpoint.
How are Kamsa's salary ranges established?
Created for each job family, level, and location.
Midpoints come directly from validated market data.
Every range follows the same 85% to 115% of midpoint structure (a 30% spread from minimum to maximum).
Why the 85% to 115% Range Spread Matters
A consistent structure helps you compare roles easily and explain pay decisions clearly.
85% (Minimum): Developing or new to the role
100% (Midpoint): Fully proficient, consistently meeting expectations for their role
115% (Maximum): Highly experienced, special skillset and/or consistently exceeds expectations
This framework ensures internal equity while maintaining flexibility for factors like performance and tenure.
What You’ll See in Kamsa
For every employee, you'll be able to:
View salary ranges by job family, job level, and location
See the defined minimums, midpoints, and maximums for each range
Visualize where each employee falls within their range through their compa-ratio - with 100% indicating pay is right at the midpoint
Common Questions
“Do all ranges have the same width?”
Yes, all Kamsa ranges are 30% wide (85% to 115% of the midpoint).
“Can we still create broader ranges?”
You can, but doing so reduces pay consistency and makes it harder to manage internal equity and pay progression over time.
Summary
Kamsa’s pay ranges are market-based, consistent, and simple to maintain — designed to be both flexible and easy to explain to employees.
✅ A clear, consistent framework that adapts to business needs
✅ Market midpoints aligned with the latest compensation trends
✅ Role- and location-specific precision for every job
This structure makes pay decisions more defensible and transparent, allowing you to clearly show how ranges were set — by country, job family, level, and role.