All roles have updated job descriptions (JDs) and impact measures (scorecards)--job architecture 

Current resumes on file for all employees that reflect experience, education, and certifications 

Salary bands exist and are current (set based on market pricing and trends–by position or job grade)

Clearly outlined roles and responsibilities within the organization w/established pay grades (org chart linked to comp)

Codified policy on distribution of work and comp during planned/unplanned leave of employees (e.g., FML, unplanned resignation)

Annual documented training focused on compensation philosophy and policies/practices with codified resources for reference (e.g., one-pager, Q and A)

Annual compensation audit cycle to identify disparities/outliers with corrective action named (data sliced across all protected classes) 

Employee perception data gathered annually to gauge staff perception of compensation satisfaction and fairness, including earned promotions (reward satisfaction)

 Comprehensive benefits package that aligns with the organization's values and employee needs/input  

Compensation system’s pay practices and policies comply with relevant labor laws and regulations (ethics) 

Transparency on organizational performance (e.g., data dashboards, townhalls, newsletter publication)

Deliberate set of commonly used terms across all teams, leaders, and published content (e.g., benefits, compensation, variable pay, total reward, fairness)

Total reward package reflects compensation, benefits, L&D, etc

Clearly defined structure for decision-making around compensation

Clear performance management system undergirded by quantifiable goals and a rubric for ratings/evaluations

Clearly defined policy prohibiting salary negotiations (seeing more and more of this to manage for internal equity) –or explicit language that details when compensation will/can deviate (e.g., geographic region)