Competitive or Comparator Market Positions

Competitive Market Position
Explanation of the Competitive Market Position
Ability to Attract the Required Human Capital
To LEAD your organisation comparators for the entire organisation financial year
Equals the “upper quartile” or 75th percentile market levels, or higher, plus the annual relevant market projected increase for the following year.

The 75% quartile is a figure which marks the level where 25% of your organisation's competitors or comparators pay more than and 75% pay less than the indicated value.
Your organisation's pay levels will LEAD your organisation's competitors or comparators during the first half and MATCH the market during the second half of your review year
As a “lead payer” organisation you will be in a position to attract, motivate and retain experienced and high performing human capital.
To MATCH your organisation comparators for the entire organisation financial year
Equals the “median quartile” or 50th percentile market levels plus the annual relevant market projected increase for the following year.

The 50th quartile is a figure which marks the level where 50% of the organisations' pay more and 50% pay less.
Your organisation's pay levels will MATCH your organisation's competitors or comparators during the first half of your organisation's financial year and LAG the market during the second half of your review year
As a “match payer" your organisation will attempt to hire more qualified applicants than lag organisations, but offer more training and development opportunities than lead organisations
To LAG your organisation's comparators for the entire organisation financial year
Equals the “lower quartile” or 25th percentile market levels at the beginning of your organisation's financial year plus the annual relevant market projected increase for the following year.

The 25th quartile is a figure which marks the level where 75% of participating organisations’ pay more, and 25% pay less than the indicated value.
Your organisation’s pay levels will continually LAG the market for your entire organisation's financial year.
As a “lag payer" your organisation will lose the ability to attract the necassry human capital with the necessary knowledge, relevant work experience, skills and competencies required for the position however you may offer additional training and development opportunities as a means to attract human capital.
National CPR association
National CPR association