It's not so much price-fixing as having a third-party "standard" to fall back on makes the salary negotiation more impersonal. There's less chance someone will be able to claim they were offered a lower salary due to bias when the company can point to the third party guidelines. It also gives them the freedom to deviate when needed (e.g., extraordinary demand for a particular specialized skill or person) because they are "guidelines". My company uses target points based on comparable pay for equivalent positions to allocate raises. If you're earning above the salary target point, you better be performing above the performance target point (based on supervisor ratings) or no payraise for you ...




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