Jera was engaged by a small business consulting firm in Seattle to define the competencies and experience levels of their employee consultants and compensate them accordingly. The company had been struggling with pay inequities and needed a clear framework to address the issue.

To address this challenge, Jera designed a matrix that defined the differences in the levels of consultants based on their knowledge, skills, abilities, and performance norms. In addition, Jera obtained market data for each level to ensure that the company's compensation was competitive.

Once the employees were assigned to the new levels, Jera identified pay inequities and provided the company with three different recommendations to address the issue. Jera also provided cost modeling for each approach, highlighting the pros and cons of each option.

With Jera's guidance, the company was able to make an informed decision that was fiscally responsible and fair to all employees. The company was also able to clearly communicate the new compensation structure to their employees, helping to improve overall employee morale and retention.