I'm curious how pay equity works in your organization. If people with lower review scores get higher raises, then that doesn't sound like pay equity to me. Are you willing to share more?

@@SallyLoftis-fj8eh There is a matrix of % relative pay to job code, and review score. Relative pay on the x axis, review score on the y axis. The matrix is setup to normalize pay grades. Bring under paid up, and slow progression of "overpaid". The percentiles are skewed so the same % raise is basically a straight diagonal across the matrix. Top earner with top review will make the same % raise as middle of the pack earner with average review. Keeps going down so a lower paid worker with a borderline negative review would get the same % raise. If the goal is to have average people with average pay, sure the matrix will help normalize that. However in a performance based industry, I don't want middle tier performers. Historically we attracted top talent with high pay, good benefits and healthy bonuses. Loyalty was rewarded with consistent pay bumps. I can't do that any longer with this matrix. My top talent is "overpaid" by HR job code pay brackets that are globally and industry normalized.