Salary Band Builder

Turn market pay data into a working salary structure. Set one anchor, a progression, and a spread, and the workbook builds every grade’s minimum, midpoint, and maximum, then shows where each of your people sits against their range.

One Excel workbook that turns market data into salary bands

A working structure, not a blank grid. You set three numbers, the workbook builds the grades, and your people get placed against real ranges. It opens on a filled-in eight-grade example so the math is clear before you change anything.

• Salary Band Builder. Set the Grade 1 midpoint from your market data, the midpoint progression between grades, and the range spread from minimum to maximum. The grade table builds itself: every grade gets a minimum, midpoint, and maximum, with range width, the progression step, and the overlap against the grade below shown per row. On the Employee Placement tab, enter each person’s grade and current salary, and their compa-ratio, range penetration, and Below min, In range, or Above max status fill in from the structure.
• Summary, benchmarks, and the formulas in plain English. The Summary rolls everything onto one page: the structure’s shape, how many people sit within, below, or above their range, and the average compa-ratio. The Benchmark tab lists typical range spreads and midpoint progressions by job level, summarized from published compensation guidance, so your settings have a reference point. The Notes tab documents how every number is built, including the overlap identity, and explains how to read the placement metrics.

Three steps from market data to a structure

You set the anchor and two settings, the workbook builds the grades, and the placements tell you where pay needs attention.

• Set three inputs. The Grade 1 midpoint from your salary survey, the midpoint progression between grades, and the range spread. The eight-grade table builds on its own.
• Place your people. Enter each person’s grade and current salary. Compa-ratio, range penetration, and an in-or-out-of-range status compute from the structure.
• Read it and adjust. The Summary shows who sits below, within, or above range. Change the progression or the spread and the whole structure rebuilds, so you can test settings before you commit.

A structure built the way comp teams build them

Salary bands only hold up if the math behind them is the standard math and the settings have a reference point, so the workbook keeps both on the surface.

• Standard pay-structure formulas. Midpoints step up by your progression, the minimum sits half the spread below the midpoint, and the maximum a full spread above the minimum. The Notes tab documents every calculation, including the overlap identity behind the last column.
• Benchmarks with a stated source. Typical spreads and progressions by job level, summarized from published compensation guidance from WorldatWork, Mercer, and ERI, listed as reference points rather than rules.
• A worked example to start from. The file opens on an eight-grade structure with five people placed, so you can see the formulas working end to end before you replace the inputs with your own.

Who it is built for

Built for

• An HR lead or owner formalizing pay for the first time, who needs real grades and ranges instead of one-off offers.
• A comp or HR team refreshing an existing structure, testing a new progression or spread before rolling it out.
• A consultant or fractional HR lead who builds pay structures for clients and wants the math documented and defensible.

If you are looking for

• A decision on one person’s raise or promotion, not a structure. The Merit Increase Matrix turns performance and range position into an increase, and the Promotion and Internal Equity calculator pressure-tests a single move.
• What a hire costs all-in, not what the role should pay. The Employee Cost Calculator turns a salary into the fully loaded annual cost.

Before you buy

What format is it and can I edit it?

It is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep. Duplicate it to test a second structure or to keep one per business unit.

There are free salary band templates online. Why pay for this one?

Most free templates are a grid you type ranges into, which leaves the hard part to you. This workbook builds the structure: you set an anchor, a progression, and a spread, and every grade’s minimum, midpoint, and maximum compute on the standard formulas. It then places your people against the ranges, ships benchmark settings with a stated source, and documents every calculation on the Notes tab, so the result holds up when someone asks how the ranges were built.

Does it include salary survey data?

No. The workbook builds the structure around the market anchor you set, and its Benchmark tab covers structure settings, meaning spreads and progressions by level rather than pay rates by job. Pull the Grade 1 midpoint from a current salary survey at the percentile you target, usually the market median, and refresh it at least once a year.

How many grades does it build and can the design flex?

The table builds eight grades; use as many as your structure needs and leave the rest. It applies one progression and one spread across the structure, which is the common setup for a small or mid-size organization. If your senior levels need wider ranges, the Notes tab walks through building them as a second structure with their own spread.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets and start with the three inputs on the Band Builder tab. If a file gives you trouble, email support@truestephr.com.

Planning estimates and general business information, not legal or tax advice. The structure is only as good as its market anchor, and pay changes carry legal and equity weight, so confirm current market data and review sensitive decisions with a qualified professional. Last reviewed June 2026.