Pay Mix & Total Compensation

What a role pays in total, and how it splits between fixed and variable. The report fails at one boundary above all: target is a plan, actual is a payroll result, and they live in different tables.

RuleTarget compensation from the plan assignments, actual earnings from payroll. Two facts; every number labeled one or the other.Neverput bonus target and bonus paid in the same column. One is a promise, one is money.

◆ The components— what goes into total target compensation, and the decision each one carries.

Component	Source	The decision
Base	Salary or hourly plan, annualized on the basis rules from Compensation Grade & Range.	The fixed anchor everything else is a percent of.
Bonus target	Bonus plan: a percent of a configured compensation basis, or a flat amount.	Land the resolved amount, not the percent. Which basis the percent applies to is tenant configuration, and assuming base-only understates targets wherever the basis is broader.
Allowances	Allowance plans: car, housing, location premiums.	Recurring allowances belong in the mix; decide the list once.
Commission	Commission plan target.	The draw is an advance against future commission, not additional pay. Mix uses the target; the draw never adds.
Stock	Stock plan grants.	Grant-date value amortized over vesting, or the vest-year value. Pick one, state it, and never mix the two in a trend.
One-time payments	Signing and spot bonuses.	Out of the run-rate mix, shown separately. A heavy hiring quarter otherwise reads as a philosophy change.

Everything above is target: what the plans promise. What was actually paid, bonus payouts, commission earned, overtime, lives in fct_payroll_result and belongs to the payroll module's reports. Target answers design questions; actual answers cost questions.

◆ Reading the numbers— mix by level is the design view; drift and outliers are the findings.

Signal	What it means
Mix by level	Variable share should rise with level, ICs mostly fixed, executives mostly variable. The mix table by management level is the one-page test of whether pay practice matches pay philosophy.
Mix drift	The same level's variable share moving over time means offers are drifting from the design, usually one negotiated exception at a time. Trend it annually.
Same level, different mix	Two workers at the same level with materially different splits is either a sales-versus-staff distinction, which is fine, or an unexplained exception, which is the finding.

◆ The owned model, and the SQL— component amounts on the snapshot, mix by level, one query.

The snapshot carries the resolved target amounts per worker, landed in one currency on the basis rules. Mix by level reads it joined to dim_job:

-- target pay mix by management level at month-end; percentages share one denominator
SELECT d.month_end_date,
       j.management_level,
       COUNT(*) AS workers,
       ROUND(100.0 * SUM(f.annualized_fte_base) / SUM(f.total_target_comp), 0) AS base_pct,
       ROUND(100.0 * SUM(f.bonus_target_amt)    / SUM(f.total_target_comp), 0) AS bonus_pct,
       ROUND(100.0 * SUM(f.other_target_amt)    / SUM(f.total_target_comp), 0) AS other_pct
FROM fct_worker_snapshot f
JOIN dim_date d ON f.date_key = d.date_key AND d.is_month_end
JOIN dim_job  j ON f.job_key  = j.job_key
WHERE f.worker_type = 'Employee' AND f.is_primary
GROUP BY 1, 2
ORDER BY 1, 2

Sample output, May month-end, three of the levels in the same 147-worker population as the Core HR reports. Variable share rising with level is the design working:

month_end_date	management_level	workers	base_pct	bonus_pct	other_pct
2026-05-31	P4 · IC	52	88	8	4
2026-05-31	M3 · Mgmt	18	76	19	5
2026-05-31	E2 · Exec	4	62	31	7

Each row's percentages sum to 100, and the 18 managers are the same 18 from the Span of Control report. Swap dim_job for dim_org and the same query is mix by department. Sample values are illustrative, never client data.

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Terms on this page

pay mix: The split of total target compensation between fixed and variable.
total target compensation: Base plus bonus target plus recurring allowances and other targets. A plan, not a payment.
compensation basis: The configured amount a percent bonus applies to. Not always base alone.
resolved amount: The percent turned into money against its basis. What the model lands.
allowance: A recurring plan amount: car, housing, location premium.
commission draw: An advance against future commission. Never added to the mix.
one-time payment: Signing or spot bonus. Shown separately, outside the run-rate mix.
target vs actual: Plans versus payroll results. Different tables, different questions, never one column.