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Pay and Grade Comparison
Pay bands and actual pay, split by grade, unit, hire year, and gender where the file allows — prepared for a compensation conversation, not a slogan.
Grade tables age in Georgian companies the same way they age everywhere: a freeze here, a market hire there, a title that moved without the band. This study puts actual pay beside the band you still print in the handbook, then splits the picture by unit and by hire year so a “we pay fairly” claim can be inspected.
We need a grade or band field you trust enough to defend, a pay field at a grain you are willing to share, and — if you want a gender split — a gender field that is populated for nearly everyone. Missing gender is shown as missing; we will not guess. Names stay out of the file.
The pack is slower than a headcount picture because pay mistakes are expensive in the room. Charts carry footnotes: what “pay” includes (base only, or base plus guaranteed allowances), which month was used, and whether bonuses were in or out. A mild finding is often that mid-band looks even until you separate people hired before a particular year.
This is not a market salary survey. We do not buy third-party pay data unless you already hold a licence and can share the extract. It is also not legal advice on equal pay. If a split looks sharp, the notes will say that a lawyer should read it; we will not draft the policy.
Briefings for this study are held in our studio when we can: printed pages help when a compensation committee talks over one another. From 5,200 GEL; longer if several payrolls must be lined up.