<aside> 💡 We run an annual salary review process to ensure that all roles are benchmarked against the industry and across 9fin. The aim of this is to ensure that 9fin’s salary bands are competitive and are applied fairly to everyone. Following each annual salary review, you should have a clear understanding and visibility of your current salary and any future progression opportunities.

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TLDR:

• We run salary progression annually in July
• There are two main activities involved: salary benchmarking & salary review
• Salary benchmarking data is reviewed every six months to ensure our internal bandings continue to reflect the top of the market
• Salary review is based on your progression through a salary band, which is linked to the levels in your Growth Track (Career Progression Matrix)
• The process of understanding your individual level should be an on-going conversation between you and your manager throughout the year.
• The annual process will continue to evolve year-on-year as we make process enhancements, based on our learnings from the last year.

Approach

There are two main parts to salary progression: salary benchmarking and salary review. These processes are conducted independently and overlaid to ensure a fair, unbiased approach to both salary review and career progression so that everyone is paid at the right level for their experience, skills and capability. We aim to ensure that two people doing the same role, to the same performance level, in the same location, will be paid the same salary, regardless of any other factors. We have consciously adopted this approach to ensure equity in salary and to avoid any unconscious and unintended pay gaps.

Key points

• Our salary ranges are at the top end of our market. We aim to pay between the 75th percentile and 90th percentile of the market.
• We use a range of trusted, reliable data points to set our internal salary bands. You can read more about this in the salary benchmarking section.