Your Pay Statement
Why did I receive this total compensation amount?
Your total compensation is determined by your position within your pay band, set by your Overall Value (OV) rating. The company calculates a Total Compensation Target (TCT), a dollar figure that splits into two components: base salary (subject to a cap based on your level and band) and an RSU stock grant. The number of shares you receive is roughly (TCT - base salary) / planning price. Your OV rating determines what percentage of the pay band spread your TCT lands at.
What is Personal Compensation Statement (PCS)?
PCS (Personal Compensation Statement) is the annual compensation statement for corporate employees. It details your total compensation including base salary, stock (RSU) vesting, and any sign-on bonuses. The PCS cycle starts in April each year.
What is Total Compensation Target (TCT)?
TCT (Total Compensation Target) is the dollar amount targeted for your total annual compensation. It includes base salary, stock compensation, and any sign-on bonuses. Your TCT is calculated based on your position within your role's pay band, which is determined by your OV rating.
How do I calculate my expected total compensation?
Your expected total comp = base salary + (number of shares vesting this year x planning price). The planning price is the stock price used for compensation planning. You can find your vesting shares on your stock account and your base salary on your most recent pay stub.
What are the different location bands (Standard, Premium, Nashville)?
Pay bands vary by location to reflect cost-of-labor differences. The tool uses eight US location buckets: • Standard: Seattle, Boston, Los Angeles, Washington DC, Colorado, and Tier 1 (Zone A) remote. These are always paid identically and serve as the baseline. • Nashville: Nashville, Tennessee. Typically a few percent below Standard on base, with a reduced stock component. • Premium SF: San Francisco Bay Area. Typically 10-20% above Standard depending on role family. • Premium NYC: New York Metro area. Typically 5-10% above Standard. • CA (Non SF / Non LA): California outside the Bay Area and LA metro. Usually identical to Standard, but diverges upward for a small number of roles (for example, PMT External Services posts up to 5% higher than Standard due to California pay-transparency law). • NY / WA (Non-Metro): New York or Washington state outside the NYC and Seattle metros. Usually identical to Standard; diverges by a fraction of a percent for a few roles. • Tier 2: Mid-tier US metros (Austin, Denver, Phoenix, Minneapolis, Atlanta, Raleigh, Chicago, Portland, and others). Consistently around 10% below Standard. • Tier 3: Remaining US locations. Consistently around 20% below Standard.