The tool lived on Coca-Cola's intranet. The job was harder than it looks:
- Three rewards, each with its own budget and math: merit raise, annual bonus, and long-term incentive.
- Every person has their own guideline range, based on their rating and job grade.
- Teams of up to 144 people, with a fixed budget that's easy to overspend.
- Several currencies in one table, and managers who report to other managers.
- Submitting sends the whole team's numbers up and locks the manager out.
It shipped, and managers used it every review cycle.
- Managers finished their compensation reviews faster, with fewer mistakes.
- HR got fewer questions and fewer corrections during each cycle.
- It became the standard tool for every reward cycle after launch.