Flagship service — The 2R Framework
Pay and performance management, designed to work together
The 2R Framework brings Right Pay (salary structure) and Right Performance (strategic performance management) into a single four-month engagement — because solving one without the other only gets you halfway.
What is 2R?
Pay that reflects value. Performance that proves it.
2R brings together the two core systems that organizations most often design separately — salary structure and strategic performance management — and builds them around a shared job hierarchy and shared goals from the start.
Right Pay — Salary Structure
A salary structure that pays for the value of the work, not for tenure — with an Excel tool and adjustment plan the HR team can run on its own.
Right Performance — Performance Management
A strategic performance system that shows who is genuinely driving results — and whether each person's goals are aligned with where the organization is going.
The power is in the connection
Why pay and performance have to be designed together
Right Pay without Right Performance means paying without knowing who is actually creating value.
Right Performance without Right Pay means measuring well but with no fair compensation to back it up — high performers have no clear incentive to stay.
When both sides are connected, every position has clear goals, every result has a measure, and every measure has compensation backing it up.
Two-phase process
Four months total, delivered in two sequential phases — from Right Pay through Right Performance.
Right Pay — Salary Structure Design
Phase 1 · 2 months
Review organization structure and job levels. Build the Master Sheet. Analyze current salary distribution. Design salary ranges for every level (Min–Midpoint–Max). Identify employees outside the band, build an adjustment plan, and deliver an Excel tool the HR team can operate going forward. Four on-site sessions.
Right Performance — Strategic Performance Management
Phase 2 · 2 months
Workshop with leadership to set Corporate KPIs, weights, and a 5-level rating scale. Cascade goals from the organization down to every department and position. Design evaluation forms for managers and up to 15 non-manager positions. Train the HR team to run the evaluation cycle independently. Approximately 11 on-site sessions.
What you receive
Everything in your hands when the project closes
Job Grade Structure
A grade structure that reflects the actual value of every position in your organization.
Salary Bands + Excel Tool
Min–Midpoint–Max bands for every grade, an outlier adjustment plan, and an Excel tool with a user guide.
KPI Cascade + Evaluation Forms
Corporate KPIs cascaded to every position, a rating scale, and evaluation forms for all levels.
Gap Analysis
Identifies employees outside the salary band, with a prioritized action plan to bring them in line.
Frequently asked questions
How is 2R different from 3R?
Why design salary structure and performance management together?
How long does 2R take?
What type of organization is 2R right for?
If we already have a salary structure, can we start at Phase 2?
What does the engagement cost?
Organizations we've worked with
Ready to get pay and performance working as one system?
Book a free 30-minute call — describe your situation and we'll assess whether 2R is the right fit and where to start.