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Implementing a new pay structure involves considering a variety of factors to ensure it aligns with organizational goals and market standards. Each of the options listed plays a significant role in shaping a comprehensive and fair compensation strategy.

Roles refer to the specific functions and responsibilities within the organization that help define the value and contribution of different positions. By analyzing roles, the organization can ensure that compensation reflects the complexity and critical nature of the work involved.

Levels of experience are also crucial, as they impact a person's expertise and ability to perform in their role. Compensation structures often take into account how long a person has been in the workforce and their specific career journey, which can justify differences in pay.

How well a person tests can indicate their potential to succeed in a given position, especially in job-specific assessments that measure relevant skills or knowledge. While not always the primary focus, incorporating assessment results can help in determining the appropriate compensation level for individuals based on their demonstrated capabilities.

By integrating all of these criteria, organizations can develop a more equitable pay structure that reflects both the market value of roles and the individual contributions of employees, leading to enhanced satisfaction and retention.