Salary scale - KayanOS Documentation

The salary scale combines seniority levels with ordered experience levels. It gives the directorate a consistent matrix to review when a position and assignment use those levels. It is an operational configuration and display tool; it does not replace an approved compensation policy, payroll review, legal advice, tax calculation, benefits decision, or payment authorization.

When to use it

Use the salary scale before assigning a salary-related experience level to a position or assignment. It is most useful when the directorate needs a consistent internal matrix for roles such as Intake Adviser, Regional Supervisor, and Digital Service Coordinator. Use an assignment’s salary and currency fields only after the organization’s authorized reviewers have confirmed the appropriate values. The matrix can support that review, but it does not determine an employee’s entitlement.

Configuration

Component	Configure	How KayanOS uses it
Seniority level	Code, name, rank, minimum and maximum salary, benefits, active setting, and optional experience-level group	Provides the base row for a role’s salary matrix. A position can link to a seniority level.
Experience-level group	Code, name, raise mode, amount, currency, and whether the raise is fixed	Defines how ordered steps change the base amount.
Experience level	Code, name, description, amount, group, and order	Provides one ordered step in the group.
Position and assignment	Position seniority level; assignment experience level, salary, and currency	Connects the matrix to a staffed role. The assignment can show or use the selected context for review.

Keep experience levels in the intended order. A level’s order, not the wording in its name, determines where it appears in the matrix.

How the displayed matrix is calculated

For a fixed-amount raise, each completed step adds the configured amount to the seniority level’s minimum salary. For a percentage raise, the calculation applies the configured percentage over the ordered steps. When the group uses a fixed percentage, the source applies that percentage across the number of completed steps; when step amounts vary, the steps compound in sequence. The first experience level uses the base minimum salary. The matrix is a calculation aid for the configured data, not a guarantee that the displayed figure is an approved payable amount.

Workflow

Create or review seniority levels, including their rank and minimum/maximum values.
Create an experience-level group and select its currency, fixed/percentage raise mode, and amount.
Create ordered experience levels in that group. Write descriptions that explain the operational meaning of each step.
Link the relevant seniority level to a position.
On the assignment, select the approved experience level and review the suggested/current salary and currency.
Have the authorized compensation or payroll reviewer confirm the assignment values before using them in an operational payroll process.

Do not alter an experience-level order to correct one person’s pay. Correct the organization’s policy/configuration through its approved review process, or adjust the individual assignment where that is the approved process.

Worked example

The Directorate sets an internal training matrix for the Intake Adviser position.

Seniority base	Ordered experience level	Fixed example	Percentage example
1,000	Level 1	1,000	1,000
1,000	Level 2	1,100 with a 100 fixed step	1,100 with a 10% step
1,000	Level 3	1,200 with a second 100 fixed step	1,210 when successive 10% steps compound

These figures demonstrate the matrix mechanics only. They are not Syrian-pound recommendations, a wage scale, a tax base, or a payment amount. For Rania’s Intake Adviser assignment, the manager selects the position’s seniority level and the appropriate experience level. The organization then reviews the assignment’s salary and currency separately. A change to the experience level should be traceable and reviewed rather than treated as an automatic entitlement.

Testing

Use a temporary matrix with neutral values and no live payroll cycle.

Create one temporary seniority level with a known minimum.
Create one experience group with two or three ordered levels.
Test a fixed increase and a percentage increase separately.
Compare the displayed matrix with the simple calculations in the worked example.
Link the temporary seniority level to a temporary position and select an experience level in a temporary assignment.
Remove or retire the temporary records after validation.

Record the currency used in the test. Do not test by changing a live salary scale that is already used for operational review.

Troubleshooting

Situation	Check	Resolution
The matrix shows no values	Experience levels and seniority levels	Confirm that the group has ordered experience levels and that the relevant seniority level is linked to the group.
The order looks wrong	Experience-level order field	Correct the numeric order, then review the matrix again.
The currency is unexpected	Experience-level group currency and assignment currency	Review both fields; do not infer a currency from a person’s location.
An assignment value differs from the matrix	Assignment value and approved review	Confirm whether the assignment is intentionally different. Do not overwrite it merely to match a display.
A user cannot edit the scale	Entity capability and record scope	Request the narrowest needed capability; do not share compensation data broadly.

Permissions and data-quality limits

Salary-scale, seniority, experience-level, position, and assignment records have separate capabilities and may have scoped editing. Restrict compensation visibility to people who need it for their assigned work. The fields represent organization-configured operational data. They do not calculate statutory contributions, deductions, tax, benefits, overtime, leave payments, or final payroll. Verify every actual payroll amount in the relevant salary-slip and payroll review process. Illustrative salary scale for example public-service organization roles in KayanOS.

Illustrative salary scale for example public-service organization roles in KayanOS.

Link levels to staffed roles in Groups, positions, and assignments.
Review payroll records in Payroll and salary slips.
Record separate adjustments in Bonuses and deductions.

​When to use it

​Configuration

​How the displayed matrix is calculated

​Workflow

​Worked example

​Testing

​Troubleshooting

​Permissions and data-quality limits

​Related guides