Works with the AI tools you already use

    Claude CodeClaude CodeCursorCursorCodex CLICodex CLIGitHub CopilotGitHub CopilotGemini CLIGemini CLI+18 more

    Comp Planning by Glover & Co. — Pay Ranges & Merit Raises

    1

    Most small-business owners set pay the hard way: a candidate's ask, a competitor's rumor, a number that felt right at 11pm.

    $49

    Secure checkout via Stripe

    30-day refund guarantee

    Converts to your local currency at checkout

    0 installsSecurity scanned
    Comp Planning by Glover & Co. — Pay Ranges & Merit Raises

    Comp Planning by Glover & Co. — Pay Ranges & Merit Raises

    Example session with this skill installed

    I own a 14-person plumbing and heating company in Newington, CT. I'm hiring my first office manager — someone to run scheduling, billing, and customer follow-up. My best field tech has been with me 9 years and makes $34 an hour. What should I pay the office manager, and what do I put in the job ad?ld

    • Read your context and instructions
    • Compiled the comp planning by

    Your First Office Manager — Pay Range & Posting Kit

    Congratulations — a first office hire is a real milestone. Fourteen people and nine-year techs who stay? Getting the phones, the schedule, and the invoices into one capable set of hands is usually the highest-leverage hire a trades business ever makes. Let's build this properly.

    Step 1 — The job, not the person. "Office manager" in a 14-person shop is almost never one job — it's a hybrid role, priced by component, weighted by time: dispatcher + billing clerk + office operations owner + customer follow-up.

    Step 2 — The data (BLS OEWS, Hartford market):

    ComponentSOC codeWeight
    Scheduling / dispatching43-503235%
    Billing / invoicing43-302130%
    Office operations43-101120%
    Customer follow-up43-405115%

    SOC codes recorded so you can verify at bls.gov/oes yourself in ten minutes and repeat this next year — no subscription, no consultant. Commercial sites run higher; those are asking prices, not paid wages — a cross-check, never the anchor.

    Steps 3–5 — Midpoint, spread, and the compression check. Match-the-market midpoint, ±15% spread — and before anything is final: your nine-year tech at $34/hr stays comfortably above this range's maximum. No compression. If the numbers had crossed, we'd fix the veteran first — replacing a proven person costs 50–75% of their salary, which makes the raise look cheap.

    The four deliverables: the range with reasoning written down · a one-paragraph rationale you can read aloud to a candidate — or to your tech — without flinching (it doubles as your written good-faith record under Connecticut law) · a posting-ready pay-and-benefits block for the ad · an offer placement note saying where in the range this person lands, and why.

    Next steps: confirm the benefits line against what you actually offer, then run the ad. When you're ready to plan raises for the whole crew, the bundled merit workbook maps everyone against their range with a live budget roll-up.

    Current through Public Act 26-12 · verified August 2026.
    Educational, not legal advice. Seek counsel if you would like a legal opinion.
    AI does not replace human judgment — this is a decision you own.

    Connects securely to your tools. The creator never sees your data.

    What you get

    Build a defensible pay range for a new hire from government dataPlan merit raises for the whole team on a fixed budgetCheck whether a new offer creates pay compression with current staff

    About this skill

    Most small-business owners set pay the hard way: a candidate's ask, a competitor's rumor, a number that felt right at 11pm. Then the new hire out-earns the nine-year veteran, and the veteran resigns.

    This skill packages the compensation methodology of Erin Glover, SHRM-SCP — 13 years of in-house HR across manufacturing, high-growth lending, and Fortune 500 insurance, now principal of Glover & Co., an HR advisory for owner-run businesses.

    What it does:

    • Builds a defensible pay range for any role — min / mid / max, anchored to government data (BLS OEWS and O*NET, SOC codes recorded), never to a vendor's guess. Every number shows its source. • Catches the mistakes that cost you people: paying the person instead of the job, pay compression nobody noticed, the $50,000-wide posting range that reads as bad faith. • Plans merit raises on a real budget — the bundled Excel workbook maps your whole team against their ranges (compa-ratios computed for you) and rolls up your total spend live as you decide. • Writes the rationale — one paragraph you can say out loud to a candidate, an employee, or yourself. • Shows you your people data — range charts, team pay maps, budget roll-ups. Compression is visible before it's expensive. • Knows when to stop. Pay equity patterns, discrimination complaints, exempt/non-exempt calls, comp tied to discipline — the skill names it, stops, and points you to a human. An honest tool knows its edges.

    What's inside: the skill contract, a practitioner voice-and-judgment file, a worked range-building methodology, a verified Connecticut pay-transparency reference, and the merit planning workbook (.xlsx, formulas live).

    Jurisdiction — read this: built for Connecticut employers. The posting-statement module is built to satisfy the posting disclosure in Connecticut Public Act 26-12 (effective October 1, 2026), verified against the enrolled act. The range-building and merit-planning method works anywhere in the U.S., but the statutory content is Connecticut's — if you hire in other states, the skill tells you to verify that state's law rather than guessing.

    Currency: Current through Public Act 26-12 · verified August 2026. Glover & Co. stays current so you don't have to — the version stamp on every output tells you exactly what law it was checked against, and when.

    Educational, not legal advice. Seek counsel if you would like a legal opinion. AI does not replace human judgment — every pay decision this skill supports is yours to own.

    By Glover & Co. · gloverco.ai

    How to install

    Works the same in every agent - Claude, Cursor, Codex, Copilot and 20+ more.

    ~30 seconds
    1. 1

      Download the ZIP

      Free skills download straight away. Paid skills unlock right after purchase.

    2. 2

      Unzip into your skills folder

      Every agent reads skills from one folder on your machine. Drop the unzipped folder in there.

    3. 3

      Ask your agent to use it

      Restart the agent if it was already running. It picks the skill up automatically - no config needed.

    Skills folder by agent

    Click the path to copy it. Create the folder if it does not exist yet.

    Reviews

    No reviews yet

    Be one of the first to try it. Every listed skill passes our trust checks below.

    Security scanned

    Passed our 8-point scan before listing

    Fresh listing

    Recently published to Agensi

    30-day refund

    Not a fit? Get your money back

    Trust & safety

    Security scanned

    Verified clean today

    • One-time purchase, yours forever

    Listedtoday

    Frequently Asked Questions