Twelve gut checks before a comp decision.

This decision is unlikely to break down anywhere.

There is no room for inconsistent manager interpretation here.

This decision is unlikely to trigger exceptions.

This decision matches our stated compensation philosophy.

We would make the same decision in a comparable case.

We are rewarding what we say we value.

This will land well with the employee.

Peers will read this the way we intend.

This will not damage trust.

We can name the specific problem this decision solves.

If this backfires, the cost is contained.

The likely outcome is worth the cost.