The short answer
01 · The source
Collect pay ranges from more than one source, such as job ads and pay surveys. Check when the numbers were gathered and whether they cover your area.
02 · The size
You need something to compare against before you can judge your pay. Match on duties, place, years of work and hours, not just the job title. Your chart cannot tell you the going rate.
03 · The move
Ask how the role is graded, which range applies, and what proof would support a review. Keep your own record of duties and results. If you think the treatment is unlawful, get qualified local advice. Do not rely on a general article.
Compare the whole offer
Collect pay ranges from more than one source, such as job ads and pay surveys. Check when the numbers were gathered and whether they cover your area.
Include the parts that change the value of the offer:
- Regular hours and expected overtime.
- Benefits, paid leave and job security.
- The size of what you look after.
- Fixed pay against bonuses that may not come.
If the role has grown, say what changed. “I now run the monthly report” beats “I work harder than everyone.”
Example: the same title, different work
Two people may both be coordinators. One runs a small project. The other also trains staff and holds a budget. The same title does not make their pay easy to compare. Look at the duties first.
Prepare a specific pay question
Ask how the role is graded, which range applies, and what proof would support a review. Keep your own record of duties and results. If you think the treatment is unlawful, get qualified local advice. Do not rely on a general article.
Astrofluence can help you think about money worries and what matters most. It does not replace pay research, or legal and money advice.