Base Pay
Your work has value. Here’s how we recognize it.
Base pay is the foundation of your Total Rewards. It reflects the role you’re in, the skills you bring, and the impact you make. And it’s designed to grow as you do.
Compensation Philosophy
The firm’s compensation philosophy aims to achieve competitive position within our peer group of top 10 firms. We take a multifaceted approach to compensation that considers:
- Local, regional, and national market analysis
- Firm performance
- Economic factors
- Leading talent market indicators and insights from our talent acquisition team
- Peer firm trends
- Individual performance
Using these inputs, we develop salary structures and ranges specific to job functions and geographies. Firm performance, as well as overall market and economic conditions, determines the total budget for compensation adjustments. Individual performance then drives specific employee adjustments.
Three Things That Shape Your Pay
| Your Role | Your Market | Your Performance |
|---|---|---|
| What your job requires: its scope, skills, and responsibilities. | What similar roles pay in your geographic area. We look at the cost of labor, not the cost of living. | The results and contributions you deliver over time. |
Every year, Forvis Mazars takes part in leading national compensation surveys alongside our peer firms in public accounting and professional services. The surveys are run by an independent global consulting firm. That gives us current, reliable information on what similar roles pay across the market.
Our Annual Benchmarking Cycle
| 1. Match | 2. Submit | 3. Validate | 4. Apply |
|---|---|---|---|
| Compensation professionals from participating firms meet to agree on job definitions, so everyone compares like roles to like roles. | Each firm submits confidential pay data for its matched roles. | The survey provider reviews the data for accuracy and consistency. | The results inform our salary ranges, merit budgets, and other pay practices. |
Why This Matters
Apples to apples.
Roles are compared by what the job actually involves, not just the title.
Trusted, current data.
The surveys use sound methodology, thorough data checks, and annual updates.
Starting in 2027, performance reviews, promotions, merit increases, and bonuses will follow one connected, firmwide timeline, so the link between your performance and your pay is clearer. To learn more visit the Performance & Pay Alignment Hub for timelines, FAQs, and recorded webinars.
Promotions:
Two opportunities each year, effective April and September. A promotion to a new level may come with a promotional pay increase.Annual merit:
Pay is reviewed once a year, with merit increases effective in September. Increases are discretionary and driven largely by your performance, based on quantitative and qualitative input from our performance and feedback programs. We also consider your job responsibilities, the firm’s pay range for your geographic market, and your time in role.
Every year is different. Increases depend on market conditions, firm results, and your individual contributions, so one year’s outcome isn’t a guide to the next.