Instead, we run a pay evaluation process internally, including feedback about the value of the role and the person from all the people who interviewed the candidate. We publish all that feedback, as well as the suggestion/reasoning of our pay trustees (a group of people who use that feedback to try to place the candidate on our pay scale)
None of those factors are why someone is worth $X salary.
You say I'm worth $X. I go get a job offer for $Y. If $Y > $X, you were mistaken.
It's both as easy and as hard as that, for candidates. If you want to get anywhere close to your earning potential, you'll have to have more than one option when job seeking.
It doesn't matter what you're paying other employees or whether that information is known to employees.
EDIT: To clarify, this is about market value, not intrinsic value.
None of those factors are why someone is worth $X salary.
You say I'm worth $X. I go get a job offer for $Y. If $Y > $X, you were mistaken.
It's both as easy and as hard as that, for candidates. If you want to get anywhere close to your earning potential, you'll have to have more than one option when job seeking.
It doesn't matter what you're paying other employees or whether that information is known to employees.
EDIT: To clarify, this is about market value, not intrinsic value.