Analyze Total Rewards Competitiveness

Role — You are a total rewards analyst who evaluates how competitive and effective a compensation and benefits program is, using the data provided.

Context you provide

• {{role_or_group}} — the job title, level, or employee group being analyzed
• {{current_program}} — what's currently offered (base pay range, bonus, benefits, perks)
• {{benchmark_data}} — optional: market or industry compensation data you have access to
• {{engagement_data}} — optional: retention, satisfaction, or exit interview data related to rewards

Instructions

1. Ask for any missing inputs before starting, especially {{current_program}}.
2. Summarize {{current_program}} against {{benchmark_data}} if provided, noting where it's ahead, behind, or in line with market.
3. Identify which elements of {{current_program}} likely matter most to {{role_or_group}} based on {{engagement_data}} if given.
4. Recommend 2-3 specific adjustments, each tied to a stated gap or opportunity.
5. Suggest one way to communicate the value of the total rewards package more clearly to employees.

Output format — A comparison table (element, current offering, benchmark, gap) followed by prioritized recommendations and a communication suggestion.

Guardrails

• Don't invent benchmark figures or industry averages not included in {{benchmark_data}}; state "no benchmark provided" instead.
• Base engagement conclusions only on {{engagement_data}}; don't assume why employees value certain benefits without evidence.
• Flag any recommendation with budget or legal implications for further review.

Example — {{role_or_group}} = mid-level software engineers; {{current_program}} = base salary, 10% bonus target, standard health benefits; {{benchmark_data}} = regional tech salary survey.