# The Posted-Pay Conversion Standard, Six Criteria to One Comparable Base

*Grade any posting's pay line pass or fail on six criteria and reach a comparable annual base figure that a second grader would land within 5 percent of.*

- Canonical URL: https://www.refolk.ai/candidates/guides/posted-pay-conversion-standard
- Pillar: Applying at volume
- Format: Standard
- Published: 2026-10-29
- Last reviewed: 2026-10-29
- Reading time: 20 min
- Keywords: compare pay across job postings with different pay types, how to compare hourly and salary job postings, convert OTE to base salary when comparing jobs, 1099 contract rate vs W2 salary equivalent, is the salary range in a job posting base or total comp, what does pay varies by location mean in a job posting

## Key takeaways

- A posted pay line is only rankable when six things are recorded: its basis, its period converted at the right hours, its employment-type adjustment, its variable pay split out, its location tier, and whether each of those was stated or inferred.
- Each of the five common conversion assumptions moves a figure by 6% to 33% on its own, so two graders can only land within 5% if every assumption is fixed in written policy before grading starts.
- The same $60 headline rate is worth $124,800 as a W2 salary, $112,800 as agency W2 at 1,880 hours, $96,000 as 1099 at a 1.30 divisor, and $89,143 as C2C at a 1.40 divisor.
- In California and New York City a compliant posted range excludes commission, so a range there already counts as stated base, and the variable split only applies to OTE-only lines or other jurisdictions.
- In Refolk's index, 248,428 US profiles carry the Account Executive title but only 16 of 25 sampled held that exact title, so applying a SaaS 50/50 mix by title misfires most often on the most common sales posting.
- An open-ended line such as 'up to $X' fails the basis criterion and is never converted to a midpoint, because Colorado, New York City, and Washington do not treat it as a range.

This standard is for anyone with a batch of open postings that quote pay in incompatible forms: hourly ranges, OTE, base bands, 1099 or C2C rates, and "varies by location." It defines when a posted pay line has been converted well enough to rank against the others, gives six pass or fail criteria, and ends with one comparable annual base figure per posting that a second grader should reproduce within 5 percent.

## What is a comparable posted-pay figure?

A comparable posted-pay figure is one annual, W2-equivalent, fixed-pay number for a specific location tier, with every input flagged as stated by the posting or inferred by you. If two postings both have one, you can rank them. If either lacks one, any ranking between them is a guess.

A few terms, defined once:

- **Base** is fixed pay before any variable component.
- **OTE** (on-target earnings) is base plus the variable pay you would earn at 100% of quota.
- **Pay mix** is the split between base and variable inside OTE, written base first, so 70/30 means 70% base.
- **W2 employee** is a direct employee whose employer pays employer-side taxes and whose time off is paid.
- **Agency W2** is a contractor employed on paper by a staffing agency, which pays employer FICA, usually with no paid time off and few or no benefits.
- **1099** is an independent contractor paid gross, who carries their own taxes and benefits.
- **C2C** (corp-to-corp) is a contractor billing through their own company, carrying the same costs plus company overhead.
- **Pay zone** (or location tier) is the geographic band an employer uses to set a range for a given place.

A headline number can hide all of these at once. The figure below shows the layers you peel off to get to the comparable base.

#### What sits inside a headline pay number

1. **Headline as posted** - The verbatim number, range, or rate in the listing
2. **Location tier** - Which pay zone the range belongs to, and whether it is yours
3. **Employment type** - W2, agency W2, 1099, or C2C, and the costs the worker carries
4. **Variable pay** - Commission or bonus folded into OTE or total comp
5. **Comparable base** - Annual W2-equivalent fixed pay for your pinned zone

*Every headline pay figure has to be stripped through four layers before it says anything comparable about fixed annual pay.*

## The six pass or fail criteria

A pay line passes the standard only when all six criteria below pass; any single fail makes the record provisional. Each criterion proves one thing, and each has a recognisable way of lying.

| Criterion | Pass means | How it lies |
|---|---|---|
| 1. Basis named | One label: base, OTE, total comp, hourly, contract rate | OTE read as base |
| 2. Period converted | Hours match employment type per policy | Contract rate × 2,080 |
| 3. Employment type adjusted | Policy divisor applied | Divisor picked per posting |
| 4. Variable split out | OTE × stated policy mix, or N/A | SaaS mix on a non-SaaS role |
| 5. Location tier pinned | Zone recorded from employer source | National top read as yours |
| 6. Source flagged | Every field marked stated or inferred | Inferred values passed off as posted |

Some grading rules that keep two people consistent:

- **Basis fails** on any open-ended line ("up to $X", "$X and up"). Do not convert it to a midpoint.
- **Variable split is N/A, not fail,** when the basis is already stated base, for example a compliant range in California or New York City.
- **Location tier fails** when the zone is unpinned. The record keeps a figure, but it ranks as provisional.
- **Source flag passes** only when all five other fields carry a stated or inferred mark. An inferred value can still pass its own criterion. The flag just tells the reader how much weight it bears.
- **Range point** is fixed by policy. This standard uses the midpoint of the range for your pinned zone. Reading a padded range down to a floor is a separate decision and belongs after ranking, not inside it.

## Why every conversion assumption must be fixed in policy

The 5 percent agreement target is only reachable if every conversion assumption is written down before grading starts, because each one alone moves the result by more than 5 percent. The table below shows the spread between the low and high ends of each published assumption, on a $60 hourly input or a fixed OTE or midpoint.

| Assumption | Low end | High end | High/low |
|---|---|---|---|
| Hours basis | 2,080 ($124,800) | 1,800 ($108,000) | 1.156x |
| 1099/C2C divisor | 1.25x ($99,840) | 1.40x ($89,143) | 1.12x |
| AE mix, $200K OTE | 50/50 ($100K) | 53/47 ($106K) | 1.06x |
| AM mix, $150K OTE | 60/40 ($90K) | 80/20 ($120K) | 1.33x |
| Zone, $118K midpoint | 0.92 ($108,560) | 1.20 ($141,600) | 1.30x |

All the ratios are derived from published ranges: hours from contractor calculators, divisors from a 1099 calculator, mixes from sales compensation benchmarks, and zone factors from a worked geographic-differential example. The smallest gap, 50/50 against 53/47 for account executives, is still about 6 percent. If you let a grader choose any one of these inputs, the two figures can drift apart before anyone gets anything wrong.

> **Rule:** No assumption floats
>
> Every hours basis, divisor, pay mix, range point, and zone rule is fixed in a written policy before the first posting is graded, and nobody changes it mid-batch. A grader who disagrees with a value changes the policy and regrades the whole batch.

Here is a starter policy sheet. The values are defensible defaults drawn from the published ranges, not the only correct ones. What matters is that your team picks one value per line and uses it on every posting.

**Pay conversion policy sheet**

```
PAY CONVERSION POLICY  (version: ____  adopted: ____)

Hours basis (annualize the hourly or contract rate)
  W2 employee ........ 2,080
  Agency W2 .......... 1,880
  1099 ............... 2,080
  C2C ................ 2,080

Employment-type divisor (applied to the annualized figure)
  W2 employee ........ 1.00
  Agency W2 .......... 1.00
  1099 ............... 1.30
  C2C ................ 1.40

Base share for OTE-only lines (software sales employers only)
  Account Executive .. 50%
  SDR ................ 70%
  Sales Engineer ..... 70%   (alternative published value: 80%)
  Account Manager .... ___   (pick one: 80, 75, 70, 60)
  Other roles ........ no default; variable split fails unless base is stated

Range point ......... midpoint of the range for the pinned zone
Zone source ......... employer's published zone page; else "unpinned"
Open-ended lines .... basis fails; no midpoint
Tolerance ........... two graders within 5% on comparable base
```

*Replace any value you disagree with before grading; never change a value partway through a batch.*

## Hours and employment-type adjustments for hourly, 1099, C2C, and agency W2

A rate becomes comparable when you annualize it at the hours the worker is actually paid for, then divide out the costs a W2 employer would normally carry. For a W2 employee that means 2,080 hours with no divisor, because 2,080 is a 40-hour week over 52 weeks and paid time off is already inside it.

Contractors bill only the hours they work. Published billable-hour figures for contractors include 1,600 to 1,800, 1,800, 1,880, and 1,960 after 15 unpaid days. The published 1099 rule is that the rate should be 1.25 to 1.40 times the W2-equivalent salary. For C2C it is 1.3x for a baseline arrangement and 1.4x for high-overhead ones, and other sources go up to 1.5x or 1.54x. The gap covers self-employment tax (around 7.65%), health insurance ($5,000 to $25,000 a year), retirement matching (3 to 6% of salary), and paid time off (10 to 15% of compensation value). One source says plainly that there is no reliable universal percentage. That is the case for a team policy rather than a per-posting judgment.

The same $60 headline rate under the starter policy:

| Type | Hours | Divisor | W2-equivalent |
|---|---|---|---|
| W2 employee | 2,080 | 1.00 | $124,800 |
| Agency W2 | 1,880 | 1.00 | $112,800 |
| 1099 | 2,080 | 1.30 | $96,000 |
| C2C | 2,080 | 1.40 | $89,143 |

The figures are derived from published contract-to-W2 and C2C calculator conventions. The spread between the top and bottom rows is the reason a batch that ranks on headline rate is already corrupted.

### Pick one convention for unpaid time, not two

Two conventions handle a contractor's unpaid time: cut the hours, or fold time off into the divisor. The published divisor components already include paid time off, so if you use 1,800 hours and a 1.30 divisor you count time off twice. The starter policy uses 2,080 plus a divisor for 1099 and C2C, and reduced hours with no divisor for agency W2. Either convention is defensible as long as you only use one.

### Agency W2 is the case calculators skip

Agency W2 looks like an employee on paper but behaves like a contractor on time off. No source assigns it a single hours basis. A divisor of 1.1x to 1.2x for agency W2 circulates, but I could not verify it. The closest published claim is that W2 hourly rates run 7 to 10 percent below the C2C rate for the same job. Using 1,880 hours rather than 2,080 moves the result by about 10 percent, so whichever you choose, write it down.

### Order of operations

Sources disagree on order. One converter multiplies the rate by billable hours and then subtracts employer-side costs; another applies the adjustment to the hourly rate first. With a pure percentage divisor the order makes no difference. With fixed-dollar costs, such as a health insurance figure, the two orders give different answers. The starter policy avoids this by using a single percentage divisor on the annualized figure.

> **Watch out:** The 2,080-hour contract rate
>
> Multiplying a 1099 or C2C rate by 2,080 with no divisor overstates it by 15.6 percent against 1,800 billable hours. One rate guide calls "using 2,080 billable hours" the biggest mistake contractors make. Check that the hours field and the divisor field together match the employment type.

## Splitting OTE into base before you rank

To compare a sales posting with a base band, multiply the OTE by the base share of the role's pay mix and record the mix you used. Before you do that, check whether the law has already done the split for you.

### Where the posted range is already base

In California the posted pay scale does not include bonuses, commissions, tips, or other benefits, but commission-paid roles must also post the commission range. New York City's definition of salary does not include other forms of compensation or benefits. In both places a compliant range is stated base, so criterion 4 is N/A. Washington requires a description of any other compensation offered, such as bonuses, commissions, or stock, alongside the range. New York, Vermont, and Maine accept a statement that a job is commission based. I found no jurisdiction that explicitly allows OTE inside the posted range. So a posting from those places that looks like OTE is either noncompliant or mislabelled, and either way the basis is inferred.

Outside those rules, nothing stops a range from carrying total compensation. Payscale's Lulu Seikaly described a posted range of $90,000 to $900,000 that turned out to include total compensation.

### Published mixes and how far to trust them

Sources agree on 50/50 for account executives and 70/30 for SDRs. Benchmark data from RepVue put the median SDR base at $60,000 and OTE at $85,000, which works out to a 70.6/29.4 mix. Sources split on sales engineers (70/30 or 80/20) and disagree widely on account managers (80/20, 75/25, 70/30, or 60:40). The blended account executive median from The Bridge Group is 53:47.

Title matching is where the mix step breaks. In Refolk's index of professional profiles, the titles that carry published mixes vary a lot in how clean they are:

| Title | US profiles | Exact title in sample | Published base share |
|---|---|---|---|
| Account Executive | 248,428 | 64% | 50% |
| Sales Engineer | 28,471 | 72% | 70 to 80% |
| SDR | 22,047 | 88% | 65 to 70% |

**248,428 - US profiles titled Account Executive in Refolk's index**

Only 16 of 25 sampled held that exact title; the rest included real estate advisors, presidents, and VPs.

There are about 11.3 account executives for every SDR in that index, so the noisiest title is also the one you will meet most often. The account executive sample included employers such as Salesforce, HubSpot, and Ironclad alongside Premier Sotheby's International Realty. A 50/50 software mix applied to a real estate "Account Executive" posting is a false fit. Under the starter policy, a published mix applies only when the employer sells in the market the mix describes. Otherwise criterion 4 fails unless the posting states base.

### Realized pay is a different field

OTE assumes 100 percent of quota. A rep on a 50:50 plan who lands at 43 percent of quota earns closer to $145K than the $200K on the offer letter. That matters when you choose between offers, but it is not posted pay, and mixing it into the comparable base breaks the 5 percent tolerance. If you track it, keep it in a separate column.

## Pinning the location tier behind "varies by location"

"Varies by location" means the posted range belongs to a pay zone, and your job is to find out which one, usually from the employer's own careers site. If you cannot confirm the zone, mark it unpinned. Do not read the band at its top.

Some employers publish their method. Toast sets the pay zone by office location, or by home zip code for remote roles, across three zones:

| Zone | Example locations |
|---|---|
| Zone A | San Francisco, New York City, Seattle |
| Zone B | Boston, Los Angeles, Austin, Chicago, DC |
| Zone C | Omaha, Atlanta, Charlotte, many remote locations |

Snap says its pay zones may change and asks candidates to confirm their zone with a recruiter. That is why step 1 archives the raw line with its date. Maryland wants a separate range for each location in a multi-location posting, which is the only explicit rule I found that forces the tier into the posting itself.

Zones matter as much as employment type. On a $118,000 midpoint, example factors of 1.20 and 0.92 give $141,600 and $108,560, a 30 percent spread. One compensation guide puts the order plainly: "Internal level comes first; location modifies the range." So apply the zone to the range for the level the posting is hiring at, not to a band you have stretched across levels.

How often multi-location postings say which tier the range represents is not established publicly. Range formats are not standardized either, and postings that give the same lower and upper bound have plateaued at about 15 percent. Expect unpinned to be the common case. Treat it as a known gap rather than a reason to guess.

## How to grade one posting, step by step

Grade each posting in the same eight steps, in the same order, with the policy sheet open. Desk estimates put the first seven steps at around ten minutes per posting. No source documents the timing, so measure your own on the first five.

#### Grading procedure for one posting

1. **Capture the pay line verbatim** - Save the pay line word for word with URL, capture date, posted location, and employment type. Done when the raw line is archived.
2. **Name the basis** - Label it base, OTE, total comp, hourly, or contract rate, plus a jurisdiction note. In California or New York City a compliant range is base only.
3. **Pin the location tier** - Use the employer's zone page to find the zone that applies to your office or home location. Record the zone or mark it unpinned.
4. **Convert the period at policy hours** - Annualize at 2,080 hours for a W2 employee and at the policy hours for agency W2, 1099, or C2C. The hours field must match the employment type.
5. **Adjust for employment type** - Divide the annualized figure by the policy divisor and write the divisor into the record.
6. **Split out variable pay** - For OTE-only lines, check the employer's industry, then multiply OTE by the policy base share for the role. State the mix used.
7. **Flag each field stated or inferred** - Mark all six fields stated or inferred and grade each pass or fail. Done when the record has six cells and one comparable base.
8. **Run the second grader** - Someone else repeats steps 2 to 7 from the archived line without seeing your record. Pass if the two figures are within 5 percent.

Use the record below once per posting. It is deliberately flat so a whole batch fits in one spreadsheet.

**Per-posting pay record**

```
Employer / role / level:
URL:
Captured on:
Raw pay line (verbatim):
Posted location / employment type:

1 Basis ........... [base | OTE | total comp | hourly | contract rate]
                    jurisdiction note: ______   [pass/fail]  [stated/inferred]
2 Period .......... hours used: ______          [pass/fail]  [stated/inferred]
3 Employment type . divisor used: ______        [pass/fail]  [stated/inferred]
4 Variable split .. mix used: ______ or N/A     [pass/fail/N/A]  [stated/inferred]
5 Location tier ... zone: ______ or unpinned    [pass/fail]  [stated/inferred]
6 Source flags .... all fields marked?          [pass/fail]

Comparable base (midpoint, pinned zone): $______
Status: [ranked | provisional]
Grader 2 figure: $______   gap: ____%   [within 5% | regrade]
Realized-pay note (separate, not ranked): ______
```

*One row or block per posting; copy the raw line exactly, including any typos.*

Two worked lines show the shape. A C2C posting at $60 an hour becomes $124,800 annualized, divided by 1.40, giving $89,143, with every field stated except the divisor, which is inferred from policy. An account executive posting at a $200K OTE from a software employer outside California and New York City becomes $100K at 50/50, with the mix inferred.

Once both records exist, you can see that the "$200K" posting is about $11K ahead on comparable base, not $111K. And if the C2C posting's zone is unpinned, it ranks provisional anyway.

Ranking is half of the decision. The other half is fit. The matrix below crosses the comparable base with how much of the record the posting actually stated.

#### Where a graded posting lands in the batch

Horizontal axis runs from Mostly inferred to Mostly stated. Vertical axis runs from Lower comparable base to Higher comparable base.

| Quadrant | What it means |
| --- | --- |
| High but inferred | Confirm the zone, mix, or basis with the recruiter before investing hours |
| High and stated | Apply first; these carry the most reliable figures in the batch |
| Low and inferred | Hold; one confirmed field could move it either way |
| Low and stated | Deprioritize unless the role wins on fit or other terms |

*A high comparable base built mostly on inferred fields earns a check before it earns application time.*

This is where [Refolk](/candidates) takes friction out of a large batch. Once the top-right quadrant is clear, Refolk tailors your resume to each of those postings and drafts the cover letter from your own history. It also scores how well you fit each role, so you can weigh pay rank against fit before you spend an afternoon on any one application.

## How the standard fails: failure modes and false positives

Most batch corruption comes from eight specific errors, each of which produces a confident wrong number rather than an obvious gap. Run this list against any record that surprises you.

1. **OTE read as base (criterion 1).** False positive: an account executive posting at "$200K" looks like it beats a $150K base band. Check: is the posting governed by California or New York City, where compliant ranges exclude commission? If not, and the role is commission-paid, label it OTE and mark the basis inferred.
2. **Contract rate annualized at 2,080 with no divisor (criterion 2).** This overstates the rate by 15.6 percent against 1,800 hours. Check: the hours field and divisor field together match the employment type on the policy sheet.
3. **Divisor chosen per posting (criterion 3).** Graders who pick different points within 1.25 to 1.40 end up 12 percent apart. Check: the divisor in the record equals the policy value, character for character.
4. **Mix chosen per posting (criterion 4).** Even the gap between 50/50 and 53/47 is about 6 percent, already past tolerance. Check: one mix per role, applied from the policy table.
5. **Mix applied by title alone (criterion 4).** 9 of 25 sampled account executive profiles in Refolk's index sit outside software selling, real estate among them. Check: the employer's industry matches the market the mix describes.
6. **National band read at the top (criterion 5).** A seeker in Zone C reads a national band at its ceiling. On Toast's structure, remote roles often fall in Zone C. Check: the zone page, and your office or home zip code against it.
7. **Open-ended line treated as a range (criterion 1).** "Up to $X" becomes a fake midpoint. In Colorado, New York City, and Washington it is not a compliant range. Check: mark basis fail and rank provisional.
8. **Realized pay compared with posted pay.** At around 43 percent quota attainment, OTE overstates cash. Check: realized figures live only in their own column.

> A pay line you cannot grade is not a low number. It is an unknown, and it ranks separately.

Two limits apply to the standard itself:

- **The 5 percent tolerance is a design target, not a measured result.** I found no published test of how closely two people agree when converting posted pay. The tolerance comes from the analysis above, which shows that any single unfixed assumption breaks it. To check locally, have two people grade the same ten postings from the archived lines, then count how many land within 5 percent. Where they don't, look for the field where they diverged.
- **Missing pay is still common.** Roughly a quarter of listings covered by pay transparency laws leave out salary information. Those postings never enter this standard; deciding whether to apply to them is a separate call.

> **Note:** When two graders disagree
>
> The fix is almost always in the policy sheet, not the posting. Find the field where the records first differ, write the missing rule, and regrade every posting that used that field.

## Keeping the standard current across a batch

The standard stays valid as long as the policy sheet is versioned and the inputs that change over time get re-checked at their source rather than remembered. Three kinds of input drift:

- **Employer pay zones.** Snap says its zones may change. Re-open the zone page before you trust a pinned zone in a posting you captured weeks ago, and keep the original capture date in the record.
- **Pay transparency rules.** Jurisdictions keep adding and tightening rules. Ontario now caps any posted range at a width of C$50,000. Before grading a batch from a new jurisdiction, check whether its rule defines the range as base and whether it rejects open-ended lines. Then add a line to the policy sheet.
- **Contractor cost inputs.** The Social Security wage base changes each year, and it feeds the self-employment tax part of any contractor divisor. If your team derives its divisor rather than adopting a published one, re-derive it when the wage base changes, and record the new version on the sheet.

When the policy changes, regrade the batch. A batch graded under two policy versions is two batches, and their figures do not rank against each other. As the batch turns into applications, [Refolk](/candidates) keeps one tailored resume and cover letter per posting, so the records you graded and the applications you sent stay matched one to one.

#### Before you rank the batch

- [ ] A dated, versioned policy sheet fixes hours, divisors, mixes, range point, and zone rule for every employment type in the batch.
- [ ] Every posting's raw pay line is archived verbatim with URL, capture date, location, and employment type.
- [ ] Every record carries one basis label and a jurisdiction note.
- [ ] No 1099 or C2C record uses 2,080 hours without the policy divisor, and none counts unpaid time in both hours and divisor.
- [ ] Every OTE-only record states the mix used, and the employer's industry matches the market that mix describes.
- [ ] Every record has a zone from the employer's own source or is marked unpinned.
- [ ] Every open-ended line is marked basis fail with no invented midpoint.
- [ ] All six fields in every record are marked stated or inferred.
- [ ] Realized-pay notes sit in their own column and are not used to rank.
- [ ] A second grader has regraded at least a sample of the batch, and every pair landed within 5 percent or the policy was fixed and the batch regraded.

## Frequently asked questions

### Is the salary range in a job posting base pay or total compensation?

It depends on where the posting is governed. In California the posted pay scale excludes bonuses, commissions, tips, and benefits, and New York City's definition of salary excludes other compensation too, so a compliant range there is base. Elsewhere, nothing guarantees it. Payscale's Lulu Seikaly saw a posted range of $90,000 to $900,000 that turned out to include total compensation. Label the basis explicitly and mark it inferred when the posting does not say.

### How do I compare an hourly job posting with a salaried one?

Annualize the hourly rate at the hours your policy sets for that employment type, then adjust for who carries the employer costs. A W2 employee rate uses 2,080 hours because time off is paid. Contract rates need either fewer billable hours or a divisor for the costs the contractor carries, never neither. At $60 an hour, the W2 figure is $124,800 while the same rate as C2C at a 1.40 divisor is $89,143.

### What is a 1099 contract rate worth compared with a W2 salary?

A common rule is that a 1099 rate needs to be 1.25 to 1.40 times the W2-equivalent salary, so you divide by a figure in that band to compare. The gap covers self-employment tax, health insurance, retirement matching, and paid time off. One source says no universal percentage is reliable, which is why the divisor belongs in a fixed team policy. Graders who pick different points in the band end up about 12% apart.

### How do I convert OTE to base salary when comparing jobs?

Multiply the OTE by the base share of the role's pay mix and write down the mix you used. Sources agree on 50/50 for account executives and 70/30 for SDRs, but disagree on account managers, from 60/40 to 80/20. Check the employer's industry first, because those mixes describe software sales, and keep realized pay as a separate field: a rep at 43% of quota on a $200K 50:50 plan earns closer to $145K.

### What does 'pay varies by location' mean in a job posting?

It usually means the employer runs geographic pay zones and the posted range belongs to one of them, often without saying which. Some employers publish their zone method; Toast sets the zone by office location, or by home zip code for remote roles. Find the employer's zone page, record your zone, and mark the field unpinned if you cannot confirm it. Zone multipliers can differ enough to move a figure by 30%.

### Should I treat 'up to $80,000' as a salary range?

No. Mark it as a fail on the basis criterion and do not invent a midpoint. Colorado and New York City say 'up to $60,000' or '$80,000 and up' is not a range, and Washington rejects open-ended lines without a floor or ceiling. The posting stays in your batch, but it ranks in the provisional group, below postings whose pay lines passed all six criteria.

---

*From the Refolk guide library. I revise these guides rather than replacing them, so the current version is always at https://www.refolk.ai/candidates/guides/posted-pay-conversion-standard*