OMG,

He was just trying to spin off multiple topics quickly.

BTW, in understanding the whole compensation continuum, there are certain levels of compensation for said job that have a "feel good" return. It is the job of a labor relations specialist to find the exact point where you get enough work out of said employee for the least amount of compensation. The risk is to tear down too much "feel good" compensation to the point that it will effect the bottom line.

In reality 100% is not needed, and many companies are happy with 80% because it costs a lot less. Just like airspeed on a jet. It costs a lot more to go a little faster and save three minutes. Same goes with compensation. The cost of that last 20% can be great.

As for compensating us for our responsibilities; I agree, but until the qualified entrants in this career field drop, that is going to be very difficult. (constant headwind)
Go see what a person in any other field gets compensated for a 50-300 million dollar asset and the liability to go with it. Lots of money. That is what we need to shoot for. Part of that is raising the bar for entry. That is topic of one of our other threads.