All of the following are characteristics of a sound compensation strategy EXCEPT:

A sound compensation strategy is characterized by its consideration of market pay rates, alignment with organizational goals, and regular reviews for relevancy. Each of these characteristics ensures that the compensation structure is competitive, supports the overall direction of the business, and adapts to changing conditions in the labor market and organizational objectives.

The option regarding being described in quantitative terms for easy understanding, while it may sound appealing, is not a fundamental characteristic of a sound compensation strategy. Compensation strategies can be complex and involve qualitative aspects that are equally important. A strictly quantitative description may overlook important nuances such as employee value, job roles, and organizational culture, which can significantly influence the effectiveness of a compensation system. Therefore, while clarity in communication about compensation is beneficial, it is not essential for a strategy to be considered sound.