Which traditional basis of pay is NOT mentioned as a prior method before the shift to performance-based pay?

The basis of pay that is not traditionally mentioned as a prior method before the transition to performance-based pay is corporate profitability. This is because traditional pay structures often focused on more individual or role-specific factors such as experience level, seniority through job classification, and sometimes the discretion of senior management in determining individual pay.

Experience level reflects an employee's length of time in their position or industry, which has historically influenced salary scales. Senior management discretion allows higher-level managers to set pay based on their assessment of an employee’s value and contributions, hence it represents a personalized approach to compensation. Job classification assigns salaries based on predetermined job roles and responsibilities, thus grouping similar jobs into pay categories.

Corporate profitability, however, is generally related to the overall performance of the company and does not specifically reflect individual or role-specific assessments within a traditional pay structure. This indicates that while organizational performance can influence company-wide bonuses or pay raises, it does not typically serve as a direct basis for determining an individual's salary in traditional pay systems.