Looking Ahead. Compensation Issues That Keep You Awake at Night (And how to get a good night s sleep)
|
|
- Charla Woods
- 5 years ago
- Views:
Transcription
1 Looking Ahead Compensation Issues That Keep You Awake at Night (And how to get a good night s sleep) Washington State Council SHRM Washington March 28, 2014
2 Dianne Burt-Green, CCP, SPHR, Principal & Operating Manager
3 Identifying Trouble Spots When your systems need extra attention Managing Compression What is it and how to make it go away! Updating a Base Pay Structure Example of tools to use in making an update When Performance Matters How performance functions within programs 2014 Salary Trending
4
5 No program is static Wages increase Employee populations change Recruitment conditions fluctuate Regulatory environment updates Cultural conditions shift
6
7 Time Labor Market Metrics Motivational Goals
8 Unchanged compensation plans Number of years, decades, millenniums since compensation system underwent total review HR / Compensation / Total Rewards Staff Resources Staff as fire fighters vs. innovators
9 What do the Metrics tell us? External Internal Ability to Pay - Time to hire - Salary offers - Cost of turnover - Tenure/ Retention - Market Index - Compa-ratio - Compression - Salary distribution by division, dept, mgr, location - Complaints - Communication - Compliance: salary differences by gender, age or minority status - Budget - Benefits as a % of payroll - Variable costs vs. fixed - Awards tied to organization results - Revenue per employee
10 What s YOUR labor market doing? Economy Political environment Availability of talent Variable in job categories; while some jobs have a flood of candidates others jobs have a scarcity of talent Ease of obtaining comparable data
11 Strategic Alignment Values of the organization / values of the workforce Reward Performance? Reward productivity? Clarity and communication Transparency of the system Ease of administration
12
13 Salary Compression Salary compression occurs when there is little to no differences in pay, coupled with large differences in responsibilities, skill level or qualifications WorldatWork/Workspan 2009
14 New hire rates > current incumbents Subordinate pay > supervisor Typically occurs when subordinates are eligible for overtime Inefficient merit pay programs Unionization Midpoint differentials (% between midpoints) too close to each other
15 Salary transparency among Millennial Generation Traditionalists and Baby Boomers have long considered pay a private matter Increases in minimum wage January 2014 Oregon $8.95 to $9.10 (+1.67%) Washington $9.19 to $9.32 (+1.4%)
16 Review positions to ensure all duties are captures and if reclassification is necessary Review market data to ensure positions are priced correctly Rotate OT amongst non-exempt staff Utilize lump sum merit increases, sign-on bonuses, off-cycle merit adjustments
17 Variable pay Non-monetary rewards Explore benefits or work-experience options w/o compensation Communicate with management and staff Compensation Philosophy System Fairness
18 Review pay structure and midpoint differentials Review merit pay system to ensure significant difference between top and low performers
19
20 Evaluating employee position in range By tenure By performance Evaluating market target Relationship of market to range Desired position based on compensation strategy
21 Market analysis of competitive wages Evaluating all or some of jobs Determining market movement Trend surveys Published surveys on wage and structure movement
22 Selection of positions for benchmarking Establish relationship to market Determine appropriate structure adjustment Market Median Company Midpoint Delta Administrative Assistant $31,119 $30, % Mechanical Engineer $66,011 $65, % Graphic Designer $43,889 $45, % Project Manager $70,015 $65, % Overall 2.6%
23 Survey Structure Increase Movement 2.25% 2.17% 2.00% 2.00% 1.80% 1.75% 1.62% 1.50% 1.50% 1.43% 1.25% 1.00% Actual 2009 Actual 2010 Actual 2011 Actual 2012 Actual 2013 Forecasted 2014
24 Midpoint Differential 20%-25%+ Midpoint Executives Range Spread 50% 15%-20% Exempt 40-50% 10%-15% Non-Exempt 25-35%
25 1st Quartile 2nd Quartile 3rd Quartile 4th Quartile Min Q2 Mid Q3 Max Midpoint is typically market weighted average or median (50 th Percentile)
26 1st Quartile 2nd Quartile 3rd Quartile 4th Quartile A B Min Q2 Mid Q3 Max To tackle compression, keep the midpoint spreads substantial
27 Ability to pay always matters Moving the structure doesn t mean increasing wages, but... Evaluate impact for employees at the current minimums and the new minimum increases Evaluate impact for employees at the current maximums and the potential for salary increases
28
29 Pay for Performance Plans Merit Increases Profit Sharing Gain Sharing Commissions Target Incentive Plans Spot Bonuses And more!
30 Defining the Performance in pay-forperformance Organization, division, department, individual Determining how it will be measured Objective metrics What data, where is the data, how is it calculated? Subjective evaluation Who is the evaluator, what is the evaluation tool?
31 Motivation requires Communication Everyone involved in the program needs to understand Why is this program important How does this program work What are the performance targets How are the performance targets evaluated What is the performance time period
32 Performance Targets (a few examples) Safety Teamwork Quality Market share Profit MBO s Productivity HR metrics Efficiency Mission based Customer Service Product Sales
33 Objectivity makes metrics highly desirable Metrics alone may have unintended actions In selecting metrics, think through the data components that are used in calculations and every possible influence on each data piece
34 Customer Satisfaction Measurements: customer satisfaction surveys, feedback at purchase, purchase analysis Compensation components Business unit (store / location) with targets to meet for quarterly bonuses Individual wage increases based on evaluations targeting customer service
35 Measurement = Safety Metric = # of injuries & # of accidents Unintended outcome = supervisors fail to report accidents as the reporting will lower potential bonuses Measurement = Sales Productivity Metric = sales revenue # sales representatives Unintended outcome = large increase in overtime wages with an understaffed sales team
36 Model the measurements and create templates for how the program will run What if? Evaluate financial impacts and outcomes Evaluate the non-financial impacts and outcomes Use modeling to ensure clear agreements (understanding) on how the program will work
37 MBL Group Wage Trends Report National & Regional Trends Special Supplement for Oregon & SW Washington
38 Compensation Philosophy Base Pay 72% 15% 6% 7% % Responses At Market Above Market Below Market No Idea! Total Comp 48% 36% 1% 15%
39 Salary Structure 54% reported having a formal salary structure in place Actual 2013 Executive 1.97% Management 2.16% Exempt 2.32% Non-Exempt 2.14% Union 0.77% Projected 2014 Executive 2.18% Management 2.49% Exempt 2.66% Non-Exempt 2.5% Union 0.78%
40 Types of Base Pay Increases 79% budget for Merit Increases 21% budget for COLA increases 45% budget for promotional increases 38% budget for other types of increases
41 Year Executive Exempt Nonexempt Actual % 4.5% 4.3% Actual % 4.4% 4.3% Actual % 3.5% 3.5% Actual % 3.8% 3.7% Actual % 3.9% 3.8% Actual % 2.1% 2.2% Actual % 2.4% 2.4% Actual % 2.9% 2.9% Projected % 3.1% 3.1%
42 Year Executive Exempt Nonexempt Actual % 3.5% 3.4% Actual % 3.6% 3.4% Actual % 2.5% 2.4% Actual % 3.0% 3.0% Actual % 2.9% 2.8% Actual % 2.2% 2.2% Actual % 1.4% 1.5% Actual % 1.9% 1.9% Projected % 2.0% 2.1%
43 Merit: Oregon / SW Washington 2.9% (with zeros) 2.9% (without zeros) Portland 2.9 % (with zeros) 2.9 % (without zeros) Structure: Oregon / SW Washington 2.1% (with zeros) 2.3% (without zeros) Portland 2.3% (with zeros) 2.4% (without zeros)
44
45 Dianne Burt-Green, CCP, SPHR MBL Group, LLC (503) x13
COMPENSATION THAT SUPPORT YOUR BUSINESS STRATEGY
COMPENSATION THAT SUPPORT YOUR BUSINESS STRATEGY NOVEMBER 16, 2016 Compensation Consulting MBL Group, LLC Human Resources Consulting Firm, est. 1993 Total Rewards Custom Surveys Evaluation & Analytics
More informationOvercoming Workforce Challenges With Strategic Compensation Initiatives. Theresa M. Worman Executive Vice President
Overcoming Workforce Challenges With Strategic Compensation Initiatives Theresa M. Worman Executive Vice President INTRODUCTION Workforce planning aligns the needs and priorities of the organization with
More informationPay Policy Report IV.2. EVERGREEN SOLUTIONS, LLC INTRODUCTION SUMMARY OF POLICIES. a. Exempt. b. Classified
EVERGREEN SOLUTIONS, LLC IV.2. 0 Pay Policy Report INTRODUCTION Evergreen Solutions, LLC ( Evergreen ) was retained by Pinellas County ( the County ) to conduct a Classification and Compensation Study
More informationThe Compensation Checklist for Nonprofits. Are you prepared for today and the next 5 years?
The Compensation Checklist for Nonprofits Are you prepared for today and the next 5 years? January 25, 2011 Today s Presenters Nonprofit HR Solutions Providing human resources solutions for the nonprofit
More informationReducing the financial impact
Reducing the financial impact of the New FLSA Overtime Rules Sponsored by Trupp HR, Inc. Presented by: Jean Roque Trupp HR President + Founder Breea Gale HR Business Partner Today s Presenters Breea Gale
More informationCompensation System Design & Strategies
Compensation System Design & Strategies Winston L. Tan, Managing Principal Employment Value Balance Experience Competencies Skill Network Base pay Variable pay Benefits Perquisites Work environment 2 Time
More informationSTRATEGIC LEADERSHIP ISSUES
STRATEGIC LEADERSHIP ISSUES Quantifying HR to the Bottom Line Terry Ann Saber Principal Saber Advisory Group, LLC Dassel, MN terry.saber75@gmail.com 612-202-6313 July 30, 2018 Quantifying HR to the Bottom
More informationEmployee Compensation System. A guide to employee compensation strategic framework and administration.
Employee Compensation System A guide to employee compensation strategic framework and administration. Approved by City Council August 6, 2013 Employee Compensation System A guide to employee compensation
More informationWAGE TRENDS REPORT
2018-2019 WAGE TRENDS REPORT SEPTEMBER 2018 Page 2 INTRODUCTION Welcome to MBL Group's 2018-2019 Wage Trends Report. For the past 20 years, MBL has been pleased to provide a complimentary review of actual
More informationTable of Contents. Merit Handbook UM System. 1 Page
Merit Handbook Table of Contents Introduction... 2 Merit information... 2 Merit Handbook for Exempt and Non-Exempt Staff... 3 Effective Pay Communication... 3 What to Communicate About Our Pay Policies...
More informationOhio University Compensation 2014 PAY ADMINISTRATION GUIDELINES NOVEMBER 1, Draft for Review and Finalization with Ohio University
Ohio University Compensation 2014 PAY ADMINISTRATION GUIDELINES Draft for Review and Finalization with Ohio University NOVEMBER 1, 2014 1 Introduction Ohio University s staff compensation program for Administrative/Professional,
More informationPrinciples of an Effective Exempt Staff Compensation System
Principles of an Effective Exempt Staff Compensation System Table of Contents Page No. Introduction...1 Approach of ESCWG...2 Principles of an Effective Exempt Staff Compensation System...3 Established
More informationUnderstanding Your Pay
Understanding Your Pay Providing you with an overview of your pay at the Deluxe family of companies This information provides an outline of our compensation programs and guidelines. It is not intended
More informationBuilding a More Equitable Pay Program. Shannon Drohman & Erin Wolford Compensation Connections LLC September 2018
Building a More Equitable Pay Program Shannon Drohman & Erin Wolford September 2018 Shannon Drohman, MS, SPHR, SHRM-SCP, CCP 20+ years in HR and Compensation Shannon has developed compensation strategies
More informationHow The New FLSA Rules Impact Nonprofits: What You Need To Know
How The New FLSA Rules Impact Nonprofits: What You Need To Know Presented by: Sidney Abrams and Alicia Schoshinski Tuesday, June 28, 2016 ABOUT NONPROFIT HR Since 2000, Nonprofit HR has worked with thousands
More informationTOTAL COMPENSATION POLICY STATEMENT APPLICABILITY GENERAL PROVISION
POLICY STATEMENT The University of St. Thomas values its employees as the most vital resource for advancing its mission and programs. Through the total compensation program, the University strives to accomplish
More informationMerit Pay Program Design and Effectiveness September 18, 2014
, Performance Development International, LLC Merit Pay Program Design and Effectiveness September 18, 2014 Presented by: Rena Somersan Principal Verisight, Inc. Verisight delivers differences that count
More informationCOMPETITIVE PAY. ICMA Conference Presenters: Carol M. Granfield, Senior Consultant Municipal Resources, Inc., Meredith, New Hampshire
COMPETITIVE PAY ICMA Conference Presenters: Carol M. Granfield, Senior Consultant Municipal Resources, Inc., Meredith, New Hampshire Sandy Stapczynski, President Human Resources Services, Inc., Andover,
More informationCOMPENSATION STRATEGIES
COMPENSATION STRATEGIES Ohio CUPA Meeting April 7, 2016 Copyright 2016 by The Segal Group, Inc. All rights reserved. Today s Discussion Employee value proposition Elements of the total compensation structure
More informationGLOSSARY OF COMPENSATION TERMS
GLOSSARY OF COMPENSATION TERMS This compilation of terms is intended as a guide to the common words and phrases used in compensation administration. Most of these are courtesy of the American Compensation
More informationPAY Compression: The Human Resource Nightmare. Michael F. Maciekowich National Director
PAY Compression: The Human Resource Nightmare Michael F. Maciekowich National Director michaelm@astronsolutions.com Acknowledgements WorldatWork (www.worldatwork.org) SHRM (www.shrm.org) PayScale (www.payscale.com
More informationSTRATEGIC COMPENSATION SOLUTIONS, LLC.
JENNIFER ATKINS, PHR STRATEGIC COMPENSATION SOLUTIONS, LLC. JENNIFER ATKINS HAS SPECIALIZED IN THE FIELD OF COMPENSATION AND HELD TOTAL REWARD FOCUSED ROLES FOR THE PAST 13 YEARS. SHE HAS WORKED WITH NONPROFIT,
More informationThe Pay Transparency Spectrum
The Pay Transparency Spectrum Rita Patterson, CCP Manager, Customer Education Mykkah Herner, MA, CCP Modern Compensation Evangelist Rita Patterson, CCP Manager, Customer Education https://www.linkedin.com/in/rita-patterson-ccp-5b039812
More informationAdministrative Guidelines Employee Compensation Plan
Administrative Guidelines Employee Compensation Plan 2013. Texas Association of School Boards, Inc. All rights reserved. Table of Contents Compensation Policy... 1 Compensation Philosophy and Objectives...
More informationCustom Compensation & Benefits Survey For Tacoma Public Utilities Supplemental Recommendations
Custom Compensation & Benefits Survey For Tacoma Public Utilities Supplemental Recommendations 1 Introduction was retained by the City of Tacoma to conduct an analysis of total compensation for a select
More informationSalt Lake Community College Policies and Procedures Manual
(NON-INSTRUCTIONAL) Board of Trustees Approval: 05/14/2008 POLICY 5.05 Page 1 of 8 I. POLICY Salt Lake Community College (SLCC) employees at all levels must be skilled and experienced performers if the
More informationManaging Pay Inequities
Compensation Budgeting Part I: Managing Pay Inequities Mykkah Herner, MA, CCP Manager of Professional Services PayScale, Inc. 14,000 Positions 2500 Customers 11 Countries 40 Million Salary Profiles 250
More informationStrengthening the link between pay and performance
Strengthening the link between pay and performance Jennifer Ferris, CCP Compensation Professional Mykkah Herner, MA, CCP Manager of Professional Services www.payscale.com 14,000 Positions 3000 Customers
More informationHow to Manage Salary Compression Issues. November 2017
How to Manage Salary Compression Issues November 2017 How to Manage Salary Compression Issues Now more than ever, a variety of factors are on a collision course impacting an organization s ability to pay
More informationClassification and Compensation Study Overview. Prepared for Transformation Task Force March 24, 2017
Classification and Compensation Study Overview Prepared for Transformation Task Force March 24, 2017 1 Project Scope: Jobs & Positions Impacted All MCCCD Employees, including: Regular Classified employees
More informationPolicies for Support Staff
1 of 6 Policies for Support Staff Represented by CWA, Local 4730 at Bloomington and Northwest CWA 8.1 Effective date Revised 1998 Employees covered by this policy This policy applies to all Support Staff
More informationUnderstanding the Final Rule on the Fair Labor Standards Act Overtime Regulations
Understanding the Final Rule on the Fair Labor Standards Act Overtime Regulations What is the new rule? On May 18, 2016, the Department of Labor (DOL) issued new regulations to revise the criteria defining
More informationHuman Resources Administration Division. The Value of Performance Management Georgia Financial Management Conference October 2016
Human Resources Administration Division The Value of Performance Management Georgia Financial Management Conference October 2016 FY2016 General Turnover 21.00% 20.00% 19.40% 19.97% 19.00% 18.00% 17.88%
More informationBefore the South Dakota Public Utilities Commission of the State of South Dakota
Direct Testimony Laura A. Patterson Before the South Dakota Public Utilities Commission of the State of South Dakota In the Matter of the Application of Black Hills Power, Inc., a South Dakota Corporation
More informationM O R R I S C O U N T Y S H R M J A N U A R Y 1 3, L A U R A K A S S E R, C C P G L O B A L H R S O L U T I O N S
Compensation Overview M O R R I S C O U N T Y S H R M J A N U A R Y 1 3, 2 0 1 0 L A U R A K A S S E R, C C P 3 6 0 G L O B A L H R S O L U T I O N S Money makes the world go round! Introduction & Overview
More informationINTRODUCTION... 1 COMPENSATION PHILOSOPHY... 2 ROLES AND RESPONSIBILITIES... 3 SALARY PROGRAM AND GUIDELINES... 5
Table of Contents INTRODUCTION... 1 COMPENSATION PHILOSOPHY... 2 ROLES AND RESPONSIBILITIES... 3 SALARY PROGRAM AND GUIDELINES... 5 UNIVERSITY OF CENTRAL FLORIDA A&P AND USPS SALARY STRUCTURE... 6 COMPENSATION
More informationEmployee retention: It starts at the top. Culture, engagement and top performance best practices for CEOs
Employee retention: It starts at the top. Culture, engagement and top performance best practices for CEOs INTRODUCTION While employers across the United States face a multitude of challenges attracting
More informationHUMAN RESOURCES REPORT FOR 2017
HUMAN RESOURCES REPORT FOR 2017 PREPARED FOR UVU BOARD OF TRUSTEES, MARCH 28, 2018 Vision Statement Human Resources serves as a strategic partner supporting Utah Valley University as an employer of choice
More informationCommunicating Compensation: Gaining Executive Support
Communicating Compensation: Gaining Executive Support Jennifer Ferris, CCP Compensation Professional Mykkah Herner, MA, CCP Manager of Professional Services www.payscale.com 14,000 Positions 3000 Customers
More informationWorkforce Planning to Meet Critical Business Needs
Workforce Planning to Meet Critical Business Needs TEXAS PUBLIC POWER ASSOCIATION 2016 Annual Conference July 26, 2016 - Austin, TX Presented by: Yvonne Morales Pelayo, CPS Energy Patricia Cruz, Leidos
More informationCompensation. Human Resources Association of the Midlands
Compensation Human Resources Association of the Midlands Introductions Renee Erbes, SPHR, CCP, CEBS HR experience 15+ yrs / 13 in comp Sr HR Consultant The Creelgroup 402.342.6600 x205 rerbes@creelgroup.com
More informationPreparing for the FLSA White Collar Exemption Changes. Building a Smarter Workforce
Preparing for the FLSA White Collar Exemption Changes Building a Smarter Workforce The Fair Labor Standards Act (FLSA) Fair Labor Standards Act Federal $7.25 hr Tipped $2.13 hr in direct wages Minimum
More informationFrequently Asked Questions (FAQs) from Managers: Compensation Plannning and Total Compensation Discussions
Part 1: Merit Increase Planning What is a Merit Increase & who is eligible to receive annual merit increases? All Salaried Exempt & Salaried Non-Exempt employees will have a performance review and will
More informationCompensation Philosophy. Compensation Policy and Guidelines Purpose. Scope. Responsibilities. Definitions
Compensation Philosophy EMPath s philosophy is to compensate employees equitably, based on performance and within the guidelines of budget constraints. We base this philosophy on our desire to attract,
More informationTotal Rewards Philosophy. March 7, 2012 (updated September 2017)
Total Rewards Philosophy March 7, 2012 (updated September 2017) Overview ATRF has created a Total Rewards Philosophy that will: Support ATRF s mission, mandate, corporate values and business strategy Be
More information2018 NATIONAL LATINO HIV AND HEPATITIS C CONFERENCE
2018 NATIONAL LATINO HIV AND HEPATITIS C CONFERENCE COLLECTING AND ANALYZING HR DATA: HR METRICS MAY 18, 2018 ~ SAN ANTONIO, TEXAS PRESENTED BY: ANN HOGAN, M.ED., SPHR, SHRM-SCP HUMAN RESOURCE METRICS
More information2018 Health Care Compensation Survey U.S.
Participation is open In 2017: Over 300 participants, representing more than 1,100 unit locations 515 positions reported 1,147,739 incumbents a 6% increase from the prior year 2018 Health Care Compensation
More informationADP Workforce Now Talent Management
ADP Workforce Now Talent Management 1 ADP Workforce Now Talent Management provides the tools you need to recruit, develop, engage and retain employees. Win the war for talent and get the most out of your
More informationTalent Management and Rewards Survey. U.S. Report
2012 2013 Talent Management and Rewards Survey U.S. Report 2012 2013 Talent Management and Rewards Survey U.S. Report Table of Contents Introduction Ensuring Workers Get What They Need, While Organizations
More informationUsing the Compensation Program
Using the Compensation Program Background: Executive administration approved the implementation of new pay range structures effective March 1, 2009. The UH Compensation Program is now aligned to the Houston
More informationREMEMBER 10/10/2018. Synopsis. Jim, Jack, Johnny, and Jose,
1 NO 2 Synopsis What to include in e-mail Jim, Jack, Johnny, and Jose, Attached is a copy of the HR CNR for October. Highlights: Turnover in location 2 is up to 14%; primarily due to 2 employees moving
More informationThe Fair Labor Standards Act FLSA
The Fair Labor Standards Act FLSA hrconsulting@jwterrill.com Michelle Perris Human Resources Consultant Carol Emge Human Resources Consultant 1 Overtime updates will extend protections to 4.2 million workers
More informationGENERAL COMPENSATION POLICY
I. PURPOSE The purpose of this policy is to define the philosophy of compensation in the City of Visalia for regular employees, and to specifically define how compensation increases for various job classifications
More informationWhy can t I hire a secretary at $75,000?
Why can t I hire a secretary at $75,000? Market based salary guidelines for recruiters and hiring managers Sara Chelette, PHR Compensation Manager University of Houston Risks of Poor Salary Decisions Legal
More informationpinpoint planning human resources audit tool
Agency Name: Conducted by: Date: pinpoint planning Total Rewards Compensation The organization offers competitive salaries and benefits based on local agency salary levels The salary structure ensures
More informationGender Pay Gap Report March 2019
Gender Pay Gap Report March 2019 March 2019 Contents 1. Introduction 2. Gender Pay Gap Data 3. Actions 2 3 6 1 Introduction I am pleased to publish the Company s Gender Pay Gap Report. In my role as HR
More informationChapter 9. Compensation (Core Compensation) Copyright 2016 Pearson Education, Inc. 9-1
Chapter 9 Direct Financial Compensation (Core Compensation) Copyright 2016 Pearson Education, Inc. 9-1 Total Compensation Components Copyright 2016 Pearson Education, Inc. 9-2 Direct Financial Compensation
More informationCompensation Equity. Public Policy Issue Statement. April 2018
Compensation Equity Public Policy Issue Statement April 2018 Background: Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act
More informationSession 9 Compensation and Rewards
Session 9 Compensation and Rewards Rewards vs. Recognition Reward Significant o Year-end or quarterly bonus o Promotion Includes some sort of monetary increase Usually recognizes long term Recognition
More information2018 SPHR. Exam Content Outline CERTIFICATIONS IN HUMAN RESOURCES. SPHR Senior Professional in Human Resources
CERTIFICATIONS IN HUMAN RESOURCES SPHR Senior Professional in Human Resources 2018 SPHR Exam Content Outline NOTE: The 2018 revisions to the SPHR exam content outline go into effect for all SPHR exams
More informationJanuary 17, UCF-HR Advisory. UCF Classification & Compensation
January 17, 2019 UCF-HR Advisory UCF Classification & Compensation Sarah Lovel, Assistant Director of HR Classification & Compensation Intent of This Project The University of Central Florida is undertaking
More informationMarket and Pay Compression Study
E V E R G R E E N S O L U T I O N S, LLC Market and Pay Compression Study Evergreen Solutions, LLC was retained by Morgan State University ( MSU or the University ) to conduct a Compensation Study of staff
More informationI am pleased to provide this presentation deck on Pay for Performance.
September 3, 2015 Vincent Rodo Chief Financial & Administration Officer Toronto Transit Commission 1900 Yonge Street Toronto, Ontario M4S 1Z2 Hay Group Limited 121 King Street West Suite 700 Toronto, ON
More informationCITY OF CORNER BROOK CAREER OPPORTUNITY. MANAGER OF HUMAN RESOURCES (Permanent/Full Time)
CITY OF CORNER BROOK CAREER OPPORTUNITY MANAGER OF HUMAN RESOURCES (Permanent/Full Time) The City of Corner Brook is currently accepting applications for the position of Manager of Human Resources. This
More informationChapter Topics COMPENSATION MANAGEMENT
Chapter Topics Major Decisions Specify Competitive Pay Policy The Purpose of a Survey Select Relevant Market Competitors Design the Survey Interpret Survey Results and Construct a Market line From Policy
More informationBOARD OF SUPERVISORS BUSINESS MEETING ACTION ITEM
BOARD OF SUPERVISORS BUSINESS MEETING ACTION ITEM Date of Meeting: September 20, 2017 # 12l SUBJECT: ELECTION DISTRICT: STAFF CONTACT: FINANCE/GOVERNMENT OPERATIONS AND ECONOMIC DEVELOPMENT COMMITTEE REPORT:
More informationGivaudan UK Gender pay gap report MARCH 2018
Givaudan UK Gender pay gap report MARCH 2018 About the gender pay gap report Gender Pay Gap Regulations came into force in the UK in April 2017. The regulations require all private and voluntary-sector
More informationUNIVERSITY of HOUSTON MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES
UNIVERSITY of HOUSTON MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number: 02.01.02 AREA: Compensation SUBJECT: Classification of Staff Jobs (Interim) I. PURPOSE AND SCOPE
More informationSHRM CUSTOMIZED TALENT ACQUISITION BENCHMARKING REPORT
SHRM CUSTOMIZED TALENT ACQUISITION BENCHMARKING REPORT THANK YOU FOR ORDERING A SHRM CUSTOMIZED TALENT ACQUISITION BENCHMARKING REPORT Your report is based on the following criteria: SELECTION CRITERIA
More informationCHAPTER 14. Performance Management, Compensation, Benefits, Payroll, and the HRIS
CHAPTER 14 Performance Management, Compensation, Benefits, Payroll, and the HRIS INTRODUCTION Performance, rewards and payroll systems are the basic exchange between employees and employers Employees provide
More informationFLSA Resource Guide. October Cascade Employers Association
FLSA Resource Guide This guide is intended to help you comply with new rules under the Fair Labor Standards Act regarding overtime and employee classifications. October 2016 Cascade Employers Association
More informationBenefits as a Differentiator
Benefits as a Differentiator Eileen McCormick VP of Compliance & Benefits ADP Strategic Advisory Services 1 SUCCESS Business & Total Rewards Ecosystem Business Goals GROWTH BUSINESS SUSTAINABILTY PROFIT
More informationA Bridge to Tomorrow. 75 th Annual NHRMA Conference & Tradeshow. Presented by
A Bridge to Tomorrow 75 th Annual NHRMA Conference & Tradeshow Presented by Compensation Trends Update for 2014 Catherine Dovey, CCP, SPHR, GRP, CECP Founder and CEO Speaker s Background CCP, SPHR, GRP,
More informationDeveloping a High-Performing Workforce Through Technology
Developing a High-Performing Workforce Through Technology NEOGOV Overview Mission: To improve services public sector agencies deliver to society 100% Web Based Software as a Service model 1000+ Public
More informationHUMAN RESOURCES PROGRAMS
HUMAN RESOURCES Human Resources (HR) strategically, and cost effectively, recruits, retains, motivates, rewards, and develops Metropolitan s employees. PROGRAMS The focus of Human Resources is to foster
More informationShawnee State University
Shawnee State University AREA: FINANCE & ADMINISTRATION POLICY NO.: 4.53 Rev ADMIN. CODE: 3362-4-25 PAGE NO. 1 OF 6 SUBJECT: COMPENSATION FOR ADMINISTRATORS/ATTSS EFFECTIVE DATE: 3-15-08 RECOMMENDED BY:
More informationTalent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design IMPACT CoE HR Leadership Communications Change Management Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Management
More informationOVERTIME OVERHAUL THE FINAL RULES ARE FINALLY HERE. Dena H. Sokolow Tallahassee, FL Twitter: FL_employ_law
OVERTIME OVERHAUL THE FINAL RULES ARE FINALLY HERE Dena H. Sokolow dsokolow@bakerdonelson.com Tallahassee, FL 850-425-7550 Twitter: FL_employ_law OVERTIME THE FUNDAMENTALS 2 FLSA WAGE & HOUR LAW The Fair
More informationPAY IT FORWARD. sales reward criteria. Oana Datki SEE Managing Partner. Bucharest
PAY IT FORWARD sales reward criteria Oana Datki SEE Managing Partner Bucharest Creating effective sales compensation plans Align compensation with company objectives Sales compensation does not replace
More informationSalary Administration Guidelines
West Virginia Higher Education Policy Commission West Virginia Council for Community and Technical College Education Salary Administration Guidelines Employee Classification and Compensation Program September
More information2018 CHANGES TO WASHINGTON LEAVE LAWS
Supports the success of nonprofits in WA State by providing Management, HR and Technology consulting Contracted HR, Finance and Technology support services Leadership development and coaching, training
More informationProfessional Faculty Job Structure and Compensation Program Design
Professional Faculty Job Structure and Compensation Program Design Open Forum April 30, 2013 Copyright 2013 by The Segal Group, Inc., parent of The Segal Company and its Sibson Consulting Division. All
More informationSUNY CORTLAND COMPENSATION PROGRAM
SUNY CORTLAND COMPENSATION PROGRAM February 2008 TABLE OF CONTENTS Introduction.1 The Need for A New Compensation Program 1 Compensation Philosophy..2 Fundamentals of the Professional Staff Compensation
More informationBroward County Classification and Compensation Study Executive Briefing October 2015
Page 1 of 9 Broward County Classification and Compensation Study Executive Briefing October 2015 Recently, an employee classification and compensation study was completed for all staff positions under
More information2007 Total Compensation Benchmarking Survey
2007 Total Compensation Benchmarking Survey Sponsored by IPMA-HR The International Public Management Association for Human Resources is an organization that represents the interests of human resource professionals
More informationSTANDARD OPERATING PROCEDURE. Position Reclassification. for Exempt and Non-exempt Positions
OFFICE OF HUMAN RESOURCES for Exempt and Non-exempt Positions Procedure Owner: Document Version 1.0 Date of Issue: August 16, 2018 1 ABOUT THIS DOCUMENT This document was prepared by the (OHR) to standardize
More informationAMERICAN LIBRARY ASSOCIATION PERSONNEL POLICY MANUAL. Item Number: 202 Page 1 of 12. COMPENSATION POLICY Issued 09/01/02
Item Number: 202 Page 1 of 12 I. COMPENSATION POLICY It is the policy of the American Library Association ( ALA ) to provide a competitive total compensation package to all employees based on their level
More informationCOMPENSATION AND REWARDS. The complex process includes decisions regarding variable pay and benefits
COMPENSATION AND REWARDS Definition: The sum total of all forms of payments or rewards provided to employees for performing tasks to achieve organizational objectives. Compensation- Nature and scope The
More informationCORPORATE LEADERSHIP COUNCIL JULY LITERATURE KEY FINDINGS Selecting HR Metrics
CORPORATE LEADERSHIP COUNCIL JULY 2006 www.clc.executiveboard.com LITERATURE Selecting HR Metrics HR s increasing responsibility as a business partner requires it to quantify performance in key HR functions
More informationStaff Employee Compensation Plan Administrative Procedures Guide
Staff Employee Compensation Plan Administrative Procedures Guide 2017-2018 2/18/16 kk Page 1 Table of Contents A. Organization Pay Plan... Error! Bookmark not defined. B. Job Classification...4 C. Exemption
More informationTravelers Management Limited Gender Pay Gap Report
Travelers Management Limited Gender Pay Gap Report 01 02 Legislation Overview Under new legislation that came into effect in April 2017, employers in the United Kingdom with more than 250 employees are
More informationPerformance-Based. Compensation System. A Minnesota County s Successful Transition to a. Case Study. Background
Case Study 9 10 The Magazine of WorldatWork A Minnesota County s Successful Transition to a Performance-Based Compensation System Background The declining confidence in government policies and the opposition
More informationINSTITUTIONAL POLICY: PE-01
West Virginia School of Osteopathic Medicine INSTITUTIONAL POLICY: PE-01 Category: Personnel Subject: Employees Effective Date: March 3, 2018 Updated: N/A PE 01-1. Authority 1.1 W. Va. Code 6C-2-1, et
More informationS H R M G R E E N V I L L E, S C
H E A L T H W E A L T H C A R E E R S H R M G R E E N V I L L E, S C August 23, 2017 C O M P E N S A T I O N 1 0 1 Leslie Csonka Senior Principal Consultant Atlanta C O N T E N T S Compensation Program
More informationCERTIFICATIONS IN HUMAN RESOURCES» PHRi TM Professional in Human Resources - International TM. PHRi EXAM CONTENT OUTLINE
CERTIFICATIONS IN HUMAN RESOURCES» PHRi TM Professional in Human Resources - International TM PHRi EXAM CONTENT OUTLINE PHRi EXAM CONTENT OUTLINE AT-A-GLANCE PHRi EXAM WEIGHTING BY FUNCTIONAL AREA:» HR
More informationIs There Merit in Merit Pay? A Survey of Reward Professionals
Loyola University Chicago Loyola ecommons School of Business: Faculty Publications and Other Works Faculty Publications 2015 Is There Merit in Merit Pay? A Survey of Reward Professionals K. Dow Scott Loyola
More informationCompensation 101 9/5/2017. Overview. Total Rewards. Understanding the basics. Total rewards Goals and strategy Pay Grades and Ranges.
Compensation 101 Understanding the basics Overview Total rewards Goals and strategy Pay Grades and Ranges Internal value External market Implementing Pay increases Legal concerns Communicating pay Total
More information