wage
You could also try:
Close the Gender Wage Gap: Organizational Strategies Built for 2023
Note: HR Spotlight
Equal pay, gender equality, and protection from workplace discrimination have been the core pursuit of the women’s rights movement since its founding in the 1960s. Although we have made laudable progress on these fronts, significant systemic and structural barriers remain for women, with one of...
However, this perspective does not take into account the “systemic differences between the average wages or salaries of men and those of women” (Brittanica). It is estimated that globally women make 23 percent less compared to their male counterparts, with women earning $0.77, on average, for every $1.00 earned by men (UN Women).
Design a Base Pay Structure
Blueprint: Total Rewards
Compensation, specifically base pay, is usually the highest organizational cost, and a significant factor in employee attraction and retention. While few organizations lack any structure for base pay at all, many do not have a proper, equitable, consistent, and flexible approach.
Balance internal equity and market competitiveness to build an effective base pay structure.
Design a Base Pay Structure. Blueprint. blueprint. Total Rewards. compensation total compensation traditional pay structure broadband pay transparency job worth hierarchy market pay pay bands pay ranges pay grade salary band salary structure base salary. Compensation, specifically base pay, is usually the highest organizational cost, and a significant factor in employee attraction and retention. While few organizations lack any structure for base pay at all, many do not have a proper, equitable, consistent, and flexible approach.. Balance internal equity and market competitiveness to build an effective base pay structure..
Base Pay Structure Tool
Tools And Templates: Total Rewards
Create a base pay structure that is internally and externally equitable by balancing the internal job worth hierarchy with external market competitiveness.
Salary Administration Guidelines
Tools And Templates: Total Rewards
Use this template to establish salary controls in order to avoid salary pain in the future.
Design a Base Pay Structure Executive Briefing
Note: Total Rewards
Use this briefing to make the case to your executive team for designing a defensible, competitive, flexible, and practical base pay structure.
Case Studies: Base Pay Structure
Case Study: Total Rewards
A defined approach to base pay is essential to boost employee engagement and increase employee attraction and retention. Read these case studies to learn how these companies created a base pay structure that is defensible, competitive, flexible, and practical.
Conduct a Salary Assessment
Blueprint: Total Rewards
Salary structure assessments help prevent and address pay inequities. Download our research to learn the critical elements of a successful salary assessment.
Prevent and address inequities before they transform into bigger problems.
Conducting a salary assessment may seem overwhelming, but it doesn’t have to be.
Salary Assessment Tool
Tools And Templates: Total Rewards
Use this tool to conduct a salary assessment at your organization.
Conduct a Salary Assessment Executive Briefing
Note: Total Rewards
Use this briefing to make the case for conducting a salary assessment to the executive team.
Case Studies: Conduct a Salary Structure Assessment
Case Study: Total Rewards
Refer to these case studies for examples of how organizations have undergone a salary assessment.
Pay Equity Report Sample
Tools And Templates: Total Rewards
Use this sample report to gain ideas on how to structure your own pay equity report.
Evolve Pay for Performance
Blueprint: Total Rewards
The traditional approach to annual base pay increases and bonuses is no longer relevant or impactful in today’s environment. Organizations need to redefine the objectives for such programs and design a new approach that will achieve the redefined objectives, tailoring for employee segments as...
Shift from a one-size-fits-all to a tailored approach to base pay increases and bonuses.
This executive briefing contains an overview of the importance of customizing the base pay increase and bonus approach.
Evolve Pay for Performance Executive Briefing
Note: Total Rewards
Use this document to make the case to your executives for tailoring the base pay increase and bonus approach to your organization.
Pay for Performance
Academy Course: Total Rewards
Examine how to align pay for performance with an organization’s context and people strategy, defining objectives for the approach and selecting appropriate methods to determine annual base pay increases and bonuses.
Craft a Compensation Philosophy
Blueprint: Total Rewards
Employee compensation often comprises the majority of an organization’s ongoing operating expenses, yet few organizations have plans in place to direct and control this expenditure. A well-designed compensation philosophy clearly articulates the organization’s approach to pay for each of its...
Lay the groundwork for compensation that is competitive, cost effective, and brand aligned.
Employee compensation often comprises the majority of an organization’s ongoing operating expenses, yet few organizations have plans in place to direct and control this expenditure.
Compensation Philosophy Worksheet
Tools And Templates: Total Rewards
A Compensation Philosophy documents your organization’s governing principles for compensation programs and activities. Use the Compensation Philosophy Worksheet to assess and document the factors that will inform your Compensation Philosophy.
Compensation Philosophy Template
Tools And Templates: Total Rewards
Use this Compensation Philosophy Template (also known as a Pay Philosophy) to document your organization’s governing principles for compensation programs and activities.
Case Study: Craft a Compensation Philosophy
Case Study: Total Rewards
Refer to this case study for an example of the process of drafting a compensation philosophy.
Workshop Overview: Craft a Compensation Philosophy and Prepare for Job Evaluation
Note: Total Rewards
Engage McLean & Company facilitators to lead your team through the Craft a Compensation Philosophy and Prepare for Job Evaluation workshop.
Overtime Policy
Policies: Policies
Overtime is a common occurrence in many organizations. Although in some cases it is seen as a given condition, it should still be managed to ensure that overtime worked is in keeping with current legislation and protects the morale of employees.
These instances require clear policies structured around them to ensure that both the organization and the employee are protected and not taken advantage of. Include in overtime policies: Conditions that warrant overtime. Approval processes. Pay structures for non-exempt employees.
Manager, Compensation
Job Description: Job Description
The Manager of Compensation is responsible for maintaining and implementing the organization’s compensation programs. The incumbent leads a team to meet the requirements of compensation programs throughout the year. First point of contact for HR business partners and those with compensation...
Main ResponsibilitiesJob RequirementsCompetenciesApprovalsVersion HistoryUse Job Description Writing Guide HR business partners first point consistent application tailored descriptions compensation accountabilities compensation programs Manager organization incumbent team year contact policies template role.
