- Chuck Csizmar, Principal, CMC Compensation Group
- Diana Holec, Senior Consultant, Performance, Reward & Talent Consulting, Aon Hewitt
- Ashley Jones, Director, Total Rewards, Lowes Canada
- Syma Khan, Director, Compensation for the HRPA, Peel Chapter
- Ellie Maggio, Managing Director, EMEND Management Consulting Inc.
- Randy Ross, Regional Compensation Specialist, Danfoss Inc.
- Anonymous, National Communications Organization
- Compensation Manager, Professional Services
- Anonymous, National Retail Organization
- Small merit increase budgets inhibit pay band movement, resulting in very few organizations actually paying according to their target market position.
- Pay inequities can lead to allegations of discrimination or even lawsuits, posing significant risks to organizations.
A salary structure on paper and a salary structure in practice are two different things – assessments help bridge the gap to ensure that pay is both internally and externally equitable.
Impact and Result
- Identify pain points that could be caused by salary issues to determine the appropriate scope of the salary structure assessment.
- Balance a review of internal and external equity when conducting a salary structure assessment.
- Review salary data to pinpoint potential inequities, then conduct further analysis to determine if adjustments are required.
- Develop a remediation plan to ensure that all unjustifiable inequities are resolved in an appropriate timeframe.
This guided implementation is an eight call advisory process.
Guided Implementation #1 - Identify pain points and priorities
Call #1 - Review the data that needs to be gathered to identify pain points.
Call #2 - Determine the scope of the salary assessment and set goals and metrics to measure success.
Guided Implementation #2 - Review salary data
Call #1 - Examine whether updates are needed to job descriptions, the job worth hierarchy, or the compensation philosophy.
Call #2 - Analyze market data and if pay bands need to be adjusted.
Guided Implementation #3 - Identify and address compensation issues