Compensation
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Craft a Compensation Philosophy
Blueprint: Total Rewards
A clear compensation philosophy supports strategic decisions that optimize compensation costs while enabling organizations to effectively compete for talent in a competitive labor market.
Lay the groundwork for compensation that is competitive, cost effective, and brand aligned.
A clear compensation philosophy supports strategic decisions that optimize compensation costs while enabling organizations to effectively compete for talent in a competitive labor market. Lay the groundwork for compensation that is competitive, cost effective, and brand aligned.
Craft a Compensation Philosophy Executive Briefing
Note: Total Rewards
Use this executive briefing to make the case to your executive team for crafting a 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.
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.
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.
Compensation Philosophy Discussion Guide
Tools And Templates: Total Rewards
Use the Compensation Philosophy Discussion Guide to structure discussions with executives to inform the development of the organization’s compensation philosophy.
Target Market Positioning Tool
Tools And Templates: Total Rewards
Use this tool to analyze and compare internal pay data against market rates to inform target positioning and define a compensation philosophy grounded in realistic, sustainable commitments.
Compensation Philosophy Worksheet
Tools And Templates: Total Rewards
Use this template to document notes, themes, and insights from discussions with executives regarding the internal and external factors that will inform the compensation philosophy, as well as compensation principles and target market positioning strategies.
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.
By the end of this course, learners will be able to design comprehensive compensation packages that attract and retain top talent, apply principles of equity and fairness to foster a positive work environment, and use market data to ensure competitive salary structures.
The Essentials of Compensation
Academy Course: Total Rewards
By the end of this course, learners will be able to design comprehensive compensation packages that attract and retain top talent, apply principles of equity and fairness to foster a positive work environment, and use market data to ensure competitive salary structures.
Salary Administration Guidelines
Tools And Templates: Total Rewards
Use this template to establish salary controls in order to avoid salary pain in the future.
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...
The Manager of Compensation is responsible for maintaining and implementing the organization’s compensation programs. The incumbent leads a t... The Manager of Compensation is responsible for maintaining and implementing the organization’s compensation programs. This job description includes:Main ResponsibilitiesJob.
Analyst, Compensation
Job Description: Job Description
The Compensation Analyst is responsible for conducting market and internal research to provide data-driven recommendations on compensation programs and their delivery, to ensure the organization remains competitive.
The Compensation Analyst is responsible for conducting market and internal research to provide data-driven recommendations on compensation programs and their delivery, to ensure the organization remains competitive. The Compensation Analyst is responsible for conducting market and internal research to provide data-driven recommendations on.
Equip Managers to Conduct Effective Pay Conversations
Blueprint: Learning & Development
Compensation often causes unnecessary stress and confusion between employees and managers. Support managers by providing the understanding, information, and guidance needed to hold successful compensation conversations with their employees.
Prepare managers to engage in difficult conversations about compensation.
Compensation often causes unnecessary stress and confusion between employees and managers. Support managers by providing the understanding, information, and guidance needed to hold successful compensation conversations with their employees. Prepare managers to engage in difficult conversations about compensation.
Build a Total Rewards Strategy
Blueprint: Total Rewards
Compensation and benefits alone are not enough to motivate, engage, and retain employees. Use our research to create a holistic Total Rewards strategy.
Move beyond a traditional approach to total rewards toward a more holistic and flexible strategy.
Compensation and benefits alone are not enough to motivate, engage, and retain employees. Use our research to create a holistic Total Rewards strategy. Move beyond a traditional approach to total rewards toward a more holistic and flexible strategy.
Build a Total Rewards Statement
Blueprint: Total Rewards
A significant amount of employees lack understanding of the actual value of their Total Rewards package. Communicating the Total Rewards offering to potential candidates and current employees will improve retention and the organization’s competitive positioning in the labor market.
Summarize the value of the organization’s Total Rewards offering.
A significant amount of employees lack understanding of the actual value of their Total Rewards package. Communicating the Total Rewards offering to potential candidates and current employees will improve retention and the organization’s competitive positioning in the labor market. Summarize the value of the organization’s Total Rewards offering.
Build a Total Rewards Statement
Video: Total Rewards
Summarize the value of the organization’s Total Rewards offering.
Total Rewards Calculator
Tools And Templates: Total Rewards
Use this tool to calculate the potential Total Rewards package for candidates.
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.
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.
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.
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