Compensation
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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.
Pay Transparency and Communications Plan
Tools And Templates: Total Rewards
Develop a pay transparency strategy that suits your organization and draft a communications plan that aligns to your strategic objectives.
Create a Job Worth Hierarchy
Blueprint: Total Rewards
Create a job worth hierarchy to illustrate where each job fits relative to every other job in the organization. This is critical to establish internal equity, provide legal defensibility, and verify market data.
Prove the value of job evaluation by implementing an effective and efficient process that is aligned with organizational strategy.
Engage McLean & Company facilitators to lead your team through the Craft... McLean & Company can help your team craft a compensation philosophy and prepare for job evaluation. Our team will focus on a practical approach to help you:Assess the current state of the organization and glean insights related to compensation.Craft a compensation.
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.
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. A well-designed compensation philosophy clearly articulates the organization’s approach to pay for each of its employee segments, including its target competitive.
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.
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.
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.
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.
Learning in Action: Conduct Effective Pay Conversations
Tools And Templates: Learning & Development
Use this Learning in Action sheet to summarize key points from the Conduct Effective Pay Conversations training deck.
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 Manager of Compensation is responsible for maintaining and implementing the organization’s compensation programs. They are the first poin... 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.
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.
Refer to these case studies for examples of how organizations have evolved pay for performance. Refer to these case studies for examples of how organizations have evolved pay for performance. These case studies will give you examples of: How an organization took the time to drive a cultural shift for pay for performance. How an.
Case Studies: Evolve Pay for Performance
Case Study: Total Rewards
Refer to these case studies for examples of how organizations have evolved pay for performance.
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.
Total Rewards Calculator
Tools And Templates: Total Rewards
Use this tool to calculate the potential Total Rewards package for candidates.
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.
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.
Use this briefing to make the case for conducting a salary assessment to the executive team. This executive briefing consists of a high-level overview of the importance of conducting a salary assessment. This document includes: A brief summary of the benefits of conducting a salary assessment.McLean & Company insights. ... communication of.
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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