compensation
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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.
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 philosophy.Customize and test the Point Factor Tool in preparation for job evaluation.Contact your account manager for information regarding facilitated workshops..
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.
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.
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.
Supporting managers with the attraction and retention of qualified employees.Establishing compensation programs that align with organizational objectives and adhere to legislative requirements.Customize these guidelines to align with your organization's pay practices..
Salary Administration Guidelines
Tools And Templates: Total Rewards
Use this template to establish salary controls in order to avoid salary pain in the future.
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. .
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..
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 team to meet the requirements of compensation programs throughout the year.
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.
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.
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.
Academy | Compensation Essentials Introduction
Video:
Academy | Compensation Essentials Introduction. academy. video.
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.
Build a Total Rewards Strategy. Solution Set. blueprint. Total Rewards. Total rewards strategy compensation strategy benefits strategy wellbeing strategy recognition strategy employee development strategy employee motivation employee preferences attracting and retaining talent total rewards strategy examples compensation and benefits 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..
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.
McLean & Company Signature
McLean & Company Signature
His role includes responsibility for all HR operations, including talent acquisition, organizational development, learning & development, compensation, benefits, succession planning, and payroll. He has worked for Frankenmuth Insurance for 16 years and has over 20 years of HR experience.
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.
