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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.
Use the Base Pay Structure Tool to:Record the job worth hierarchy, including job points.Document market data for benchmark jobs to obtain aggregate market data.Plot benchmarked market data, display trendlines, and create preliminary pay bands.Input the average organizational base pay amount for each role.Overlay organizational base pay data onto the market graph data.
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.
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.
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.
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.
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.
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.
Competitive and fair compensation for work completed is critical for attracting and retaining talent.
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.
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.
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.
Use the Base Pay Increase and Bonus Approach Tool to:Document information from the current-state analysis.Determine the appropriate base pay increase and bonus approach objectives, by employee segment or organization-wide.Perform a cost simulating exercise to uncover budget impacts. Document the high-level implementation plan.
Base Pay Increase and Bonus Approach Tool
Tools And Templates: Total Rewards
Use the Base Pay Increase and Bonus Approach Tool to design an approach that is tailored to the organization.
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.
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.
Paid Time-Off Policy
Policies: Policies
The Paid Time Off (PTO) Policy is used as a replacement for vacation and sick leave policies. It gives employees more autonomy over when and why they take time off and allows the organization to remain competitive in the talent marketplace.
The Paid Time-Off (PTO) Policy combines traditional vacation and sick day benefits into a single offering. The purpose of the PTO Policy is to: Provide employees with some flexibility and discretion as to when they take time away from work. Detail the circumstances under which an employee's time away from work will or will not be paid.
Create an Effective Short-Term Incentive Plan
Blueprint: Total Rewards
Short-term incentive plans (STIP) are table stakes for many organizations, yet the alignment and support of key organizational objectives is often not adequately integrated into STIP design. The result is a plan that typically involves a large spend, without a tangible impact on organizational...
Clearly connect behavior and results to a STIP or risk payouts being viewed as an entitlement.
STIP Design Tool
Tools And Templates: Total Rewards
Use this tool to record a high-level plan for the STIP, experiment with STIP design, and observe impacts to estimated payouts.
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.
The Equip Managers to Have Effective Pay Conversations Handbook includes: Key concepts and definitions.McLean & Company process models.Activity templates for training exercises.
Handbook: Equip Managers to Conduct Effective Pay Conversations
Tools And Templates: Learning & Development
Use this participant handbook as a resource for participants to reference during and after the Equip Managers to Conduct Effective Pay Conversations training.
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Employee Engagement Trends Report 2024
Employee engagement insights, analysis, and benchmarking data.
