salary
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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.
Develop a pay transparency strategy that suits your organization and draft a communications plan that aligns to your strategic objectives. Use the Pay Transparency and Communications Plan to:Document current and desired transparency states.Evaluate organizational factors to help you assess your organization's desired versus current pay.
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.
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.
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.
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.
Salary Administration Guidelines
Tools And Templates: Total Rewards
Use this template to establish salary controls in order to avoid salary pain in the future.
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.
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.
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.
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.
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.
...ierarchy.Document current market ranges for all benchmark positions in alignment with up-to-date market positioning strategies.Update the minimum, midpoint, and maximum of each pay band under review.Input organizational data to identify potential inequities, analyze justifiable differences, and identify salary issues which need to be addressed.
Salary Assessment Tool
Tools And Templates: Total Rewards
Use this tool to conduct a salary assessment at your organization.
Blueprint Overview: Conduct a Salary Assessment
Video: Total Rewards
Prevent and address inequities before they transform into bigger problems.
Case Studies: Conduct a Salary Structure Assessment
Case Study: Total Rewards
Refer to these case studies for examples of how organizations have undergone a salary assessment.
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.
Design a Purposeful Pay for Performance Program
Blueprint: Total Rewards
Use this research to build an intentional pay for performance program that meaningfully links organizational results to rewards and increases employee productivity, retention, motivation, and engagement.
Effectively link pay and performance to drive measurable organizational impact.
Use this briefing to make the case for designing a pay for performance program to the executive team. This executive briefing consists of a high-level overview of the importance of a purposeful pay for performance program. This document includes: A brief summary of the benefits of developing a pay for performance program.McLean & Company.
Design a Purposeful Pay for Performance Program Executive Briefing
Note: Total Rewards
Use this briefing to make the case for designing a pay for performance program to the executive team.
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.
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.
Use this Learning in Action sheet to summarize key points from the Conduct Effective Pay Conversations training deck. Equip managers to hold successful pay conversations with their employees. Use this Learning in Action sheet to summarize key points from the Conduct Effective Pay Conversations training deck.
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.
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.
