To be truly effective, compensation and reward programs must be designed to reinforce the organization’s vision, strategy and core values. They also need to be diverse and sufficient enough to capture the attention of your employees, keep them fully engaged, and ensure that leaving your organization would be a “difficult” decision.
Scope of our Compensation & Reward Services
Our Process
1. Establish
Establish a sound compensation philosophy/strategy that supports your vision and business objectives, and communicate that effectively amongst employees and other target audiences
2. Benchmark
Benchmark both “base pay” and “variable pay” (company size, location & industry)
3. Supplement
Use variable pay to “supplement”, not replace base pay or normal pay increases
3. Determine
Determine the behaviors & strategic outcomes you want to encourage and reward
3. Trigger
Use “trigger criteria” to ensure meeting baseline objectives and affordability
6. Design
Design from a “win/win” perspective
7. Align
Align rewards up, down and across the organization
8. Educate
Educate people about the program, how it works, and how everyone WINS
9. Progress reports
Provide ongoing progress reports on key measures and metrics
8. Be predictable
Be predictable, trustworthy and respectful…pay-out on time!
Success Stories
We’ve provided base salary benchmarking, salary structure development, salary administration, incentive plan design and other performance-based consulting services to numerous client organizations extending over a broad range of industries including construction, healthcare and group medical practice, financial and insurance services, pest abatement, audit and accounting services, manufacturing, government, and diverse nonprofit organizations. Samples of our work include the following:
- Assisted physician-owned regional surgical specialty group benchmark and redefine its salary structure for administrative and professional staff to improve market competitiveness. Implement new pay-for-performance program to improve cost controls and linkage of rewards to performance.
- Assisted regional pest control agency benchmark salaries, redefine salary structure, implement effective performance-based step system to ensure service recognition, internal equity and market competitiveness.
- Assisted regional government agency in assess the competitiveness of its health, welfare and retirement benefit programs through the design, administration and analysis of a custom survey instrument and process.
- Assisted multi-functional industrial services firm design and implement a complex nonqualified long-term incentive and capital accumulation plan, thereby enabling the company to attract and reward key talent in support of their business expansion initiatives.
- Assisted emerging insurance brokerage and financial services organization achieve growth and profitability objectives through the design and implementation of a group incentive plan applicable to all executives, managers and staff.
- Worked with CEO & Board of regional health plan to revise short-term and long-term executive incentive compensation programs to improve linkage with strategic plans & objectives.