Compensation planning must be done carefully and strategically to attract and retain the best talent, especially in tight, competitive labor markets and in certain industries. Our team of compensation experts works to understand your unique needs. We can consult as you develop your own plan and direct you to our many resources, like our compensation white papers (FYIs), or we can produce the compensation plan for you.
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Our Compensation Plan Methodology
We follow a standard methodology that identifies objectives, deliverables, and specific approaches for each phase of the project:
- Total rewards strategy
- Merit increase planning
- Base compensation
- Job descriptions
- Job evaluation
- Market pricing
- Plan implementation
- Communication of the plan
This important human resources practice requires the use of timely and accurate data. We use the many resources of Employers Council, including our Regional and Industry Compensation Survey Data to help you understand the marketplace and stay competitive.
Total Rewards Strategy
A Total Rewards strategy includes compensation, benefits, work-life programs, performance management, talent or career development, and recognition. These broad categories give organizations the flexibility to create a strategy that is uniquely positioned to help them attract, motivate, and retain top talent.
Employers Council can help you:
1. Design a mix of rewards to make your organization a desirable place to work.
2. Present your total rewards program as an integrated portfolio of options to help address generational or cultural differences within an organization.
3. Regularly monitor each program so that no one benefit operates at the detriment of another, or does not provide adequate value to your employees. For example, when an organization communicates that professional development is important, but does not provide employees the necessary mentoring or feedback to develop in their current jobs – or communicate opportunities for advancement – employees may struggle to see this as a benefit.
Merit Increase Planning
Merit increase planning refers to a raise in pay based on performance. Sometimes referred to as ‘pay-per-performance,’ establishing clear metrics and reaching goals for your employees can be bolstered by the addition of merit pay. By incentivizing high-performance, you can help establish a culture of raising the bar and rising to challenges.
However, merit increases that are distributed without clear expectations can lead to frustration and a feeling of favoritism within your organization. It’s important to plan ahead of time so that employees know when merit increases are available and why they are distributed. It’s also important to budget accordingly so that you can use this tool as leverage when your organization is faced with challenging tasks or you need ways to hold on to top talent.
Employers Council can help you establish merit increase policies, communicate them clearly to your employees, and help you budget the right amount to stay competitive in a competitive industry.
Employers can revamp compensation programs to attract, incentivize, and retain top performing employees. Base compensation refers to the amount that an employee receives in exchange for their services. It does not include added compensation like bonuses, overtime pay, or benefits.
One of the simplest ways to attract top talent is to offer more money for a position than your competitors. A membership with Employers Council gives you access to salary survey data by geography and by region, so that you can make informed decisions when establishing base compensation for a position.
In addition to attracting talent, implementing consistent pay practices can help you retain that talent. Employers Council can review your pay practices to ensure you stay compliant with the nuances of state and federal laws. We can also help ensure your pay practices, incentives, and benefits keep your employees engaged and happy over time.
Clear job descriptions can help you establish the right expectations for employee performance. A well-written job description not only helps you hire the right people, it also supports and justifies decision-making and compliance requirements under laws and guidelines from legislative and regulatory bodies.
Asking why the job exists will help you determine its essential functions. A job description should then be the foundation for a job evaluation that becomes the basis for determining not only the exemption classification but also a position’s “worth.” You can then base compensation decisions on factual data, which helps you attract, recruit, and retain your employees. Job descriptions can help ensure that your company is compensating people fairly and accurately. You can learn more about crafting an effective job description here.
Employers Council can help you create job descriptions that result in hiring the right people, communicate their duties, comply with state and federal laws, and set you up for success as an organization.
Once you’ve established well-informed job descriptions, you can effectively assess performance through a job evaluation. It’s important to set up a schedule of regular job evaluations to provide feedback and professional development opportunities, as well as review performance in the context of organizational effectiveness.
Employers Council can help you carry out an effective job evaluation where you communicate expectations, review performance, and set up both your organization and an employee for success.
Employers Council can help you compare your own compensation practices to those of organizations in your market. Our survey data is updated regularly to ensure our members are provided with the information they need to make informed decisions around compensation.
Creating a plan for compensation is an important step, but implementation and adoption can determine a program’s success or failure.
Employers Council has helped employers implement pay policies and compensation plans for decades. Become a member today to access our experts and ensure that your plan is received well and leads to the outcomes you are striving for.
Communication of the plan
It’s important to ensure that you communicate your compensation plan to both new hires and experienced employees in a clear and accessible way. Establishing expectations at the front end can prevent issues that can result in employee frustration and turnover.
Employers Council can help you with your compensation plan from beginning to end.
How do you write an employee compensation plan?
Compensation plans include understanding what the marketplace is offering and establishing your salary levels or pay rates for each position in your company. On top of base pay, a plan can include things like benefits, bonuses, and additional incentives. Employers Council’s HR experts can help you understand your market and put together a compensation plan you can compete with that fits within your budget.
Should you pay employees to quit?
Incentivizing disengaged employees to quit is a recent practice introduced by Zappos, which carries both advantages and disadvantages. Read our blog post on this topic for a full breakdown of the considerations and their respective pros and cons.