Compensation philosophy
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Compensation Philosophy. Performance-driven and market-referenced We value high performance and compensate employees based on their contributions to the organization’s successes We are committed to paying staff a competitive wage that correlates to performance. Compensation Philosophy.

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Compensation Philosophy

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Compensation philosophy

Compensation Philosophy

  • Performance-driven and market-referenced

    • We value high performance and compensate employees based on their contributions to the organization’s successes

    • We are committed to paying staff a competitive wage that correlates to performance


Compensation philosophy1

Compensation Philosophy

  • Benefits to the organization

    • Clear message to the organization

      • Reward high performance

        • Recognize and reward employees

      • Committed to pay competitive wages

        • Hire and retain high performing staff


Compensation philosophy applied

Compensation Philosophy Applied

  • Performance-driven and market-referenced

    • Market Analysis

      • Commitment to pay staff a competitive wage that correlates to performance

    • Salary Structure

      • Group jobs of similar internal value guided by market analysis

    • Base Increases and Lump Sum Payments

      • Performance-driven

    • Rewards and Recognition

      • Event/project specific recognition


Compensation philosophy applied1

Compensation Philosophy Applied

  • Market Study

    • We are committed to paying staff a competitive wage that correlates to performance

      • Annual process

      • Monitor market competitiveness

      • Market adjustments


Compensation philosophy applied2

Compensation Philosophy Applied

  • Salary Structure

    • Group jobs of similar internal value guided by market benchmarked jobs

      • MAIS has 13 salary ranges

      • Midpoints derived from market analysis

      • Competitive Range of Pay

        • 10% above and below the midpoint


Compensation philosophy applied3

Compensation Philosophy Applied

  • Performance-driven and market-referenced

    • Base increases and lump sum payments

      • Priority is to pay more to our high performers and those who contribute to the organization’s success

        • Accomplished by providing managers with guidelines

          • Base Increase and Lump Sum Matrix

          • Position in Range definitions


Compensation philosophy applied4

Compensation Philosophy Applied

  • Base Increase and Lump Sum matrix

    • Align pay over time to performance relative to position in range

    • Range of % increase

      • Lower paid, higher performing staff may receive higher % increase

      • Higher paid, lower performing staff may receive lower % or no increase

      • Lump sums in lieu of base increase in some cases


Compensation philosophy applied5

Compensation Philosophy Applied

  • Position in Range definitions

    • Guideline on what performance to expect from staff based on their position in range

      • Below the competitive range: typically new to the job (e.g. new hire, promotion), and/or not yet fully qualified

      • Within the competitive range: fully qualified

      • Above the competitive range: qualifications extend beyond the job and performance is exceptional and sustained at that level


Compensation philosophy applied6

Compensation Philosophy Applied

  • Rewards and Recognition

    • A program to encourage and reward work efforts and results that are exceptional and beneficial to the organization

      • Peer to Peer “Spirit of Excellence” awards

      • Manager Reward - $25 gift card

      • Director Reward - $250, $750, $1500 payments

        • projects

        • process improvements

        • production support

        • customer service

        • leadership


Compensation philosophy applied7

Compensation Philosophy Applied

  • Conversations with Staff

    • Help employees understand:

      • Compensation philosophy

      • How philosophy is applied

        • Discuss performance expectations

        • Manage expectations for base increases


Compensation philosophy2

Compensation Philosophy

  • Performance-driven and market-referenced

    • We value high performance and compensate employees based on their contributions to the organization’s successes

    • We are committed to paying staff a competitive wage that correlates to performance

    • Questions?


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