Compensation Philosophy Negotiation

By |2019-02-20T14:39:44-08:00January 18th, 2019|Cases, Executive Compensation|

Challenge: A Board of Directors disagreed about whether pay levels of the executive team were appropriate. A discussion with the Board revealed that each Board member was bringing different values and expectations to the pay review process. Solution Deployed: We walked the Board through a Compensation Philosophy development process and tool that allowed the

Re-thinking Pay Entitlements

By |2019-02-20T14:40:01-08:00January 4th, 2019|Benchmarking & Pay Structure Development, Cases|

Challenge: An organization with long-tenured employees had hundreds of different job titles and were receiving significant complaints about internal equity. Solution Deployed: We conducted a complete assessment of the compensation program. As a part of this assessment, we identified necessary changes that needed to be made to the pay plan. More than $500,000 in

CEO Pay Negotiation

By |2019-02-20T14:40:09-08:00December 14th, 2018|Cases, Executive Compensation|

Challenge: After five very successful years, the CEO’s employment agreement was coming up for renewal. The CEO asked us to provide him with information that he could use during his negotiation with the owners and the Board. Solution Deployed: Rather than provide the CEO with salary information, we recommended engaging the Board in a

Competitive CEO Compensation

By |2019-02-20T14:40:18-08:00November 30th, 2018|Cases, Executive Compensation|

Challenge: With a critical business transition looming, there was concern that the CEO was at risk of leaving and that the pay package was not competitive with current market rates. Solution Deployed: We conducted a thorough analysis of base pay, short-term incentives, long-term incentives (equity equivalent) and perquisites. Target pay rates were identified based

Compensation Structure Redux

By |2019-02-20T14:40:27-08:00November 16th, 2018|Benchmarking & Pay Structure Development, Cases|

Challenge: A biotech organization requested our assistance to achieve the following goals: Review existing strategies, practices and policies related to compensation across the organization Develop a robust compensation structure that could be implemented and executed consistently for the next several years Provide guidance and recommendations for implementing recommended changes Assist in the development of

Growing Pains + Internet Salary Data

By |2019-02-20T14:45:18-08:00November 2nd, 2018|Cases, General Compensation|

Challenge: A high-tech company had grown to a point where it was no longer feasible to have one or two individuals making pay decisions for the whole organization. Some employees were bringing salary information they had researched online and were starting to ask questions about how pay decisions occurred. It was increasingly difficult to

Pay-For-Performance Model

By |2019-02-20T14:45:04-08:00October 19th, 2018|Cases, General Compensation|

Challenge: A large heavily unionized organization wanted to move to a pay-for-performance model for their non-union staff. There was concern that moving to a pay-for-performance model could result in additional unionization and resistance to change. Solution Deployed: We conducted a thorough assessment of the organization’s compensation practices and perceptions. Through a series of interviews,

Discrimination and Internal Pay Equity Challenges

By |2019-02-20T14:42:43-08:00October 5th, 2018|Cases, Pay Equity Compliance|

Challenge: A professional services client was managing their pay differently in different parts of the organization. Concerns about pay discrimination and internal equity drove the need for implementation of an organization-wide and consistently administered compensation plan. Managers were fearful of change and needed training, mentoring and communications support to help navigate the new system.

Payroll Practice Inconsistency

By |2019-02-20T14:45:33-08:00September 21st, 2018|Cases, General Compensation|

Challenge: Our client was concerned that employees were not being paid according to Human Resource (HR) policies and state and federal labor laws and regulations. Solution Deployed: We conducted a full audit of the client’s payroll practices, examining all payroll calculations, application of HR and payroll policies to actual payroll payments made, and segregation

Competitive Pay Practice + Compensation Communication

By |2019-02-20T14:43:05-08:00September 14th, 2018|Benchmarking & Pay Structure Development, Cases|

Challenge: A client had no framework in place to determine if pay practices were competitive with the market, and managers were not savvy about administering and communicating compensation. Solution Deployed: We researched available salary survey sources and recommended the best surveys for our client. We worked with managers to update job descriptions and benchmarked