detailed menu of services
Market Pricing Your Jobs
Using my salary survey library, I conduct market pricing and provide competitive pay data for your jobs. I can review single positions or every unique position in your organization. My surveys are scientifically validated and are respected sources in the compensation industry. I use specific data cuts based on geography, industry and organization size to ensure compensation data aligns with similarly situated organizations that you may compete with for talent. Data cut options are reviewed with clients and agreed upon before I begin market pricing.
Creating Grade Structures
If your organization has more than 20 unique positions, I recommend you begin to group jobs into a grade structure. A grade structure has multiple grades, each with a minimum, midpoint and maximum rate. Each job is assigned to a grade, and each grade may have different jobs assigned to it. Different jobs might be assigned to the same grade if they are paid in a similar way in the marketplace and if internally your organization considers them to be "peer" level jobs. Grade structures help organize your jobs and pay in a way that's easy to understand and administer as your organization grows.
Crafting Your Compensation Philosophy
I will partner with you to craft a compensation philosophy which will serve as the foundation of your compensation program. A compensation philosophy explains how an organization intends to pay its employees. It reflects your unique organizational values and mission. It may describe how you pay compared to the external market as well as how you handle internal equity. It may outline how often your organization intends to check the external market for competitiveness. It may include broad information regarding annual pay increases, incentives and benefits.
Advising On and Documenting Pay Practices
I will document your pay practices and/or support needs to create or edit current practices. I understand industry best practices, but also consider your organization's unique needs, opportunities and limitations. Documenting pay practices helps employees understand how their pay is determined and builds trust through transparency. All organizations are not ready for 100% transparency, so I will work with you to ensure your organization's desired level of transparency is appropriately reflected in all pay policy documentation.
Creating Communication Tools
Communicating your pay program is paramount to ensure leaders and employees understand how pay is determined, build trust and support consistency in pay administration. I will work with you to craft a compensation toolkit which can include a calendar for when to send communications, email templates, FAQs, and the foundational "what, when and why" of your pay program. If you are making significant changes, change management communications tools can be created to support transitions.
Partnering on Strategic Planning
Whether you need market pricing or a complete menu of deliverables, I will support you with thought partnership and strategic planning. Often times the most difficult part of reviewing compensation is figuring out what to do next with the information and data. If you have limited budgets, how do you prioritize changes? What changes might bring added risk, and what might have the best return on your investment? I can use the external market data in coordination with your organization's internal metrics (turnover trends, vacancy rates, time to fill position trends, etc.) to support strategic decision making. I always ensure your compensation strategy aligns with your short- and long-term business strategies.
Other Services
In addition to the menu listed here, I can help with ad hoc compensation projects, job leveling guides, FLSA reviews, job description reviews, leadership and/or HR training, staff analysis, business case development, annual pay cycles, incentives and more. Just reach out with your needs and I can assess if the expertise is in my wheelhouse or refer you to someone in my network who can help!