Compensation Strategy Development

Involves documenting the organization’s desired approach to compensation management. This includes defining how the compensation program should support corporate goals, categorizing jobs in groups, defining the competitive market for each group, identifying which compensation elements should pertain to each group, and determining whether compensation should be positioned at, above, or below the competitive market.

When is this service appropriate?
There is a lack of clarity and/or disagreement regarding how the compensation program should be administered, what the competitive market is, what compensation elements should be offered, appropriate positioning within the market.

Management Compensation Plan Development

Providing assistance to your organization in defining, developing, implementing, and communicating management incentive programs. Includes identification of performance measures, analysis of costs and incentive opportunities, and developing a plan description.

When is this service appropriate?
Your organization wants to improve corporate performance by relating management pay directly to measured performance, thereby aligning the interests of management with the organization.

Job Classification Plan Development

A formal process based on internal equity considerations, to slot an organization’s jobs into classifications or grades. May include use of point-factor or whole-job methodologies.

When is this service appropriate?
Jobs which are perceived to have similar internal value/worth in the organization are not compensated similarly.

For more information regarding any of the compensation services, please feel free to contact:

Cyndi Mergele, SPHR, PI
cyndi.mergele@padgett-cpa.com
Phone: (210) 828-6281
Toll Free: (800) 879-4966