The salary you make and the lifestyle you're able to live vary depending on where you live. This fun tool shows you how.Read More
The $99 million settlement resolves the wage-and-hour claims brought in 2006, as well as additional wage-and-hour claims covering a more recent time period, according to the joint announcement by Novartis and Sanford Wittels.Read More
As the economy continues experiencing growing pains, more organizations are revamping their compensation programs. Read More
Our company has a management incentive program that covers all executives. It is based on annual targets and the awards are paid annually, half in cash and half in phantom stock units. One of our senior executives is pushing to have this plan pay out quarterly, or overlay this plan with another one that pays out quarterly.
My position is that executives need to focus on long-term success, and that an incentive plan for employees at that level should pay out no more often than annually. What are your thoughts on this?
How could we develop and implement an incentive compensation plan for our not-for-profit organization? We aren’t sure it even makes sense to do this, but are mulling whether it would be more effective than paying people only with salaries. Advice?
Performance measurement and process improvement must go hand in hand for any organization intent upon creating competitive advantage.Read More
Pay fairly, equitably, and competitively to get the behaviors critical to company success.Read More
Currently our employees know only their salary and salary grade; they don’t know their compensation ratio or where they are on the salary range, nor do they know the salary ranges for their jobs. We are debating the pros and cons of making salary ranges transparent. How might doing this help/harm us in retaining and recruiting? Would it be unusual?Read More
The success or failure of such programs depends on the thought and care put into them, an expert says.Read More
What incentive plan elements do you recommend for an in-house recruiter? We are in the health care industry and want to provide incentives for the recruitment of clinical professionals, such as physicians and dentists. We are considering an incentive plan for our in-house recruiters to help achieve this goal. Is this a good idea, and, if so, what incentives should we consider offering?