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New Compensation Metrics – A 2017 Resolution

The compensation profession suffers from a severe lack of effective metrics.  To be frank, the typical measures used in describing compensation program success really have nothing to do with success.  This year, try something that makes more sense — focus on metrics that actually tell you if your compensation program is achieving its mission. Traditional […]

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2016 Resolution #8 – Ensure Base Pay is Predictable

Resolution #8 – Examine your base pay program from the perspective of employees, and ask yourself whether they can “predict” changes to their pay. For the vast majority of jobs, hourly wages or annual salaries make up most of total cash compensation.  While incentive compensation may be a motivator for some, base pay pays the […]

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2016 Resolution #4 – Reconsider Your Minimum Wage

Resolution #4 – Reconsider your organization’s “minimum wage” in light of all of the costs associated with being cheap The December 14, 2015 issue of Crain’s Detroit Business featured a series of insightful articles on the problem of Alices written by Lindsay VanHulle.  No, not employees named Alice, but ALICE, an acronym for “asset-limited, income-constrained, but […]

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Compensation Models, Algorithms and Projections, Oh My!

In preparation for our “2016 Compensation Resolutions #3” post on the need to rely on internal equity planning over the vagaries of using market data in establishing compensation programs, I realized that my “preface” was over 1,600 words, and that my social media manager was going to have a stroke.  That led to three posts […]

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