Category Archives: Compensation Planning

Employers have myriad options when it comes to designing a compensation plan, and they must consider and how it will fit into their overall strategy for recruiting and retaining employees. This group of Compensation Daily Advisor articles will provide you with how to information on managing job evaluation, interpretation of survey data, setting of rate ranges, determining individual pay rates, and much more.

Important Positions Going Unfilled? Is It Comp’s Fault?

Today, even as the economy improves and unemployment decreases, companies find themselves in the perplexing and frustrating position of being unable to fill roles with qualified individuals, despite large numbers of available applicants. Is it a simple compensation problem?

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Aging Market Data and Determining Market Consensus

Yesterday’s Advisor featured consultant Diana Neelman’s five approaches to job evaluation. Today, her colleague, Sarah Schmidt, on data aging and market consensus.

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The 5 Job Evaluation Methods: Analyzing to Price Competitively

Job evaluation is a systematic method of determining a job’s relative worth within an organization. There are five commonly used approaches, says consultant Diana Neelman. Which is best for you?

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Setting a Performance Matrix with Maximum Penetration Targets

Yesterday’s Advisor featured the first 5 of Consultant Whitney Herrington’s 7 alternatives for deciding on merit pay. Today, alternatives #6 and #7.

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The Seven Merit Allocation Strategies—Strengths and Weaknesses

There are seven basic merit allocation strategies, says Consultant Whitney Herrington. Compensation managers should be familiar with them all, including when they are appropriate (and when they are not).

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Pay for Performance Matrix with Maximum Penetration Targets

Yesterday’s Advisor featured the first 5 of Consultant Whitney Herrington’s 7 alternatives for deciding on merit pay. Today, alternatives #6 and #7.

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The Seven Merit Allocation Strategies—Strengths and Weaknesses

There are seven basic merit allocation strategies, says Consultant Whitney Herrington. Compensation managers should be familiar with them all, including when they are appropriate (and when they are not).

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What About Step-Based Pay? Good in Some Situations


"In yesterday’s Advisor, consultant John Rubino discussed why merit programs don’t work. Today, his take on variable and step-based pay systems."

John A. Rubino, who is the founder and president of Rubino Consulting Services in Pound Ridge, NY, offered his tips at a recent BLR®-sponsored webinar.

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How Attractive Are You to Potential Employees?


"If you want to attract the best employees, you must look as if you are the best company to work for. Appearance is everything. A very basic first step in managing your image is to review how you present your company, says Jasmine Rojas, BLR® legal editor."

For instance, while you may be the greatest employer, if you do not have a company website, chances are that you will appear “antiquated” and some candidates may not consider you as their top choice.  Therefore, the following are areas that you may want to explore in preparation for recruiting candidates.

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Building Your Employee Talent Pool—Best Practices


"Ironically, the high rate of unemployment does not mean that the skills, education, and experience that your company needs are readily available. Limited salary budgets don’t help."

Building a recruitment strategy that can meet the ups and downs of everyday business in a volatile economy is a tough challenge. To compound matters, you are not alone in your quest for the best employees.  Even companies that are not currently hiring are actively building their talent communities and their candidate pools in preparation for the possibility of future growth.

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