• Why Increasing Pay Isn’t Always the Answer

    Header_Talking_Comp_MainSonnet Lauberth, PayScale Compensation Professional

    In my time as a Compensation Professional at PayScale, I’ve helped over 75 organizations develop a compensation strategy and structure to suit their needs and spoke with hundreds of companies about the challenges they face regarding compensation. Time and time again, the top two challenges I hear are that they don’t have a compensation structure in place and/or they have employees who feel they are underpaid.
  • It’s 2015. Why is the C-Suite Still Stiletto Siberia?

    Jade Makana, Director of Content Marketing, B2B

    Probably, you’ve heard that women make 26% less pay compared to men. What you may not know is that this is largely because men hold the vast majority of high-paying positions (executive and C-Suite), not because women make 26% less than men for the same work. In other words, it’s not just a pay gap, it’s a power gap.
  • I’ll Be There for You: What “Friends” Taught Us About Salary Negotiations

    Joleen Oerman, B2B Content Marketing Specialist, PayScale

    We’ve ‘been on a break’ from the popular television show Friends for eleven years, but the cast’s high salary and equal pay for equal work demand is relevant today. When our favorite friends walked out of Central Park and into the network’s offices in 2002, their demand for higher pay for all was as unheard of as moving from New York to Yemen. The demand turned heads in the entertainment industry. The unswayable six, huddled together as they did before every show and played hardball with the network. They were irreplaceable, so their demand was undeniable.

  • PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 2 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    PayScale’s Comp Glossary returns! Consider the comp pros at PayScale to be an extension of your team! We’ve compiled a list of fundamental compensation terms and why they’re important to know. Think of it as your comp cheat sheet – jargon you need to put you on the fast track to becoming that cool comp kid we know you can be! In Part One, we brought you Comp 101. Today, let’s step it up a bit. But don’t worry, we’re not conjugating verbs quite yet. Today’s lesson: Market Pricing.
  • What’s the Difference Between Pay Equity and Equitable Pay?

    Jessica Miller-Merrell, blogging4jobs

    Salary is a touchy subject, and it’s something that everyone - from the average employee to the well-known executive to celebrities - is curious about and treading lightly around. For those in the workforce helping to set salaries, keep employees happy and avoid lawsuits, it’s even more confusing and sensitive. Add to the mix the fact that the terms pay equity and equitable pay are thrown around in many different combinations and ways that are sometimes incorrect, often confusing and many times not helpful and you’ve got one big question mark on your hands. Today, we’ll set the record straight on what pay equity and equitable pay mean, how they relate to each other and how they’re different.

  • HR Video: The Great Salary Transparency Debate

    header_AskCompProVideoSeriesGot comp? Check out the latest video in PayScale’s new series, Ask a Comp Pro! 
    This new educational video series answers all your most burning compensation questions, for newbies and seasoned veterans alike. Today’s topic: Winning the battle for pay transparency in the workplace. Watch now!
  • How to Negotiate a Compensation Package for a New Hire

    BlogHeader7_29Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Hiring great people starts with offering them a competitive work culture and compensation package. PayScale’s 2015 Compensation Best Practices Report revealed that a top concern for companies is attracting and retaining the best talent. However, the way any human resource manager handles compensation negotiations must be carefully balanced with other factors.

  • Building Salary Ranges for Beginners, Part 2

    BlogHeader8-5-v2By Jenni Marquez, CCP, PayScale Compensation Professional

    In our never-ending quest to keep human resource and compensation managers informed and educated about compensation best practices, here is our second part in our two-part series on Building Salary Ranges for Beginners. Enjoy!

  • Building Salary Ranges for Beginners, Part 1


    By Jenni Marquez, CCP, PayScale Compensation Professional

    “What’s the typical salary range for an administrative assistant?” Talk about a loaded question! Here at PayScale, we work with a lot of companies who are trying to determine typical salary ranges for their jobs. What are the signs that your organization needs a salary range overhaul?

  • Bonuses Remain the Top Priority for Raising Compensation

    BlogHeader7_27Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Recently, I wrote about the sluggish state of the US economy and its impact on wages for the third quarter of 2015. But, I neglected to mention one thing. While companies may not be raising salaries as progressively as desired, they are turning to other means to increase the compensation for their most-deserving employees by offering bonuses.
  • Bad Blood: Taylor Swift and Apple’s Compensation Controversy

    By Tim Low, Vice President of Marketing at PayScale

    Apple wanted Taylor Swift (and other influential musicians) on board with their new streaming music service, Apple Music. Taylor wanted to get paid.

  • PayScale Gender Report Reveals Female Software Engineers Get Paid 12% Less

    Hire Female Engineers HeaderHow can companies encourage hiring more female engineers and close the gender wage gap for good?

    Every employer says they want more female engineers, but the numbers tell a different story. If you were really wanting to recruit a certain demographic, wouldn’t you start by paying them fairly?

  • Will recent pay increases for minimum wage workers affect those in higher earning brackets?

    Co-written by Mykkah Herner, PayScale Comp Specialist and Tess C.Taylor, Founder of HR Knows

    Around the nation, large corporations are taking the minimum wage issue to heart by instituting salary increases for their most underpaid workers.

    Companies like McDonald’s, Wal-Mart, Target, and TJX, the parent company of TJ Maxx and Marshalls, have announced plans to raise wages by as much as $1 or more per hour, with more raises coming for the beginning of 2016. This is good news for the millions of entry-level and minimum wage workers who typically earn just above the poverty line in many U.S. states.
  • Gender pay discrimination: The $14.3 million cost of a shattered shame ceiling

    Jade Makana, Director of Content Marketing, B2B

    Charlize Theron got another $10 million. Lily Ledbetter got $3.3 million. And even Ellen Pao, who lost her gender discrimination case, still cost Kleiner Perkins a cool $1 million. (It remains to be seen if she’ll have to pay it back.)

    When it comes to men treating women badly, the last few years has erupted in a tidal wave of women breaking their silence and speaking out. From Bill Cosby to Big Eyes, the biopic of Margaret Keane, an artist who was awarded $4 million after proving her husband took authorship credit for her paintings, women are officially shattering the shame ceiling, and the cost is both unprecedented and stupendous.

  • Money as a powerful demotivator (don’t let this happen to your employees)!

    Crystal Spraggins, SPHR

    A friend recently confided her salary to me, and I was shocked at how little she makes. I know my friend is worth a lot more, and I’m pretty sure her organization could pay more.

  • Stock options won't go the way of the Dodo Bird


    Dan Walter, Performensation

    An August 27, 2013, there was an article in the Wall Street Journal titled “Last Gasp for Stock Options?” The writer, Emily Chasan, starts the article with this sentence: “Stock options are on the verge of extinction.” Since Emily just came out and said it, I won't bury the lead either.

  • Real Pay, Realizable Pay, Pay Ratios and Reality

    Dan Walter, Performensation

    Pay ratios are the most commonly used tool when discussing the unfairness between executive pay and that of the rank and file. Recently, on the PayScale Career News blog which caters to individuals managing their careers, there was an article showing CEO-worker pay ratios at several well-known companies. Ratios like 1,034:1 (Walmart) and 0:1 (Google) are attention grabbers. The question is whether this tells all, or even a significant portion, of the real story.

  • Equity Compensation – Restricted Stock Units (RSUs), Downside Protection with a Couple Downsides

    Stickman - equity compensation - rsu
    Dan Walter, Performensation

    Last month I covered Restricted Stock Shares (RSS), today’s post covers Restricted Stock Units (RSUs). Where RSS and Stock Options are cousins, RSS and RSUs are siblings. RSS is the older sibling, with more years and experience under its belt. RSUs are the new little sister who came by surprise and often gets more attention than seems to be required. RSUs were seldom used before they shot into the spotlight following the Dotcom crash of 1999-2000. Initially, they were used to replace underwater stock options and slow the use of plan shares approved by shareholders. They provided some protection against a decrease in stock price and used somewhere between 25-50% of the shares require to provide the same value as stock options. They quickly became a major component of the equity compensation toolbox.

  • The Seven Deadly Sins of Executive Compensation

    Stickman - 7 deadly sins of exec comp
    Dan Walter, Performensation

    Most of the problems with executive compensation tend to originate within a few categories. I have attempted to summarize these and look forward to the compensation community adding their take on this topic. Look at your past mistakes and issues. Did they start with one of these seven categorical errors?

  • Equity Compensation – Restricted Stock Shares, Always a Great Tool, Sometimes

    Stickman - Equity Compensation - RSS
    Dan Walter, Performensation

    Restricted Stock Shares (RSS), often called Restricted Stock Awards (RSA) or even more simply Restricted Stock, have been used longer than any other equity compensation instrument. Companies have used variations of restricted stock for almost as long as stock has existed. While ISOs and NQSOs are “appreciation only” awards, RSSs are Full Value Awards (FVA). RSS awards are unique in that they require the issuance of real stock as of the date of the award. Restricted Stock is a confusing term since it can refer to at least three major categories of stock. 1) Stock issued prior to registration with the SEC under the 1933 Act; 2) Stock issued to affiliates of the company who are subject to Rule 144 filings; 3) Stock that must meet time and/or performance conditions before it can be freely transferred. For the sake of this post, I will only cover the last of these.


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