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  • Use Data When Setting Raises, But Don't Stop There

    How the PayScale Index Fits Into Raise Planning

    Some high level strategic thinking and data gathering must happen before raises can be given out. From following inflation and local market rate shifts, to considering business goals and budget constraints, HR professionals must be extra hard working and efficient with their time to pull off smart merit increases. How can all of the information gathering be simplified? When do you have enough input to make a smart decision?

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  • A Way Around the Pay Gap?

    Should You Tell Your Applicants About Your Pay Ranges?

    Being interviewed for a documentary on the gender pay gap inspired one woman to construct legislation designed to eliminate it. Blogger Katie Donovan has proposed the Salary Disclosure to Promote Equality Act with the aim of leveling the playing field for employers and employees in the salary negotiation  process. What does that legislation say and how could it affect employers?

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  • In the Talent Wars, Compensation Matters. So Does Communication.

    Real Life Lessons From VerticalResponse

    By Tim Low, PayScale.com

    The PayScale Talent Wars event series hit San Francisco last week. Among other speakers, Kate Aughenbaugh, Director of HR at VerticalResponse, a Bay Area marketing and social media platform company, spoke about her experiences working with PayScale to implement a compensation strategy. 

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  • Managing Employee Pay with Ranges

    Options For Handling Outliers

    By Mykkah Herner, MA, CCP, Compensation Consultant at PayScale

    You've just finished benchmarking all your jobs. You’ve established some ranges for your positions. Maybe you even have a structure, with grades, to which you’ve assigned each position. You’re ahead of the game, with most of your work is behind you, right? Well, yes and no. Inevitably some employees will fall below your range, and some may fall above. Now it's time to manage employee pay based on the ranges you’ve developed.

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  • The PayScale Index: Which Jobs Do Best?

    Is Your Job One of the Winners?

    By Tripp Ritter, PayScale

    Earlier this week, we saw that The PayScale Index revealed major differences in wage growth among metros. Hold on to your hats, because the differences in wage growth among jobs is even more stark. The leading job's wages raced ahead nearly 10% since 2006. The last place job did so poorly that it has lower wages than in 2006! You can find all the details in the The PayScale Index, but we also have an infographic showing the top and bottom three. Find out how your job fared in the past few years.
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  • The PayScale Index: Which Cities Do Best?

    Where are People Making More Money?

    By Tripp Ritter, PayScale

    The economy, on the whole, is on the way up. If that doesn't ring true, it could be where you live. There are significant differences in wage growth between major metros. The PayScale Index breaks the differences down for you. Is your metro a leader or is it a lagard? Find out now.
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  • The PayScale Index: Wages Finally Climb Back

    The Economy Really is Recovering

    By Tripp Ritter, PayScale

    PayScale’s data on the economy can get pretty specific. With tens of millions of data points on jobs, we often drill deep down to see what is happening in a particular industry or in a particular city. Other times, we take a look at the economy as a whole. When we want to look at what is happening in the economy at all levels, we turn to The PayScale Index.

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  • How to Handle Prospective Employees with Tattoos?

    Set Your Tattoo Policy with Care

    By Tripp Ritter, PayScale

    Here's a problem HR managers didn't face in the good old days. What to do about prospective employees who have facial piercings or visible tattoos? Is it any different for existing employees? The questions matter for more and more employers. A surprising number of potential hires are tattooed, and its not just the kids. According to the Pew Research Center, four of ten 26 to 40 year olds have at least one tattoo.  

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  • Round Nonexempt Hours Correctly

    Work-Time Calculations: Rules on Rounding Hours Q&A

    “Rounding” is generally accepted under the FLSA, but only as long as the rounding practices “average out” and nonexempt employees are paid properly for hours worked. Find out how to implement this practice in your workplace.

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  • Building a Better Incentive Plan

    Blending the World at Work and Brad Hams Approaches

    By Mykkah Herner, PayScale.com

    Last month, I read and reviewed Brad Hams’ Ownership Thinking, and promised to write more on his sense of having the right incentives. While I thought he has some useful suggestions, I found his incentive plan to be both too prescriptive and too detailed.

    Ultimately, I find that World at Work, the experts in the compensation field, explain incentives best. So, rather than spend a lot of time on a plan that can use a little more cohesion and a little more variability, I’ll focus on World at Work’s explanation of incentive plans, and weave in some gems from Hams. World at Work focuses on three stages: pre-design, design, and implementation.

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  • PayScale and Cornerstone on Demand Reveal Talent War Secrets in Four Cities

    Need to Retain Talent? Learn from the Pros

    By Tim Low, PayScale.com

    You probably just know us from the Web, but there are, in fact, real live humans here at PayScale, and we're coming to a town near you.

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  • Are Traditional Compensation Surveys Right for Your Business?

    Age is Wonderful for Wine, but Deadly for Data.

    By Tripp Ritter, PayScale.com

    Many compensation data providers offer well-constructed data products based on reliable data. . .that just happens to be months old. PayScale believes this aged data is not what today's decision-makers need, which is why we came up with a more timely way to collect and organize compensation data.

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  • Setting Merit Budgets This Year

    Is Three Percent the Right Merit Budget for Your Organization?

    By Stacey Carroll, PayScale.com

    I get the phone call a lot. It goes something like this, “Stacey, my CFO wants to know what the average increase other companies are giving this year so we can determine our merit budget. Can you tell me?”. I can. The short answer is from everything I’ve seen and read recently, most organizations are planning on giving anywhere between a two to three and a half percent increase in 2012. But, the better way to answer the question is: “Why is ‘what everyone else is doing’ our approach to compensation”? In reality, what your organization should pay as a merit increase for 2012 is going to depend on many factors – but here are just three.

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  • California Laws on Compensation

    Compensation Issues in California

    By Beverly N. Dance, MBA, SPHR-CA, CCP, CEBS, dance@mba.berkeley.edu

    I love my home state of California, but when it comes to pay and human resources issues, there is a reason California is the one and only of the 50 states that has its own separate certification exam above and beyond the national Professional Human Resources, PHR and Senior Professional Human Resources, SPHR. If you have employees in California or are considering bringing jobs to this state (PLEASE DO) here are a few new details you should know due to AB 469. (No need to mention to your employees that the legislation is called the Wage Theft Prevention Act of 2011.)

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  • Bigger and Better Raises in 2012

    2012 Trends in Compensation and the PayScale Compensation Best Practices Report

    By Tim Low, PayScale.com

    Today we released the PayScale 2012 Compensation Best Practices Report. The report is a result of our end of year study on the compensation practices of small, medium and large companies. We also asked some questions about the changing world of work, the use of social media at work and for work, as well as some additional questions on technology use in HR.

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  • Do Not Talk Pay with Your Competitors

    Why It’s Dangerous to Pay Like “The Guy Across Town”

    By Melissa Quade, CCP, PayScale.com

    I hear this from my clients all the time:

    “I just want to know what MY COMPETITOR 1 and MY COMPETITOR 2 are paying, so I can pay 5% higher.”

    “Can you make sure that I only get data from ALL OF MY COMPETITORS in this report?”

    “Why can’t I see which companies pay what in this report?”

    The short answer is: collusion. It’s a big no-no.

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  • The Pros and Cons of "Ownership Thinking"

    Ownership Thinking: Can It Help Your Business?

    There’s been some buzz in business circles about Brad Hams’ Ownership Thinking: How to End Entitlement and Create a Culture of Accountability, Purpose, and Profit. This weekend I sat down to see what the fuss was about, and found some interesting and some not so interesting points in his work.

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  • HR Funnies: Compensation Consultant Shares Insights

    Need a Laugh? Check Out Our Comp Consultant's Job Review

    By Bridget Quigg, PayScale.com

    What is it really like to work in compensation consulting? Our very own PayScale compensation consultant, Melissa Quade, decided to share her thoughts about her job through photos.

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  • NYC Salaries at Fashion Week

    Gisele Tops Earnings at Fashion Week NYC

    By Bridget Quigg, PayScale.com

    As if Gisele's recent comments on the New England Patriot's football skills didn't draw her enough media attention, now one of the biggest weeks in her industry has arrived, Fashion Week New York. We may soon enjoy more of her colorful comments and glossy photos in the news when this glitzy gathering begins tomorrow. PayScale decided to look beyond the glamour with our worker-centric infographic, "Salaries on the Scene at Fashion Week."

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  • Be Careful with Unpaid Summer Interns

    FLSA Series Part 4: Interns or Apprenticeships

    This is the fourth of a series of articles explaining the complicated Fair Labor Standards Act, FLSA, or the Wage and Hour Law. January and February are often when organizations are deciding if they can bring on summer interns. Many organizations would like to do this, but not all can afford to create opportunities for work of limited duration. What may motivate you to develop an intern program is that you may be able to pay your intern less than minimum wage under certain circumstances.

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