• Three Cool Tech Jobs That Didn't Exist 15 Years Ago

    The New Jobs Employees Want

    When we were kids, our teachers told us that the jobs we'd have as adults didn't even exist yet. We of course they assumed they were referring to "Astronaut Princess" or "Professional Pony Namer." Unfortunately, those jobs haven't materialized. But some of the ones that have appeared instead are pretty cool -- plus, they pay well.

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  • Keeping Hold of The Top Employees Is Getting Harder

    More Top Performers Plan to Leave

    A recently released research study from Aflac reveals that not only are nearly half of employees looking for greener pastures, but that top performers are the ones most likely to be looking. This further reinforces the employer concerns about retention that PayScale identified in the 2012 Compensation Best Practices Report.

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  • Infographic: The Employers That Do and Don't Like Social Media

    Social Media Policies Vary Dramatically

    Social media is growing like gangbusters and companies are trying to figure out what to do about it. Which industries are leaders and which are laggards? The latest PayScale Infographic, based on data from the 2012 Compensation Best Practices Report names names.

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  • Poll: Your Opinion On The Paycheck Fairness Act

    Pros and Cons of the Paycheck Fairness Act

    As you may know, the Paycheck Fairness Act recently failed to progress to a vote in the Senate. This legislation could have greatly impacted both employees and employers. It is intended to update the Fair Labor Standards Act of 1938, and by extension the Equal Pay Act of 1963, by limiting acceptable reasons for differences in pay, increasing penalties for failing to meet standards, reducing small business exemptions and barring retaliation for the disclosure of salary information. Perhaps because of its potential to change so much, it is highly controversial.

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  • Performance Reviews: From Pain To Gain

    Getting Performance Reviews Right

    Performance Reviews: From Pain to Gain

    Does anyone love performance reviews? They can cause anxiety for both the employee under review and the reviewer. PayScale compensation consultant Mykkah Herner argues that it doesn't have to be this way. Performance reviews can and should be a means to empower business, not a painful box-checking exercise.

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  • The Top Three Reasons to Create Pay Grades

    What Pay Grades Can Do For Your Organization

    By Stacey Carroll, PayScale.com

    We talk about pay grades all the time here at PayScale, but not everyone understands why they are so important. So, without further ado, here are our top three reasons to adopt pay grades.

    3.      Easier to Administer Than Individual Ranges

    While this is not the primary reason for developing pay ranges, it is important. In job-based ranges, each job has a different pay range.  In some cases, the difference in one range and another may be quite small, even insignificant. 

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  • What's Happening in HR

    Compensation Today's News Round-up

    Welcome to our news round for late May. As you catch up after the long weekend, we wanted to give you the HR and business news you may have missed.

    Maternity Leave Poll Results Are Here!

    The results of Compensation Today's first poll are in. A few weeks ago, in "Poll: What is Your Company's Maternity Leave Policy," we asked readers to tell about their company's maternity leave policies. A little over 250 of you let us know. The results can be found below. Most provide the statutory requirement of 12 weeks of unpaid leave, but a fifth are now providing paid leave.

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  • PTSD: Challenging, But Manageable

    It's Easier Than You Might Think

    A movement has started to inform employers that the dangers and frequency of post-traumatic stress disorder (PTSD) are often overstated. According to researcher Dr. Harry Croft, medical director at the San Antonio Psychiatric Research Center, whose views on hiring veterans were covered in an earlier post “The Right Reason to Hire Veterans,” "Not only are the rates and severity of PTSD  lower than many assume but, when understood, the impact of PTSD in the workplace can be managed."

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  • In Comp Data, Fresh is Good, Stale is Bad

    MarketMatch Goes Farther

    By Tim Low, VP of Marketing, PayScale.com

    Today, PayScale releases an update to our MarketMatch algorithm. We do these regularly to provide our customers access to the latest and greatest information on the market and the state of compensation at any given moment. We don't believe in 15 month old surveys 'aged' and massaged into categories and slices that might not be relevant to your business today. We believe in real data from the recent past, like the past few days. So, while we don't always talk about changes to MarketMatch in great detail, today I thought it would be good to share with you some of the things that are new and fresh.

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  • It's More Than Just the Pay

    Retention Requires Communication

    Some stories make you cringe. For those of us who think about human resources every day, this post by Paul Spiegelman may be one of them. In the article, he talks about losing one of his top performers and the lessons he learned from the experience. Like many employers before him, he relearns the painful truth that retention matters as much as recruitment.

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  • Poll: What Is Your Company's Maternity Leave Policy?

    Paid Leave Makes A Difference

    Do you want to make sure your pregnant employees remain loyal employees and stay at work long after they give birth? If so, you might be wise to focus on whether or not any leave you provide is paid, according to a new research study. Researchers from Bryn Mawr College and Rutgers University found that women who take paid maternity leave are more likely to still be working a year after they give birth than those who take no leave at all.

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  • The Right Reason to Hire Veterans

    Do Them and Your Business A Favor

    A former Army psychiatrist thinks companies often hire veterans for the wrong reasons, leading to bad results for both the businesses and the veterans. Dr. Harry Croft, co-author of Always Sit With My Back to The Wall and a former Army psychiatrist who has been working with veterans since 1973, argues that the best reason to hire veterans is for their skills.

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  • What’s the Difference Between Performance & Proficiency?

    Just Rewards For Your Employees

    Here at PayScale, we often talk about compensation philosophies answering 3 main questions:

    • How do you define your market?
    • How competitive do you want to be relative to the market?
    • What do you want to reward?

    In working with clients, I find they know the answers to the first two questions within a heartbeat. The third question, however, often leads them to stumble and to look to me for guidance. What are the options? What should we reward? At that point, I have to dig in deeper to their organization.

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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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