• PayScale was Featured in World at Work!

    header_InTheNewsPayScale

    The article— “4 Compensation Best Practices for Merged or Acquired Companies” written by PayScale’s Comp Pro Sonnet Lauberth, CCP—was recently published in World at Work’s Compensation Focus. Are you facing a merger or acquisition and fear the risk of losing top talent? Does the inevitable organizational shift make you nervous? Not to worry. One way to retain top talent during a merger or acquisition is to get in front of the new compensation plan. While this can be an arduous process, finalizing and communicating compensation for the new organization can go a long way to keeping your best employees from jumping ship.

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  • Myth Buster: Talking About Pay Could Incite an Employee Riot

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    PayScale


    If you aren’t talking with employees about pay, chances are they are talking to one another—creating their own story of your compensation philosophy. Not a good thing. PayScale surveyed more than 71,000 employees to study the relationship between pay and transparency.
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  • The Dark Side of Total Compensation Communication

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

    The dark side of communicating total compensation doesn’t exist at all – only the resistance of change within organizations where there is no method of delivering this information. The 2015 PayScale Compensation Best Practices Report indicated that 57 percent of employers don’t give their employees a total rewards statement, which means many employees are clueless when it comes to understanding the total value of the benefits and compensation offered to them. It’s not surprising that employees often have the misconception that they are underpaid, unappreciated, and that the competition has something better to offer—like Luke Skywalker being tempted by his father, Darth Vader, to join the dark force.

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  • Myth Buster: People Don't Leave Their Jobs Because of Pay

    Header_Myth2_MainPayScale

    Busted! In 2015, the number one reason most people left companies was compensation. The majority of respondents to the PayScale Compensation Best Practices Report cited “seeking higher pay elsewhere” as the primary reason for leaving a company. Moral of the story? Money CAN buy you love.
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  • Which Misunderstood HR Hero Are You?

    Header_HR_MainPayScale


    We know that life in HR can be hectic and you are often charged with carrying the weight of the world on your shoulders—we appreciate you! Take a break from your busy day and have a little fun. Check out our new interactive quiz to find out which misunderstood HR hero you are and see how using data can calm your HR woes.
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  • Myth Buster: The Truth About the Gender Wage Gap

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    PayScale

    Myth debunked! While a pay gap does exist, it is smaller than most people think. For women and men in identical roles, the pay gap is 2.7%. This myth originates from the fact that when all women’s jobs are compared to all men’s jobs, the pay gap widens to 74 cents on the dollar, aka 26%, but that is because more women work in lower-paying fields. Moral of the story? Forget the pay gap and focus on this jobs gap—bring more women into leadership roles and high-paying fields!

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  • Top 5 Insights from Last Year’s CBPR (plus take the new survey!)

    header_CBPR2015_MainJade Makana, Director of Content Marketing, B2B

    For those who don’t know, every year PayScale produces the Compensation Best Practices Report. This report is based on a survey administered to 100,000 human resources professionals and business executives, asking them their point of view on the biggest topics in human resources and compensation: everything from minimum wage and managing millennials, to recommending your favorite HRIS and payroll software. Last year, we got over 5,000 responses.

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  • ‘Tis the Season for Rising Health Care Costs – Managing Total Compensation Changes

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

    While everyone is out doing their holiday shopping and headed for parties, there’s an undercurrent of change coming that will affect nearly every American in 2016. Wages are up according to the most recent PayScale Wage Index findings, but these wages are going to have to be stretched even further because of rising health care costs. How will employers manage their total compensation strategy for the coming year in order to remain competitive?
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  • Seasonal Hiring Steady for 2015 Holiday Season, but is Pay Spiraling Downward?

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

    This time of year always sees an increase in hiring additional people to cover the busy holiday season, at least on a temporary basis. It can be a good time to earn a little extra cash for gifts and starting the New Year right by paying off debts. But, a recent survey indicated that while employers expect to hire a similar number of seasonal workers, the pay rates for these temporary employees may be decreasing.
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  • 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 more than 75 organizations develop a compensation strategy 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.
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  • Wages are Up, but Some Employers are Not Thrilled

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

    The PayScale Index anticipates average U.S. wage growth of 0.6 percent year over year in Q4 2015, which indicates that many regional economies are bouncing back and the job market is stronger than ever. On top of that, 29 states and the District of Columbia have minimum wages above the federal minimum wage, and many more cities are increasing wages to keep up with the cost of living. All of this should be good news for employers, but some are not exactly thrilled about it.
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  • Everyone Thinks They're Underpaid-They're Wrong

    Header_Underpaid_MainRita Patterson, Onboarding Manager, PayScale


    Your employees might not be underpaid, but they're probably under-informed.

    In the 2015 Compensation Best Practices Report PayScale found that the number one reason most people left a company was compensation. The majority of respondents cited "seeking higher pay elsewhere" as their reason for leaving.

    While there's no shame in wanting a little more cash in your pockets, an interesting trend has emerged—people are equating wanting more money with assuming they're underpaid.

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  • It’s 2016. Why is the C-Suite Still Stiletto Siberia?

    header_main_CSuiteJade 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.
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  • I’ll Be There for You: What “Friends” Taught Us About Salary Negotiations

    Header_Friends_MainJoleen 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 Perk 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.

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  • PayScale's Compensation Glossary: Part 4 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional
    Let’s review. So far, we’ve given you the cliff notes for Comp 101, Market Pricing, and Pay Structures. Today we bring you (drum-roll please), your final exam! Just kidding. There is no test, but we do have our final list of terms for you. For our 4th and final lesson, we present: Pay Concerns and Pay Raises.
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  • 2016 Compensation Budgets Looming: What Industries Support Increases?

    Header_Comp_Budget_Looming_Main Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Only a few short years ago, our nation was in economic turmoil. Organizations didn’t know where to even start creating competitive compensation offerings because of the uncertainty of things. We accurately predicted that the best thing companies could do was to hang on to their top performers and talent, pay them fairly, and use real-time salary data to gauge trends as they were happening. Now, it’s up to comp managers to up the ante with strong compensation strategies in the top growth markets.

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  • PayScale's Compensation Glossary: Part 3 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    Wow! Can you believe it that we’re half way through our 4-Part Comp Glossary bringing you closer to ‘comp’lete mastery of the compensation language?! In part 3, we bring to you: Pay Structures.

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  • Total Compensation Update: Mandatory Paid Sick Leave for Contractors

    Header_Main_SickLeave Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Last month, President Barack Obama signed an executive order granting paid sick leave to federal contractors and subcontractors. This order officially goes into effect on January 1, 2017, but companies that employ government contractors are already taking steps to better manage their total compensation programs to accommodate this requirement. What can compensation administrators expect and how can they add value to the types of salary and benefits offered to some our nation’s hardest working people?
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  • Compensation Round-Up: JLaw’s Gender Wage Gap, Transparency, and RIP Annual Raises

    Blog_Header9.29_Main Joleen Oerman, B2B Content Marketing Specialist, PayScale

    Welcome to the Compensation Roundup, where we bring to you the hottest news in comp! Sample what’s happening in compensation right now, get in the know and grab some conversation starters. This week's topics: JLaw’s Gender Wage Gap, Transparency, and RIP Annual Raises.

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  • 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.
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