• How to Pay Remote Workers

    How to Pay Employees Who Work Remotely

    In my current capacity as Director of Professional Services at PayScale, I get the privilege of working with many different companies in many different industries to build their compensation plans. One of the most interesting observations that I’ve made in the recent months is how many companies, both big and small and from all different industries - tech to manufacturing - have employees who work remotely in home offices. And, paying these employees in different locations brings up some tricky compensation questions.

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  • The Advantages of Broadbanding

    The Advantages and Disadvantages of Broadbanding

    Broadbanding is the term applied to having extremely wide salary bands, much more encompassing than with traditional salary structures. Whereas a typical salary band has a 40 percent difference in pay between its minimum and maximum, broadbanding would typically have a 100 percent difference. Most of the time, creating enormously large bands is done as a measure to support a restructuring. It combines and consolidates the number of levels or job grades. This article will discuss the advantages of broadbanding in an overall compensation strategy, as well as the disadvantages.

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  • Executive Reality – Board Meeting Prep

    Help Your CEO Prep for the Board Meeting

    By Staff Writer

    We continue with our interview series with PayScale’s CEO Mike Metzger (see Helping CEOs with Compensation Planning) by learning what he has to say on the communication between an HR team and a CEO as they do annual compensation reviews and present their plan to the board.

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  • Employee Pay for Multiple Jobs

    Pay for Employees Performing More than One Job Q&A

    If you have employees who want to work additional jobs for extra pay, you need to make sure you are paying them properly. Nonexempt employees may be owed overtime, while exempt employees generally can be paid the extra compensation without affecting their exempt status.

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  • Helping CEOs with Compensation Planning

    How to Help Your CEO with Compensation Decisions

    Our recent 2011 Compensation Practices Survey revealed some useful facts about how compensation decisions are made at companies of all sizes. We noticed that small companies consistently listed the CEO as the person most responsible for final compensation decisions. So, we decided to interview our CEO, Mike Metzger, about how he approaches and likes to be helped with compensation decisions.

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  • Performance Compensation Plans

    Creating Better Performance: Compensation Plans Behind the Scenes

    By Staff Writer

    Today we hear from Brent Egbert, an account manager at PayScale who works everyday with HR professionals who are improving their organization's compensation structure in order to save their company money and improve employee performance. Compensation Today asked Brent a few questions about what he sees happening on the front lines of compensation planning for better performance.

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  • Creating a Merit Matrix

    How to Create a Merit Matrix

    When is it time for your organization to allot its merit budget, how do you best support the decision makers? Consider creating a merit matrix. A merit matrix is a great tool that can easily summarize and boil down paragraphs of policy into a simple, quick-to-view and quick-to-use visual to produce better decisions.

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  • Compensation Planning Season

    'Tis the Season for Compensation Planning

    It’s that time of year again! No, I’m not referring to the mad rush to get Christmas presents wrapped and under the tree, although that can certainly add to our stress level. I’m referring to the time of year when HR and compensation professionals are asked to help with budgeting and compensation planning for the upcoming year.

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  • Competitive Compensation Strategy

    Q & A: Focus on Competitive Compensation Strategy

    How long has it been since you’ve reviewed your business plan? Likely you did so within the last year. How long has it been since you’ve reviewed your compensation plan? Has it been a year, two years or more? Theses two documents need to be in lock step. As your business grows and shifts its strategies, your pay strategies should shift as well.

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  • Communicating Compensation to Employees & Leadership

    Communicating Compensation Plans: How to Present Your Findings and Recommendations

    I am a stickler on communication. I think that too often our compensation programs fail not because of the merits of the program but rather the ways in which we communicate or lack communication both with leaders and employees.

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  • 4 Tips for Business Paid Time Off Plans

    Four Tips for Implementing a Paid Time Off Plan

    Paid time off plans, or PTO banks, give employees flexibility in using their paid leave and are generally easy to implement. Use these guidelines to determine if a PTO business plan is right for your organization and find out four tips for putting a PTO plan to work for you.

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  • Unique Employee Reward Systems & Motivation

    Incentive Pay & Employee Motivation: Create an Experience

    More and more companies are using incentive pay to reward their employees. It is easily linked to pay-for-performance and as one-time events, the costs are contained; making them attractive compared to merit increases that perpetuate expenses into the future. Sometimes during this economic recovery, the amounts of money to spend are, shall we be polite and say, modest? You want to reward performance that stands out, and yet the bucks just are not there to be shared. What can you do?

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  • Pay Incentive Programs

    Incentive Pay and Cautions for Non-Exempt Employees

    Above and beyond base pay is the option of incentive pay. The critical point to make about any plan for a pay incentive program is to watch your messaging. Your communication should focus on the notion that incentive pay is for results above and beyond normal expectations. You want to avoid any one thinking their incentive pay is an entitlement. Look what that thinking has done in the financial industry.

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  • Refining Employee Compensation Plans

    Refining Employee Compensation Plans

    Employers and HR professionals alike put a lot of time, research, and energy into developing a strong and attractive employee compensation plan. Stacking benefits like profit–sharing and team-based pay onto basic compensation is commonly done, then that approach is reviewed, researched, and refined over time.

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  • Pay-for-Performance Plans Make a Comeback

    Back to Normal: Review Your Pay-for-Peformance Plan Now

    Thinking about merit increases again for the first time in a very long time?

    The evening news reports that the economic recovery is shaky, with steps forward and steps back, but some companies are doing well again. If the annual pay-for-performance plan at your work was put on hold, but you can now consider starting it up again, here are some back-to-basics steps to follow.

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  • Company-Wide Incentive Programs: Q&A

    Designing Bonus Plans That Cut Business Costs

    What are some smart approaches to designing company-wide incentive programs? Bonus incentives are powerful tools and can both create success or wreak havoc. Careful planning is key. HR expert Stacey Carroll, director of customer service and marketing at PayScale, recently addressed the following questions during a webinar titled Aligning Your Compensation Strategy with Business Priorities:
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  • How Do I Design a Compensation Plan?

    How Do I Design a Compensation Plan That’s Customized to My Organization?

    In a previous post "Customize Your Compensation Plan for Your Organization," we shared the first three of six tips from HR expert Stacey Carroll, MBA, SPHR, on how to design a custom compensation plan so that your organization stays lean and competitive. Here are the final three tips, as explained by Ms. Carroll, which deal with merit increases, budgeting and compensation plan design.

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  • Customize Your Compensation Plan for Your Organization

    Help Your Company Stay Afloat: Customize Your Compensation Plan

    In an era of small budgets and stiff competition how can you, the HR professional, help make sure that your company is thriving, ten and twenty years from now? You need to get very specific and very strategic about your compensation decisions. You can’t just take a cookie cutter approach to your compensation strategy. If you want to beat your competition in business, you need to be different than your competition in your compensation plan. And the best way to do that is to customize your compensation plan to fit your organization.

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  • Developing a Competitive Compensation Strategy

    Strategic Compensation and Your Position in the Market

    Smart HR leaders regularly ask themselves a key question when planning a human resources compensation strategy, “Have we positioned ourselves well relative to the market?” In order to answer this question, you must first know how competitive you want and need your compensation plan to be. Then, you can build pay ranges in alignment with your competitive compensation strategy.
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  • Integrating General Business Strategy with Compensation

    Decided, Defined, Done: Why You Need a Business and Compensation Strategy Right Now

    I have written lately about the importance of integrating general business strategy with compensation. The fact is that your business strategy is likely more clearly defined right now than your compensation strategy. You might not even have a compensation strategy at all. Do you know where you want to be in the market as an employer, compared to your competition? Are you hiring in a range that you can afford long-term?
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