Author: staceyc

Stacey Carroll is a Human Resources Professional with 20 years of HR experience including 13+ years in Human Resources Management. Additional credentials include a Master's in Business Administration and certifications in HR and Compensation.

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...

How to Get Ahead of Low Performance with a Effective Performance Management Process

Underwhelming: Sure Signs of Low Performance How do you know if an employee isn’t reaching their goals, pulling their weight or just plain getting the job done? Identifying low performance can be tricky. And, training managers to do it is often challenging since every manager has their own personality and way of relating...

Salary by Location

Why Geographic Differentials Don’t Work For years compensation professionals have used geographic differentials to make decisions about what to pay jobs in locations where they may not have salary data. The theory stands that if you don’t have data for one location, you can use data from another location and adjust it based...

Conversations that Change Employee Behavior

Conversations that Change Employee Behavior Whether it’s explaining new medical benefits or why a team isn’t getting raises, HR professionals and business owners have difficult conversations of all kinds with employees. But, probably one of the most difficult is dealing with a behavior issue. Want to tell an employee that their team...

How to Conduct a Compensation Analysis and Move Salary Ranges

How to Conduct a Compensation Analysis and Move Salary Ranges In a previous post we reviewed why performing compensation analytics can provide value to an organization. In this next post on compensation analytics, we’ll look at how it is used to review salary ranges. At many companies, the assumed answer to the question,...

How to Create an Effective Employee Compensation Policy

Writing an Employee Compensation PolicyFor legal protection and good business sense, every company should have an up-to-date employee compensation policy. What is the status on yours?An organization should not wait for dire circumstances, such as a pay inequity lawsuit, to write down or update their employee compensation policy. All organization leaders...

compensation-philosophy

compensation-philosophy

What is a compensation philosophy? How to write one

A compensation philosophy provides overall direction for how you intend to use your compensation budget. It answers how you will prioritize your compensation spend, based on a set of principles and values that are important to your business. In other words, your compensation philosophy serves as a mission statement for your compensation...

Non-Monetary Compensation

Non-Monetary Compensation and the Essentials of Developing a Total Compensation PolicyThey say cash is king, but in today’s economy employees know that there is more to the story than cash alone. Today’s job seekers and your employees have become more savvy about non-monetary compensation. And there is a good reason they...

HR Cost Cutting with a Red Circle Policy

Red Circle Policy: A Penny-Wise Choice for Your Company After you create your employee compensation policy, you may discover employees within your organization who, rather than being underpaid compared to the market, are actually overpaid. Salary faux pas like this can cost your company plenty of money. Among the many company...

Determining salary range widths by profession: How to do it

Determining Salary Range by Profession In a previous blog post we talked about the first few steps of establishing a formal compensation plan. Today’s post will be a continuation of that process. We’ll talk about how you can build your company’s salary ranges from market data.