Pay Equity Regulations Prompt Action and Close the Gap

By |2019-04-15T10:56:37-08:00April 15th, 2019|Cases, Pay Equity Compliance|

Challenge: Our client was interested in achieving and maintaining gender pay equity among their workforce.   Solution Deployed: We know that base pay often is a root cause of total compensation pay gaps, so we began by reviewing current pay practices and organizational structures. We then gathered all relevant data and were able to complete a thorough analysis that included looking beyond performance ratings:  at other factors that are less prone

Sales Incentives Require Critical Update

By |2019-04-04T19:25:07-08:00April 4th, 2019|Cases, Sales Compensation Design|

Sales Incentives Require Critical Update Challenge: Our client had been purchased by a venture capital firm and was facing a merger. Existing sales incentive plans needed refreshing as retention of the sales force was critical. Current incentive plans were complicated to understand and needed to be streamlined and simplified. It was also necessary to

Aerospace Company Long-Term Incentive Design

By |2019-04-02T16:31:50-08:00April 2nd, 2019|Cases, Executive Compensation, Short & Long Term Incentive Plan Design|

Creation of LTI: Aerospace Company Challenge:  Our client needed to redesign their current long-term incentive plans to better promote and foster alignment of long-term financial interests between management and shareholders . They wanted to sunset their existing plans and have one simplified, easy to understand plan. They wanted the new plan to incent long-term growth and teamwork, and be directly related to key business metrics.    It was important to them to promote a team environment for decision making, showcase leadership in technology

Privately Owned Company Long-Term Incentive Design

By |2019-04-03T13:24:13-08:00April 2nd, 2019|Cases, Executive Compensation, Short & Long Term Incentive Plan Design|

Creation of Long-Term Incentive: Privately Owned Company Challenge:  Our client needed to develop an affordable, long-term incentive plan that would serve as a robust retention tool.  Our client engaged us to redesign their long-term incentive plan to be affordable and aligned with the growth of the business, without reducing participation or reducing incentive opportunity for participants.  Solution Deployed:  Our team conducted a thorough review of the existing compensation package, conducted interviews with

Compensation Philosophy Negotiation

By |2019-02-20T14:39:44-08:00January 18th, 2019|Cases, Executive Compensation|

Challenge: A Board of Directors disagreed about whether pay levels of the executive team were appropriate. A discussion with the Board revealed that each Board member was bringing different values and expectations to the pay review process. Solution Deployed: We walked the Board through a Compensation Philosophy development process and tool that allowed the

Re-thinking Pay Entitlements

By |2019-02-20T14:40:01-08:00January 4th, 2019|Benchmarking & Pay Structure Development, Cases|

Challenge: An organization with long-tenured employees had hundreds of different job titles and were receiving significant complaints about internal equity. Solution Deployed: We conducted a complete assessment of the compensation program. As a part of this assessment, we identified necessary changes that needed to be made to the pay plan. More than $500,000 in

CEO Pay Negotiation

By |2019-02-20T14:40:09-08:00December 14th, 2018|Cases, Executive Compensation|

Challenge: After five very successful years, the CEO’s employment agreement was coming up for renewal. The CEO asked us to provide him with information that he could use during his negotiation with the owners and the Board. Solution Deployed: Rather than provide the CEO with salary information, we recommended engaging the Board in a

Competitive CEO Compensation

By |2019-02-20T14:40:18-08:00November 30th, 2018|Cases, Executive Compensation|

Challenge: With a critical business transition looming, there was concern that the CEO was at risk of leaving and that the pay package was not competitive with current market rates. Solution Deployed: We conducted a thorough analysis of base pay, short-term incentives, long-term incentives (equity equivalent) and perquisites. Target pay rates were identified based

Compensation Structure Redux

By |2019-02-20T14:40:27-08:00November 16th, 2018|Benchmarking & Pay Structure Development, Cases|

Challenge: A biotech organization requested our assistance to achieve the following goals: Review existing strategies, practices and policies related to compensation across the organization Develop a robust compensation structure that could be implemented and executed consistently for the next several years Provide guidance and recommendations for implementing recommended changes Assist in the development of

Growing Pains + Internet Salary Data

By |2019-02-20T14:45:18-08:00November 2nd, 2018|Cases, General Compensation|

Challenge: A high-tech company had grown to a point where it was no longer feasible to have one or two individuals making pay decisions for the whole organization. Some employees were bringing salary information they had researched online and were starting to ask questions about how pay decisions occurred. It was increasingly difficult to