Incentive and Compensation Plan Design

How to align compensation plan design with values and priorities

The path to innovation and growth starts right here.

Compensation Plan Design

Incentive and Compensation Plans that align employee performance with organizational goals.

JER HR Group sales incentive and compensation plan designs:

  • Align your compensation strategy with your company’s culture and values.
  • Ensure your pay practices comply with federal, state, and local laws and regulations.
  • Attract and retain staff with the skills and experience necessary to fulfill your mission and maintain effective operations.
  • Motivate teams to be highly engaged and productive, reducing performance slumps.
  • Reward top-performing executives and teams with incentive and compensation plans that work.

Customized Sales Incentive
and Compensation Planning

Compensation plans that deliver
results for your organization


What Clients Clients Say

Delivering strong compensation plan designs that add value every day

All of our employees who attended both training sessions that you presented gave very positive feedback. As I attended the Tuesday session, I can add my own positive feedback. We are very pleased with the training our employees received & intend to schedule more training as soon as we are able. Thanks so much!
LINDA MULFORD | Human Resource Department Manager, AMCASE
JER HR Group has been extremely helpful – and responsive – in working with us and helping us structure many pieces of our overall package in ways that are both innovative and responsive to the changing work environment we are faced with.
BOB VETERE | President & CEO, American Pet Products Association
David has been a trusted advisor to our organization, especially in the area of new information and techniques to improve our efficiency and performance in human resource management. Also, the seminars that are designed and delivered by JER HR Group are concise and to the point with excellent references and support. I highly recommend David and JER HR Group to those seeking advice and counsel for their HR needs.
NANCY MCNEILL | Executive Vice President, Baptist Children's Homes of NORTH CAROLINA
Thank you and your team for assisting us in our transition between Human Resource Managers. Your support of many departmental projects and regulatory timetables kept us on track during a difficult period of personnel change. Your search team was efficient and informative. They coordinated an effective search process and helped us land a highly skilled and motivated team member. I highly
recommend JER HR Group for outsourcing human resource functions.
M. HAGER RAND | President, Coca-Cola
The handbook looks great and I’m very happy that it was done so promptly. I look forward to working with you again.
Let me take this opportunity to express my appreciation to JER HR Group for the high-quality services that you have provided to- and for-the employees of Davidson County. Hopefully, you, and our county, will be able to see the fruits of your labor for many years to come.
JIM TYSINGER | Director of Human Resources, Davidson County Government
We have always been pleased with the knowledge of the JER HR Group team, the attentive service, and their mindfulness to the details. In addition, I have found JER to be an excellent thought partner in terms of HR strategy.
RALPH STEFANO | Vice President & Chief Operating Officer, Edna McConnell Clark FOUNDATION
In all of our project engagements with JER HR Group, they have been highly successful, and have saved our company a tremendous amount of time and resources in getting HR projects implemented. From key consultative projects such as the design of a compensation structure and our annual affirmative action plan to key position retained searches, they have demonstrated a high level of experience, support, professionalism, and commitment to ensuring our projects are completed on time and executed accurately.
BERNADETTE P. YOUNG | Director of Human Resources, Ennis-Flint
Words to describe our experience: Professional, Engaged, Invested. Not only were the JER HR Group consultants and coaches top notch, they often included other colleagues to enrich the experience for all involved. Services are rendered in a manner that feels much like the firm takes ownership of the program as if its success was their own. The consultants have exceeded expectations and continue to demonstrate a firm commitment to the success of our participants.
CONNIE HAMMOND | Human Resource Director, City of Greensboro
The level of professionalism and flexibility transformed a stressful situation into a somewhat painless process. The most difficult thing we had to do was to decide which of the many qualified candidates we would offer the jobs.
SUSAN MCLAWHORN, Habitat for Humanity, Greensboro
The US Fund for UNICEF has benefitted tremendously by consultation from JER HR Group on executive compensation issues over the past several years. Their expertise is first class. They are excellent partners who speak our language and deeply understand the unique non-profit landscape. I highly recommend Jim Rocco & Larry Beers without reservation.
WILLIAM SHERWOOD | VP Human Resources & Administration, Unicef
My first contact left a lasting impression, along with the other encounters we have experienced along our HR journey. The promptness, professionalism, knowledge, and rapport met our needs perfectly. The JER HR team has been remarkable in assisting us with staying in compliance with HR decisions.
TRACI HAMILTON | Director of Business Development, WorkForce Unlimited LLC

35+ Years

Compensation Consulting Experience Nonprofit, Corporate & Public Sectors


U.S. Clients in
over 35 States


Consultants with average experience
of 20+ years

Compensation Plan Design

Mapping Change: Compensation Plan Design & Monitoring

JER HR Group is a nationally recognized and awarded consulting leader in compensation plan design.

Compensation plan design services include:

  • Plan Structure, Design and Development
  • Creating Pay Grade and Salary Range Matrix
  • Competency Models
  • Pay Equity Analysis
  • Career Path Models
  • FLSA Review

Salary Structure

It is no surprise that your salary structure typically forms the basis of compensation, especially base pay. Most organizations position their salary structure tied to market pricing, or a market-based survey.

It is typical for organizations to establish salary ranges representing the span of pay opportunities available for each job grade. This should be reflective of the market target established in the compensation philosophy statement.

Incentive and Compensation Plans
Incentive and Compensation Planning

Career Pathing

JER HR Group integrates career growth into compensation studies and strategic compensation plans. Career Pathing is the process used to structure, within an organization, an employee’s career development path.

Career pathing studies involve understanding the knowledge, skills, and experience required to move an individual’s career forward.

Competency Model

A competency model is a collection of competencies that are needed for effective job performance.

Typically developed by the HR department, organizations can tailor their approach using a JER HR Group competency model that includes specific skills, knowledge and other requirements for an employee to be successful, and to prepare for jobs that are rapidly changing as the workforce of the future evolves.

sales incentive and compensation plan designs
Compensation Plans


The Fair Labor Standards Act (FLSA) Review is a process by which an organization can analyze their organization’s staffing and compensation levels to determine FLSA exemption status.

FLSA establishes minimum wage, overtime page, recordkeeping, and child labor standards. These standards affect full-time and part-time workers in the private sector and in federal, state, and local governments.

An employee’s FLSA status reflects whether the employee is classified as exempt or nonexempt according to the Fair Labor Standards Act.

An employee who is non-exempt is entitled to receive overtime pay after they work a certain number of hours, while exempt employees are not eligible for overtime.