Staff Compensation Expert

Our Staff Compensation Studies Steps

1. Prepare Job Descriptions that define a position’s role, key responsibilities, qualifications and job factors that support successful performance.
2. Conduct Job Analyses to assess if job content and titles are used consistently; identify factors across an organization that can be used to determine appropriate groups of jobs.
3. Design and Implement Job Evaluation Systems that provide a clear, rational basis for determining the relative internal value of jobs and creating salary grades or bands.
4. Conduct Market Pricing Analyses to determine current salaries in the external labor market for comparable jobs. If needed, design and administer custom compensation surveys to obtain data on current salary, benefits, benefit practices, and compensation from peer organizations.
5. Develop Salary Administration Procedures that support consistent and equitable decisions regarding staff compensation, including guidelines for merit increases, promotion increases and in-range adjustments.
6. Develop Staff Communications to explain the Compensation Plan and its various components, and steps to be taken in plan implementation. We also lead and/or facilitate staff and/or supervisory orientation sessions

Job Evaluation is a systematic approach to determine the internal value of a job in relation to other jobs within an organization. The focus is on the job and not the person. Using our tested methodology that includes “job factors” common to all jobs in an organization, we conduct a systematic comparison between jobs to assess each job’s relative internal value. This results in the grouping of similar jobs and eventual placement of all jobs into job grades or bands based on the “internal equity” of each job.

Our approach to Pay Structure is to break an organization’s jobs into Job Groups. We use market data for benchmark positions in each proposed level to establish salary range midpoints to reflect the organization’s desired level of competitiveness in relation to the market. This helps determine the overall competitiveness of salary levels within an organization.

The purpose of  Salary Administration Procedures is to provide guidelines for managing staff compensation in a consistent and equitable manner. The process also reflects an organization’s Compensation Philosophy and applicable components of the Compensation Plan.

Market Pricing determines how an organization’s salaries compare to those in the external labor market. The process uses published surveys, the proprietary JER HR Group database, and other sources of data and databases. This helps determine the overall competitiveness of salary levels within an organization.