Staff Compensation
The radar to move the conversation forward
Adding value for over 25 years with real market stats.
Staff Compensation
JER HR Group has been conducting Staff Compensation Studies for over 25 years, helping clients move from planning to action. Our extensive experience in for-profit and nonprofit compensation has positioned us as one of the leading national compensation experts.
We have created one of the largest proprietary databases of staff compensation in the industry. This database provides an extensive base of comparative information that helps clients understand where their compensation fits within the marketplace, facilitating the design of innovative, competitive compensation strategies.
Our comprehensive compensation reviews, rigorous job analysis and job evaluation, and clear, insightful models help organizations become “an employer of choice”, enabling them to better compete in an ever changing business environment.
Job Evaluation
JER HR Group uses a systematic approach to determine the internal value of a position in relation to other jobs within the organization
Pay Structure & Ranges
We utilize market data to benchmark positions and identify jobs relative to a Job Grouping.
Your Partner for Staff Compensation Studies
Our Staff Compensation Studies Steps
- Prepare Job Descriptions that define a position’s role, key responsibilities, qualifications and job factors that support successful performance.
- 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.
- 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.
- 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.
- Develop Salary Administration Procedures that support consistent and equitable decisions regarding staff compensation, including guidelines for merit increases, promotion increases and in-range adjustments.
- 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
Your Partner for Staff Compensation Studies
Our Staff Compensation studies typically include the following steps:
- Prepare Job Descriptions that define a position’s role, key responsibilities, qualifications and job factors that support successful performance.
- 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.
- 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.
- 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.
- Develop Salary Administration Procedures that support consistent and equitable decisions regarding staff compensation, including guidelines for merit increases, promotion increases and in-range adjustments.
- 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
Your Partner for Staff Compensation Studies
Our Staff Compensation studies typically include the following steps:
- Prepare Job Descriptions that define a position’s role, key responsibilities, qualifications and job factors that support successful performance.
- 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.
- 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.
- 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.
- Develop Salary Administration Procedures that support consistent and equitable decisions regarding staff compensation, including guidelines for merit increases, promotion increases and in-range adjustments.
- 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
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.
Job Evaluation
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.
Pay Structure and Ranges
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.
Pay Structure and Ranges
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.
Pay Structure and Ranges
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.
Market Pricing
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.
Market Pricing
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.
Market Pricing
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.
