Why do you need a compensation structure?

• To ensure fairness and consistency in pay practices
• To manage cost of compensation
• To avoid many of the private negotiations which undermine fairness and consistency

Who needs to do it?

• Organizations that don't have it (frequently pay is too low or too high for the same job);
• Organizations that have not maintained their structure;
• Where compensation costs are getting out of control;
• Small organizations that should manage compensation effectively from the start.

PSG'S Role in Developing Grades, Midpoints and Ranges:

• Market price benchmark jobs to establish external equity, adjusting for location differences in pay practices;
• Conduct "whole job" internal ranking for internal equity;
• Determine the appropriate mix between base salary and variable incentive compensation;
• Develop midpoint increments and range widths through grade levels;
• We introduce broadbands, as appropriate, for more flexibility in pay practices;
• Develop phasing from current to desired mix of variable pay;
• Bringing those below to range minimum, phasing as needed.

Surveys for Market Pricing

• We custom survey competitive set pay practices.
• We have access to published market data, both nationally and internationally.

Global Compensation Policies:

• We market price pay practices for global companies.
• We develop compensation structures tied to country pay practices and in line with corporate philosophy.

Contact Performance-Solutions-Group, Inc.
If you need assistance in reviewing your compensation program or if you would like to discuss it, please contact us at
(203) 987-3338; info@performance-solutions-group.com