Services
Compensation Planning Group provides
clients with comprehensive and innovative employee compensation program design
services. Our consultants are focused on delivering the highest quality
service aimed at helping clients manage their financial performance and
strengthen their competitive position through cost effective compensation and
performance management program design. Specifically, Compensation Planning
Group consulting professionals provide assistance to clients in developing and
implementing the following:
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Strategic Plans
An organization's strategic plan translates its mission and vision into
measurable objectives. At Compensation Planning Group we use proven
balanced-scorecard techniques and state-of-the-art decision-making software to
help organizations develop consensus-driven strategic plans.
Our specific areas of expertise include:
- Mission statements
- Vision statements
- Measurable strategic goals
- Measurable core competencies
- Service objectives
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Executive Compensation
The primary objective of an effective executive compensation program
is to encourage the highest level of performance by rewarding those
individuals who are most directly responsible for the organization's
financial results. Executive compensation plans typically are designed
to be tax-effective for the employer and for the executives responsible
for making the company's key decisions, while providing those
individuals with opportunities to accumulate capital.
Our specific areas of
expertise include:
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Base salary and
annual incentive plans
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Long-term incentive
plans
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Deferred
compensation
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Supplemental
benefits
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Board compensation
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Employment and
severance agreements
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Change-in-control
protection
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Non-compete
agreements
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Tax and regulatory
compliance
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Salary Management/Job Evaluation Systems
At Compensation Planning Group we realize the primary objective of any
successful organization is to attract, motivate and retain quality employees in
an environment where competition for labor talent is continuously increasing.
Our consultants understand that the design of an effective compensation program
begins with an analysis of an organization's value system in order to establish
a pay philosophy and clearly defined objectives. The primary goal is to develop
a compensation program that is both externally competitive and internally
equitable.
Our specific areas of expertise include:
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Job
analysis/evaluation/classification
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Automated Job
Evaluation Plans
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Market
analysis/surveys//benchmarking
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Salary structure(s)
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Policy development
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Cost
impact analysis
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Sales Force Compensation Plans
One of the challenges facing businesses today is to create a sales force
compensation program that motivates its sales force to support overall business
objectives, achieve its sales strategy and out sell the competition. We
understand that an effective sales force compensation program must align the
financial self-interest of salespeople with the marketing objectives of the
organization.
Our specific areas of expertise include:
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Competitive
analysis
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Sales
incentive plan design
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Sales
incentive automation
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Performance
management
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Documentation and communication
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Administrative polices and procedures
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Training
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Incentive Compensation Plans
While salary increases are traditionally granted annually for performing
ongoing job responsibilities, lump sum incentives are typically granted for
performance evaluated against specific, measurable goals. At Compensation
Planning Group we understand that incentive compensation plans are an effective
mechanism for motivating employees to accomplish goals that promote their
organizations' business plans.
Our specific areas of expertise include:
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Team and Individual Goal-Setting
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Annual incentive plans
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Long-term incentive plans
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Communication
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Administration policies and procedures
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Training
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Culture Diagnostics
Research indicates that the success of an organization's strategy often
depends upon a certain division of labor, outcome orientation, and level of
accountability. At Compensation Planning Group we use a culture diagnostic to
measure the alignment between an organization's strategic plans and cultural
division of labor, outcome-orientation and level of accountability.
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Our specific areas of expertise include:
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Culture diagnostics,
that
measure the alignment
between an organization's
strategy and culture
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Culture gap analyses,
that
measure the difference
between an organization's
current culture and the
culture prescribed by its
strategy
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Core competency development,
that is necessary to
sustain culture change
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Performance Management Systems
At Compensation Planning Group we
recognize that an effective performance management system may be used as a
vehicle to improve performance, support strategic plans, enhance employee
potential and personal career planning, facilitate employee placement and
stimulate communication between supervisors and employees. In essence, it should
be a comprehensive program for managing and enhancing individual and/or team
performance.
Our specific areas of expertise include:
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Performance standards and
competencies
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Performance assessment/appraisal
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Performance feedback systems
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Competency identification
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Employee Opinion Surveys
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Pay for performance plans
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Administration polices and
procedures
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Training
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Human Resources Policies and
Procedures
To ensure regulatory compliance and
effective employee management it is imperative that organizations have
up-to-date human resources policies and procedures. With regard to litigation
exposure, our consultants are well-versed in governmental requirements at both
the state and federal level.
Our specific areas of expertise include:
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Management Training
Even the best developed plans can be rendered ineffective without managers
who can optimize their subordinates' performance. At Compensation Planning Group
we understand the direct correlation between managerial effectiveness and
increased profitability.
Our specific areas of expertise include:
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