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Compensation

Retaining and motivating top talent is a struggle in today’s environment.

  • How is the labor market for your key contributors changing?
  • How do you and your employees know what ‘good performance’ is?
  • What happens to your incentive plans if the economy implodes… or comes down with another case of irrational exuberance?
  • What is your compensation risk?
  • What motivates your employees to perform their best (you may be surprised?)

QTI Consulting experts are ready to assist you.

Changes are headed your way.

Labor markets and employment laws are in a continual state of flux. Each generation wants different things from the labor compact. Strikes in China, debt levels in Europe, and the preferences of skilled workers in India create turbulence in the labor markets in Wisconsin… quickly. The country’s primary employment laws (FMLA, ADA, Title VII, NLRA) are subject to more changes than ever.

What should you be asking or doing now? 

Are you paying your employees the “market” rate?

Now is the time to be proactive about whether you are paying your employees the “market rate.” Pay too little and you may find your best performers at a competitor; pay too much and you lock in unsatisfied and unmotivated employees who will poison the atmosphere. But how exactly do you determine competitive pay levels for each job and what should you do with that valuable information once you have it?

QTI Consulting can guide your thinking and planning.

We know compensation inside and out and we are committed to understanding your business, your industry and your needs. Our compensation experts can make sense of conflicting compensation data - we know the reliable from the unreliable and we know when the data isn’t telling the whole story. A fair compensation system will get out of the way of your top performers and let you focus on more important matters: your customers and your business.

Compensation Administration

Compensation plays a fundamental role in reinforcing business values and goals. The right total compensation package, with the right mix of rewards, can help your people and your business succeed. QTI Consulting will work with you to develop a pay approach that fits your goals, enhances performance, aligns with the market, and attracts and retains quality employees.

Incentive & Variable Pay Plans

Well-designed incentive plans can communicate key company objectives, align compensation with strategy, and drive performance. We can assist you with designing, budgeting, and documenting effective incentive and sales compensation plans.

Executive Compensation

QTI Consulting designs executive compensation programs that are built upon organizational strategy and aligned with shareholder interests. Our programs are competitive, defensible, and retain and motivate your key talent. The broad spectrum of executive total rewards has seen significant changes with recent regulatory developments, governance pressures and corporate scandals. We can guide your Board through the compensation planning process and establish a competitive mix of executive rewards that equitably and defensibly rewards your leadership team.






 

Bank compensation planning used to be easy but that has changed.  Here are some tips to help instill confidence again.

Wisconsin bioscience companies project a salary increase of 3% in 2012.  Learn more here. 

More organizations are anticipating difficulty recruiting over the next 12 months as compared to last year. See our Wisconsin Human Resources Planning Survey results to learn more.

Learn About Renewed Government Focus on Pay

Here are some of the current projects we are working on:

Updating base compensation structure for a professional services firm

Performing market pricing, FLSA study, and structure analysis for a foundation

Developing administrative career ladders for a utility

Updating base compensation – including market pricing, assisting with internal job classification, and adjusting structure – for a life insurance company

Assessing current staff and recommending 5 year strategic HR plan for a growing catalog retail business

Conducting FLSA study for a higher education organization

Working with a family business to design executive incentives

Conducting an engagement survey for a professional services firm

Creating HR, manager, and employee training materials describing new compensation program at a property/casualty insurer

Building base compensation program for a health insurance company

Working with board to conduct a multi-source feedback appraisal on the top executive at a non-profit

Assisting an evolving foundation in creating more robust job documentation

Completing an executive compensation study for a manufacturer

Developing career ladders for a professional services firm

Conducting an HR economic pulse survey in conjunction with a higher education organization in Milwaukee

Working with an insurance agency to gather job information, market price jobs, and create a compensation structure

Performing an executive compensation study for a managed care organization

Developing engineering career ladders for a utility

Conducting employee engagement survey for a business membership association

Conducting an HR needs survey of dental offices

Adjusting compensation program at a manufacturer to align to market and allow efficient use of compensation budget

Designing staff annual incentive program at a health care facility

Researching and assessing impact of recent legislation on loan officer incentives at a bank

 

 

 

 

 

 

QTI News

Wisconsin bioscience companies project a salary increases of 3% in 2012.  Learn more here .

Click here to read the inaugural edition of QTI Consulting's HR Strategic Directions.  This edition focuses on low-cost engagement initiatives.  Stay tuned for future editions focusing on topics like Sales compensation, Base pay strategies in a recovering economy, and Talent management & succession planning.