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Compensation Administration

Few people believe they are overpaid and there is no shortage of dubious compensation data floating around cyberspace.  Responding to ad hoc compensation demands will quickly lead to internal equity issues and misalignment with the market.

The real question is how will your business place a fair but competitive value on the talent in your company? How will you recognize the contributions of your key people without overpaying or putting those people at risk of a talent raid by your competitors? QTI Consulting can help you navigate these dangerous waters with compensation programs that promote equity, market alignment, and recognition of top performance without creating bureaucracy.

We can sift through the mountain of data and present you with simple, clear, unbiased estimates of market pay.  We can also help you implement compensation programs that apply those estimates in a consistent, straightforward manner to make better individual compensation decisions.

Contact QTI Consulting to find out how we can help with your compensation issues or concerns.

 

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.