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Apr_2012

Test
by

Jack Loring

on 24 February 2014

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Transcript of Apr_2012

Supervisory & Management Competency Series

Employee Compensation
PUBLIC SECTOR KNOWLEDGE AND PERFORMANCE
Organizational Awareness
Accountability
TECHNICAL JOB CREDIBILITY
CORE COMPETENCY
FOCUS AREA

EMPLOYEE
COMPENSATION

Presented By: Jack Loring
COURSE
OBJECTIVES

Identify the Services Offered by the Compensation Staff
Understand the Meaning of “Total Compensation”
Discuss the Internal and External Influences on Compensation
Explain the Difference Between a Pay-for-Performance and a Longevity-Based Pay Philosophy
CUSTOMERS
COMP
TEAM
YOU
Appointing
Authorities
Personnel
Board
Citizens
3rd Party
Consultants
Other
Jurisdictions
SERVICES
COMP
TEAM
Maintain
Pay
Plans
Org. Change
Planning &
Implementation
Presentations
&
Training
Maintain
Classification
System
Business
Intelligence
Analytics
Salary
Projections
Budget Prep.
TOTAL
COMPENSATION

Definition:
Total Compensation is: Monetary and non-monetary rewards provided to employees in order to attract, motivate, reward, and retain them.
COMPONENTS OF TOTAL COMPENSATION
COMPENSATION
BENEFITS
PERFORMANCE &
TALENT MGMT.
Wages
Salaries
Special Pay
Incentives
Health Ins
Dental Ins
Life Ins
LTD & STD
Paid Leave*
Retirement Plan
Tuition Reim.
Wellness Prog.
Work/Life Supt.*
Performance Reviews
Goal Setting
Training Programs
Career Planning
Succession Mgmt
INFLUENCES ON
COMPENSATION

Public Policy & Legislation
Minimum
Wage
Rates
Labor Market Changes
External Equity
Economic
Conditions
Headcount
Internal
Equity
Financial
Resources
Performance
Management
PAY for
PERFORMANCE

Why Pay For Performance?
Peyton Manning Vs. Brock Oswieler

Cost of Living (Lifestyle) Vs. Cost of Labor

General Increase

Longevity-Based Vs. Performance -Based

Entitlement Vs. Recognition & Reward
Variable percentage merit pay increases
Merit matrix is used – percentage may be based on performance rating and position in pay range
Regular Salary Surveys
Regular Pay Structure Adjustments
An Effective Performance Management System
Pay-for-Performance System Components
External Influences
Internal Influences
Total Compensation includes monetary and non-monetary rewards provided to employees
There are numerous internal and external influences on our compensation system
Pay-for-Performance systems focus on performance rather than lifestyle or longevity
The Compensation team is responsible for maintaining the integrity of our pay strategy and the pay administration program
COURSE REVIEW
What Does Your Training Cost ?
$393 Per Hour

$3,147 Per Day

$28,327 (9 days)
$39,658 (W/ Benefits
40 %
Full transcript