How does starting pay and benefits compare to other employers?
Company does nothing to ensure that its starting wage and benefit package is externally competitive.
Company is working to ensure that its starting wage and benefit package is competitive.
Company provides a starting wage and benefit package that is competitive.
Company provides a starting wage and benefit package that is noticeably above the norm.
STAY
an organiz-
ation
where people
want to
stay
How does ongoing pay and benefits compare to others both inside and outside the organization?
Company does nothing to ensure that its ongoing wage and benefit package is competitive externally and fair and equitable internally.
Company is working to ensure that its ongoing wage and benefit package is competitive externally and fair and equitable internally.
Company ensures that its ongoing wage and benefit package is competitive externally and fair and equitable internally.
Company provides a wage and benefit package that is noticeably above the community norm and which staff feel is internally fair and equitable.
PERFORM
an organiz-
ation
where
people
want to
contribute
How well does pay reflect and support high levels of performance?
Company unaware of the impact of compensation on employee performance.
Company aware of the impact of compensation on employee performance and working to establish ‘pay for performance’.
Company has a compensation system in which high performance is rewarded.
Staff know that if they make an extra effort they will be tangibly and fairly rewarded
ADAPT
an organiz-
ation
where
people
willingly
adapt to
change
How is pay and/or benefits impacted by change?
Company unaware of the impact of anxiety related to pay and benefits on acceptance of change.
Company aware of the impact of anxiety related to pay and benefits on acceptance of change and is working to reduce that anxiety .
Company provides full information on the impact of change on pay and benefits and rewards new ideas.
Company provides pay and benefit security during times of major change and rewards innovation.
Comparative levels of pay and benefits still remain a significant potential disatisfier. Research on High Performance organizations places level of pay and ‘pay for performance’ among the essential factors.The table below shows how we assess COMPENSATION AND BENEFITS. There are four levels in the grid extending from 'Entry Level' to 'Workplace of Choice'. Where does your company score?
OVERALL
Levels of pay and company benefits compared to other employers.
Company unaware of the need to offer wages and benefits that are externally competitive and internally fair and equitable .
Company aware of the need to offer wages and benefits that are externally competitive and internally fair and equitable and is working to make that happen .
Company provides wages and benefits that are externally competitive and internally fair and equitable.
Company provides a wage and benefit package that is noticeably above the community norm and which staff feel is internally fair and equitable.
