Performance and Reward Solutions

Whether yours is a government or business enterprise, we design and help you to deploy performance improvement and reward strategies that directly drive business results on a measurable basis, nearly always at lower overall expense than what exists currently.

Our systems are designed to reward executives and employees when their behaviors and contributions directly support and create what the enterprise is attempting to accomplish to the benefit of all involved parties.

A substantial portion of our work is devoted to helping clients reward their employees and executives at optimal  market competitive levels, and we are the U S market leader in this compensation subject due largely to the fact that we do not utilize anecdotal or hyperbolic compensation information that is not attributed and reliable.

There is now very little or no difference between what government, non-profit, private and public employers pay for given position titles within a given geographic area.  There is also very little difference as it relates to job content of given position titles across those employment sector variables.

Your competitive labor market is actually the geography your enterprise exists within as opposed to your enterprise identity.  As an example, as a building materials manufacturer or as a county government in Sacramento looking for an IT professional, being concerned with what the building materials manufacturer or county government in Santa Rosa pays for IT professionals has been a mistake since 2001.  Instead, what the banks, distilleries, food manufacturers, hospitals, retailers, universities and vegetable growers near Sacramento pay for IT professionals is your market pay range and competitive compensation standard.

We utilize only the most trusted and respected compensation data provided by 3 highly reliable survey companies as well as our own customized survey data collected and documented 4 times per year.  Our Market Compensation Analysis work is grounded upon actual current compensation practices no more than 90 days old within the marketplaces where our clients exist and employ human capital.  For a snipped sample of one of our many Market Compensation Analysis data reporting formats recently completed for a mid-west USA 3,300 employee client, Click here.

And, for what will likely be a helpful partial guide for the most proven approach to ensuring productive, rational and competitive compensation within your enterprise, Click here.

We ensure that all reward system and performance management components that we design in partnership with clients are simple and easily understood, strategically linked, recent market data based, and directly supportive of the clients financial and strategic objectives.