Client Solutions
High technology satellite TV company with 600 employees
The reward system needed to be integrated to support the goals of the organization.
- Develop a reward strategy for all components of pay that align with the business strategy and culture of the organization.
- Market price all jobs were and place them in a pay structure to ensure external competitiveness and consistency of administration.
- Develop incentive plans for various employee groups to focus attention on the key elements of the business plan.
- Review and recommend modifications to the benefit plan to align with the other components of pay.
- Examine and suggest modifications to the performance feedback systems and elements of the work to align with the overall reward strategy.
Privately held publishing company with 300 employees
The company had experienced significant growth in the last few years, necessitating the development of a more formal approach to pay.
- Develop a reward strategy for all components of pay that aligns with the business strategy, culture of the organization, and the need for increased structure.
- Evaluate and recommend changes to the base pay, short-term incentive and long-term incentive of the executive compensation program.
- Market price all non-executive jobs and place them in a pay structure to ensure external competitiveness and consistency of administration.
- Deliver a comprehensive communication plan, with supporting documents, to ensure consistent understanding and ongoing administration.
- Provide ongoing expertise and assistance as the company migrates toward a more structured approach to rewards.
Publicly traded healthcare technology firm with 2,000 employees
Recent mergers had created the need to unify all employees under a common culture. The reward system was viewed as a key tool to reinforce a common culture among the different divisions.
- Involve the leadership of the various divisions in the process of developing a common reward strategy to align the different groups to a common approach.
- Develop competitive base pay levels for all positions utilizing a broad grade approach to salary administration.
- Develop a common approach to job titles across the different divisions, reflecting responsibility and business impact of the positions.
- Establish job families and related criteria for advancing through the different career paths.
- Design and install an Excel based compensation system enabling the company to manage positions and pay.
- Deliver a comprehensive communication plan, with supporting documents, to ensure consistent understanding and ongoing administration.
Publicly traded farming, ranching, and residential land development company with a market capitalization of $500 million
The business strategy had changed, necessitating a revamping of the executive compensation system.
- Fully understand the changing nature of the business through interviews with the executives and Board of Directors.
- Assess the external competitive market compensation through survey and proxy review.
- Recommend a simplified approach to assessing short-term performance, focused on key results.
- Develop and install a new long-term compensation plan that recognizes the changing business strategy and potentially rewards executives for future milestone performance.
- Use an iterative approach to plan design so that all constituencies are part of the design process.
Publicly traded supply chain management company with 3,200 employees
New incentive plan based on measures employees can influence and are significant drivers of the business.
- Develop a scorecard approach to detail those elements important to the company’s strategic success.
- Use the scorecard approach as the basis for recommending the appropriate incentive plan measures.
- Design the new incentive plan based on external, competitive information, and knowledge of the company’s business and culture.
- Develop and assist in the implementation of a comprehensive communication approach for the new plan with particular attention to participants understanding the drivers of the business they can influence.
Publicly traded manufacturing company with a market capitalization of $40 million
The company required expertise in evaluating the compensation proposal of a venture capital buyout which would take the company private. They also requested our assistance in reviewing the VC’s standard employment contract to determine any sections that we unfavorable to the client.
- Work with the CEO to compare the proposed compensation plan with current and externally pay values.
- Recommend plan modifications considering risk to negotiate a larger management equity pool.
- Indentify items in the employment contracts that were not favorable for further discussion with the potential new owner.