Your people should know they are compensated fairly and in line with their responsibilities and with similar companies in your industry and geographic location. But before they can know this, you must be sure of it.
To make it work most efficiently for you, your compensation system should be designed to mesh with your corporate philosophy and encourage your employees' loyalty and productivity. It should be based on what your people do and how they do it, and it should place you competitively in the job market.
Northwest Employee Relations can work with your to evaluate your present system, including job descriptions, performance evaluations and executive compensation, to make sure it is competitive and effective. If necessary, we write realistic job descriptions to help supervisors measure performance. We can also develop forms and procedures that do what they are supposed to do: make it easier for supervisors to give reviews that reinforce desired performance and motivate improvement.
With ADA (The Americans With Disabilities Act), now is the time to be doubly sure that your job descriptions are accurate representations of what your people actually do on the job. If not, you can be holding yourself open to legal action that can be very costly. Defining the essential functions can be as tricky as knowing when an employee is exempt from overtime under the FLSA (Fair Labor Standards Act) or if an employee is an employee or an independent contractor. All are issues with significant legal and financial consequences.
We can also help plan and start up performance incentive programs, including bonuses, commissions, and other forms of special compensation.
In these times of economic uncertainty, every employer wants to be sure they are paying a fair wage and not overpaying their employees. To do so means additional costs that can weaken your profit picture.
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