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| Preface and Acknowledgements | |
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| Introduction: A Step-by-Step Guide to Designing a Pay-for-Performance System | |
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| What Is in This Book? | |
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| Whit Is Not in This Book? | |
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| A Historical Look at Pay for Performance | |
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| Major Labor Market Trends | |
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| Workforce Trends: Generations Working Side by Side | |
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| Multicultural Issues | |
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| No Middle Class-The Haves vs. The Have Notes | |
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| Now What? | |
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| Is Pay for Performance Worth the Trouble? | |
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| Components of a Successful Pay-for-Performance System | |
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| Organizational Metrics to Gauge Readiness for a Pay-for-Performance Ban | |
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| Myths and Facts About Merit Pay | |
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| Best Practices in Pay for Performance | |
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| Public Sector and Non-profit Organizations | |
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| Real-Life Example: A Tale of Two Cities: The Importance of Top Management Support | |
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| Compensation Boot Camp: Concepts and Definitions | |
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| Sanity Suggestions | |
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| Compensation's Role in Human Resource Strategy | |
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| Engaging Key Stakeholders to Support the Compensation Strategy | |
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| The Payoff of a Pay-for-Performance Compensation Strategy | |
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| Important Considerations in Designing a Compensation Strategy | |
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| Goals for the Pay-for-Performance System | |
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| 12 Steps for Designing a Pay-for-Performance System | |
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| How to Conduct a Successful Employee Survey | |
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| Real-life Example: The Case Study of the Dog Shelter Where Its Bark Was Worse than HP Bite | |
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| Compensation Boot Camp: Concepts and Definitions | |
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| Sanity Suggestions | |
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| The Pay-for-Performance Foundation | |
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| The 500-Foot View: Where Are We Going? | |
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| Sticky Design Issues | |
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| What Are the Best Resources? | |
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| When Is an Employee Design Team Not Appropriate? | |
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| Compensation Policy Decisions | |
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| Pay Secrecy in Private-Sector Companies | |
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| The Case of Pay Secrecy: The Need-to-Know Theory | |
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| What Is Salary Compression? | |
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| Can Pay Compression Be Resolved? | |
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| Managing Pay for Performance in Financial Downturns | |
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| Create a Three-Year Strategic Plan for Compensation and Benefits | |
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| Transformational vs. Transactional Upgrades | |
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| Real-Life Example: Swimming with the Sharks | |
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| Compensation Boot Camp: Concepts and Definitions | |
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| Sanity Suggestions | |
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| How to Write a Job Description | |
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| Common Uses for a Job Description | |
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| Simplifying the Process of Writing Job Descriptions | |
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| Enhancing the Quality of Job Descriptions | |
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| Gathering Job Description Information | |
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| Tips for Writing Job Descriptions | |
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| Suggestions for the Supervisor Review Process | |
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| Common Issues that Arise During the Supervisor Review | |
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| The Necessity of Management Approval | |
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| Editing the Job Description: The Final Check | |
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| The FLSA Puzzle: Is the Position Non-Exempt or Exempt? | |
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| Job Descriptions and the Americans with Disabilities Act (ADA) | |
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| How to Keep Job Descriptions Up-to-Date | |
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| Employee Job Description Input Form | |
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| Real-Life Example: The Case of the Fishing Company Managers Who Hated Paperwork | |
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| Tips and Takeaways | |
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| Compensation Boot Camp: Job Description Terms and Job Analysis Methods | |
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| Sanity Suggestions | |
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| Make Sure Employees Are in the Right Salary Range | |
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| External Equity-The Market Study | |
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| How to Prepare for a Market Study | |
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| Major Sources of Salary Information | |
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| How to Make the Salary Survey Decision | |
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| How to Use Salary Survey Information | |
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| How to Match the Organization's Jobs to Its Pay Surveys | |
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| Market Survey Tips | |
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| Matching Jobs Like a Compensation Professional | |
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| Example | |
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| Quality Assurance: The Critical Last Step | |
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| Make Sure the Salary Plan Fits the Organization | |
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| Internal Equity Challenges | |
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| Real-Life Examples: The Case of the Complex Collection | |
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| The Case of the Difficult Blood Draw | |
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| The Case of the Life-Saving Social Worker | |
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| Steps for Completing an Internal Equity Review | |
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| Job Ranking | |
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| Real-Life Example | |
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| Point-Factor Internal Equity System | |
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| Point-Factor System Advantages and Disadvantages | |
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| Steps for Designing a Point-Factor System | |
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| How to Create Salary Grades | |
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| Pay Range Widths: What Do You Need to Know? | |
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| Progression Between Salary Grades | |
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| Real Life-Examples: The Case of a Nice Title, But No Raise | |
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| The Tale of the Housekeeper vs. Janitor Market Pay | |
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| The Case of the Mysteriously Underpaid Tech Support Department | |
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| Compensation Boot Camp: Terms: Market Study | |
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| Sanity Suggestions | |
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| Performance Appraisal: An Essential Step to Pay for Performance | |
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| Where Do We Stand? | |
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| What Is the Bottom Line? | |
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| Coaching-A Unique Opportunity to Change an Employee's Life | |
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| Real-Life Examples: The Case of the 20-Something Employee | |
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| The Case of the Drinking Employee | |
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| Steps far Making the Final Link to Pay for Performance | |
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| Real-Life Examples: The Case of the "Drive-thru Performance Appraisal" | |
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| The Once-in-a-Lifetime Thank-You | |
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| Sanity Suggestions | |
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| How to Design, Update and Maintain the New Compensation System | |
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| How to Update a Salary Han for New Jobs | |
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| Real-Life Example: The Case of the Manager's Clever Work Around for More Employee Pay | |
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| Salary and Benefit Information as Part of the Annual Budgeting Process | |
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| Compa-ratio Examples | |
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| Administration of the New Compensation System | |
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| Promotional Adjustments | |
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| Approvals of Compensation Decisions | |
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| Maintaining the Pay-for-Performance Link in Hard Times | |
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| Real-Life Example: The Case of the Employees in the Wrong Place | |
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| Compensation Boot Camp: Compensation Administration Terms | |
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| Sanity Suggestions | |
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| Next Steps | |
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| End Notes | |
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| Index | |
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| About the Author | |
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| Figures | |
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| Key Stakeholders of a Pay System | |
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| Market Position Choices | |
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| Pay Policies: Advantages and Disadvantages | |
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| Roles for Employee Compensation Committee | |
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| Work Plan for a Small Company in a Mid-size City | |
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| Salary Survey Market Data Choices | |
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| Relevant Labor Market | |
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| Three Major Types of Salary Survey Choices | |
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| Suggested Annual Salary Increase Guidelines for FY 2009 | |
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| Compensation Forecasting & Budgeting Process | |
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| Tools | |
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| Compensation Philosophy Questionnaire | |
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| Employee Guidelines for Writing Excellent Job Descriptions | |
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| Action Verb Examples | |
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| Job Description Questionnaire (Non-exempt) | |
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| Job Description Questionnaire (Exempt) | |
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| Completed Job Description Questionnaire (Exempt) | |
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| ABC Company Official Job Description (Exempt) | |
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| Job Description Resource List | |
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| Part A: Market Survey Summary Sample | |
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| Part B: ABC Company List of Exempt Jobs by Grade | |
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| Sample Salary Range Structures | |
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| ABC Company Salary Administration Manual | |
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| CD-ROM Tools | |
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| Compensation Philosophy Questionnaire | |
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| Employee Guidelines for Writing Excellent Job Descriptions | |
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| Action Verb Examples | |
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| Job Description Questionnaire (Non-exempt) | |
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| Job Description Questionnaire (Exempt) | |
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| Completed Job Description Questionnaire (Exempt) | |
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| ABC Company Official Job Description (Exempt) | |
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| Job Description Resource List | |
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| Part A: Market Survey Summary Sample | |
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| Part B: ABC Company List of Exempt Jobs by Grade | |
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| Sample Salary Range Structures | |
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| ABC Company Salary Administration Manual | |
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| How to Achieve a Successful Employee Survey | |
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| Completed Job Description Questionnaire (Non-exempt) | |
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| ABC Company Official Job Description (Non-exempt) | |
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| Sample Point-Factor System | |
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| Sample Custom Salary Survey | |
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| Sample Performance Appraisal #1 | |
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| Sample Performance Appraisal #2 | |
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| How to Deliver Quality Performance Appraisals | |
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| Compensation Survey | |