Sessions

“Merit” increases, as commonly determined, can result in some very risky situations for employers of all types. These may include:

1. Serious internal pay inequities, leading to both (a) noncompliance with pay equity legislation and (b) negative employee engagement due to perceived unfairness
2. Lack of market competitiveness, often leading to high undesirable turnover and an inability to hire the best candidates
3. Excessive payroll costs, especially when resulting in overpaying and/or underpaying employees, as both consequences are costly
4. Obliteration of real linkage of pay to performance, as “merit” typically doesn’t mean true merit at all

Learn how to make base pay adjustments in a way that results in equitable, cost-effective, competitive, legally compliant, and motivational wages and salaries.

In this session, you will learn how to:

• Establish internally consistent and market-competitive job values
• Administer base pay adjustments within a job value framework
• Make pay for performance actually work