Omar QuinteroCBS
Compensation Consultant at Cardinal Insurance
Sydney, Australia
140 points1 ribbon4 discussions15 replies1 answer accepted
Where Omar takes part
Activity
4 discussions · 15 repliesReplied to in Compensation ·
Off-cycle increases: who approves them where you work, and is there a hard cap?
Do you count promotions in the 9%? In my experience half of what gets called off-cycle is really a promotion processed outside the window, and it needs a differ
Asked in New Member Welcome ·
Any reward people in West Africa here, and where do you find market data?
0 replies
Asked in Compensation ·
How wide are your bands if you have only five levels from analyst to director?
1 reply
Replied to in Compensation ·
Red circles: we froze 41 people in 2023, and here is where they are three years later
We used three years of protection followed by a reduction to the range maximum. It was contractually difficult and we consulted on it for months, but everyone k
Replied to in New Member Welcome ·
My first salary review cycle opens in January. What should I be doing now?
It is the wrong instinct, and good that you noticed. Ten weeks is not enough to rebuild ranges and run a clean cycle. Age the existing ranges by a sensible mark
Asked in Benefits & Wellbeing ·
Which benefits should casual and part-time store staff get from day one?
✓ Answered · 3 replies
Replied to in Compensation ·
With a 2% merit budget, is a performance-by-position matrix still worth the effort?
Whichever you choose, check the union and staff forum position first. In our institution a flat award was read as a cost-of-living settlement and set an expecta
Replied to in Pay Equity & Transparency ·
AI-assisted job matching for equal value: where it helped and where it embarrassed us
Understood, and we have ended up near that position. The tool's scores are no longer shown to the panel before they score, only afterwards as a check on where p
Replied to in Pay Equity & Transparency ·
AI-assisted job matching for equal value: where it helped and where it embarrassed us
This matches our experience almost exactly, in a facilities company. The quality of the description decides the score, and descriptions for female-dominated job
Replied to in Benefits & Wellbeing ·
Is anyone measuring whether a financial wellbeing programme changes anything?
We use three, none perfect. Number of people with an active payroll savings deduction and the median balance, which went from nothing to 22% of staff and 410 po
Answered in Compensation ·
Lump sums for people at the range maximum: how large, and do they count for pension?
✓ Accepted answer · We pay the full matrix value as a lump sum, non-pensionable and not counted for overtime rates, paid in a single instalment with March salary. It is only availa
Replied to in New Member Welcome ·
Which events are worth the budget in a first year, and which can wait?
Check the online sessions before you spend anything. A good number are included with membership, and the recordings stay available. I watched six in my first ye
Posted in Benefits & Wellbeing ·
The total reward statement we rebuilt, and why we took the big number off the front
3 replies
Replied to in Pay Equity & Transparency ·
The ninety-minute session that finally got our managers comfortable talking about pay
The escalation part deserves more than fifteen minutes in my experience. Our managers were making commitments in the moment, things like I will get that fixed f
Replied to in Compensation ·
Skill premiums inside a grade structure, eighteen months on: what held and what did not
Why an allowance and not base pay? We built skill blocks into base and the consequence is the same problem you describe, only worse, because nothing can lapse.
Replied to in New Member Welcome ·
Six years advising on pay, first month in-house, and it is a different job
Welcome. I made the switch in 2018. What I had to unlearn was the 40-slide deck. In-house, a one-page recommendation that the payroll manager has already seen b
Replied to in Pay Equity & Transparency ·
Spain's pay register and audit: what our non-Spanish headquarters kept getting wrong
From the headquarters side of a similar arrangement, in fairness to your group colleagues: we run 26 countries and the temptation to believe one dashboard cover
Replied to in Compensation ·
Template: the one-page off-cycle request that halved the number we receive
The peer comparison is a clever touch. Do managers see peers outside their own team? Ours only have access to their direct reports' pay, so reward would have to
Replied to in Pay Equity & Transparency ·
Opinion: the adjusted gap has become a way of explaining the problem away
I disagree fairly strongly. The raw gap and the adjusted gap answer different questions and collapsing them helps nobody. The adjusted figure tests whether we p
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