Petra Jansen
Benefits Manager at Steinbach Industrie
Atlanta, GA
95 points0 ribbons5 discussions13 replies
Benefits Manager at Steinbach Industrie
Atlanta, GA
95 points0 ribbons5 discussions13 replies
Replied to in Chicago Chapter ·
Merit budgets for 2027: what is everyone planning?
On the carve-out: we stopped running a separate adjustment pot two years ago because managers treated it as a second merit budget. Now the compensation team hol
Replied to in Chicago Chapter ·
Merit budgets for 2027: what is everyone planning?
Manufacturing, mostly suburban plants. Salaried budget is 3.25 merit and 0.5 promotional. Hourly is separate and negotiated, 3.5 in year two of the contract. Ou
Replied to in Compensation ·
Which pay zone for someone contracted to the London office who attends twice a month?
Honest question: is a 10% differential still supported by your market data? When we re-priced our technology roles the gap between London and the regional citie
Posted in Chicago Chapter ·
Anyone using a skills-based structure in manufacturing?
2 replies
Replied to in Pay Equity & Transparency ·
An employee has asked in writing for her comparators' average pay. What do we send back?
We built a standard response letter with our counsel so that every request gets the same structure: the category the employee belongs to and why, the criteria u
Posted in Pay Equity & Transparency ·
What fifteen years of Sweden's annual pay survey taught us ahead of the directive
2 replies
Replied to in Sales Compensation ·
Should enterprise and SMB sellers be on the same pay mix?
A caution for India specifically. Several statutory and benefit calculations key off fixed pay, so a shift from 60/40 to 50/50 at the same total reduces more th
Replied to in Sales Compensation ·
Should enterprise and SMB sellers be on the same pay mix?
On movers: we hold total target cash constant for the level and change only the mix, effective from the first of the next quarter. Someone moving from SMB to en
Posted in Sales Compensation ·
The windfall clause we finally got to stick, after two that did not
4 replies
Replied to in Compensation ·
Is a market reference point really any different from a midpoint with a new name?
How many of your jobs are benchmarked directly? If it is under 60%, the rest will need a reference point derived by slotting, and at that point you have rebuilt
Asked in Sales Compensation ·
Who has the final say on commission disputes at your organisation?
✓ Answered · 4 replies
Replied to in Compensation ·
Our counter-offer policy says no, and last year we broke it for one resignation in three
I would keep the blanket no and enforce it. Every counter-offer teaches the rest of the team that resigning is how you get a pay review. The 21 who left anyway
Replied to in Sales Compensation ·
Quota relief when the sales cycle is 14 months and the plan year is 12?
We sell diagnostic imaging in the Nordics with similar cycles. Our rule: a rep taking over a territory gets quota built from the weighted pipeline they inherit,
Replied to in Sales Compensation ·
How steep should accelerators be once a rep passes 100% of quota?
What share of last year's over-150% group were also over 150% the year before? If it is the same handful of people in the same territories, that is a territory
Posted in Pay Equity & Transparency ·
Spain's pay register and audit: what our non-Spanish headquarters kept getting wrong
2 replies
Replied to in Pay Equity & Transparency ·
Separate remediation pot or adjustments folded into the annual pay review?
Going with the standing line and an October effective date. I took the 0.2% framing to our finance lead on Thursday and the conversation was completely differen
Replied to in Pay Equity & Transparency ·
Opinion: the adjusted gap has become a way of explaining the problem away
Fair challenges, and I accept I overstated it. I do not want the adjusted figure gone. What I want is for every control to arrive with its own equity test attac
Replied to in Pay Equity & Transparency ·
Who signs off your pay equity audit, and is annual really often enough?
Every two years here, a Dutch public body of 3,000, and I think that is right for us. Pay is set by a collective agreement with fixed steps, so there is very li
Anonymous posts and replies are never shown on a profile.