Results for “Pay Equity”
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- Pay Equity & Transparency · AnsweredRelatedIs pro-rating bonus and allowances enough to show equal pay for part-time staff?We are a regional bank in Spain with about 3,600 employees, 11% of them part-time and nearly nine in ten of those women. Base pay is pro-rated cleanly. The trouble is everything else. Our sales incentAdrian Bauer · 3 replies ·
- Sales CompensationI have come round to the view that caps cost more than they saveI defended caps for years. I work for an industrial equipment manufacturer in the north of England with 75 sellers, and we capped incentive at 200% of target for as long as anyone can remember. The reBianca Ferreira · 6 replies ·
- Compensation · AnsweredRelatedPromotion increases: a fixed percentage, or whatever reaches a set point in the new range?Our guideline is 8–12% for a one-grade promotion. I work for a pharmaceutical distributor in the US with about 3,400 employees and 15% midpoint progression. The trouble is where people start from. SomQuentin Kowalski · 4 replies ·
- Executive Compensation · AnsweredRelatedCEO pay ratio jumped from 58:1 to 94:1 because of one vesting. How are you explaining yours?UK listed food retailer with around 31,000 employees, most of them hourly paid in stores. Last year's ratio at the median was 58:1. This year it is 94:1 because the first long-term award under the curDana Whitfield · 2 replies ·
- Executive CompensationLong-term incentives in a family-owned group where issuing shares is off the tableAustria, around 6,000 employees and EUR 1.4bn revenue. The family will not issue equity to non-family managers. We have for the first time a chief executive from outsideDana Whitfield · 2 replies ·
- Executive CompensationDesigning a long-term plan for a member-owned insurer that has no share priceIn a replycandidates coming from listed companies the absence of equity is the issue, and a cash plan with five years to payment does not really replaceNadia Haddad · 3 replies ·
- Executive Compensation · AnsweredRelatedBuying out forfeited awards for an external CEO hire: how do you avoid overpaying?Canadian listed consumer goods company, C$6bn market cap. We are close to appointing a chief executive from a larger US competitor. She will forfeit unvested equity that her advisers value at US$14m. Dana Whitfield · 4 replies ·
- Sydney ChapterRelatedWGEA gap publication: how did your employer respond?Our median total remuneration gap was published at 21.3 percent. Within a daySamir Delaney · 2 replies ·
- Pay Equity & Transparency · AnsweredRelatedRunning the analysis under legal privilege: who inside HR gets to see the output?We are a US retailer headquartered in Illinois with about 22,000 employees. This is our first analysis directed by outside counsel, and the instruction is to keep distribution tight. In practice I am Mateo Rasmussen · 4 replies ·
- Pay Equity & Transparency · AnsweredRelatedAn employee has asked in writing for her comparators' average pay. What do we send back?We are a German subsidiary of a larger group, about 650 people, in medical devices. Last week a senior product manager sent a formal request for the pay of colleagues doing comparable work, broken dowNoor Esposito · 4 replies ·
- CompensationRelatedOpinion: stop calling it merit pay when the whole budget is two and a half percentI have run annual reviews for fifteen years, most recently at an Australian mining services company with about 3,800 employees. I have come to think the word 'merit' does more harm than good at currenMateo Nakamura · 5 replies ·
- Compensation · AnsweredRelatedWith a 2% merit budget, is a performance-by-position matrix still worth the effort?Budget for next year has come in at 2%. We are a UK university with about 2,600 professional services staff on a market-based structure, separate from the academic pay spine. Our usual matrix has threColin Walsh · 5 replies ·
- Certification Standards CommitteeRelatedBody of knowledge review: pay transparency sectionThe pay transparency section was last revised in 2022, and it shows. It runsUlla Mensah · 2 replies ·
- Pay Equity & TransparencyRelatedWhat I would change about the first gap report we took to our boardUK retailer, roughly 14,000 employees, most of them hourly in stores. Last spring we took our first proper pay gap paper to the board, beyond the statutory figures. It went badly, and I think the reasVera Walsh · 4 replies ·
- Pay Equity & Transparency · AnsweredRelatedIntersectional cuts where most cells hold under ten people: suppress, pool or report?I am the analyst for a US software company headquartered in Massachusetts, about 1,100 employees. Leadership has asked for gender by race and ethnicity, which is reasonable, but once I cross six ethniElif Ferreira · 3 replies ·
- CompensationRelatedTargeting the 75th percentile for a few job families while the rest stay at median?Our pay policy is market median for everyone. I am at a health technologyBianca Walsh · 0 replies ·
- Benefits & WellbeingRelatedBenefits parity for 260 remote staff spread across 19 countries: where do you draw the line?We are a fully distributed software business. 260 people, 19 countries, entities in only four of them and the rest employed through an employer-of-record arrangement. Staff in our entity countries havDaniel Larsen · 4 replies ·
- Sales Compensation · AnsweredRelatedVariable pay for sales engineers: team number, individual deals or neither?Enterprise software company in Munich with 40 sales engineers supporting about 120 account executives across Germany, Austria and Switzerland. Sales engineers are on 80/20 and the 20% pays on the attaFiona Fischer · 4 replies ·
- Pay Equity & Transparency · AnsweredRelatedHow far along is everyone on EU Pay Transparency Directive readiness?With the transposition deadline behind us, I'm trying to benchmark where peer organisations actually are rather than where the consultancies say we should be. We're a 6,000-person employer across GermAisha Karim · 5 replies ·
- Pay Equity & TransparencyRelatedSpain's pay register and audit: what our non-Spanish headquarters kept getting wrongI look after rewards for the Spanish entity of a French-owned automotive supplier, about 1,250 employees in Navarre and Catalonia. We have kept a pay register and done the pay audit as part of our equPetra Jansen · 2 replies ·
- Job Architecture & Careers · AnsweredRelatedLevelling 340 acquired staff onto our nine levels: before or after pay harmonisation?We're a UK-headquartered industrial software company, about 2,100 people, and in March we completed the purchase of a 340-person business in Poland and the Czech Republic. They have five broad bands aPetra Dubois · 4 replies ·
- Pay Equity & TransparencyRelatedOpening our pay ranges to staff before putting them on adverts: the order matteredA note on sequencing from a state government agency in Victoria, about 1,500 employees. We decided to publish all salary bands internally, with each person's position in their band, eight weeks beforeBen Zhang · 3 replies ·
- Pay Equity & TransparencyRelatedAre you already testing the 5% joint assessment trigger per category, or waiting?Packaging group, about 2,800 employees across Germany, the Netherlands and Spain. Reading the directive, a gap of 5% or more in any category of workers that is not justified and not corrected within sSamir Grant · 0 replies ·
- Compensation · AnsweredRelatedHas anyone published salary ranges to all staff ahead of the pay transparency rules?We operate in the Netherlands, Belgium and Germany, about 6,200 employees in a retail and e-commerce group. Leadership has agreed in principle to publish ranges internally next year, before they feel Victor Pereira · 6 replies ·
- São Paulo ChapterRelatedPLR design in a high-inflation yearWe are about to open PLR negotiations with the employee commission and the union for next year's plan, and inflation has made the usual targets hard to defend. Our plan pays up to 2.4 salaries, half oUlla Mensah · 4 replies ·
