Results for “Pay Equity”
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- Pay Equity & TransparencyRelatedNew hires keep recreating the gap we closed. How do you control starting salaries?Medical technology distributor in Texas, around 950 employees. Two years ago we spent 410,000 dollars correcting pay and brought the adjusted gap to under 1%. This year it is back to 2.3%, and when I Omar Gupta · 1 reply ·
- CompensationRelatedShift leaders earning only 4% more than the operators they supervise: what gap is normal?After the latest collective agreement increase for operators, our shift leaders are on average only 4% ahead of the highest-paid operator on their shift, and that is before overtime. With overtime, whSamir Grant · 0 replies ·
- Sales CompensationRelatedShould enterprise and SMB sellers be on the same pay mix?We are a 900-person software and services company in Bengaluru selling into India and the Gulf. Until now every seller has been on 60/40 base to variable. We are splitting the team: 25 enterprise accoPetra Lindqvist · 3 replies ·
- Pay Equity & TransparencyRelatedPerformance ratings as a control variable when the ratings may themselves be skewed?We are a pharmaceutical manufacturer in Switzerland with about 3,300 employees. Our merit matrix ties increases directly to a five-point rating, so rating is a genuine driver of pay and leaving it outMateo Rasmussen · 4 replies ·
- Pay Equity & TransparencyRelatedThe ninety-minute session that finally got our managers comfortable talking about payAfter two failed attempts at manager training on pay conversations, the third format workedNoor Esposito · 5 replies ·
- Dubai ChapterRelatedEmiratisation and pay structuresLike most private sector employers here we have targets for UAE nationals in skilled roles, and we have met them so far, though only by paying above our normal ranges. On average our Emirati hires at Julia Ibrahim · 4 replies ·
- CompensationRelatedCompression lesson from a hospital group: newly qualified nurses overtaking third-year staffOur hospital group in the US Midwest, about 9,000 employees, raised the new graduate nurse hiring rate twice in 14 months to compete locally. Nobody modelled what that did to the people already here. Nina Larsen · 6 replies ·
- CompensationRelatedTemplate: the one-page off-cycle request that halved the number we receiveRequests for off-cycle adjustments used to arrive as an email saying somebody deserves more. At our software company in Ireland, about 700 people, we replaced that with a single page the manager must Maya Chen · 2 replies ·
- CompensationRelatedWe cut midpoint progression from 15% to 10% between grades and I would not do it againSharing this because I could not find anyone writing about the downside. Three years ago, at a German industrial manufacturer of about 5,500 people, we went from 11 grades with 15% midpoint progressioCamille Quintero · 5 replies ·
- Pay Equity & TransparencyRelatedOur raw gap rose while the adjusted gap fell, and how we explained both at onceAustralian professional services firm, about 2,300 people. This year our published median gap went from 14.2% to 15.6%, and in the same period our adjusted gap fell from 2.4% to 1.1%. Internally this Elif Yilmaz · 3 replies ·
- Chicago ChapterRelatedMerit budgets for 2027: what is everyone planning?Our planning cycle opens on the 20th and I have to bring a number to the CFO before then. Last year we budgeted 3.5 percent merit plus 0.5 for promotions and adjustments, and actual spend came in at 3Dalia Lindqvist · 4 replies ·
- Pay Equity & TransparencyRelatedWhere do market premiums for scarce skills sit in your adjusted gap model?Semiconductor equipment company, about 2,000 employees in the Netherlands and Germany. We payKenji Costa · 2 replies ·
- Pay Equity & TransparencyRelatedNine months of pay ranges on every Ontario posting: what moved and what did notWe are a Canadian logistics and warehousing business, about 2,700 employees, mostly in Ontario with a site in Alberta. Since January we have put a range on every advert, and I promised our leadership Dalia Bergström · 5 replies ·
- Pay Equity & TransparencyRelatedWhat fifteen years of Sweden's annual pay survey taught us ahead of the directiveFor colleagues elsewhere in Europe who are building this for the first time: we have been doing an annual pay survey with our unions in Sweden for a long time, in a forestry and paper company of aboutPetra Jansen · 2 replies ·
- Pay Equity & TransparencyRelatedRecruiters still ask for current salary where no ban applies. Do we stop everywhere?We are a contract research organisation with about 4,500 employees in 19 countries. In the US states where it is prohibited, and now across our EU countries, recruiters no longer ask candidates what tWren Zhang · 3 replies ·
- Berlin ChapterRelatedEntgelttransparenzgesetz and the Directive: what changes?We have lived with the Entgelttransparenzgesetz for some years, and honestly the individual information right has been used by perhaps fifteen employees out of 2,200. So my management tends to assume Ulla Iversen · 2 replies ·
- Executive CompensationRelatedOne peer group for pay levels and another for TSR: we stopped pretending they should matchFor years my company, a Swiss listed speciality food group of about CHF 5bn market cap, used the same 16 companies both to benchmark executive pay and to measure relative TSR. It was tidy, and it was Anonymous member · 3 replies ·
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