Results for “Benchmarking”
47 results in spaces you can access
- Executive CompensationOne peer group for pay levels and another for TSR: we stopped pretending they should matchgroup 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 wrong for bothAnonymous member · 3 replies ·
- Pay Equity Research Council2027 study: draft questionnairedraft questionnaire for the 2027 benchmarking study is in the council folder. It has 46 questions, down from 58 last year, when a third of respondents abandoned it before the end. MedianXimena Larsen · 4 replies ·
- Executive Compensation · AnsweredBenchmarking non-executive director fees for a mutual with no listed peersI look after board remuneration at a member-owned insurer in Australia with about A$9bn in assets. Fees have not moved in four years: A$95,000 base for a director and A$210,000 for the chair. We are sJames Okafor · 3 replies ·
- CompensationIs a market reference point really any different from a midpoint with a new name?tell, the reference point would be the market median for each benchmark job, and the range would be 80–120% around it. We already set midpoints from the medianBianca Walsh · 5 replies ·
- New Member Welcome · AnsweredIs the midpoint the market rate, the target, or just the middle of the range?I have been a reward analyst at a building products manufacturer in the Midlands for four months, about 2,300 employees in the UK. Before that I worked in management accounts. People in my team use miAmara Keller · 3 replies ·
- Pay Equity & Transparency · AnsweredHow fine should equal-value categories be when each grade spans very different jobs?In a replywhich case re-evaluate. Ours was a decade old and when we rescored 60 benchmark roles, a third moved a gradeAnonymous member · 5 replies ·
- CompensationPoints-factor evaluation or straight market pricing for a 900-person organisation?camp wants a points-factor job evaluation scheme for defensibility. The other wants to market-price everything and slot the rest. With one person and a modest budget, which wouldJulia Quintero · 3 replies ·
- Pay Equity & Transparency · AnsweredHow 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 employerAisha Karim · 5 replies ·
- Compensation · AnsweredHow do you survey-match a job that is half product manager and half data analyst?survey we take part in has a match I would put above 70%. Product manager benchmarks come out around 18% higher than senior analyst benchmarks at the same level, so the choicePaula Quintero · 3 replies ·
- New York ChapterWho is benchmarking hybrid roles in Manhattan?We have about 140 roles attached to our Midtown office where people come in three days a week, and a growing number who were hired remote in 2021 and now live in New Jersey, Connecticut or further outHenrik Costa · 4 replies ·
- New Member Welcome · AnsweredWhat would you read in your first three months in compensation?In the accepted answerFirst, any standard textbook on base pay, but only the chapters on job evaluation, market pricing and range design; skip the rest for now. Second, your own company's lastVictor Ueda · 5 replies ·
- Dubai ChapterHousing allowance benchmarks for 2027Rents in the areas where most of our staff live have risen sharply again this year, and renewal letters are forwarded to me almost weekly. Our housing allowance has been fixed by grade since 2023: 96,Julia Ibrahim · 1 reply ·
- Job Architecture & CareersOne title or two? Internal level titles versus what staff use with clientsIn a replyyear people were quoting their external title in promotion cases and salary negotiations, and recruiters benchmarked them against it. If the external title is grander than the level, you have toldDalia Lindqvist · 3 replies ·
- Sales CompensationThe four charts I bring to the annual plan review, and the one I droppedIn a replywould not drop benchmarking altogether. We lost five enterprise sellers in one quarter to a competitor offering 25% more target pay, and nobody had looked at market levels for three yearsIsla Walsh · 3 replies ·
- New Member Welcome · AnsweredWhere do you actually begin with a first job evaluation project?In the accepted answersimple point-factor scheme with five or six factors, then choose 15 to 20 benchmark roles that cover every level and function. Evaluate those first with a panel of fiveTessa Grant · 4 replies ·
- Berlin ChapterWorks councils and job architecture projectsIn a replyunderstanding was that the principles of the remuneration scheme needed agreement while individual market pricing did not. The council saw it differently, and we spent three sessions on that alonePetra Lindqvist · 4 replies ·
- New Member Welcome · AnsweredIs the certification worth the cost when my employer will not pay for it?In the accepted answerwould split it. Take the two modules that match your gaps, usually market pricing and quantitative methods, and pay for those yourself. That is perhaps a third of the totalIsla Larsen · 6 replies ·
- Global & MobilityWe fixed budget exchange rates in October and regretted it by FebruaryIn a replythis is roles paid against an international market. Our senior people in Cairo benchmark themselves in dollars, whatever currency the contract says. For about 40 of them we now review twiceSonia Dubois · 3 replies ·
- New Member WelcomeWhich events are worth the budget in a first year, and which can wait?In a replyWhichever you choose, a one-day workshop on market pricing or range design is the one thing I would not drop. It is the only format whereVictor Pereira · 4 replies ·
- New Member WelcomeSeven years as an HR generalist, three weeks as a reward adviserbecause nobody else did. So far I have inherited a grading structure from 2017, a benchmarking spreadsheet with tabs I do not understand, and a pay review due in AprilTheo Yilmaz · 4 replies ·
- New Member WelcomeBenefits person for twelve years, finally admitting I do not understand pay rangescover for each other, and from next quarter I will be sitting in on market pricing reviews. In twelve years I have never had to explain why a rangeKiara Gupta · 3 replies ·
- New Member WelcomeTwo of us, 900 employees, and every reward job from pensions to bonus lettersoffice. My colleague looks after pensions and the works council paperwork. Everything else is mine: benchmarking, the annual review, bonus calculations, job descriptions and, last week, the company car policy. I cameCamille Quintero · 3 replies ·
- New Member WelcomeSix years advising on pay, first month in-house, and it is a different jobyears at a reward consultancy in Copenhagen, mostly on job evaluation and executive pay benchmarking for Nordic clients. Last month I joined a wind energy company as reward lead, aboutBen Haddad · 5 replies ·
