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Results for “Regional Benchmarking”

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Pay Equity Research CouncilRelated2027 study: draft questionnaireThe draft questionnaire for the 2027 benchmarking study is in the council folder. ItXimena Larsen · 4 replies · 5d ago
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 · 1y ago

Executive Compensation · AnsweredRelatedRelative TSR peer group down to 14 names after two takeovers: rebuild or switch to an index?I support the committee of a mid-cap listed industrial in the UK. Our relative TSR group started at 18 companies three years ago. Two have been taken private and two more are now so small that they baNadia Haddad · 4 replies · 2y ago

Executive Compensation · AnsweredRelatedBenchmarking 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 · 3mo ago

CompensationRelatedIs a market reference point really any different from a midpoint with a new name?Our consultants have proposed replacing grade midpoints with a market reference point forBianca Walsh · 5 replies · 4mo ago

Pay Equity Research CouncilRelatedMethodology: adjusted versus unadjusted gapEvery year the study reports an unadjusted gap and an adjusted one, and every year members quote whichever suits them. Before the 2027 round I think the council should settle how we define and presentAmara Larsen · 1 reply · 2w ago

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 healthBianca Walsh · 0 replies · 6d ago

Executive CompensationRelatedRelative TSR peer group selection — index or hand-picked peers?Our compensation committee is revisiting the LTI design and there is a split view on whether to measure relative TSR against a broad index or a curated 18-company peer group.James Okafor · 1 reply · 4w ago

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 · 1y ago

Global & MobilityRelatedOur template for one global grade structure with local pay rangesSharing what we ended up with after two years, since I struggled to find worked examples. Medical devices company, about 7,000 employees, 26 countries, 14 global grades evaluated by one method. Each cPetra Lindqvist · 4 replies · 1mo ago

CompensationRelatedManaging ranges in high-inflation countries: how often do you move the structure?Most of our 2,300 employees are in Western Europe, but we have about 120 people across two countries where annual inflation has been running above 40%. I lead reward for a shipping and logistics groupElif Lindqvist · 0 replies · 2d ago

New York ChapterRelatedWho 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 · 4w ago

Global & MobilityRelatedOne global bonus plan, 31 countries, local targets: how do you keep the funding fair?I run rewards at an industrial equipment manufacturer with about 15,000 employees in 31 countries. We are replacing 17 local bonus schemes with one global plan: 40% group operating profit, 40% countryTheo Gupta · 4 replies · 1y ago

Sales CompensationRelatedThe four charts I bring to the annual plan review, and the one I droppedEach October I present a review of the sales incentive plan to our executive team at a logistics software company in Australia, 150 quota carriers. Over the years I have cut the pack to four charts thIsla Walsh · 3 replies · 1y ago

CompensationRelatedTwo years after moving our structure review from annual to biennial: what happenedIn 2024 we stopped moving our salary structure every year. I am at a public body in Australia with about 2,200 staff, and annual market movement had been running at 2–2.5% for some time. The thinking Nina Vargas · 3 replies · 4mo ago

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 · 2d ago

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 · 1mo ago

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 · 1y ago

Pay Equity & TransparencyRelatedOpinion: the adjusted gap has become a way of explaining the problem awayI expect disagreement, which is the reason for posting. I have run pay equity analysis for twelve years, currently at an energy company with about 7,000 employees across the UK and Norway, and I have Grace Zhang · 6 replies · 12mo ago

New Member WelcomeRelatedSeven years as an HR generalist, three weeks as a reward adviserI work for a housing association in the north of England, about 1,100 staff, and until last month I was one of four HR business partners. When our reward adviser left, I put my hand up, partly becauseTheo Yilmaz · 4 replies · 3w ago

CompensationRelatedPoints-factor evaluation or straight market pricing for a 900-person organisation?I have just joined a research institute in Denmark as its first dedicated reward manager. About 900 employees, roughly 180 distinct job titles, and a grading system that amounts to whatever was agreedJulia Quintero · 3 replies · 1y ago

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 · 1y ago