Tagged “benchmarking”
34 results in spaces you can access
- Compensation · AnsweredOff-cycle increases: who approves them where you work, and is there a hard cap?Last year 9% of our headcount received an off-cycle base pay increase, on top of a 3.5% annual review. I work for a Canadian retailer with roughly 12,000 employees, about 1,800 of them salaried. CurreRosa Petrov · 5 replies ·
- Global & MobilityMedical cover for dependants in the Gulf: what counts as the market minimum now?We are a construction and facilities group with about 4,600 employees in the UAE, Saudi Arabia and Qatar, a large share of them in site and operative roles. Employee medical insurance is mandatory andOscar Delaney · 0 replies ·
- New Member WelcomeAny reward people in West Africa here, and where do you find market data?I joined this week. I am a compensation and benefits officer at a consumer goods distributor in Accra with about 800 employees in Ghana and a smaller operation in Côte d'Ivoire. I moved into the role Omar Quintero · 0 replies ·
- CompensationShift 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 ·
- CompensationTargeting 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 technology company in Sweden, about 950 employees. Leadership now wants to position machine learning and security roles at the 75th perceBianca Walsh · 0 replies ·
- CompensationRed circles: we froze 41 people in 2023, and here is where they are three years laterAfter a job evaluation exercise at a housing association in the north of England, about 1,100 staff, 41 people ended up above their new range maximum, by between 2% and 19%. We froze base pay with no Elif Yilmaz · 4 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 ·
- 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 ·
- Compensation · AnsweredWhich pay zone for someone contracted to the London office who attends twice a month?We are a software company of about 850 people in the UK with two pay zones: London at 100% and rest of UK at 90%. Zone is set by contractual office location. Since going hybrid, around 140 people are Nina Vargas · 4 replies ·
- CompensationAging survey data when the market moves faster than your survey cycleOur main survey publishes once a year with an April effective date. By the time we run our structure review in January, the data is nine months old and our aging factor is essentially a guess. Has anyDana Whitfield · 3 replies ·
- CompensationPoll: What is your 2027 salary increase budget?A quick pulse check ahead of the regional meetings. Results are visible once you vote.Elena Vasquez · 0 replies ·
- Minneapolis ChapterRetail frontline pay: where is the market?I look after pay for about 180 stores across the Upper Midwest, and our starting rate in the Twin Cities metro is 16.50 dollars an hour. Store managers tell me that no longer fills weekend shifts, andXimena Hoffmann · 4 replies ·
- Compensation · AnsweredWith 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 ·
- 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 ·
- CompensationWe 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 ·
- CompensationTwo 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 ·
- CompensationWhat I learned from running compa-ratio by gender before anybody asked us toNobody had requested it. I ran average compa-ratio by gender within each grade at our Canadian engineering and construction firm, about 2,900 employees, simply to see. Overall the gap was under one poMaya Chen · 3 replies ·
- CompensationIs 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 for each job. I am at a medical devices company in Germany with about 2,000 employees and 14 grades. As far as I cBianca Walsh · 5 replies ·
- CompensationOur counter-offer policy says no, and last year we broke it for one resignation in threePolicy at my firm, a professional services business in Singapore with about 1,700 people, is that we do not counter-offer. Last year partners made 46 counter-offers out of roughly 140 resignations amoVictor Pereira · 5 replies ·
- CompensationSkill premiums inside a grade structure, eighteen months on: what held and what did notWe introduced pay for skills for maintenance technicians at a food manufacturer in the Netherlands, about 1,400 employees across three sites. The grades stayed. Inside grades 5 to 7 we added up to fouSamir Delaney · 4 replies ·
- Global & Mobility · AnsweredPricing a country manager role in Uzbekistan when no survey covers it?We are a software company of about 1,100 people in 14 countries and we are opening a small office in Tashkent: a country manager, two sales people and an office administrator. None of the three surveyVictor Ueda · 5 replies ·
- CompensationTemplate: 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 ·
- Benefits & WellbeingGroup medical renewal in India quoted at +22%: is that where the market is?IT services company based in Pune with about 8,500 employees, plus parents covered on a co-pay basis. Our group medical renewal has come back at a 22% increase. The claims ratio last year was 104%, soGabriel Esposito · 2 replies ·
- CompensationPoints-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 ·
- 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 ·
1–25 of 34 PreviousNext