Dear Workforce: We are in the process of salary reviews and currently use a points system for evaluations. How could we use job descriptions more sensibly in our job evaluation process? — Need Pointers for Point System, hospitality, India Dear Need Pointers: Of the commonly used methods of job evaluation, the point system is the most popular. When using a point system, each job is compared with a list of predetermined job characteristics or factors and assigned point values f

Challenge: Develop Competitive, Performance-Oriented Compensation Growth-oriented “Tier Two” accounting firm needed to realign its compensation programs in order to compete more effectively with its larger competitors. Firm management was seeking a more competitive and equitable compensation system that would tie associate and staff pay ranges to performance goals. Solution: Market-Based Compensation Structure The Chatfield Group developed a market-based compensation structur

Challenge: Develop HR Tools for Local Managers A national retailing organization needed to develop a set of HR tools to help local managers deal more effectively with performance-related people issues. Solution: Performance-Based Total Rewards Toolkit The Chatfield Group developed a performance management framework to enable local managers of the national retailer to assess their reward and recognition options and implement cash bonus or incentive programs. The toolkit discus

Challenge: Restructure Compensation Program Major not-for-profit organization with 250 employees and more than 100 separate job categories needed to totally revamp its compensation structure. Solution: Totally Revamp Strategic Compensation Framework The Chatfield Group helped the association transition to a more competitive pay philosophy. We developed a strategic compensation framework for the organization to assess the competitiveness and equity of both base pay as well as

Challenge: Link Pay to Performance in Down Market A major manufacturer of commercial building systems faced tight budget constraints because of a downturn in the construction business. The company was particularly concerned about losing key employees due to a limited salary budget. Solution: Design Pay for Performance Plan to Meet Company Objectives After conducting a market analysis of the company’s current pay program, The Chatfield Group developed a conservative pay struct

Challenge: Align Incentive Plans for Management & Sales with Growth-Oriented Behaviors The sales and installation division of a Fortune 500 company needed to restructure its management and sales incentive plans in order to strengthen the link between pay and performance. The division operated out of 45 field offices across the US, each with separate sales, service, and installation functions. Incentive plans at these 45 field locations were hard to understand and calculate, m

Challenge: Facilitate Open & Transparent Communications about Compensation A Fortune 100 company wanted to equip its managers and HR professionals with the means to communicate more effectively about compensation. When employees have a good understanding of how they are paid, the company reasoned, they are likely to be more engaged. What’s more, employee survey data indicated that company employees were eager to gain a better understanding of compensation issues, and the comp

Challenge: Realign Compensation Structure Following Major Acquisition A Fortune 500 durable-goods manufacturer had just acquired another global company and needed to align the executive compensation structures of the two companies. The acquiring company was centralized while the acquired company had numerous decentralized businesses across the globe. Solution: Conduct Global Compensation Review to Lay Groundwork for Change Company management asked The Chatfield Group to devel

Challenge: Restructure Compensation to Support Anticipated Growth A fast-growing, privately held manufacturer of building materials needed to establish a formal compensation structure to better support its rapid growth and help it transition to a pay-for-performance company philosophy. Solution: Design of Comprehensive Compensation Structure During this engagement, The Chatfield Group teamed with management to restructure roles and reporting relationships. We also wrote job d

Challenge: University Needed Help Getting the Word Out on their New Pay System Faced with significant time constraints, a large metropolitan university needed comprehensive communications support for the rollout of its new compensation program. Solution: Outsource Rapid-Rollout Communications Support for New Compensation Program Knowing that time was limited, the university retained The Chatfield Group to produce the broad range of communications materials it needed to suppor

Challenge: Update NFP’s Compensation Structure to Address Budget Concerns A not-for-profit (NFP) youth organization needed to realign its approach to pay and compensation in order to address significant budgeting constraints. Solution: Conduct Compensation Study to Facilitate Program Changes To provide a solid foundation for change, The Chatfield Group conducted a salary market analysis for the NFP in which we analyzed all non-exempt positions and recommended changes to the o

Challenge: Update Compensation Program A leading cultural institution well-known for its state-of-the-art attractions needed to bring its entire pay & total rewards infrastructure up to date. Solution: Compensation Overhaul In a top-to-bottom restructuring of the organization’s compensation program, The Chatfield Group: Rewrote 150 job descriptions and ensured compliance with the Fair Labor Standards Act (FLSA) using multiple valid data sourcesMatched jobs to market, includin

Challenge: Update Paid-Time-Off Policy A leading Chicago not-for-profit was concerned that its paid-time-off (PTO) policy was failing to meet employee expectations. It needed help addressing the problem in order to compete effectively for talent in a highly competitive metro market. Solution: Conduct Customized Survey Assessing Paid-Time-Off-Policies of Peer Organizations To improve its paid-time-off programs, the NFP needed to know how members of its peer group were handling