CompDoctor

Discover answers to frequently asked questions from our human resources and compensation experts.

1 - 10 of 41 items [Currently showing All Items in CompDoctor]

CompDoctor Article, August 2017 Edition

In this CompDoctor article, Jim Fox and Bruce Lawson answer the following question about the importance of using minimum requirements in job descriptions: We are completing a comprehensive job classification study and are in the process of drafting new job descriptions and class specifications for each job in the new structure. When we discuss the process with our department heads and employee representatives, we meet some resistance to the minimum qualifications we have proposed. The general reaction is that our minimum qualifications are too low, which leads to concerns that we will end up getting unqualified applicants. Employee comments are focused on the fact that they had to have higher qualifications when they were hired, and they want to know why we are dumbing down the requirements. Can you share some insights as to what the minimum qualifications are designed to do and why they are important?

CompDoctor Article, June 2017 Edition

In this CompDoctor article, Jim Fox and Bruce Lawson answer the following question about if broadening the types of organizations to include in a salary survey: When my organization conducts salary surveys, they tend to look at cities and counties in our immediate area, some of which I know pay less than we do. However, my cousin works for an organization up North and he says their salary surveys include not only local organizations but some of the better paid larger cities throughout the country. Would my pay benefit increase if my organization took a broader view of organizations to survey?

CompDoctor Article, April 2017 Edition

In this CompDoctor article, Jim Fox and Bruce Lawson answer the following question about how to prepare as a organization for an expected new law regarding pay equity: Given recent activity at the federal level, our state legislature is considering passing a law requiring gender pay equity. While this is not a new issue, it is likely to pass this year. We are trying to understand what that would mean and what we will need to do internally in the event that the pay equity bill passes. Can you help us determine what we need to do now so that we are prepared?

Why Have a Pay Strategy?

For organizations that want to attract, motivate and retain good employees, designing a strategic approach to pay is a critical component. Using a simple statement to communicate your pay strategy clearly is an important step to establish ground rules.

Tag(s): Human Resources & Compensation;