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Whether you’re just starting to clean up manual processes or looking to drive more strategic alignment, this session will help you frame compensation as a long-term, career-elevating initiative.

;Framing the conversation.

“Positions may have to be reevaluated (particularly for first-line supervisors and managers), job descriptions revised, pay practices reviewed, payroll systems adjusted and pay statements modified to reflect these changes within a very tight time frame.”

That framing is understandable.

Multiple frames of reference that balance both internal with external data points will allow for a well-rounded process.

I think they will frame it less about any pay decrease or pay cut.

“Comp leaders today are expected to help business leaders and HR partners frame problems, evaluate tradeoffs, and make decisions that balance the performance of the business, the employee experience and external pressures.”

The following cash-reward formats have been found to lead to improved well-being, stronger commitment and a greater intention to stay: ;Bonuses framed as recognition.; ;Spot bonuses with personal feedback.; ;Thank-you rewards.; ;Pay increases framed as reflecting growth in skills.; ;Profit sharing fostering shared purpose.; On the other hand, poor communications can lead to lower engagement and retention ( Thibault Landry et al. 2017).

With this basic understanding, an employer could calculate the FTEs for a department, division or entire organization for any time frame, such as monthly or annually.