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Put more pay at risk (a 60%/40% base-to-variable mix versus one that is 70%/30%).; ;Accelerators.

However, some caution is necessary here since it is not known whether basic pay or bonuses gave rise to this type of outcome or what type of performance (individual, team or companywide) produced the outcomes described.

Academy of Management Annals 14(1) 60–91.

Each serves a distinct function, processing specific types of information to produce desired outcomes.

Fairness and transparency — ensuring that all HR and TR programs (beyond just salary and including elements like bonus awards, benefits programs, promotion, career development opportunities, etc.) are established in a way that is equitable, bias-free, and are consistent with the organization’s pay philosophy. 2.

For WorldatWork Members Total Rewards Inventory of Programs & Practices , research;How to Calculate the ROI on Your Wellness Program , Workspan Magazine article;Total Compensation Statement Builder , tool; For Everyone Most of Your Workers Will Likely Regret Their Open Enrollment Choices , Workspan Daily article;Cost-Saving Behavior Is Increasing, Even for Low-Deductible Health Plan Enrollees , Workspan Daily article;Employers: Urge Workers to Consider HSAs as a Retirement Tool , Workspan Daily article;Health and Welfare Plans: Plan Types and Administration , course; While U.S. worker enrollment has tailed off a bit compared to the recent past, experts say high-deductible health plans (HDHPs) along with consumer-directed health plans (CDHPs) still represent an important option within the total rewards continuum.

Most recently she was Director, Total Rewards for Acumatica an ERP solutions technology firm in Bellevue, WA.

;Suggestion: Use a task force of stakeholders from sales management, sales operations and finance to develop a set of design policies that — based on job content — specifies design practices regarding plan eligibility, target compensation levels, pay mix, leverage (upside), number and types of performance measures, and performance and payout periods.

One of the key elements of this transformation is the design of a sales incentive plan that aligns with the company’s goals and motivates the sales force.

While organizations have begun to include more types of compensation in their pay equity analyses , most organizations could improve their pay equity analysis by being more inclusive of all types of pay.