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According to proxy filings as of June 30, 2022 from Main Data Group , the prevalence of ESG metrics of any type in incentive plans has risen to majority practice, with 57% of S&P 500 companies including these metrics in either the short- or long-term plan as of 2021.

While reasons for taking on a job architecture project vary, the following are the primary drivers: Job structure/title practices;Career pathing and talent development;Pay program(s) assessment and alignment;Minimal job architecture in place;Workforce planning and human resources reporting; The number of job levels within job types (executive/management, professional/individual contributors, technician and skilled trades, and administrative support and clerical) varied by revenue size and industry.

Second Trader Joe ’ s Store Votes to Unionize The New York Times has that w orkers at a Trader Joe’s in Minneapolis voted on Aug. 12 to unionize, adding a second unionized store to the more than 500 locations of the supermarket chain.

The study found that 76% of S&P 500 companies reported in this year’s proxies that they incorporated at least one ESG metric in their executive incentive plans, up from 69% the previous year and 52% three years ago.

The WTW Global Executive Compensation Analytics Team (GECAT) analyzed CEO pay trends across the S&P 1500.

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As organizations continue to prepare their salary budgets to attract and retain talent in 2024, the market data suggests a pullback on 2023’s final increase budgets.

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Behson, S. 2015.

Check out Workspan Daily ’ s on-site coverage of Total Rewards ’26: There Is a Distinct Power in Knowing What Matters to Your Workers;WorldatWork, HRCI Leaders Kick Off Program Exploring Work’s New Era;Why Bravery Is a Formal Habit HR Pros Need to Build and Lean Into;Cha-Ching: How to Transform HR into a Profit Center; Check out Workspan Daily pre-conference coverage on Total Rewards ’26: To Enhance Employee Experience, Lean into Integrity, ‘Radical Honesty’; ;Conference Session Takes Community Approach to Solving HR Problems; ;BIG Ideas: Learn How to Get the Most Out of a Small HR Budget and Team; ;Recognize that Employee Recognition Needs Some Attention; ;Hard Choices, Soft Solutions: A Considerate Approach to Compensation; ;Making the Leap to a Pay-for-Performance Approach that Works; Arnold: Gen Z is a mystery to most employers … and most HR and TR pros.