Searching Pondering Equity-Based Long-Term Incentive Plans on page 184

(Sponenberg is the former chief people officer at The Granite Group, a plumbing, heating, cooling, water and energy wholesale supplier based in New Hampshire.)

;Organizations and TR functions that foster fact-based pay conversations can better align teams with management and allow managers to directly answer employees’ questions on how pay decisions are made and educate those workers about their path for career advancement.; ;Organizations that fully equip their managers with well-defined job descriptions, unshakable compensation data and a firm but compassionate perspective that almost no one likes discussing their pay can set forth an entirely different dynamic — one that respects the potential of the employee while protecting the organization’s business objectives.; ;Supporting your organization’s managers with contemporary compensation tools and precise market pay information likely leads to better employee engagement and demonstrates a deeper understanding of how personal pay is structured.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all

OCCABA initiated plans for mentorship programs targeting veterans and college students, demonstrating a commitment to broader professional development beyond traditional boundaries.

UPS workers also secured hard-fought heat safety protections, including a plan to bring air conditioning to the company’s delivery vehicles for the first time.

And sometimes it means sharing details about the current reality and how you plan to make things better.

Task Time Spent Energy Level Example: Writing daily call-center reports 20% 2 Example: Mentoring new hires 5% 5 Job Crafting Plan Use your answers from above to identify actionable changes you can discuss with your manager.

Developing Key Compensation Resources In the 1970’s, we launched two bedrock products that established the professional rigor of the compensation function and remain essential mainstays for compensation and Total Rewards professionals today: In 1974 we launched the annual Salary Budget Survey , which every year helps compensation and Total Rewards professionals anticipate and plan their salary budgets for the coming year.; In 1976 we introduced the Certified Compensation Professional (CCP), the gold standard in the field and still the only certification for compensation professionals .

For WorldatWork Members FLSA Implementation Toolkit , tool;FLSA Research , survey-based research;Multi-State Laws Comparison Tool , tool; For Everyone Tips for Becoming a Wage and Hour Champion , Workspan Daily article;Supreme Court Rules Against Higher Evidence Bar for Exempt Status , Workspan Daily article;Labor Department Appeals Decision that Halted OT Final Rule , Workspan Daily article; Total rewards (TR) professionals aren’t one-trick ponies.

TR professionals can make strides here through leader training, culture enhancement and base benefits.

Do you want to better communicate the total value of your rewards to your employees so they more fully utilize them, or better understand that if they were to leave the organization for a slightly higher base salary increase, they would be leaving behind highly valuable health coverage?