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There are some excellent models for how firms may navigate the advantages and disadvantages of pay outcome transparency, with an increasing number of firms either exploring the issue, or already opting to disclose certain forms of aggregate pay information.

The Uber Business Model This simple model predicts that because of taxes, a worker with significant unreimbursed business expenses is better off as an independent contractor.

;Identify relevant performance and compensation measures and financial modeling.

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“To do this well, employers need a solid infrastructure and governance model around compensation.”

Go Beyond Compensation Carol Leaman, CEO and co-founder of Axonify, which trains frontline workers, said organizations will have to use multiple levers in their total rewards model to fill labor shortages this time of year.

This would be crucial for understanding what numbers are being used when we model plan changes and assess plan performance.

This includes a quantitative analysis, such as conducting a pay equity analysis (using a multivariate regression model), as well as a qualitative evaluation of pay and talent management practices.

Pay for Performance Many companies are shifting toward more aggressive pay mixes (higher pay at risk models) to ensure sellers’ incentives are aligned with business outcomes.

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