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The Journal of Total Rewards Second Quarter 2023 | Volume 32 | No. 2 Future-looking research from the 8th Reward Conference in Brussels.

This is down from the 2% general/COLA that was provided in 2023, which fell well below the 2.3% that organizations had projected from the year prior.

Particularly in cases where companies have multiple unique compensation programs within a single organization, capturing all information on sales roles, sales compensation plans and pay, and performance results can provide accurate visibility into the current operations. 2.

As shown in Figure 2, pay increases for longer-tenured executives are less than those for shorter-tenured peers.

Rounding out the top five in the global benchmarking study are No. 2 Germany, No. 3 Mexico, No. 4 Spain and No. 5 Canada.

For WorldatWork Members ;Leveraging Total Rewards to Defeat the Four Horsemen of RTO , Journal of Total Rewards article; ;Compensation Structure Policies and Practices , research; ;Engage Community , peer engagement and connection platform; For Everyone Else ;Trump Firings Alter EEOC; Federal Workers Get Notice of Buyout Plan , Workspan Daily article; ;The Federal RTO Edict: Deadlines, Details, Data and Dissention , Workspan Daily article; ;2 Lawsuits (and 1 Lawsuit Threat) Target Trump’s Early Moves , Workspan Daily article; ;Reimagining Total Rewards – A Personalized and Dynamic Experience , webinar; Return to the office or resign.

Your typical merit table has a 1%-2% difference in pay between one level of performance and the next higher one.

Only 2% of organizations reported not having pay equity on their radar, according to WorldatWork’s “ Pay Equity Study ,” which was fielded in conjunction with Fidelity Investments.

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