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With experience spanning public, private, and unionized environments, Maeve has guided organizations through executive compensation reviews, pay equity compliance, reorganization design, and performance-based compensation models.

No matter what a company’s business model or what their technology is, workers have rights.”

As the focus has increasingly turned to pay for performance , many companies have enhanced the goal-setting process and incorporated additional analytics and data, including peer and industry performance history, forecasts and models of shareholder expectations.

Check out the rest of Workspan Magazine’s April-May 2026 issue: Eye-Opener: Don’t Hit the Snooze Button on Culture;Roused and Recharged: How to Boost the Power of a Culture Audit;Giving ‘Co’ a Go: Gensler Extends Joint-Leadership Model to CHRO Role;Are Your Job Descriptions a Misaligned Mess?

“Now is an opportunity for companies to reevaluate their operating model and think creatively about how to align resources to the areas of greatest need,” he said.

Is a variety of media used (video, podcasts, interactive models, etc.)?

This will likely help incentive plan participants model the right behaviors and take the right actions to drive results.

Related Courses This learning experience is part of WorldatWork’s suite of Excel mastery courses, which include: Advanced Excel Skills for Compensation Professionals;Analyzing & Automating Rewards Data with Excel;Creating a Dynamic Incentive Modeling Tool;Designing Powerful HR Dashboards;Dynamic Arrays: Excel Turbo Charged;Excel Skills for Compensation Professionals;Job Titles & Grades: Creating an Interactive Matrix in Excel;Regression Analysis Made Easy with Excel;Working Smarter & Faster with Excel Formulas; Policies View our Return/Cancellation policies and more here .

To get the most out of this course, you will need to have working knowledge of the WorldatWork Total Rewards model, compensation fundamentals of a Total Rewards strategy, labor regulations, base pay systems, variable pay programs and market pricing.

With economic uncertainty, evolving workforce demographics, new well-being needs and as organizations review work models (including the use of non-traditional talent ), leading organizations must understand: what employees want versus what they need; how current programs are being used; and then optimize their total rewards portfolios more thoughtfully than before.