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See Issue Journal of Total Rewards Q3 2024 A global study of getting the most ROI from executive compensation.

.; Presenters Laura Wanlass Partner, Human Capital Solutions at Aon Laura is a Partner and a global leader on Innovation & Strategy within Aon’s Executive & Board Advisory practice, providing strategic guidance to boards and executive leadership teams across the globe, on data led approaches to the oversight, strategy, and execution of corporate governance, human capital (including executive compensation), sustainability and other emerging topics of importance.

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;Government organizations that offer LTIs (10%) do so through nonqualified deferred compensation programs.; “It’s a white-hot labor market, and employers are struggling to find, engage and retain top-performing employees,” said Sue Holloway CCP, CECP, Director, Executive Compensation Strategy, WorldatWork.

“Many of the best compensation practices, such as ranges for positions, are a direct result of the focus on compensation created by Title VII and are increased by state and local pay equity and transparency laws.”

; The biggest difference between a pay equity analysis driven by legal vs. compensation strategy considerations is the way in which the analysis is structured.

Save Reuse Permission A proper incentive compensation (IC) strategy is key to driving sales rep-physician engagement and motivating the salesforce to achieve performance goals.

Evaluating the organization's compensation groundwork - job architecture, pay ranges, pay management guidelines – is key to staying ahead of evolve state and federal pay equity laws.

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