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.; Design Considerations for Compensation Plans When entering the design process for a new-hire sales compensation plan, consider a variety of factors, including: Role type.

Reiman: In the nearest term, this is creating a spreadsheet scramble for compensation professionals looking to identify nonexempt workers falling below the July 1, 2024, and January 1, 2025, thresholds.

;Applied behavior analysis, a type of interpersonal therapy where a child works one-on-one with a practitioner, is the top elective service employers offered in 2022 ( 55 %), up 4 points compared to the previous year.

Workspan Daily article; ;Total Rewards Today: Spending Money Where It Counts , Workspan Daily article; Creativity is a core human skill that remains vital in the age of remote work, digital communication and artificial intelligence (AI) — yet many working adults, including those holding down corporate total rewards (TR) functions, believe they aren’t the “creative type.”

He said AI tools can provide answers instantly by analyzing a workforce’s age and health to suggest plan types, as well as offer reminders and nudges .

California started the wave in 2016 by passing the California Fair Pay Act, which expands the types of jobs that may be compared and limits the factors employers may use to justify differences in pay.

Rossi: The answer varies significantly by industry, customer type — such as business-to-business versus business-to-consumer — and sales role, but some fairly common tactical sales compensation changes that may last in the long term include simplifying plans to two measures (three maximum), to enable agility with less to analyze/change, ensure better administration, and reduce goal-setting pressure and workload for sales operations as well as sales.

Method 1: Job-to-Job Comparison TR pros widely use this method, and it is straightforward in pay equity analysis.

Part 1: Your Current Commute How do you typically commute to work?

That type of legislation can bolster employers’ efforts to improve the health coverage provided to their workers, Hoffman said — and calling for change is one way employers can advocate for those working for them.