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Standards and Practices According to Holloway, director compensation structures at publicly traded companies remain fairly standardized, with most typically offering: ;Annual board retainers composed of approximately 40% cash and 60% equity, with no separate meeting fees.; ;Full-value equity awards granted based on fixed-value rather than fixed-share amounts, with short vesting periods (immediate or one year).; ;Board retainers that do not include additional compensation for committee service, except for committee chairs, who receive retainers recognizing their added responsibilities, time commitments and heightened scrutiny.; “Director compensation approaches at privately held companies are much more varied than at publicly traded companies,” Holloway said.

The consulting firm also found: ;Nearly 60% of the surveyed organizations that do have talent marketplaces are uncertain of their effectiveness.; ;40% don’t incorporate skills into rewards and recognition.; ;28% don’t incorporate skills into performance management.; “Skills create a shared language for development that drives both personal and organizational momentum,” said Lisa Stella, a partner and career practice leader at Mercer.

Other types of work-based learning can be valuable, but they typically don’t offer the same depth, rigor, duration or clear pathway to a skilled career, she said.

More than 60 other tech companies, including Amazon.com Inc. and Google parent Alphabet Inc., have let go almost 11,000 employees so far this year, according to Layoffs.fyi, which tracks tech industry job cuts.

;More than 60% of companies are using performance thresholds as an entry point to incentive pay for new and existing account sellers, representing a 25-percentage point increase from 2020.

The measures we used were: Salary Increases Percent of employees receiving an increase less than 60% of the pool budget.

Before the pandemic changed the nature of work, nearly 60% of remote workers reported clearly knowing what was expected of them.

Healthcare, government, and leisure and hospitality accounted for 60% of May’s gains; however, interest rate-sensitive sectors such as construction and manufacturing added jobs as well.

And yet research conducted jointly by the Collegiate Employment Research Institute at Michigan State University (MSU) and Intern Bridge found interesting differences, based on socioeconomic status, in the types of internships students landed.

The most common driver influencing changes in 2023 is a tighter labor market affected by worker shortages, cited by 61% of survey respondents, followed closely by inflationary pressures at 60%.