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WorldatWork HRCI* SHRM** Credits 1 General 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

WorldatWork HRCI* SHRM** Credits 1 Benefits 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

WorldatWork HRCI* SHRM** Credits 1 General 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

Furthermore, inconsistent application across different client cases or even within a professional services provider makes peer benchmarking within industries, company size categories and maturity phases nearly impossible.

The survey of 990 organizations of all sizes and industries also found that bonuses of all kinds have grown steadily since the inception of this survey in 2015 (with the exception of 2020), a reflection of their value in enabling businesses to compete for talent in a tight employment market while limiting long-term employee expense.

Those findings are supported by a global survey by consulting firm Mercer of more than 18,000 workers that found those with personalized benefits were: ;3.6 times more likely than employees without personalized benefits to believe their benefits were as good as or better than those offered by other organizations in the same industry.; ;2.2 times more likely to feel confident their employer would support them during emergencies or times of need.; Individualized or customized rewards can work against regulations that require consistency, but organizations can consider many formats to achieve this.

;Professional experience in multiple industries preferred.

WorldatWork’s “Geographic Pay Policies Study” surveyed 1,063 respondents from organizations of varying sizes and across multiple industries, and found 62% of participants saying their organization has a geographic pay policy in place for United States-based employees.

By participating, you will help uncover: How organizations structure short-term and long-term incentive programs;Key trends in eligibility, participation, and payout opportunities;The performance measures and metrics used to drive results; What you’ll gain Participants receive access to a newly enhanced interactive reporting dashboard, making it easy to: Benchmark your compensation practices against peers;Compare across industries and organization types (public, private, nonprofit, government);Explore emerging trends in incentive strategy;Earn a 30% discount for any WorldatWork course (must be redeemed by 12/31/26, code will be sent to participants after survey closes; Survey closes Friday, Jun 12, 2026 Take the Survey Take the Survey Browse Survey Questions Browse Glossary Definitions Thank You for Being a Member Get the most from your membership today!

Input 1: The Organization’s Long-Term Strategic Plan Many large public companies have multiyear strategies to develop a path toward long-term shareholder and stakeholder value.