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Re-Examine Your Pay Ranges; To Offer or Not to Offer Compensation professionals exploring this question — and ways to keep lump-sum merit replacements equitable — in a WorldatWork Engage forum post shared various insights: ;“We move our ranges every year, say 2%, so even an employee who was at the top of the range will get a 2% base pay increase,” said Ken McLean, a senior compensation analyst at Newport News, Va.

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Say Person 1 sets a goal of 1 new account in a quarter and achieves 2.

Meantime, the motivation to plan for retirement is there, suggests Fidelity Investments’ 2022 State of Retirement Planning Study, and it surpasses the drive to plan for other financial milestones like owning a home or planning a wedding (see Figure 2). 80% of people with a strong understanding of longevity save regularly for retirement. 2.

., customers, employees, non-U.S. parties) by reframing or backtracking on DEI and (2) the reputational and litigation risks from continuing their DEI programs.

In Figure 2, we would want a scenario of an employee in the top right quadrant having positive performance and significant scope, but negative value against replacement.

The Journal of Total Rewards Second Quarter 2025 | Volume 34 | No. 2 Explore the next equity frontier -- where analytics help ensure inclusive advancement opportunities.

Share Reserve Percentage of Undiluted CSO at IPO 75th percentile 13.5% 50th percentile 10.3% 25th percentile 8.1% Issue 2: Evergreen Provisions Evergreen provisions allow for an automatic annual replenishment of the share reserve, up to a preset limit.

This is down from the 2% general/COLA that was provided in 2023, which fell well below the 2.3% that organizations had projected from the prior year.

Journal of Managerial Psychology 19(1/2): 19–40.