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For WorldatWork Members Why It’s Time for a Compensation Philosophy Refresh , Workspan Magazine article;How Employers Can Structure and Communicate Appropriate Pay Bands , Workspan Daily Plus+ article;Answers to Common Employee Questions on Pay Transparency , Workspan Daily Plus+ article;2024-2025 Salary Budget Survey , research; For Everyone Workers Are Seeking Greener Pastures, and Higher Pay Is the Driver , Workspan Daily article;How to Measure the Success of Your Annual Compensation Cycle , Workspan Daily article;Essentials of Compensation Management , course;From Transparency to Trust: Elevating Pay Communications , webinar; NEW!

;A workers’ compensation component ($1.70), which reflects the workers’ compensation benefits that must be provided to comparable delivery workers.; U.S.

Save Reuse Permission The compensation professional’s role is to support the organization’s efforts to recruit, retain and engage employees.

“The problem is that many companies are relying on decades-old compensation and leveling structures that were meant for managing compensation — not communicating about compensation,” she said.

Employer Strategies and Solutions According to The Conference Board’s Rebecca Ray, executive vice president of human capital, the survey shows that many workers are really struggling with their mental health.

Employees rely on flawed data and are not fully informed when it comes to complex compensation structures, while leaders and managers are frequently unprepared to address concerns about pay equity, discrepancies and strategy with confidence.

Event speakers included: Susan Brown, senior director of compensation, Siemens;Elizabeth Crofoot, senior economist, Lightcast;Connie Haney, director of total rewards, Acumatica (and faculty member, WorldatWork);Liz Supinski, director of research and insights, WorldatWork; Accounting for Supply and Demand Crofoot began the session by outlining some of the economic factors putting downward pressure on wage growth (i.e., higher workforce participation and lower labor market churn) and additional factors (i.e., inflation and productivity growth) that are muddying the waters given uncertainties in their direction and resulting impact.

Then there’s the financial institution with a stated compensation philosophy to pay at the market median, but also a voracious appetite for uncapped commission plans that routinely pay top sales performers well into seven figures and well beyond the market 90th percentile.

Sales Compensation Survey Results This survey, conducted in partnership with OpenSymmetry, examines which sales costs that organizations track, the best measures of sales productivity, which analytical tools organizations commonly use, and more.

Brad Robinson, the compensation director for MasTec’s Power Delivery Group, and Rebecca McConnell, the compensation director for Konica Minolta Business Solutions, completed the panel.