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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.

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

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.

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.

Trend 2: Employees feel less connected than ever before.

Viewed: Jan. 2, 2025.

Driving Strategic Priorities Method Example Pro Tip Product-specific rates Provide a 2% commission rate for core products and a 4% commission rate for strategic products.

Recertification Course Credits WorldatWork Recertification Credits 2 Compensation Credits CEUs 0.2 Credits HRCI Recertification 2 Credits SHRM Recertification 2 Credits Learning Options Exercises are included throughout each section of the course for hands-on practice.

But in June, before that could happen, the FTC requested a preliminary injunction to prevent Microsoft from completing the acquisition, with an eye toward bringing the case to its administrative law judge on Aug. 2.