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A full description of their approach is contained on its website ( CHRC n.d.)

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Key Dates: Survey participation window March 10, 2026 – May 8, 2026 Full report and online reporting tool release Early August 2026 What Access Includes: Online Reporting Tool Create customized reports for the U.S. and Canada by industry, geography, organization size, and revenue Top-line Summary A clear, concise view of global and regional salary budget trends Participating Organizations List Understand the breadth and diversity of survey participants Appendix of Detailed Results Spreadsheet-ready tables for deeper analysis and easier integration into internal planning Explore the 2025 Salary Budget Survey Findings Get a preview of the rich insights WorldatWork delivers each year.

;Full time: Annual compensation with base salary, cash incentive pay and equity pay (either designed like or unlike those for the CEO, depending on role definition and alignment objectives).; ;Reduced time: Lower annual compensation with base salary and equity pay structured like a non-executive board member.; ;Unpaid/unvested awards continue to be earned or vested while the executive continues employment.; ;New awards in the new role are tailored to the responsibilities and expected tenure in the executive chair or strategic advisor role.; Strategic advisor as continuing employee Compensation structure is informed by the expected time commitment.

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.; ;Employees who were contributing, but not enough to get the full 6% employer match.; ;Employees who were contributing and getting the maximum employer match.; “That audience targeting helped us create a more supportive campaign going forward, once we knew [employees’] behaviors and what we needed to help them understand and remind them about,” said Cassandra Roth, senior consultant at Segal Benz.

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Beyond salary, organizations should consider how best to address full compensation with the new role.

.; ;Effectively communicate the full employee value proposition to workers, including the value of non-monetary benefits — and be transparent about changes to compensation and benefits.; ;Invest in your workers’ career growth — bolstering retention and cutting back on the costs of needing to hire externally.; ;Check your work through engagement surveys to keep your finger on the pulse of employee needs and sentiment related to TR decisions.; Other strategies for TR pros, according to Sue Holloway, a compensation content director at WorldatWork, include scaling back less-utilized programs and more strongly utilizing non-monetary rewards such as recognition and flexibility.

Cancellation Policy You may cancel the TR27 Attendee Exclusive or Preview Rate registration for a full refund until December 31, 2026.