Searching executive compensation on page 92

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

For WorldatWork Members How to Reduce Rater Bias in Performance Evaluations , Workspan Daily Plus+ article;4 Reasons Performance Ratings Aren’t Vital to the Compensation Cycle , Workspan Magazine article;Behavioral Performance Assessment: Turning the Painful into the Productive , Journal of Total Rewards article;Performance Management and Rewards , research;Performance Review Builder , tool; For Everyone How to Change the Performance of Your Performance Review Systems , Workspan Daily article;Most Workers Would Do a 180 on 360-Degree Feedback , Workspan Daily article;Improve Performance Management with Frequent Communication and Transparency , Workspan Daily article;How to Mitigate Bias in the Performance Review Process , Workspan Daily article;Performance Management is Killing Performance: Here’s the Fix , on-demand webinar; Effective performance management — true to its name — requires intentional, well-executed management .

Separately, Till and Karren (2011) reported both informational justice and procedural justice related to pay level satisfaction for managers and executives.

As a result, “many are turning toward apprenticeships to fill their needs,” said Julie Lammers, the executive vice president at American Student Assistance (ASA).

Maintaining data integrity and accurate performance tracking becomes challenging, potentially affecting employee morale and trust in the compensation process.

Part of the American Rescue Plan initiated by the federal government through the Federal Pandemic Unemployment Compensation Act (FPUC) allowed gig workers to collect unemployment compensation, first in the amount of an additional $600 per week beyond what a state would provide.

When employers fail to take into account the impact of higher starting salaries on compensation levels of existing employees in comparable or more experienced roles, they inadvertently create a pay compression problem.

Learn: Sales Compensation: Foundation and Core Principles Some of these areas have a direct impact on sales compensation plan design, others are areas being contemplated for the change needed in a sales rep’s skills, traits, drivers and/or behaviors.

Our guest is David Glasgow , executive director of the Meltzer Center for Diversity, Inclusion and Belonging at the New York University School of Law, where he is also an adjunct professor.

For this installment, Workspan editors spoke with Brad Hill, principal at Clearwater Human Capital, a Chicago-based compensation firm, who identified two key issues facing rewards leaders at the moment: How organizations are helping their workers deal with inflation, and the role of rewards and compensation in helping these same companies hold on to employees at a time when a red-hot labor market is creating significant engagement and retention challenges.