Despite all the conversations about the pros and cons about merit pay, most organizations continue to use some form of pay-for-performance for their broad employee population. Those with rewards responsibilities need to understand pay-for-performance systems and merit increase guidelines. This session reviews several approaches to designing and controlling a merit pay system.
You’ll learn:
- Identify and describe the pay for performance process.
- Explain how an employee’s career stage or position in range influences the individual pay decision.
- Compare the three methods of designing merit increases: performance only, increase as a percent of midpoint and performance and position in range.
Originally recorded on May 13, 2019.
Ken B. Godevenos, CCP, CHRP is president of Accord Resolution Services Inc.
With over 30 years HR experience working in both the private and public sectors, he worked his way through the HR ranks at one of Canada’s largest utilities and served as Director of Compensation & Benefits for one of Canada’s largest telecommunications companies. Mr. Godevenos was one of the original authors of WorldatWork’s C2 course on job evaluation.
Previously, he served as Director of Policy and Research for the Ontario Ministry of Labour, developing the implementation guidelines for the province’s Pay Equity legislation that served as a model for other jurisdictions.
