Archive for category: Job Structures

How Will The New Overtime Rules Affect You?

May 18,2016May 18, 2016

By adminIn Articles, Base Pay / Salary, Bonus, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Job Structures, Performance Units, Restricted Stock, SAR-Stock Appreciation Rights, Stock OptionsTags Base Pay / Salary, Bonus, compensation communication, compensation philosophy, compensation plan design, compensation strategy, Department of Labor, DOL, FLSA, HCE, Highly Compensated Employees, Incentives/Bonuses, job structures, Overtime, Overtime Pay

Is your mind already racing about how the new overtime regulations will affect your company? The media is buzzing about...

1.8 Million Reasons NOT to Become CEO

Jun 25,2015June 25, 2015

By adminIn Articles, Base Pay / Salary, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Executive Compensation, Job Structures, Pay For PerformanceTags compensation philosophy, compensation plan design, compensation planning, compensation strategy, executive compensation, job structures, P4P, salary

Being the CEO of a company is a great job, if you can get it. It’s an even better job...

From the SEC: Please Link Executive Pay to Performance

Apr 05,2015April 5, 2015

By adminIn Articles, Bonus, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, ESPP, Executive Compensation, Job Structures, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Stock OptionsTags compensation philosophy, Dodd Frank, equity compensation, executive compensation, P4P, proxy, Section 953(a)

Sleep well sweet Prince, or perhaps Emperor. We now send executive compensation to its inevitable peaceful and infinite slumber. Shown...

Baking is to Science as Cooking is to Art, Pay = Both

Mar 24,2015March 24, 2015

By adminIn Articles, Base Pay / Salary, Compensation Plan Design, Equity Compensation, Executive Compensation, Job Structures, Long Term Incentives, Pay For Performance, Sales Compensation, Short-Term Incentives - STI

Many great bakers are average cooks. Many great cooks avoid baking all but the simplest of things. Baking requires precision...

Small Companies Deserve Compensation Excellence

Apr 28,2014April 28, 2014

By adminIn Articles, Career Advancement, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, ESPP, Executive Compensation, Job Structures, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Recognition, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Start-up Pay, Stock Options, Titles and Descriptions

Often your HR person is also your benefits, recruitment, training, organizational development, problem resolution and party planning resource. Even though...

Why do some companies recruit heavily at universities (e.g. Microsoft, Google, Facebook, etc.) whereas others only make experienced hires

Sep 28,2013September 28, 2013

By adminIn Communication, Compensation Philosophy, Compensation Plan Design, Culture, Job Structures, We Have Answers

Link to full answer thread: http://www.quora.com/Why-do-some-companies-recruit-heavily-at-universities-e-g-Microsoft-Google-Facebook-etc-whereas-others-only-make-experienced-hires Dan’s answer My firm does compensation consulting and we often discuss the following with...