Compensation
Foundations:
- Philosophy: what is valued, culture and environment, internal equity, competitiveness
- Design: Internal comparisons, pay structure, market comparisons
- Administration
- Money isn't everything: Whom do I work with? Whom do I work for? Challenges?
- Why put golden handcuffs on someone you don't want?
- Engage people whom you want to retain and motivate
- Market surveys are an alternative to COLA increases (don't do both because you will double count)
- To convince the municipality to give money for compensation - show how you support THEIR goals and objectives (from strategic plans, etc.), speak their language
Job descriptions and competencies
- A central tool: basis for job ads, performance management, compensation
- Add to offer letter (becomes part of employment contract)
- Review regularly
Job description template:
- Title:
- Reports to:
- Duties / Responsibilities
- Required Experience:
- Required Education:
- Required Skills and Abilities:
- Working Conditions
Performance Appraisals:
- The windshield should be bigger than the rear view mirror.
- Keep a "shoebox" (file) for each employee - with good and not so good things to review in appraisal
- Appraisals are a waste of time if you don't know how to coach
- Numerical (rankings) or not? Up to you - helps justify if you tie salary to performance
- Appraisal errors: "similar-to-me" bias, central tendency (everyone is a 3/5), halo/horns, leniency/strictness, recency, contrast effect
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