ipl-logo

Cloudy Day Software Compensation Paper

775 Words4 Pages

Purpose
Cloudy Day Software maintains and administers a compensation program that will attract, reward, and retain a well-qualified workforce. As an employer Cloudy Day Software recognizes that fair compensation for its employees is paramount to the success of the organization and its ability to achieve strategic objectives. The program is based on internal alignment, external competitiveness and employee contributions. The compensation program design is intended to encourage individuals to grow professionally in terms of skills and experience as well as in support of organizational objectives. The program will be continually evaluated and revised to achieve that objective. The basis for the compensation system will be to determine the current …show more content…

Jobs with similar responsibilities as established by job evaluations will be paid based on grade/salary ranges. Comparable education and skills will result in comparable rates within the grade range. Annual increases will be based on merit as determined by performance evaluations and awarded according to the merit increase matrix.

Compensation Criteria
Grades and salary ranges will be derived from local and national survey data. The market data will include survey data from our major competitors and from similar job titles. The system will determine internal alignment which is the value of the position as it relates to achieving organizational objectives. The system will also examine external competitiveness, which is the value of the position in other organizations. Professional consultants will be used to evaluate the compensation system and provide recommendations regarding the administration and management of the program.

Market …show more content…

Management and supervisors will be responsible for conducting annual performance appraisals and submitting completed appraisals to Human Resources.

Establishment and Use of Job Descriptions and Job Families
Job descriptions are available for review for all positions. Job descriptions identify minimum requirements, reporting relationships and essential functions for the position. The job descriptions are used for job classification and the creation of job families. Job descriptions are developed based on departmental and organizational needs and similar job titles from market surveys. Job descriptions will be reviewed annually for accuracy. They will be used as part of the annual performance appraisal process and as a guide to establish any necessary training programs for the position.

Market Survey, Pay Grades and Salary

Show More
Related

  • The Federal Bureaucracy: Merit System Analysis

    151 Words  | 1 Pages

    Some agencies use the GS system in order to hire their employees. This will be based on their education and years of experience going for a GS-1 position all the way to a GS-15 position. The merit system is another way in which people

    Read More

  • Summary Of Climate Matters: Ethics In A Warming World By John Broome

    468 Words  | 2 Pages

    The compensation to the emitters should be provided by others in the

    Read More

  • San Pedro College Case Study

    561 Words  | 3 Pages

    President Jamison and Iberia should directly oversee the Faculty Distinction Program and the Staff Performance Excellence Program. As noted by (Brent & Jurow) the program has not addressed the issue of salary raises since 2006 and is only directly tied to “academic exercise” (p.51). Therefore, with new funding available due to program cuts, “merit-based salary raises can be implemented. However, a specific amount of raises can only be given each academic year. The specifications regarding such raises must be decided the year prior by the Financial Committee and

    Read More

  • Sky Factory Case Study

    898 Words  | 4 Pages

    Subordinates should understand an adopted compensation plan. Arbitrariness in promotions and rewards leads to cynicism, but not to an increase in motivation. If a new program is taken from the ceiling, workers start to think that the leaders do not respect them. The company should give clear answers to the questions of subordinates on how the system of rewards can affect their daily operations. Also, to achieve professionalism in any work, the employee should strive to become the best in the field.

    Read More

  • Performance Review Policy Paper

    625 Words  | 3 Pages

    Outstanding Commendable Satisfactory Needs Improvement Unsatisfactory Upon completion, performance appraisals will be reviewed by Human Resources and by the Executive Team to

    Read More

  • Review Of A Supervisor's Guide To The Performance Appraisal Handbook

    2440 Words  | 10 Pages

    Keep in mind that in order to use this performance appraisal system properly, there must be a clear understanding of its purposes by both the employee and the supervisor. Otherwise, it will not be possible to improve employee performance and the supervisor-employee relationship can suffer because of a lack of understanding of expectations for both parties. It must be clear to all involved in the process that the objectives of this performance appraisal system is to address any areas for improvement, set standards for future performance and set goals for personal and professional growth. THE PERFORMANCE APPRAISAL

    Read More

  • Your Full Title Of Your Paper

    997 Words  | 4 Pages

    We discuss bonuses, annual raises to salary and how it can affect the company’s annual operating costs. The effects that a company feels as it offers increases and finally the alternatives that can be implemented as an improvement. The method for awarding and determining the merit is a way to bolster performance and companywide progress reinforcing the individuals desire to do well.. Raises are offered annually to all employees; however in order to gain the most or higher amount offered for yourself one must ensure that they are adhering to company goals and values which parallel and tie into your own objectives. The values are set to drive performance and results in key areas.

    Read More

  • Are Younger Employees More Likely To Be Motivated By Very Regular Pay Increases On A Regular Basis?

    490 Words  | 2 Pages

    8.17) How can HR administer a complex pay structure that rewards pay increases on a regular basis? When HR is considering adapting a pay structure that rewards pay increases on a regular basis, the department has several duties to accomplish and research to investigate. Firstly, a survey salary should be implemented in order to figure out the salary offered to employees in the same position, whether inside or outside the organization.

    Read More

  • Person Focused Pay Programs Essay

    592 Words  | 3 Pages

    First of all, the four main types of person-focused pay programs are the stair-step model, skill-block model, cross-departmental model, and job-point accrual model. Under the stair-step model, each step represents positions from a certain job family, in which is different on the level of complexity. In addition, the number of skills needed to perform the job will have a bearing with this approach, as well as standards that must be set. The standards in which employees advance to the next level are primary and naturally, the skills required to advance are increased at each level or increment established. Next, the skill-block model refers to those jobs that are grouped into one job model per family.

    Read More

  • Formal Job Descriptions For Employees At The Second Shop

    639 Words  | 3 Pages

    Furthermore, the job description becomes very important if someone's not doing their job or not performing at the level that has been outlined by the department. Hence, the job description can become an important means of helping to improve performance. Being able to view a list of specific duties and responsibilities makes it easy for a supervisor to get across just where and how a worker isn't meeting standards, and to discuss what could be done to improve their performance. Also, if the employee performance doesn’t improve at all, the job description gives the organization guidelines in detailing the employee’s failure to perform their job duties, and, if necessary, to dismiss them for

    Read More

  • Human Resources Policies Paper

    555 Words  | 3 Pages

    • Performance Evaluations and pay raises • Work habit and area expectations • Termination Policies

    Read More

  • The SAS Institute Case Study: Organizational Citizenship Behaviors

    826 Words  | 4 Pages

    I shall elaborate substantially on this. Job Performance- ‘’ this refers to the level to which an employee successfully fulfills the factors included in the job description.’’

    Read More

  • Performance Management Interview Paper

    646 Words  | 3 Pages

    The appraisal forms list the university’s purpose statement, mission, vision, values, and goals, and the employee is evaluated on SMART goals that tie into this. If done well, another strength of performance appraisals is that they provide accurate, sincere, and impartial feedback to employees, and this strengthens the relationship between employees and supervisors (Towne, 2006). According to Aguinis, (2013). Appraisal forms are also effective when they are simple, relevant, descriptive, adaptable, thorough, clearly defined, communicated, and address the past and future performance

    Read More

  • Business Ethics Case Study: What Is Foxconn's Ethical Issue?

    803 Words  | 4 Pages

    However, a cheaper alternative would be to sincerely hold workers’ appreciation day every year. Workers of exemplary performance would receive employee benefits in the form of paid leave or extra percentage of wages for the year. A more effective method is to tie the workers’ wages with the performance of the company. Showing appreciations to the workers would effectively build the motivations of the workers. While tying their wages with the company’s performance would improve their efficiency.

    Read More

  • Case Study Uniqlo

    1738 Words  | 7 Pages

    • Global pay system: All managers worldwide receive the same wage. Equality in the amount of work and pay. • They don’t focus on chasing trends. They keep it simple and affordable for all. II.

    Read More

More about Cloudy Day Software Compensation Paper

Open Document