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Mastering Compensation & Performance: A Comprehensive HR Primer

Dive into the world of compensation, performance management, and employment assessment with insights from the HR-Guy. Explore topics from wage compression to the KDL "Check-In" process. Discover how to navigate fair labor standards, pay ranges, merit pay, and more. Join the discussion on traditional challenges in performance management and learn about the innovative new tools shaping the HR landscape. Stay ahead in HR practices with this valuable primer by Brian L. Mortimore, SPHR.

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Mastering Compensation & Performance: A Comprehensive HR Primer

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  1. HR topics with the HR-Guy A primer on compensation, performance management, and the exciting new employment assessment tool that’s being developed by KDL. Brian L. Mortimore, SPHR Kent District Library

  2. Compensation • Fair Labor Standards Act of 1938 • Exempt vs. Non-Exempt Status and the Department of Labor • Economics test • Staff working as Volunteers • Overtime calculation • “Comp” Time • Compensatory Time – “Donning and Doffing” / Travel / Working from phones

  3. Compensation • Pay Ranges (Beginning and Ending and options for annual adjustments) • Pay Rates (Basic increases and Supplemental Adjustments) • Market Rates • Internal Equity (Equal pay for equal work) • Pay Progression and the journey to the top • “Cost of Living?” • Merit Pay (Opportunities and Challenges)

  4. Compensation • Wage Compression and the challenges of too many ranges • “Slotting” new positions in an existing range • “Red Circle Rates” and some solutions to address them • “Green Circle Rates” and some solutions to address them • “Aging” salary data • Library rules for promotion, transfer, demotion, probation, reclassification.

  5. Performance Management • Traditional Challenges (Recency / Halos & Horns / Central Tendancy / Honesty / Inflated). • An anxiety producing event for both parties…

  6. Performance Management • The KDL “Check-In” Process is a two-step process • Check-in with the employee Ask, What are you working on? Is there anything standing in your way? What do you need from me? Then, Recognize them for the work they’re doing.

  7. Performance Management Example: Q: “What are you working on, or, what’s your immediate priority?” A: “I’m trying to get more teen volunteers to help with Summer Reading Club registration.” Q: “Do you have enough?” A: “Not yet. Last year I had twice as many.” Q: “Would it help if I placed a call to some of the Friends to get the word out that we’re looking for volunteers?” A: “Yes, that would be great.” Q: “OK, I’ll check back after I call the Friends. I want you to know that I appreciate all your hard work with this. It may be challenging now but I know we’ll have a great Summer, in large part because of your efforts.”

  8. Performance Management • The KDL “Check-In” Process is a two-step process 2. Check in with your employee performance logs Example: 6/2/17 – Met with April and discussed concerns around SRC. Specifically, lack of teen volunteers. I contacted the Friends to put out a call for help. April has been very busy ensuring the success of the program developing promotion and securing prizes.

  9. Performance Management • The initial feedback from KDL Management….

  10. Employment Testing Tim Horton’s, Time Magazine, and how we got here…

  11. Employment Testing Are you interested in becoming a part of our study? Send an e-mail to bmortimore@kdl.org with the subject line “Bookmark”.

  12. Questions Brian will address a few questions that are typed and sent in to the moderator. Thank you very much! -Brian

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