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By: Juan P. Garcia Organizational Research Services Director

Take a Chomp Out of Your Comp!. Total Rewards, Trends and Plan Design. By: Juan P. Garcia Organizational Research Services Director. Total Rewards, Trends and Plan Design. ABOUT THIS PRESENTATION Plan Design & Compensation Trends Top Trends Overall Market Movement Industries

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By: Juan P. Garcia Organizational Research Services Director

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  1. Take a Chomp Out of Your Comp! Total Rewards, Trends and Plan Design By: Juan P. Garcia Organizational Research Services Director

  2. Total Rewards, Trends and Plan Design • ABOUT THIS PRESENTATION • Plan Design & Compensation Trends • Top Trends • Overall Market Movement • Industries • Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy • General Framework • EG’s Employers of Choice Model • Check-off Inventory • Sample Case • EG’s New Online Compensation program

  3. Total Rewards, Trends and Plan Design • Plan Design & Compensation: Top Trends • Tops Trends • Soft salary increases likely trend for the next two years • Soft employment levels & low turnover • About 45% of cos. will rebuild / overhaul existing plans • More Cos. are evaluating other costs, pension, leaves, etc. • Cos. are actively evaluating / building their performance management program • Recalibrating payouts, executive compensation

  4. Total Rewards, Trends and Plan Design • Plan Design & Compensation: Top Trends • Top Trends - continued • Internal equity and alignment – job evaluation programs • Concerns for Federal Contractors re employment Practices that lead to Compensating Disparities • Concern on new minimum wage: • 1% of employees earn less than new min; 5% earn between $9 and $10 • non-profits, 3% are below new minimum, 7% earn between $9 and $10

  5. Total Rewards, Trends and Plan Design • Market Movement, Increases & Employment

  6. Total Rewards, Trends and Plan Design Plan Design & Compensation: Top Trends Industry Trends • Manufacturing: Soft increases, 3%; Increase in OT, “OT is better than adding staff” • Finance, non-banking sector: Above average increases, 3.7%+, aggressive bonus plans, 70% percentile • Non-profits: Transparency, especially with executive pay, very receptive to internal pay equity, managing hours of part-time employees • Hospitality: Concerns with new minimum wage, wage compression concerns; dealing with part-time employees, adding more $$ to train entry level EEs • Sales: Recalibrating commission plans; as economy improves, payout and thresholds are being examined

  7. Total Rewards, Trends and Plan Design • Plan Design & Compensation: Top Trends OVERALL: • On existing Talent: • Moderate Increases likely to continue into 2016 • Cos. are more very receptive to retain and train • Investing to develop EEs, existing skills, job families • Address market disparities by spot market adjustments • On New Talent: • Wait-and-see before adding to payroll ranks • Wage compression caused by new EEs demanding higher salaries

  8. Total Rewards, Trends and Plan Design Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy • Best Places to Work & Employers of Choice:

  9. Employers Group: Employers of Choice Model

  10. Total Rewards, Trends and Plan Design • Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy From WorldatWork, Total Rewards Model

  11. Total Rewards, Trends and Plan Design • Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy

  12. Total Rewards, Trends and Plan Design Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy How to rebuild or build a basic program - Checklist: • Where is your plan vs. key measures? Costs and market • HR Metrics & Bureau of Labor Statistics • Has the plan been maintained? How? • Upgrade ranges by 2% • Internal alignment: Is it defendable? • Updated JDs, jobs with multiple areas of responsibility? • Define your market; consider your recruiting practices • Update your performance management program, clear performance measures • Surveys – If possible, have 2 to three different sources

  13. Total Rewards, Trends and Plan Design EG’s Survey Program • Effective 2013, program has been converted to an online model • Features: • Personalized Survey Libraries (2009- ) • Access to all Survey Data, Comp & Benefits (900 classifications) • Online comp market analysis • Quarterly Updates based on market movement • How to enroll? Build your Library by uploading your data: • (a) Match jobs to EG (b) EG will do match for you • System Enhancements • Allow users to enter non-EG market data – Q2, 2014 • Benefit Cost Assessment Analysis – Q3, 2014 • Job Evaluation System of all EG Jobs – Q4, 2014 • Consulting Program: Comp Administrative Modules

  14. Total Rewards, Trends and Plan Design Attendees have been enrolled: egsurveys.net • 2014 Budgets and Economic Trends, (Reg. $295) • Employer Healthcare Benefits Survey, (Reg. $395) • This PowerPoint Presentation Access your account: Existing Users: • your email address • your current password New Users: • your email address • passwords: bluela (My EG Compensation Page): bluela If you did not select this as your PM Breakout, please see me after the presentation.

  15. Total Rewards, Trends and Plan Design

  16. Total Rewards, Trends and Plan Design • EG Compensation Tools: • Site Tour • Personalize Library • Online Market Analysis

  17. Total Rewards, Trends and Plan Design Thank you!!! Juan P. Garcia 213.765.3969 jgarcia@employersgroup.com

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