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WealthTouch S2 WORKBOOK

WealthTouch S2 WORKBOOK. Decisions and Notes for Modules 1 – 5. BSMARTer Business Simulation Management and Relationship Training. MODULE 1. Organizational Structure and Compensation. Service Team Structure.

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WealthTouch S2 WORKBOOK

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  1. WealthTouchS2 WORKBOOK Decisions and Notes for Modules 1 – 5 BSMARTerBusiness Simulation Management and Relationship Training

  2. MODULE 1 Organizational Structure and Compensation

  3. Service Team Structure Our client centric model is set up specifically to support the complex needs of our client base - senior executives, law firm partners, business owners, real estate developers and their families. Please see the next page for a more detailed description of the structure and it’s benefits for our clients, our employees and WealthTouch as a firm.

  4. Service Team Structure

  5. Compensation Benchmarking Maris Astudillo Wendy Fitzhugh Ligia Moller CarollWilcon Tanisha Quintal Benton Dingee Benchmark data source: 2013 InvestmentNews/Moss Adams Comp Study

  6. Compensation Benchmarking

  7. Compensation Benchmarking

  8. MODULE 2 Staff Selection and Performance Management

  9. Performance Evaluation

  10. Performance Evaluation Similar to a compensation framework, a performance evaluation framework is a critical component to the success at WealthTouch - to set individual employee priorities in line with WealthTouch goals, to set expectations and to communicate successes as well as improvement opportunities. This performance evaluation framework and specifically using this form to support quality manager/employee conversations will help employees understand how they make a difference, help them develop and help keep them on track toward desired results. And, WealthTouch management will utilize the performance reviews for any compensation change discussion.For WealthTouch, the performance review worksheet has major focus areas that have been identified as key success factors for the firm: drive growth of existing client relationships, managing these existing client relationships, planning /delivering financial advice, recruiting/developing new client relationships, client satisfaction (NPS). Subject to job role: supervising the work of associate and/or support staff, industry organizational involvement, teamwork. Listed within each focus area are specific component skills and behaviors that help drive bottom-line results. In order to help build and maintain a relevant and current development plan, employees and their managers will complete the assessment every 6-12months using the following ratings:4 - Outstanding3 - Exceeds Expectations2 - Proficient 1 - Needs improvement0 - Manager has not observedn/a — Not applicableBoth the employee being reviewed and the reviewing manager will complete the worksheet. The reviewing manager is responsible for gathering feedback from other employees i.e. for an Advisor, manager will gather feedback from the ensemble team including both Senior Advisors as well as the Client Service Team.

  11. MODULE 3 The Culture of Your Firm

  12. Organizational Culture

  13. MODULE 4 Incentive Compensation

  14. Incentive Compensation

  15. MODULE 5 Partner Compensation

  16. Partner Compensation

  17. Partner Incentive Compensation

  18. Other Initiatives

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