Compensation & BenefitsThis is a featured page

Rebecca's philosophy regarding Compensation & Benefits is to develop a strategy and approach it from three directions:

  1. External Salary Surveys: Learn what the market is paying and determine where your company is going to fall within the range. Do you want to pay above or below the market? Can you be competitive with compensation and benefits, or do you need to attract candidates through other strengths (e.g. mission of service, corporate culture, location, potential growth and opportunity)? Make a conscious and strategic decision and communicate it internally and to your candidates.
  2. Internal Equity: Ensure that employees with similar experience in similar roles are earning similar pay.
  3. The Individual: Look at what the individual brings to the table. What are the unique skills and experience that the candidate has and determine where they should fall within your targeted salary range.

Rebecca has over 12 years experience developing compensation plans, determining salary ranges, extending job offers, negotiating salaries, and managing salary increases. Accomplishments include:

  • Evaluating and choosing third party benefits administrators
  • Reviewing, negotiating, and choosing annual benefit plans
  • Managing open enrollment process
  • Conducting review of corporate wide compensation plans
  • Working with executive team to determine compensation strategy
  • Developing performance review programs in which compensation is tied to performance


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rwarriner 		Latest page update: made by rwarriner , Mar 18 2007, 5:30 PM EDT (about this update About This Update rwarriner Edited by rwarriner

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