Agenda Packets - 1997/12/15 - Laserfiche WebLink

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SERVICES 4 VARIABLE COMPENSATION The days of"entitlement"compensation are gone for many organiza- tions. Organizational effectiveness and survival must be tied to"real productivity and performance gains". This implies that we not only need to be able to measure performance/productivity outcomes, but we also need to utilize cost- PAGE 6 effective and creative methods of delivering rewards that are tied to incremental improvements in those outcomes. Compensation that varies with results--"Variable Compensation"-- is clearly the right response! JFA has exten- sive experience and success in facilitating organizations to develop and effectively use an array of variable com- pensation approaches. These include commission, incentive, bonus, lump sum, gain sharing, profit sharing, skill based and piece rate approaches. Through the careful assessment of desired performance/productivity outcomes, coupled with the proper selection of measures and the best variable compensation model,we can help your organization to create that critical link between pay and individual,team and organizational performance results. WORK /JOB ANALYSIS AND 1111 DOCUMENTATION It is no surprise that the job analysis/job documentation process used in corporate America today has little credibility. This is probably due to the fact that the resulting information is highly under-utilized in comparison to the time, energy and expense companies incur to deal with the process. JFA can assist your organization to determine a practical analysis and documentation format that captures the most pertinent information about work/jobs so it can be used in all current and future Human Resource Management ini- tiatives. JFA's expertise in this area spans the range of traditional,yet,state-of-the-art job description formats,to non-traditional formats that will document skill sets needed for skill based pay approaches. Depending upon the applications,JFA's proprietary "dictionary of SKAs"can be accessed (see"JFA Innovations"). JOB EVALUATION In response to organizational and work design changes,new technology is evolving rapidly around job evaluation. One of JFA's strongest competitive advantages is our ability to work with diversity and innovate new technologies. The job evaluation arena is no exception to this advantage. We can review various traditional approaches to job evaluation, such as point factor, or explore market ranking as an alternative approach. JFA also has pioneered new technology in the area of job evaluation, which we call Competency Based Job Evaluation©. This concept is based on directly measuring the skills, knowledge and abili- ties required by work/jobs. 110 We can facilitate your selection of a job evaluation approach that will best fit your needs based on important vari- ables such as industry, size, culture,work system and organization structure. We can customize the approach that best fulfills these criteria or access one of the many approaches residing in our proprietary data base.