Challenge:

Update NFP’s Compensation Structure to Address Budget Concerns

A not-for-profit (NFP) youth organization needed to realign its approach to pay and compensation in order to address significant budgeting constraints.

Solution:

Conduct Compensation Study to Facilitate Program Changes

To provide a solid foundation for change, The Chatfield Group conducted a salary market analysis for the NFP in which we analyzed all non-exempt positions and recommended changes to the organization’s job grade structure and salary ranges. We also introduced a pay-for-performance matrix to help manage salary costs.

Tags: Market Studies — FLSA — Pay for Performance

Challenge:

Restructure Compensation to Support Anticipated Growth

A fast-growing, privately held manufacturer of building materials needed to establish a formal compensation structure to better support its rapid growth and help it transition to a pay-for-performance company philosophy.

Solution:

Design of Comprehensive Compensation Structure

During this engagement, The Chatfield Group teamed with management to restructure roles and reporting relationships. We also wrote job descriptions for every position and market-priced all jobs so they would fall within the company’s new pay structure and salary ranges.

The Chatfield Group worked with management to introduce a formal, performance management program that aligns pay with performance. As part of this program, we designed performance-based incentive plans for both management and sales personnel. We also implemented a 12-month training & communications program to facilitate the company’s transition to a pay-for-performance philosophy.

Tags: Pay for Performance — Organizational Structure — Incentive Plans — Training — Job Descriptions — Market Studies — Performance Reviews

Challenge:

Restructure Compensation Program

Major not-for-profit organization with 250 employees and more than 100 separate job categories needed to totally revamp its compensation structure.

Solution:

Totally Revamp Strategic Compensation Framework

The Chatfield Group helped the association transition to a more competitive pay philosophy. We developed a strategic compensation framework for the organization to assess the competitiveness and equity of both base pay as well as total cash programs.

The Chatfield Group created a market-based job evaluation system for the association as well as new salary structures for executive and sales positions. We developed a performance-based management incentive plan and a structure and system for sales incentives. We also developed both a salary administration handbook and a training program to introduce the new pay program and pay administration policies to employees.

Tags: Pay for Performance — Job Descriptions — Market Studies — Training

Challenge:

Develop Competitive, Performance-Oriented Compensation

Growth-oriented “Tier Two” accounting firm needed to realign its compensation programs in order to compete more effectively with its larger competitors.

Firm management was seeking a more competitive and equitable compensation system that would tie associate and staff pay ranges to performance goals.

Solution:

Market-Based Compensation Structure

The Chatfield Group developed a market-based compensation structure for the accounting firm that was equitable as well as both flexible and competitive in the administration of pay.

Project deliverables included the market analysis of all positions, development of new pay structures, a cost-analysis program implementation, development of pay administration guidelines for managers, and communication of program changes to managers and employees.

Tags: Pay for Performance — Market Studies — Job Descriptions