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.

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.