Tandehill

Base Pay Management Services

Design and conduct job analysis/job evaluation

Establish schedule of base salary grades and ranges

Create dual career paths

Develop skill-based pay programs

Develop salary increase guidelines

Interpret Fair Labor Standards Act

Determine cost impact of a new pay structure

Tandehill Can Help If...

There is no process or rigor around determining pay levels for jobs.

Key technical contributors do not have the advancement opportunity necessary to keep them energized and motivated over their career.

The current pay system is cumbersome to update and administer.

There are so many exceptions to pay policies that the current system is not defensible.

You have difficulty matching many of your key jobs (those jobs that provide a distinct competitive advantage in the marketplace) to market.

There is some uncertainty about which jobs should be paid overtime, and which jobs do not have to be paid overtime.

DID YOU KNOW?

Perspectives and Capabilities

Downloadable .pdf files

Compensation Programs: Four Opportunities Emerging from the Recession - Best Practices in Compensation article by Christine Tande describing some lessons learned from the recession and their impact on compensation policy.

Market Pricing Versus Job Evaluation: Why Not Both? - BLR interview with Christine Tande discussing the benefits of using both market pricing and job evaluation to determine appropriate compensation.

Get off the Broadband Wagon - Journal of Compensation & Benefits article by Brad Hill discussing the strengths and weaknesses of employee-based pay versus job-based pay.

Dual Career Paths: Recognizing the Technical Contributor - Journal of Compensation & Benefits article by Brad Hill describing the advantages of dual career paths and a process for developing them.

How to Design a Pay-for-Skills-Used Program - Journal of Compensation & Benefits article by Brad Hill outlining a process for developing a skill-based pay program.

THE TANDEHILL DIFFERENCE

Although market pay is important, we believe pay systems should place greater emphasis on a job's contribution to your organization than a job's value in the marketplace.