Approach to Conducting Compensation Reviews

Conducting a comprehensive compensation review requires a structured, data-driven approach that incorporates a wide range of resources and methodologies to ensure fairness, market alignment, and organizational sustainability. Below is my approach, leveraging proven tools, systems, and expertise:

1. Project Initiation and Understanding Organizational Context

• Gather Background Information: Review organizational goals, values, and the current compensation philosophy to align the review with strategic objectives.

• Engage Key Stakeholders: Meet with leadership, HR teams, and department heads to understand the unique challenges and priorities.

• Clarify Scope and Objectives: Define the roles and classifications to be reviewed and establish a clear framework for evaluating compensation and benefits.

2. Benchmarking Using Trusted Resources

To ensure competitive compensation, I will use reputable and relevant benchmarking tools and datasets:

• National Occupational Classification (NOC): Utilize NOC codes to align roles with industry standards and classifications, providing a framework for comparing positions.

• Statistics Canada Data: Leverage labor market and wage data specific to regions, industries, and skill levels.

• Salary Survey Platforms: Access industry-specific survey tools such as Mercer, Payscale, or Canadian compensation databases to gather relevant salary benchmarks.

• Sector-Specific Reports: Use nonprofit compensation studies and industry reports to ensure alignment with sector norms, particularly for organizations like Choices for Youth operating in youth services and community development.

• Regional Market Analysis: Analyze Atlantic Canada-specific data to reflect geographic realities, including rural and urban wage differentials.

3. Internal Equity Assessment

• Job Evaluation: Conduct a thorough review of job descriptions to ensure role clarity and accurate comparisons both internally and externally.

• Internal Comparisons: Assess pay scales across similar roles within the organization to identify inconsistencies or compression issues.

• Classification Analysis: For key roles (e.g., Team Leads), evaluate classification structures to ensure fair and appropriate placement within the compensation framework.

4. Employee Feedback Integration

• Surveys and Focus Groups: Collect employee perspectives on pay fairness, benefits, and non-monetary compensation through anonymous surveys or facilitated discussions.

• Exit Interviews and Historical Data: Review feedback from former employees and analyze existing data for insights into recruitment and retention challenges.

5. Non-Monetary Compensation Review

• Evaluate the organization’s offerings in areas such as work-life balance initiatives, growth opportunities, wellness programs, and recognition systems to understand their perceived value among employees.

• Compare non-monetary benefits to market standards to identify competitive opportunities.

6. Data Analysis and Synthesis

• Quantitative Analysis: Use statistical tools to compare organizational pay structures to market data, identifying gaps and areas for adjustment.

• Qualitative Insights: Integrate employee feedback and organizational context to ensure recommendations are tailored and actionable.

7. Develop Recommendations

• Provide clear, actionable recommendations for salary adjustments, benefits enhancements, and retention strategies.

• Design a compensation philosophy that aligns with organizational values, market trends, and financial realities.

8. Implementation and Monitoring

• Collaborate with leadership to implement recommendations in a phased or prioritized manner, ensuring alignment with budgets and timelines.

• Develop monitoring mechanisms to assess the effectiveness of the updated compensation strategy over time, allowing for ongoing adjustments as needed.

Value-Added Expertise

My approach combines technical expertise in compensation benchmarking with a deep understanding of organizational systems, recruitment challenges, and employee engagement dynamics. By utilizing trusted resources, sector-specific insights, and employee-driven data, I ensure that the compensation review delivers sustainable, equitable, and strategic outcomes for organizations.