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ACS
designs a complete compensation system for your organization. This includes a job analysis, written job
descriptions, design a pay system, coordinate pay matrix's and employee's movement through
the system.
ACS
defines and communicates the client's Total Compensation System so the client and its
employees understand what the program offers. The
objectives of a good total compensation system are to be effective in attracting,
motivating, and retaining employees; to be efficient so the organization can remain
externally competitive; to be equitable, fair, and rewarding to employees; and to be in
compliance with local, state, and federal laws and regulations.
ACS
also helps assess the competitiveness of current pay structures. This process of determines the internal and
external equity of the current pay structure. We
also recommend strategies to link business objectives to compensation practices, and
establish organizational compensation policies.
To
make any total compensation plan effective, it must be understood by current and
prospective employees. ACS is very effective
in explaining programs like this while creating enthusiasm from those learning the system. We also conduct ongoing monitoring for
competitiveness and equity concerns.
Total
compensation programs are comprised of direct compensation and indirect compensation
programs. Direct compensation includes base
pay, differential pay, and incentive pay. Indirect
compensation is designed to reward continued employment, promote loyalty, and enable
employees to live healthier, less worrisome lives. They
also benefit employers. First, they help
organizations retain good employees until their retirement.
Second, directly or indirectly, they can increase the employee's commitment
to the organization - one that translates into improved productivity, work quality, and
competitiveness. Indirect compensation
includes legally required benefits, retirement plans, income protection plans, and pay for
time not worked. |
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