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​"Whether considering compensation programs for executives or for other management positions, professional employees, sales personnel or administrative employees; it is imperative to start with the clarification and documentation of your organization's total compensation (reward) philosophy. A well-considered philosophy statement serves as the blue print for building effective strategic pay programs." Bill Smith

A variety of critical factors influence an organization's total compensation philosophy including:
  • Ownership structure
  • Organizational design
  • Financial stability
  • Stage-of-growth
  • Strategic objectives
  • CEO's background, experience, management style
  • Board members' backgrounds, experiences, preferences
  • Business marketplace dynamics
  • Workforce make-up and demographics
  • The marketplace demand for talent

We assist organizations in preparing total compensation philosophy statements that:
  • Document the objectives for compensation programs and practices
  • Articulate the relationship between compensation programs and organizational mission, vision, values and objectives
  • Define appropriate competitive reference points for determining compensation values
  • Describe the roles of the various elements of compensation (i.e., base salary, short-term-incentives, long-term incentives, benefits and perquisites)
  • Clarify what portion of total compensation ought to be fixed versus variable and current versus deferred
  • Reinforce commitments to sound governance and compliance practices
  • State the importance of effective communication to all stakeholders

Call us today to learn more about our compensation consulting services ​to organizations in the Pacific Northwest, including: Boise, Seattle, Portland, Anchorage and surrounding cities.