Category Archives: Compensation

Compliance Tip #9–Exempt/Non-Exempt Classifications: The Computer Professional

Posted on February 1, 2013 by Cherryll Sevy

It is a good business practice to review the exempt/non-exempt classifications of job descriptions periodically. Responsibilities change, and more importantly, the laws and criteria  change.  Recently, in a job description review for a client, I found an employee who was … Continue reading →

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2013 Compliance Tip #1—Exempt Classifications: Computer Software Employees

Posted on November 7, 2012 by Cherryll Sevy

There are going to be many new labor laws which become effective in 2013 for employers.  This is the first in a series of tips to keep you aware of what’s happening.  (But first, my disclaimer.  CRS is a Human … Continue reading →

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Archeology and Compensation

Posted on September 29, 2012 by CypressRidge

Recently I made an offhand comment to a colleague that I can look at a company’s compensation plans and tell them about their organizational culture and what they really value.  He asked me to explain further, so I offered a few examples.  … Continue reading →

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The Hidden (and very real) Costs of Employees

Posted on July 18, 2012 by CypressRidge

With the economy slowly recovering,  employers are beginning to hire carefully.  Perhaps in your organization,  you are  adding new employees.  In any business, it is essential to balance expenses and investments with the value gained. Is there enough value to … Continue reading →

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Money and Motivation

Posted on June 28, 2011 by CypressRidge

Does money motivate?  As a compensation expert for many years I say “No,  I don’t believe money motivates at all!” I believe simply that inequitable, unfair and misunderstood pay practices are huge de-motivators. However, just because an employee is fairly … Continue reading →

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2011 Compensation Planning Tips

Posted on January 11, 2011 by CypressRidge

In the past few months and as January has arrived, employers are finalizing their compensation plans for 2011.  Salary freezes are thawing, merit increase budgets are being set, as companies look ahead to economic uncertainty.  What is certain is the … Continue reading →

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All salary market data is not created equal

Posted on October 20, 2010 by CypressRidge

As employers begin thawing their salary freezes, there’s a tendency to simply grant across-the-board increases to everyone.  Or worse, anecdotal information or “free” salary market data are used to adjust pay rates.  Beware! Recently, various compensation trend reports indicate 2011 … Continue reading →

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Job Descriptions–Cornerstone to Great Compensation Planning

Posted on October 18, 2010 by CypressRidge

Position profiles, job descriptions, or virtually any document which describes the role and expectations of an employee lag the reality of what’s currently being done by the employee. In the past couple years, employees’ roles have been adjusted, realigned, or … Continue reading →

Posted in Compensation, Employee Management, Job Descriptions, pay for performance, Performance Management | 1 Comment

The Baseball Player Model of Pay for Executives

Posted on June 17, 2010 by CypressRidge

I am a strong advocate of performance-based compensation programs for companies.  Simply, those employees who create the greatest value to the company and perform well should make more than those who don’t.  Of course, performance is often subjective and the … Continue reading →

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