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2.3.1 Compensation Philosophies

Compensation Philosophies - Compensation philosophy describes the system of values for the organization's compensation programs and guides all compensation decisions. For example, an organization can decide it wants a "leading" philosophy which means it tends to compensate employee to some degree "above" the market for some or all components of pay - base, variable, and incentive pay and benefits.

TitleShort Description
Extend the Use of Medical Provider Networks to the TxDOT Employees Workers' Compensation ProgramThis article outlines the argument for the use of medical provider networks to treat state employees with on-the-job injuries. The article shows how this will help keep the total cost of workers' compensation low.
Florida's Broadband Classification and Compensation ProgramBroadbanding is a classification system that replaced the old state classification system by collapsing numerous classes with similar duties into broad occupational categories. Along with the broad categories, broad pay ranges were also created within this system. In essence, the broadband system is a method of grouping like duties and pay while providing a high degree of flexibility to agencies in order to meet the needs and demands of the state workforce.
Fox Lawson & Associates LLC: Compensation and Human Resources SpecialistsThis organization provides compensation and human resources consulting services. Their website has useful links to compensation-related information.
Guide to Hiring and Retaining Great Civil EngineersThe American Society of Civil Engineers Committee on the Employment of Civil Engineers published this guide on finding and keeping the best civil engineers.
Human Capital: Designing and Managing Market-Based and More Performance-Oriented Pay SystemsThis resource is a study of four agencies examining the requirements that must be in place if pay for performance, and a more performance-based culture is to be created in public organizations.
Idaho State Compensation Plan Audit (Project #1)The 12/1/05 Idaho State Employee Compensation Report and Recommendations showed that state employee compensation lagged significantly behind market levels, and laid out a plan for recovering from this deficiency. The actions implemented, however, caused many problems, including some job pay ranges being decreased which was contrary to the central message. This audit studied the problems with the implementation plan, and makes recommendations for addressing these problems while maintaining the progress that the report created.
Idaho State Employee Compensation Report & Recommendations, FY 2007This annual report to the governor on state employee compensation and benefits points to the fact that state employee salaries are significantly below market, makes the case for making up this deficit, advocates pay for performance, notes the state's competitive healthcare and retirement benefits package, and makes major recommendations for their fiscal impact.
Lominger Architecture SuiteLominger is an international research and consulting company focusing on workforce development. The Lominger Architecture Suite uses a series of defined competencies to manage and engage the current workforce, assess the current workforce status, and plan for future workforce development and needs.
Mississippi State Personnel Board Quality Workforce InitiativeThe Mississippi State Personnel Board's mission is to ensure a quality workforce. In order to facilitate this mission, the board launched the Quality Workforce Initiative which created a series of tools and a survey of workforce issues faced today. These include a behavioral interview guide, a definition of core and management competencies, and performance appraisal forms, all of which are linked from their website. The website also provides information regarding several other useful workforce tools.
Model Personnel Classification and Compensation Plan Becomes State MandateThis is a study of how the Florida Department of Transportation revamped their employee job classification and compensation system, resulting in a streamlining and simplification of the recruitment and management processes. A model plan was developed to aid in matching the right people to the right jobs, and allowing managers the flexibility to pay for performance.
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