It doesn't accurately reward the performance of talented staff. Table 1. Source: Most companies with formal base salary range structures review their ranges and structures annually (Table 2). Individuals can top out. Practices generally establish an income ceiling for staff who master all competencies, but employees in the traditional model can also reach this kind of limit. Con 1 Administrative Burden. But which compensation system is most likely to achieve that goal? Pro 2 Transparency. Knowing how each compensation structure works and when to use each will help manage pay. You highly emphasize market competitiveness. Your company-wide pay increases are incremental and steady. Salary structures are an important component of effective compensation programs and help ensure that pay levels for groups of jobs are competitive externally and equitable internally. Crowd-Sourced Compensation Data, White The alternative to job-based pay is to compensate staff according to the value of their skills in the market. A CEO would find it outrageous to have an inventory of products to sell with no set range of prices for those products. Prices, and New Insights, Product The CompAnalyst Market Data platform As companies increase in size they are more likely to have salary range structures. Please purchase a SHRM membership before saving bookmarks. sources. Keeping track of each person's competency assessments, competency mix and pay rate requires time and effort. Some companies in very competitive job markets review salary structures for critical jobs semiannually. Considerable research indicates that merit systems fail to create a perceived relationship between pay and performance and fail to pay better performers more in total compensation. A good compensation model can motivate staff and improve your practice's performance. (For tips on setting up a system of competency-based pay, see the box below.). There are literally hundreds of variations to choose from, but they are all derived from just a few theoretical models, which can be categorized as either base pay or performance pay. }
maintaining WFH. You may be trying to access this site from a secured browser on the server. Measure and evaluate the practice's success in each of the areas you identify. It reinforces a culture of improvement. Download our white paper to learn how to model and refine, and maintain and update pay structures within your organization. Please enable scripts and reload this page. Resources, compensation structure (or salary structure), Ask Because your practice's goals can change, it's important to examine these indicators at least every year. Panel Discussion: Moving the This content is owned by the AAFP. It rewards the right behaviors and builds unity. A computerized record-keeping system can help you deal with this. While having a salary structure is not required, having one certainly helps to control costs and plan for the future. https://www2.salary.com/l/250572/2021-03-26/2qtlkzd, Embracing Fair If you are from organizations that have tried either structured or unstructured pay, are you in favor of salary structures, or do you think they are too restrictive to be valuable let us know! Practice-effectiveness pay combines base salaries with bonuses that are based on the extent to which the practice achieves success in predetermined areas. You have many hot jobs whose market prices move quickly due to increased market demands. In contrast, about four out of five companies with more than 500 employees use salary range structures. We are interested in hearing other points of view. It also encourages employees to coordinate their work with others more effectively and to make decisions that reflect the best interests of the practice. Less than half of companies with fewer than 100 employees use salary range structures. More. Market Data: Smart Matches, Fast In practice, merit-pay systems often fail to create a link between pay and job performance. salary range structure (or Some companies with union employees review salary structures based on the length of multiyear labor contracts and review other nonunion jobs annually. But each one requires that you identify what each staff position is designed to do, understand the model's advantages and disadvantages, affirm that it's compatible with the practice culture you want and ensure that it aligns with your business objectives. This doesn't necessarily mean that total payroll costs will rise. }. Having a structure also helps to eliminate awkwardness in pay conversations between managers and employees. Someone will also need to monitor organizational and market pay on a consistent basis to make sure that the structure continues to make sense. It can cause distrust among the staff. Also, because support-staff salaries are driven by the local market, you'll need to investigate local or regional data sources. Please log in as a SHRM member before saving bookmarks. Work, 2021 Members may download one copy of our sample forms and templates for your personal use within your organization. Virtual & San Diego, CA | October 24-26, 2022. A well-designed salary structure allows management to reward performance and skills development while controlling overall base salary cost by providing a cap on the range paid for particular jobs or locations. The consistent attention year-to-year does require some work. You can overcome this challenge by examining data about what others pay for certain competency mixes rather than direct job-by-job comparisons. [For an example of how to apply this model and combine it with merit pay, see How to Keep Salaries on Track and Under Control, April 1998, and a discussion of the article in Letters Rewarding Performance vs. Longevity, July/August 1998.]. There is a strong correlation between job level and number of salary structures. Each position is slotted into a grade level and weighted based on the education and experience the job requires and the number of staff who report directly to the person in the position. Finding ways to lower overhead and improve operational efficiency produces tangible rewards for staff. To make decisions about the value of The validity of all data varies widely. Broadband salary structures are more flexible and consolidate pay grades into fewer structures with wider salary ranges. Linking merit pay to performance presents inherent measurement problems. 
Here's the bottom line: The right model for your practice may not be the right model for the practice down the street. 2021. Staff members become quite sophisticated in how to get their jobs scored highly in compensation reviews. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. Increased understanding of a practice's business interests improves staff members' motivation to perform. Seehttps://www.aafp.org/about/this-site/permissions.htmlforcopyrightquestions and/or permission requests. For example, if you wanted to use patient satisfaction as an indicator of practice effectiveness, you would conduct patient-satisfaction surveys and decide what levels of satisfaction indicate that your practice is doing a good job of meeting patient expectations. It facilitates self-management and enables leaner staffing. Yes, someone is going to need to create the salary structure and align current jobs and employees to grades. The underlying objectives of any compensation system are to attract, motivate and retain good staff. You want your job prices to be predictable. $("span.current-site").html("SHRM MENA ");
93 percent use compensation survey market data when designing salary structures. In short, the traditional pay model can be appropriate if your practice needs high levels of internal equity and centralized control of compensation. In addition, 19 percent of companies blend market-based and point-factor approaches when designing their salary range structures. Establish a salary for each staff member based on the set of competencies he or she uses on the job. There is at least one disadvantage of the practice-effectiveness model: Proponents of traditional merit pay argue that this model lacks a strong performance-pay connection in the eyes of staff. Frequency of Salary Range Structure Review. You can accurately match and price jobs in your organization. optimism and workforce innovation in Administrative involvement can increase. The most common approach is competency-based pay. These compensation structures result in all employees receiving salary increases at a fixed rate. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) {
www.culpepper.com. }); if($('.container-footer').length > 1){
Because variation in staff performance is largely dependent on a practice's management systems, it's difficult to compare individual performance effectively. Because it's difficult to identify how individual performance contributes to overall success, those who rate performance tend not to use valid, objective measures but rely instead on subjective judgments. Sign up for the free "Quick Tips" e-newsletter. A systematic job analysis not only is the basis of your pay system, it's the cornerstone of effective staff management because it gives you accurate information on which to build your staff selection, training and performance-review systems. They help to eliminate discretionary increases that are far higher than necessary. 72 percent of surveyed North American companies reported having formal base salary range structures. To grow, evolve and inspire we must engage in continuous learning. In addition, the traditional model is a high producer of records and administrative overhead because it requires that each job be evaluated (with supporting documentation) and that the pay grades be revised annually. The practice-effectiveness model offers several advantages: It helps to control operating costs. Watch out for one size fits all and flavor of the month bonus formulas. There are several disadvantages of the competency-based model as well: It produces high pay rates. Develop a formula for determining bonus distributions based on the practice's success. Hence, this model generally falls short in delivering its desired results. It decreases teamwork. Because compensation is determined by an employee's level and the job's rating, the model limits your flexibility to reward people based on their individual performance. From the perspective of a compensation professional, here are a few pros and cons to implementing a salary structure and job grades in your organization. Here are some reasons why: It creates an annuity when combined with the use of salary ranges. Market comparisons can be more difficult. Nine percent use a hybrid or mix of traditional and broadband structures. 
It facilitates market testing of your pay scale's competitiveness. Of course, there's more to implementing an effective compensation system than simply picking a model. When creating this type of pay structure, you have to be confident that youre matching and pricing your organizations jobs accurately. It breaks down hierarchy. Regardless of the model you select, the starting point is to develop job descriptions based on a thoughtful job analysis. Companies with Salary Range Structures. Step based compensation structures are best when: Market-based compensation structures are built solely on what the market is paying for similar jobs. 
a job, you need data from a range of Why would that same CEO not have the same expectation for employee pay? Con 2 Rigidity. improving DE&I. To request permission for specific items, click on the reuse permissions button on the page where you find the item. Competency-based pay is a compensation model that focuses on paying the person rather than paying for the job. You need greater flexibility for pay determination and management. This is less of an issue in a small to medium-sized practice than in a large one. For example, an employee with 5 years of experience would make more than an employee with 4 years of experience. As employees learn new skills and take on new roles with additional responsibilities, theyll have opportunities to move to superseding pay grades, increasing pay (and pay potential) along the way. There is no magic bullet only a choice about what's right for your particular practice. Because this formula combines base salaries with variable bonus payments that depend on the performance of the practice, it helps control operating costs; rewards the right behaviors and builds unity; works with a variety of payment structures; encourages self-management and innovation; and breaks down bureaucracy. Trends: Compensation & Workforce Salary structures often are expressed as pay grades or job grades that reflect the value of a job in the external market and/or the internal value to an organization. Salary structures provide guidelines for pay decisions. It also makes budgeting relatively easy and makes salary expenditures predictable. Job range compensation structures are best when: When pay rates move up regularly based on a pre-set schedule, it is called stepping. 55 percent have multiple structures varying by job and/or geographic location. Health Equity, Diversity, & Social Determinants of Health, How to Keep Salaries on Track and Under Control, https://www.aafp.org/about/this-site/permissions.html. It's intended to motivate staff to develop knowledge and skills that contribute to the practice's success. Companies choosing "other/varies" indicated that the frequency for reviewing structures varies by type of job, business unit, location or union status. Those with the most tenure, no matter their level of accomplishments, are often the highest paid in the practice. best practices all in one place. Job evaluation alone doesnt drive decisions for grades. Traditional vs. Broadband Salary Structures. For example, no matter how well a first-year billing clerk performs, he or she will earn less than someone who has been doing an average job for the last four years. Your bonus system should prioritize your indicators of effectiveness, such as clinical outcomes, patient satisfaction and profitability. A competency-based pay structure requires practices to commit to ongoing staff training and can entail higher costs. Find the latest news and insights on how employers are responding to potential changes to state and federal abortion laws, as well as members-only resources for supporting your employees. Certainly measuring performance based on individual criteria is at the heart of the pay-for-competency model as well. This drives your best technical and clinical staff into roles where they may not be as effective, and it does little to encourage the development of technical and clinical skills. Based on the job analyses, identify the competencies needed to perform the work. Only 3 percent of companies rely solely on the point-factor method, which assigns a point value to specific jobs within a company. Establish a base salary for each staff position by analyzing market data. But this is not the case in most organizations. in the War for Talent. $('.container-footer').first().hide();
You dont have a performance-based pay philosophy. The practice-effectiveness model includes base salaries as well as variable pay based on the practice's success. Since most survey data relate to the traditional pay model, staff-salary comparisons may not be straightforward. Salary Structures: Creating Competitive and Equitable Pay Levels, New OSHA Guidance Clarifies Return-to-Work Expectations, Trump Suspends New H-1B Visas Through 2020, Faking COVID-19 Illness Can Have Serious Consequences, Employers Weigh Inflation's Impact on Annual Pay Raises, SHRM Survey Shows, Choose the Right Approach for Setting Remote Workers' Pay, Fine-Tune Compensation Strategies to Keep Workers On Board. salary structure) is a hierarchal group of jobs and salary ranges within an organization. Within a tightly packed job grade, there is not a whole lot of room for favoritism or other unfair pay treatment. Single salary structures are more common for executives and multiple salary structures are more common for nonexecutive positions (Table 3). Culpepper and Associates conducts worldwide salary surveys and provides benchmark data for compensation and employee benefits programs. Plus, if management knows the minimum and maximum pay for each job, planning for future costs is a whole lot easier. It masks the effect of management on performance. One way to combine fixed and variable compensation is with the practice-effectiveness model. As staff become more valuable to the practice and their tenure increases, individual salaries will increase. 2010-2011 Culpepper Salary Budget & Planning Survey. It rewards the wrong behavior. Nineteen percent of participants with formal salary range structures reported that they do not use formal salary structures with executives. point factor focusing on internal pay equity. Employees who are above-average performers for a few years can still bring home a good paycheck even if their performance is lacking in later years because their past achievements have increased their pay rates. Salary range spreads and midpoint-to-midpoint differentials vary significantly by job level. (This is a disadvantage of traditional merit pay, too.) The following highlights are drawn from the Seeing where they fall in the organizational hierarchy can be both rewarding and motivating for employees. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. This material may not otherwise be downloaded, copied, printed, stored, transmitted or reproduced in any medium, whether now known or later invented, except as authorized in writing by the AAFP. If your organization has a smaller compensation budget, or you prefer not to base your compensation philosophy entirely on individual performance, a step structure is a good choice. In addition, the model itself has low overhead in that much of the administrative work related to it involves data collection that should already be taking place as a part of sound practice management. Because compensation for all jobs in the practice is based on one system, you can easily compare what staff across the practice are earning. Sheet. Your session has expired. After implementing a traditional base-pay system, a practice may need to hire a consulting firm to provide ongoing compensation audits and survey data. Pro 1 Cost Control and Planning. It also reduces the need for physician oversight. All Rights Reserved. (For suggestions about how to implement this model, see below.). You have a well-defined organization, but want to be flexible with pay determinations. Examples include: Methods Used to Design Salary Range Structures. Practices awarding merit pay must decide what the basis of an award will be. Staff members may not be completely satisfied with their compensation, but at least they won't see the pay system as arbitrary. Each band shows a wider salary range spread, larger midpoint progression between each salary grade, and less overlap between grades when it comes to differing jobs with similar pay. var currentUrl = window.location.href.toLowerCase();
We're seeing a renewed sense of Table 2. Transform compensation at your organization and get pay right see how with a personalized demo. paper, CompAnalyst Merit-pay models that offer one-time bonuses for merit can avoid this annuity effect, but developing objective criteria for awarding these bonuses can be problematic. There are several types of compensation structures. Broadband pay structures tend to place greater emphasis on career development rather than job promotion, since employees stay within a single band for much longer. By assigning value to jobs in terms of their hierarchical position and level of control, the traditional model fosters unnecessary and undesirable pecking orders and power relationships. Learn how we help individuals understand their value. Since everyone is pursuing the same practice performance outcomes, pecking orders take a back seat to intragroup teamwork and intergroup collaboration. A compensation structure (or salary structure) is a hierarchal group of jobs that are assigned to salary ranges within an organization. There are five steps in designing such a compensation system: Through job analyses, identify the work that needs to be performed and develop job descriptions. As the market changes, HR professionals can adjust their compensation structures to assure that employees within the same pay structure are paid equitably compared to their peers.
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Here's the bottom line: The right model for your practice may not be the right model for the practice down the street. 2021. Staff members become quite sophisticated in how to get their jobs scored highly in compensation reviews. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. Increased understanding of a practice's business interests improves staff members' motivation to perform. Seehttps://www.aafp.org/about/this-site/permissions.htmlforcopyrightquestions and/or permission requests. For example, if you wanted to use patient satisfaction as an indicator of practice effectiveness, you would conduct patient-satisfaction surveys and decide what levels of satisfaction indicate that your practice is doing a good job of meeting patient expectations. It facilitates self-management and enables leaner staffing. Yes, someone is going to need to create the salary structure and align current jobs and employees to grades. The underlying objectives of any compensation system are to attract, motivate and retain good staff. You want your job prices to be predictable. $("span.current-site").html("SHRM MENA ");
93 percent use compensation survey market data when designing salary structures. In short, the traditional pay model can be appropriate if your practice needs high levels of internal equity and centralized control of compensation. In addition, 19 percent of companies blend market-based and point-factor approaches when designing their salary range structures. Establish a salary for each staff member based on the set of competencies he or she uses on the job. There is at least one disadvantage of the practice-effectiveness model: Proponents of traditional merit pay argue that this model lacks a strong performance-pay connection in the eyes of staff. Frequency of Salary Range Structure Review. You can accurately match and price jobs in your organization. optimism and workforce innovation in Administrative involvement can increase. The most common approach is competency-based pay. These compensation structures result in all employees receiving salary increases at a fixed rate. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) {
www.culpepper.com. }); if($('.container-footer').length > 1){
Because variation in staff performance is largely dependent on a practice's management systems, it's difficult to compare individual performance effectively. Because it's difficult to identify how individual performance contributes to overall success, those who rate performance tend not to use valid, objective measures but rely instead on subjective judgments. Sign up for the free "Quick Tips" e-newsletter. A systematic job analysis not only is the basis of your pay system, it's the cornerstone of effective staff management because it gives you accurate information on which to build your staff selection, training and performance-review systems. They help to eliminate discretionary increases that are far higher than necessary. 72 percent of surveyed North American companies reported having formal base salary range structures. To grow, evolve and inspire we must engage in continuous learning. In addition, the traditional model is a high producer of records and administrative overhead because it requires that each job be evaluated (with supporting documentation) and that the pay grades be revised annually. The practice-effectiveness model offers several advantages: It helps to control operating costs. Watch out for one size fits all and flavor of the month bonus formulas. There are several disadvantages of the competency-based model as well: It produces high pay rates. Develop a formula for determining bonus distributions based on the practice's success. Hence, this model generally falls short in delivering its desired results. It decreases teamwork. Because compensation is determined by an employee's level and the job's rating, the model limits your flexibility to reward people based on their individual performance. From the perspective of a compensation professional, here are a few pros and cons to implementing a salary structure and job grades in your organization. Here are some reasons why: It creates an annuity when combined with the use of salary ranges. Market comparisons can be more difficult. Nine percent use a hybrid or mix of traditional and broadband structures. It facilitates market testing of your pay scale's competitiveness. Of course, there's more to implementing an effective compensation system than simply picking a model. When creating this type of pay structure, you have to be confident that youre matching and pricing your organizations jobs accurately. It breaks down hierarchy. Regardless of the model you select, the starting point is to develop job descriptions based on a thoughtful job analysis. Companies with Salary Range Structures. Step based compensation structures are best when: Market-based compensation structures are built solely on what the market is paying for similar jobs. a job, you need data from a range of Why would that same CEO not have the same expectation for employee pay? Con 2 Rigidity. improving DE&I. To request permission for specific items, click on the reuse permissions button on the page where you find the item. Competency-based pay is a compensation model that focuses on paying the person rather than paying for the job. You need greater flexibility for pay determination and management. This is less of an issue in a small to medium-sized practice than in a large one. For example, an employee with 5 years of experience would make more than an employee with 4 years of experience. As employees learn new skills and take on new roles with additional responsibilities, theyll have opportunities to move to superseding pay grades, increasing pay (and pay potential) along the way. There is no magic bullet only a choice about what's right for your particular practice. Because this formula combines base salaries with variable bonus payments that depend on the performance of the practice, it helps control operating costs; rewards the right behaviors and builds unity; works with a variety of payment structures; encourages self-management and innovation; and breaks down bureaucracy. Trends: Compensation & Workforce Salary structures often are expressed as pay grades or job grades that reflect the value of a job in the external market and/or the internal value to an organization. Salary structures provide guidelines for pay decisions. It also makes budgeting relatively easy and makes salary expenditures predictable. Job range compensation structures are best when: When pay rates move up regularly based on a pre-set schedule, it is called stepping. 55 percent have multiple structures varying by job and/or geographic location. Health Equity, Diversity, & Social Determinants of Health, How to Keep Salaries on Track and Under Control, https://www.aafp.org/about/this-site/permissions.html. It's intended to motivate staff to develop knowledge and skills that contribute to the practice's success. Companies choosing "other/varies" indicated that the frequency for reviewing structures varies by type of job, business unit, location or union status. Those with the most tenure, no matter their level of accomplishments, are often the highest paid in the practice. best practices all in one place. Job evaluation alone doesnt drive decisions for grades. Traditional vs. Broadband Salary Structures. For example, no matter how well a first-year billing clerk performs, he or she will earn less than someone who has been doing an average job for the last four years. Your bonus system should prioritize your indicators of effectiveness, such as clinical outcomes, patient satisfaction and profitability. A competency-based pay structure requires practices to commit to ongoing staff training and can entail higher costs. Find the latest news and insights on how employers are responding to potential changes to state and federal abortion laws, as well as members-only resources for supporting your employees. Certainly measuring performance based on individual criteria is at the heart of the pay-for-competency model as well. This drives your best technical and clinical staff into roles where they may not be as effective, and it does little to encourage the development of technical and clinical skills. Based on the job analyses, identify the competencies needed to perform the work. Only 3 percent of companies rely solely on the point-factor method, which assigns a point value to specific jobs within a company. Establish a base salary for each staff position by analyzing market data. But this is not the case in most organizations. in the War for Talent. $('.container-footer').first().hide();
You dont have a performance-based pay philosophy. The practice-effectiveness model includes base salaries as well as variable pay based on the practice's success. Since most survey data relate to the traditional pay model, staff-salary comparisons may not be straightforward. Salary Structures: Creating Competitive and Equitable Pay Levels, New OSHA Guidance Clarifies Return-to-Work Expectations, Trump Suspends New H-1B Visas Through 2020, Faking COVID-19 Illness Can Have Serious Consequences, Employers Weigh Inflation's Impact on Annual Pay Raises, SHRM Survey Shows, Choose the Right Approach for Setting Remote Workers' Pay, Fine-Tune Compensation Strategies to Keep Workers On Board. salary structure) is a hierarchal group of jobs and salary ranges within an organization. Within a tightly packed job grade, there is not a whole lot of room for favoritism or other unfair pay treatment. Single salary structures are more common for executives and multiple salary structures are more common for nonexecutive positions (Table 3). Culpepper and Associates conducts worldwide salary surveys and provides benchmark data for compensation and employee benefits programs. Plus, if management knows the minimum and maximum pay for each job, planning for future costs is a whole lot easier. It masks the effect of management on performance. One way to combine fixed and variable compensation is with the practice-effectiveness model. As staff become more valuable to the practice and their tenure increases, individual salaries will increase. 2010-2011 Culpepper Salary Budget & Planning Survey. It rewards the wrong behavior. Nineteen percent of participants with formal salary range structures reported that they do not use formal salary structures with executives. point factor focusing on internal pay equity. Employees who are above-average performers for a few years can still bring home a good paycheck even if their performance is lacking in later years because their past achievements have increased their pay rates. Salary range spreads and midpoint-to-midpoint differentials vary significantly by job level. (This is a disadvantage of traditional merit pay, too.) The following highlights are drawn from the Seeing where they fall in the organizational hierarchy can be both rewarding and motivating for employees. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. This material may not otherwise be downloaded, copied, printed, stored, transmitted or reproduced in any medium, whether now known or later invented, except as authorized in writing by the AAFP. If your organization has a smaller compensation budget, or you prefer not to base your compensation philosophy entirely on individual performance, a step structure is a good choice. In addition, the model itself has low overhead in that much of the administrative work related to it involves data collection that should already be taking place as a part of sound practice management. Because compensation for all jobs in the practice is based on one system, you can easily compare what staff across the practice are earning. Sheet. Your session has expired. After implementing a traditional base-pay system, a practice may need to hire a consulting firm to provide ongoing compensation audits and survey data. Pro 1 Cost Control and Planning. It also reduces the need for physician oversight. All Rights Reserved. (For suggestions about how to implement this model, see below.). You have a well-defined organization, but want to be flexible with pay determinations. Examples include: Methods Used to Design Salary Range Structures. Practices awarding merit pay must decide what the basis of an award will be. Staff members may not be completely satisfied with their compensation, but at least they won't see the pay system as arbitrary. Each band shows a wider salary range spread, larger midpoint progression between each salary grade, and less overlap between grades when it comes to differing jobs with similar pay. var currentUrl = window.location.href.toLowerCase();
We're seeing a renewed sense of Table 2. Transform compensation at your organization and get pay right see how with a personalized demo. paper, CompAnalyst Merit-pay models that offer one-time bonuses for merit can avoid this annuity effect, but developing objective criteria for awarding these bonuses can be problematic. There are several types of compensation structures. Broadband pay structures tend to place greater emphasis on career development rather than job promotion, since employees stay within a single band for much longer. By assigning value to jobs in terms of their hierarchical position and level of control, the traditional model fosters unnecessary and undesirable pecking orders and power relationships. Learn how we help individuals understand their value. Since everyone is pursuing the same practice performance outcomes, pecking orders take a back seat to intragroup teamwork and intergroup collaboration. A compensation structure (or salary structure) is a hierarchal group of jobs that are assigned to salary ranges within an organization. There are five steps in designing such a compensation system: Through job analyses, identify the work that needs to be performed and develop job descriptions. As the market changes, HR professionals can adjust their compensation structures to assure that employees within the same pay structure are paid equitably compared to their peers.
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