文档介绍：Salary Review Guidelines
Guidelines on the distribution of increments
an attempt to e the varying standards of judgment leading to an ‘all my ducks are swans’ approach to rewarding staff. The distribution scale may be related to a guideline like this:
Assessment Increment (%) Distribution
A – outstanding 9 %– 10% 10%
B – good 7% – 8% 20%
C – satisfactory 4 %– 6% 50%
D – needs improvement 0% 10%
E – unsatisfactory 0% 10%
Salary Review Guidelines
Guidelines on rates of progression
managers are helped to plan salary progression by being given an indication of the number of years it should take staff at different levels of performance to reach the top of the grade and, in zones of salary range, the limits within the range which can be reach according to their performance.
Assessment Limit In Grade Typical Length
Learning zone 1 to 3 years 2 years
Performing zone 4 to 6 years 5 years
Exceeding zone 2 to 4 years 3 years
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Salary Problems
Absorbing market rates pressures
arises when general and individual salary reviews have not enabled pany’s salary levels to keep pace with increase in market rates.
it is exacerbated if pany is expanding and pelled to obtain key staff who are in short supply.
Widening differentials
differentials are widening between and panies in the following areas:
- between high-and low-anizations – the variations in prosperity between differing sectors of industry merce and between regions are major contributors to this problems.
- panies paying bonuses or incentives and those paying straight salaries.
Salary Problems
- between top and middle management panies – this is partly incentive led
- between executives recruited by search and those with a pany career.
Performance pay
tend to favour the few whose results can be measured.
merit-assessment are too often based on subjective and biased judgments.
can be avoided only by intensive training of assessors and by careful monitoring of the appraisal sch