Staff CompensationJER HR Group2023-12-12T17:01:47-05:00

Staff Compensation

The radar to move the conversation forward

Adding value for over 25 years with real market stats.

Staff compensation

Staff Compensation

Staff Compensation

Staff Compensation

Staff Compensation

Staff Compensation

Staff Compensation

JER HR Group has been conducting Staff Compensation Studies for over 25 years, helping clients move from planning to action. Our extensive experience in for-profit and nonprofit compensation has positioned us as one of the leading national compensation experts.

We have created one of the largest proprietary databases of staff compensation in the industry. This database provides an extensive base of comparative information that helps clients understand where their compensation fits within the marketplace, facilitating the design of innovative, competitive compensation strategies.

Our comprehensive compensation reviews, rigorous job analysis and job evaluation, and clear, insightful models help organizations become “an employer of choice”, enabling them to better compete in an ever changing business environment.

Job Evaluation JER HR Group uses a systematic approach to determine the internal value of a position in relation to other jobs within the organization. READ MORE

Pay Structure and Ranges We utilize market data to benchmark positions and identify jobs relative to a Job Grouping. READ MORE

Salary Administration JER HR Group creates Salary Administration guidelines and procedures to ensure that compensation is awarded in a consistent, equitable manner. READ MORE

Market Pricing Our Market Pricing analysis compares your organizational salaries against similar positions in the external market. READ MORE

Your Partner for Staff Compensation Studies

Our Staff Compensation Studies Steps

Prepare Job Descriptions that define a position’s role, key responsibilities, qualifications and job factors that support successful performance.
Conduct Job Analyses to assess if job content and titles are used consistently; identify factors across an organization that can be used to determine appropriate groups of jobs.
Design and Implement Job Evaluation Systems that provide a clear, rational basis for determining the relative internal value of jobs and creating salary grades or bands.
Conduct Market Pricing Analyses to determine current salaries in the external labor market for comparable jobs. If needed, design and administer custom compensation surveys to obtain data on current salary, benefits, benefit practices, and compensation from peer organizations.
Develop Salary Administration Procedures that support consistent and equitable decisions regarding staff compensation, including guidelines for merit increases, promotion increases and in-range adjustments.
Develop Staff Communications to explain the Compensation Plan and its various components, and steps to be taken in plan implementation. We also lead and/or facilitate staff and/or supervisory orientation sessions

Staff Compensation Studies

Your Partner for Staff Compensation Studies

Our Staff Compensation studies typically include the following steps:

Prepare Job Descriptions that define a position’s role, key responsibilities, qualifications and job factors that support successful performance.
Conduct Job Analyses to assess if job content and titles are used consistently; identify factors across an organization that can be used to determine appropriate groups of jobs.
Design and Implement Job Evaluation Systems that provide a clear, rational basis for determining the relative internal value of jobs and creating salary grades or bands.
Conduct Market Pricing Analyses to determine current salaries in the external labor market for comparable jobs. If needed, design and administer custom compensation surveys to obtain data on current salary, benefits, benefit practices, and compensation from peer organizations.
Develop Salary Administration Procedures that support consistent and equitable decisions regarding staff compensation, including guidelines for merit increases, promotion increases and in-range adjustments.
Develop Staff Communications to explain the Compensation Plan and its various components, and steps to be taken in plan implementation. We also lead and/or facilitate staff and/or supervisory orientation sessions

Staff Compensation Studies

Your Partner for Staff Compensation Studies

Our Staff Compensation studies typically include the following steps:

Prepare Job Descriptions that define a position’s role, key responsibilities, qualifications and job factors that support successful performance.
Conduct Job Analyses to assess if job content and titles are used consistently; identify factors across an organization that can be used to determine appropriate groups of jobs.
Design and Implement Job Evaluation Systems that provide a clear, rational basis for determining the relative internal value of jobs and creating salary grades or bands.
Conduct Market Pricing Analyses to determine current salaries in the external labor market for comparable jobs. If needed, design and administer custom compensation surveys to obtain data on current salary, benefits, benefit practices, and compensation from peer organizations.
Develop Salary Administration Procedures that support consistent and equitable decisions regarding staff compensation, including guidelines for merit increases, promotion increases and in-range adjustments.
Develop Staff Communications to explain the Compensation Plan and its various components, and steps to be taken in plan implementation. We also lead and/or facilitate staff and/or supervisory orientation sessions

Staff Compensation Studies

Job Evaluation

Job Evaluation

Job Evaluation is a systematic approach to determine the internal value of a job in relation to other jobs within an organization. The focus is on the job and not the person. Using our tested methodology that includes “job factors” common to all jobs in an organization, we conduct a systematic comparison between jobs to assess each job’s relative internal value. This results in the grouping of similar jobs and eventual placement of all jobs into job grades or bands based on the “internal equity” of each job.

Job Evaluation

Job Evaluation

Job Evaluation is a systematic approach to determine the internal value of a job in relation to other jobs within an organization. The focus is on the job and not the person. Using our tested methodology that includes “job factors” common to all jobs in an organization, we conduct a systematic comparison between jobs to assess each job’s relative internal value. This results in the grouping of similar jobs and eventual placement of all jobs into job grades or bands based on the “internal equity” of each job.

Pay Structure and Ranges

Our approach to Pay Structure is to break an organization’s jobs into Job Groups. We use market data for benchmark positions in each proposed level to establish salary range midpoints to reflect the organization’s desired level of competitiveness in relation to the market. This helps determine the overall competitiveness of salary levels within an organization.

Pay Structure and Ranges

Pay Structure and Ranges

Our approach to Pay Structure is to break an organization’s jobs into Job Groups. We use market data for benchmark positions in each proposed level to establish salary range midpoints to reflect the organization’s desired level of competitiveness in relation to the market. This helps determine the overall competitiveness of salary levels within an organization.

Pay Structure and Ranges

Pay Structure and Ranges

Our approach to Pay Structure is to break an organization’s jobs into Job Groups. We use market data for benchmark positions in each proposed level to establish salary range midpoints to reflect the organization’s desired level of competitiveness in relation to the market. This helps determine the overall competitiveness of salary levels within an organization.

Pay Structure and Ranges

Salary Administration

Salary Administration

The purpose of Salary Administration Procedures is to provide guidelines for managing staff compensation in a consistent and equitable manner. The process also reflects an organization’s Compensation Philosophy and applicable components of the Compensation Plan.

Salary Administration

Salary Administration

The purpose of Salary Administration Procedures is to provide guidelines for managing staff compensation in a consistent and equitable manner. The process also reflects an organization’s Compensation Philosophy and applicable components of the Compensation Plan.

Market Pricing

Market Pricing determines how an organization’s salaries compare to those in the external labor market. The process uses published surveys, the proprietary JER HR Group database, and other sources of data and databases. This helps determine the overall competitiveness of salary levels within an organization.

Market Pricing

Market Pricing

Market Pricing determines how an organization’s salaries compare to those in the external labor market. The process uses published surveys, the proprietary JER HR Group database, and other sources of data and databases. This helps determine the overall competitiveness of salary levels within an organization.

Market Pricing

Market Pricing

Market Pricing determines how an organization’s salaries compare to those in the external labor market. The process uses published surveys, the proprietary JER HR Group database, and other sources of data and databases. This helps determine the overall competitiveness of salary levels within an organization.

Market Pricing

The Future of HR

Delivering The Future

OF HR

DELIVERING

Delivering The Future

How Nonprofits Can Attract Talent with an Effective Compensation Plan
How to collect & analyze data, identify inequities, and deliver better outcomes.

Bridging the Pay Equity Gap
Bridging the gap between people, work, & pay with an effective compensation plan.

TIPS, TRAPS & TRENDS
Tips, Traps & Trends in Compensation Planning

Upcoming Webinars
From Our Consulting Leaders

NexaLearning to Merge with
JER HR Group

JER HR Group and NexaLearning jointly announce their plans for NexaLearning to join JER HR Group effective immediately. …

JER HR Group Announces Acquisition of Human Resources Plus

JER HR Group and Human Resources Plus jointly announced JER HR Group’s acquisition of Human Resources Plus, Inc. today. Human Resources Plus (HRP) is a HR consulting firm and online HR document provider …

JER HR Group Announces Acquisition of Willis HR

JER HR Group LLC acquires Willis HR LLC, a HR Consulting firm. JER HR Group and Willis HR jointly announce JER HR Group’s acquisition of Willis HR in a private transaction. Willis HR is a leading HR consulting …

LET’S TALK ABOUT PEOPLE, IDEAS, AND SOLUTIONS.

If you want to recruit, engage, develop, and retain the best team in the business, get in touch with us.

Toll Free: +1 (866)-475-7687

NEW YORK OFFICE
112 W. 34th Street 18th Floor
New York, NY 10120

PHILADELPHIA OFFICE
1515 Market Street, Suite 1200
Philadelphia, PA 19102

NORTH CAROLINA OFFICE
6801 Pleasant Pines Drive, Suite 103
Raleigh, NC 27613

ARKANSAS OFFICE
2928 McKee Circle, Suite 123
Fayetteville, AR 72703

IOWA OFFICE
3020 Jordan Grove
West Des Moines, IA 50265

SOUTH CAROLINA OFFICE
808 Lady Street
Suite D-20
Columbia, SC 29201

TRAINING NETWORK/TRAINERY
6801 Pleasant Pines Drive, Suite 103
Raleigh, NC 27613
800.397.5215

SIGN UP FOR HRNEWS + VIEWS