A strong pay philosophy is the foundation of an effective total rewards programs.

• Define your market peer group and your target market positioning (e.g., median, above market, etc.).
• Clarify key pay elements and the linkages between pay and performance.
• Align compensation decisions with your Employee Value Proposition.

Benchmarking allows you to position your pay competitively while maintaining internal alignment.

• Define your market parameters utilizing up-to-date, relevant and reliable compensation sources that reflect your organization’s roles, industry, and talent market.
• Match jobs based on role scope, complexity level, and responsibilities.
• Assess your market competitiveness across various pay elements, including base salary, incentives, and other reward offerings.

Job evaluation creates fairness, consistency, and compliance by objectively assessing the value of roles.

• Adopt an objective and systematic approach to assess the relative value of internal roles, based on job context.
• Design structured job level frameworks to align job levels to organizational design, career progression and compensation.
• Support pay equity compliance by ensuring consistent internal comparisons.

Salary ranges put your pay philosophy into action by providing a structured way to manage pay growth, budgeting, and transparency.

• Build pay ranges using external market data and your internal job level hierarchy.
• Guide pay progression and mobility within your salary ranges and job levels.
• Ensure external competitiveness and manage ongoing compensation budgeting.

Performance-based pay cultivates accountability and rewards for successful achievement.

• Motivate employees to improve their performance and align their work with organizational goals by offering financial rewards for achieving desired outcomes.
• Link incentives to organizational, individual and team performance.
• Differentiate pay outcomes based on results, executed through short and/or long-term incentive plan models.

A pay equity review identifies and addresses compensation disparities, creating a workplace that is inclusive, fair, and compliant with Canadian legislation.

• Examine compensation across gender, race, and other equity groups to identify and address systemic disparities.
• Account for legitimate factors such as job level, experience, and performance while isolating unexplained pay gaps for corrective action.
• Ensure compliance and reporting with relevant Canadian legislation, such as the Pay Transparency Act and Pay Equity Act, and support inclusive workplace practices.