Projects

--- A regional hospital was concerned that its benefits program had slipped from its former competitive position.

Working with the Human Resources Director and Manager of Compensation & Benefits, we identified a geographical area as well as a group of hospitals with which this institution competes for labor. We completed a benefits comparison reflecting the hospital's position in both the geographic market and the hospital market and made recommendations as to what might be changed in their benefits mix to optimize their benefits costs and increase their competitive posture.

--- A company in the energy field needed a new compensation program covering all positions in the organization.

We undertook a project that included a competitive market analysis of jobs, design of appropriate salary ranges and an analysis of current pay positions to those ranges.

--- A provider of web services had a new CEO who felt that the performance management system was "out of control" - too many high performers with practically no differentiation in merit increases between levels of performance.

We worked with the HR Manager to redefine levels of performance, develop a new performance assessment instrument, train management and, finally, communicate and implement the new process through the company.

--- A biotech company in the Boston area was concerned that the base and incentive pay for its top eight executives was not competitive with the market.

We completed a custom pay survey, identified non-competitive areas and made recommendations as to how to most effectively bring executive pay into balance with the market.