Hello. Would anyone mind sharing a solid resource or approach to compensation alignment strategy? Currently our staff have a conversation around their comp. on their anniversary- 300 employees. Performance review conversations take place twice a year and not connected to the comp conversation. I am looking for a way to ensure the comp. conversations feel less laborious and tedious. Thanks in advance!

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A clarifying question I have is What you mean by Compensation Alignment Strategy? Where is the misalignment? Why it happened? What are your assumptions? What outcome are you expecting from this appraoch?

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Great question. Clarification...

We essentially align with the department lead and the hiring manager on a monthly basis for all staff that are eligible for a compensations review conversation. Because staff have a conversation with their manager around their anniversary, it feels like a week by week conversation with the hiring managers to ensure we are aligned on the strategy for potential comp. increase for their employees. I am new to my role at this company so I am trying to identity if there is a more efficient way to run conversations and updates with leadership around compensation and potentially salary increases for staff without so many random 1 off conversations. Does they make sense?

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If you dont have a comp planning system you will die in an excel. Create a spreadsheet by manager, ask them to complete some sort of performance feedback(rating, scale, comment). Create guidelines to assign comp increases, send spreadsheets again with guidelines and a budget. When you receive the spreadsheets have a calibration meeting to double click on some key cases.

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Hi OP - did you ever get resources for this?! I’m looking for similar guidance.

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