In yesterday’s Advisor, consultants Brandon Cherry and Brooke Green detailed incentive plans for non-exempt employees. Today, their take on recognition and spot bonuses, plus an introduction to the comprehensive guide to non-exempt compensation.
Here are the last two of Cherry and Green’s Six types of incentive. [Go here for the first four types.] Cherry and Green are both principals at HR consultant Hay Group. They offered their remarks at a recent webinar hosted by BLR/HR Hero.
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Plan Type |
Overview |
Advantages |
Disadvantages |
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Recognition |
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Individual |
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Individual Spot Awards
Cherry offers the following example of a carefully-worked-out spot awards program:
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Example Title |
Funding |
Annual Frequency |
Suggested Awards |
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Bronze Star |
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40-50% of employees in any given year |
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Silver Star |
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20-30% of company in any given year |
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Gold Star |
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Maximum of 5 recipients in any given year |
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Setting goals for incenting non-exempts, one more HR challenge that goes back to the most basic of HR docs—the job description. Can’t set the goals without a clear picture of the objectives.
Job descriptions are critical, yet all too easy to back-burner. What’s the state of your job descriptions? Concerned they might not be up to date and ADA-compliant? … Actually, with BLR’s new program, they are.
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Revised for the ADA, Pay Grades Added
BLR editors have taken apart every one of the 700 descriptions and reassembled them to be ADA-compliant. And now they’ve added pay grades for each job, based on BLR’s annual surveys of exempt and nonexempt compensation, as well as other data.
According to our customers, this is an enormous timesaver, enabling them to make compensation decisions even as they define the position.
SmartJobs also includes an extensive tutorial on setting up a complete job descriptions program, as well as how to encourage participation from all parts of the organization. That includes top management, employees, and any union or other collective-bargaining entity.
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Very important these days are the updates included in the program as a standard feature—essential at a time of constantly changing laws and yes, emerging technologies. And the cost of the program is extremely reasonable, averaging less than 66 cents per job description … already written, legally reviewed, and ready to adapt or use as-is.
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