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The Compensation Handbook Lance A· Berger Dorothy R· Berger Alignment model. Customizing a compensation system. Business situation and pay techniques. Pay techniques: descriptive matrix Pay techniques: descriptive matrix Pay techniques: descriptive matrix. (Continued) Pay techniques: descriptive matrix. (Continued) Pay techniques: descriptive matrix . (Continued) Pay techniques: descriptive matrix . (Continued) Culture and pay techniques. Culture and pay techniques. Culture and pay techniques. (Continued) Culture and pay techniques. (Continued) The evolution of reward management in an organization. Job Documentation What are those determinants of pay? Developing competitive compensation programs Typical compensation by business maturity stage Business-compensation strategy flow Base pay program architecture Organization and Salary Structure Five-band model. A typology of competency-related pay. The competency evaluation framework from the Woolwich Bank. What make for success in relating pay to competencies? Example of the definition of a competence area at the Land Registry Agency. REASON FOR USING NONMONETARY AWARDS Recognition plan for top performers. Earning threshold for performance improvement and recognition for top performers. Performance-based reward plan. Team pay architecture. Model for optimal sales compensation plan design. Sales Strategy Matrix. How Is An Executive Compensation Strategy Developed? The Performance-Rewards Process Model The Performance-Rewards Process Model Role-Result Matrix Number of people All Achieving threshold earn awards Performance People likely to be motivated Earning threshold (goal) Number of people Performance All achieving individual or group goal earn awards Performance Increase Parallel ? Merit Increases ? Recognition Awards (Noncash) ? Spot Cash Awards After the Fact Process ? Skilled-based Pay ? Team Competencies ? Multi-rater Evaluations ? Predetermined Incentives Before the Fact Proj