In a BLR webinar entitled "Compensation Plan Design: The Three Cs for Achieving Success," Brooke Green, founding principal with Presidio Pay Advisors and Mary Topliff, Esq., founder of Mary L. Topliff law offices in San Francisco described the different methodologies for selecting job categories to evaluate for a Compensation Review and/or Fair Labor Standards Act (FLSA) Analysis.
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For compensation analysis:
- Good: Price jobs considered mission critical or flight risk
- Better: Price a cross-functional sample of benchmark jobs
- Best: Price all jobs for which good data is available
For an FLSA analysis:
- Good: Start with the lowest paid exempt jobs and analyze gray area exempt positions
- Better: Follow job family to an obvious cut-off and include "red flag" jobs regardless of pay or grade
- Best: Include all exempt jobs below Director and include catch-all titles like Analyst and Project Manager
Brooke Green is a founding principal with Presidio Pay Advisors (www.presidiopay.com) where she provides consulting advice and implementation assistance to clients with compensation support needs. Mary Topliff, Esq. founded the law offices of Mary L. Topliff in San Francisco (www.joblaw.com) after practicing civil and employment litigation for nine years. The firm specializes in employment law counseling, training and compliance.