Compensation Resources, Inc.
310 Route 17 North
07458 Upper Saddle River
Phone: +1-201-934-0505
Fax: +1
Email: Sean Gimpel
Web: -
Actions| Executive Compensation |
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| Product Manager | Sean Gimpel |
| Product Demo | |
| Product Description |
Executive Compensation analyses are significantly complex and need to be conducted in a systematic, supportable manner. Compensation Resources, Inc. (CRI) has been a leader in all areas of Executive Compensation for over 25 years. CRI's obligations to our clients involve being an independent facilitator, educator and partner. We are committed to creating competitive compensation programs that are tailored to our clients' needs, goals, and philosophy. In conducting an Executive Compensation analysis, our main focus is to recognize the Company's industry and size so that every customized compensation plan is unique and serves a direct correlation with the goals to maximize the Company's compensation investment. Effective total compensation packages provide the essential tools necessary to recruit and retain key individuals, while providing those executives with compensation that has long-term growth potential with favorable tax benefits.
Please feel free to call Compensation Resources, Inc. to assist you in creating comprehensive and rewarding executive compensation solutions for your public, private, or non-profit organizations. You can reach Paul R. Dorf, APD at (877) 934-0505 x111, prd@compensationresources.com. |
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| Sales Compensation |
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| Product Manager | Sean Gimpel |
| Product Demo | |
| Product Description |
Companies are being forced to totally rethink their business model and marketing strategy as a result of an extremely challenging economic marketplace. Yesterday’s model, which was growing market share at any expense, just won’t fly today. Stakeholders and boards are demanding increases in the bottom line, not merely sales for the sake of sales. Because of the economic stagnation, companies are finding it increasingly more difficult to increase prices, and are facing market pressures to drop prices even further.
In the past, as revenue increased, sales commission plans built on revenues actually created an unintended, yet, de facto increase in commissions. This invisible increase in compensation resulted from sale of the same units with increased costs. The economic situation has put a halt to run-away sales and price increases, and actually exacerbated the pressure on margins. More importantly than before, it is critical that companies take a hard look at their sales commission plans, and determine if the company and their sales force are actually being well-served by a pay program that in all likelihood needs to be revamped. A well-designed sales compensation package will enable the company to focus its sales activities on desired results, tie the rewards directly to the level of achievement, and be sufficiently flexible to handle future market shifts. As the organization’s business model and marketing plan vary, the sales compensation package needs to reflect this new strategy. The key to a successful sales compensation program can be achieved in four (4) steps: 1. Clearly defining sales expectations and goals that are realistic but challenging. 2. Tracking and accurately measuring performance against expectations. 3. Rewarding achievement with competitive compensation and motivational features that provide a Win/Win for both the company and the sale force. 4. Monitoring the results, modifying the plan when necessary, and keeping the sales personnel informed. Sales compensation packages typically comprise one or more of the following components: * Base salary or draw against commissions * Commissions tied to short-term goal attainment * Incentives/bonuses tied to annual sales results * ”Spiffs” and other focused incentives * Achievement or Career recognition * In addition, participation in long-term equity type plans, particularly for Super Stars |
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| Salary Administration |
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| Product Manager | Sean Gimpel |
| Product Demo | |
| Product Description |
Salary administration (also referred to as base pay administration), consists of the activities involved in setting and maintaining pay levels, in order to provide competitive and equitable pay to all employees. The first step in developing a salary administration program is to prepare job descriptions, which are then utilized to conduct a competitive market study. Thereafter, a salary structure comprised of grades and ranges is developed. Finally, formal policies and procedures need to be designed in order to administer the program. A properly developed salary administration program will allow a company to attract, retain, and motivate employees.
Issues To Be Considered In Setting Base Pay: * Company's vision & future direction * Company's philosophy on compensation or compensation strategy * The purpose of the program * Competitive position within marketplace How We Can Help: • Develop Compensation Strategy We would gather information through direct interviews regarding the pay philosophy of the organization, and thereafter develop the proper compensation strategy based on your needs. The compensation strategy will serve as the foundation to developing the salary administration program, and well as other compensation initiatives. • Develop Salary Administration Program: We would undertake the following steps to develop the appropriate salary administration program for your company: 1. Assess current pay methods; determine strengths & weaknesses 2. Collect job information that identifies duties and responsibilities 3. Select a list of benchmark jobs 4. Conduct a competitive market study 5. Prepare a salary structure reflective of the company’s intended position within its market 6. Slot benchmark & non-benchmark jobs into the salary structure 7. Evaluate hierarchy for external & internal equity 8. Determine cost impact of newly designed salary structure • Prepare Implementation Plan: 1. Prepare formal documentation for proper administration that enables the company to: o Establish and maintain policies and procedures o Review current jobs for market competitiveness o Prepare merit and salary increase budgets o Monitor and maintain the salary structure o Maintain internal equity and external competitiveness o Ensure salary administration program complies with applicable laws 2. Assist with implementation and communication, including: o Training HR to ensure consistent application o Communication to management on their involvement in administration o Communicating to staff to ensure complete understanding o Addressing transitional issues |
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| Board of Director Compensation |
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| Product Manager | Sean Gimpel |
| Product Demo | |
| Product Description |
Setting Board of Director Compensation is an on-going initiative that companies are undertaking, in an effort to address issues of reasonableness, competitiveness, and compliance. Using available market data, Compensation Resources, Inc. (CRI) can conduct a custom analysis to develop a competitive compensation package for Board members, focusing on retainers, meeting fees, and equity compensation.
In addition to providing market analyses and Board Advisory Services on matters relating to Executive Compensation and Board Governance issues, CRI also conducts compensation and prevalence surveys. In September 2010, CRI released the results of its 2010 Board of Directors Compensation Survey. This general industry survey contains findings relative to the various components which comprise Board of Director compensation such as: retainer fees, meeting fees, benefits and incentives, and serves as a valuable tool to help your organization assess marketplace pay for Board members. |
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| Board of Director Advisory Services |
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| Product Manager | Sean Gimpel |
| Product Demo | |
| Product Description |
As an independent advisor to the Board in their efforts to adequately compensate their Top Talent in the Company.Compensation Resources, Inc. (CRI) has a wide range of expertise in assisting the Board of Directors and their Compensation Committees. We also provide support with the development of effective programs focused on Director's Pay, Retainers, and Equity Compensation.
CRI works with the Boards of publicly traded organizations, privately-held businesses, and not-for-profit entities, on a variety of Executive and Board compensation issues. Today, there is a spotlight on Board Governance, and we can provide thoughtful, independent counsel to ensure that the plans they develop today do not become tomorrow’s problems. As a result of Sarbanes-Oxley legislation, SEC Proxy Disclosure Rules, and investor and shareholder concerns, many Boards, Committees, and Management personnel are searching for the right answer for their compensation programs. There are many equity vehicles, such as restricted stock, stock options, and performance shares, that provide an effective linkage between the Board, Management, and the Shareholders. Today’s shareholders are demanding a stronger correlation between performance and pay, and are demanding that compensation be tied to increased shareholder value. These are the key tenets to our approach to handling Executive Compensation and Board remuneration. Services Our Services include: * Compensation Committee Consulting o Charter Development o Strategic Compensation Philosophy Development o Independent Review of Management Proposals o Board of Director Compensation Plan Review and Design o Pay Advisory Services * Overall Executive Compensation Plan Audits * Executive Officer Pay (Base Pay, Bonus, Perks, Equity) Assessment * Stock Option & Equity Strategies * Executive Stock Ownership and Retention Strategies * Total Reward Strategies * Market Pricing and Competitive Salary Benchmarking * Short-Term and Long-Term Incentive Design * Change of Control and Executive Contracts * Executive Performance Review Policies & Processes * Intermediate Sanctions - Competitive Market Analysis (Not-for-Profit Clientele) |
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| Intermediate Sanctions |
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| Product Manager | Sean Gimpel |
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| Product Description |
WHAT ARE INTERMEDIATE SANCTIONS?
Intermediate Sanctions allow the Internal Revenue Service to impose excise taxes on individuals who improperly benefit from transactions with an exempt organization. Intermediate sanctions apply to all organizations which are or were described in Section 501(c)(3) or Section 501(c)(4) of the Internal Revenue Code at any time during the last five years, except for private foundations (which are already subject to their own excise tax law), governmental entities and affiliates that are exempt from taxation without regard to section 501(a) or do not have to file annual returns, and foreign organizations that receive substantially all of their support from non-U.S. sources. Intermediate Sanctions may be imposed on any "disqualified person" who receives an excess benefit from a covered organization and on each "organization manager" who approves the excess benefit transaction. A disqualified person is any person who is in a position to exercise substantial influence over the affairs of an exempt organization typically consisting of the following: * A family member * An organization * Members of the Board * Executive officer of the organization * Treasurer or Chief Financial Officer An organization manager is defined as any officer, director, trustee, or person having similar responsibilities regardless of his or her title. An organization manager also includes anyone serving on the Board. |
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| Litigation Support |
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| Product Manager | Sean Gimpel |
| Product Demo | |
| Product Description |
Compensation Resources, Inc. (CRI) provides professional Litigation Support, Expert Witness services covering areas of Compensation & related Human Resource Issues, including the following:
* Reasonableness of Compensation (private and public companies) * Earnings Potential * Equitable Distribution Issues * Employment and Change-of-Control Agreements * Prevailing Wage Determination * Job Availability and Competitive Market Value of Positions * Discriminatory Compensation Practices * Minority Shareholder Complaints * Compensation Violations relative to Government Contractors * Intermediate Sanctions Litigation Support activities are conducted in an objective, thorough manner, with a view to providing defensible findings. The CRI team is led by Paul R. Dorf, APD, a qualified Expert Witness in the field of Compensation. Paul possesses over thirty years of Compensation and Human Resource-related experience as both a corporate executive and the head of major compensation consulting practices. A representative list of our Expert Witness engagements is presented below: * IRS audit of reasonableness of Executive Compensation * Earning Potential of spouse in a marital dissolution * Minority shareholder inquiry into reasonableness of Owner Compensation * Compliance of Deferred Compensation arrangements * EEOC compliance determination * Application of the methodology of Prevailing Wage Determination * Validity of third-party Market Study findings * Lost opportunity relative to wrongful discharge |
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| Market Pricing |
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| Product Manager | Sean Gimpel |
| Product Demo | |
| Product Description |
Market pricing provides competitive compensation data for positions. We will review job descriptions to ensure an understanding of the position, and compare it to job summaries within the surveys. To establish the competitive market level, we would use multiple compensation surveys within our extensive research library, which includes confidential data sources we can provide.
To find out more on how Compensation Resources, Inc. can help your company with Market Pricing, please contact us or call us directly to speak with our compensation consultants at 877-934-0505 x 108. Overview: Market pricing is the process of determining the competitive worth of a position. It is a vital step in the Salary Administration process. Inaccurate market pricing can result in an ineffective Salary Administration Program, which could also impact a company’s performance management system. In order to conduct a market study, it is important to understand the components of the position to be priced, as well as the competitive labor market (e.g., geography, industry, size) within which it competes. Once completed, the results of the market pricing can be utilized to develop a salary structure consisting of compensation grades and ranges. Market pricing should be done periodically to ensure competitiveness over time. Market pricing can be accomplished by collecting data from published survey sources. These surveys can be either based on geography or industry. It is important to utilize as many relevant sources as possible in order to ensure an accurate comparison. Each survey has an effective date; therefore, all data must be aged to a common date, utilizing a prorated percentage of the average merit increase award in the competitive market. Once all data is aged, multiple measures of central tendency should be calculated, such as the average, median, and weighted average, to determine the best estimate of the market value. |
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