We have developed a variety of tools that can be customized to identify client-specific issues or results that can lead to solutions to address individual client concerns.  These tools can be used individually or in any combination needed to identify issues present within your business/organization.

Among the tools we've developed are:

Cost of Turn-Over Tool---identifies the actual, past dollars you've invested in the departing employee (salary, benefits, training etc.) as he/she walks out the door.  Consider what this means if your employee takes your business strategies, knowledge, contacts, co-workers and/or clients to a competitor.

The tool also provides an overall set of costs to replace that individual, from recruitment to screening, to interviewing, selecting, testing and initial on-boarding of the replacement employee once on the job.

Placement in Range Tool--allows for the client to "plug in" candidate-specific measurements for past experience when considering an offering salary that recognizes what the candidate brings to the job. 

This tool can also be used to determine where your current employees would be on your salary range if they were new applicants for their current or another position within your own company.  Doing so can help identify potential weaknesses in your salary administration policies and practices, market competitiveness, salary range structure, job placement on the salary structure and risks for turn-over. 

Classification Career Ladder -- a client-specific tool that identifies the levels of job in a "job family" that coupled with up-to-date job descriptions, provides the structure for career growth for individuals wanting to grow within the organization. 

Having up to date job descriptions associated with a classification career ladder can be the foundation for your recruiting, training, performance management, employee growth within the company (potentially reducing turn-over and increasing job satisfaction) and salary administration programs.

Market-Based Compensation/Salary Range Structure  --  based on relevant geographical and industry salary data, this is a client-specific tool that identifies the financial "value" of the client's jobs within the client's geographical and industry parameters.  From this analysis comes the assignment of jobs to defensible, market-based salary ranges that can be adjusted to reflect, within your company, the internal relationship of jobs representing the compensation strategies to position your business salaries to be (1) externally market competitive with salaries that are (2) internally equitable between and among current salary range assignments for your positions.