Resources

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 the 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 already "spent" on the departing employee, etc.) as he/she walks out the door when someone leaves.  Consider what this means if your employee takes your business knowledge 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 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 this position.  Doing so can help identify potential weaknesses in your salary administration policies and practices, market competitiveness, salary range 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 and salary administration programs.

Market-Based Compensation/Salary Range Structure  --  a client-specific tool that identifies the internal relationship of jobs within the organization representing the organization's compensation strategies to position itself to be (1) externally market competitive with salaries that are (2) internally equitable between and among current salary range assignments for your positions.