Creating a Solid Compensation Strategy
Predictions are that the average salary increase budgets will jump around 3-4% in Canada this year, so now is the time to ensure your organization has a solid compensation strategy that will help attract and retain talent.
Some recent surveys show that inflation in Canada has meant that jobseekers and current employees are prioritizing salary when choosing or staying at a job. That said, P&A consultants have also noticed that employees are considering the full package of benefits a company offers, including flexible work options, opportunities for career growth, and the organizational culture.
Regardless, organizations should prepare for tougher salary and benefits negotiations this year, as workers face the pressure of rising inflation.
To prepare, it’s important that employers have a solid compensation strategy in place to predict the costs for hiring talent and for providing salary increases.
The 3 Steps to Create of a Compensation Strategy
Here are three steps that Pesce & Associate consultants take organizations through when creating a solid compensation strategy:
1. Internal Equity Review
First, it’s important to look within your organization and conduct job evaluations and compare salaries and wages of employees in the same jobs. Has your pay equity been maintained? Are any pay practices creating disparate treatment among staff in similar jobs? Update your salary grids to ensure equality among your employees.
2. Check Legislative Compliance
Review the employment laws governing your workplace to ensure that your policies and procedures comply. Ensure that you are aligned with Pay Equity laws.
3. Ensure You Are Externally Competitive
The next step is to conduct an external market review to assess your organization’s competitiveness. Before revising your salary grids to align to the market, a company must decide how to position itself – do you want to be in the middle? Leading? Lagging?
In the past, most of the broader public sector employers we worked with wanted to position their organization in the middle (50th percentile), which felt justifiable to the public and to their funders. However, over the last year or two, we are seeing organizations increase their market position to the 60th or even 75th percentiles due to the labour shortages and competition for talent.
It’s also important to analyze what other organizations may be offering in their benefits packages to attract talent. For example, the option of remote work or at least hybrid work is a top demand these days.
What's Happening Now?
Are salaries increasing across the board? The bottom line is that yes, overall, salaries are increasing and companies need to be prepared with a solid compensation strategy.
Further reading:
• https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/how-employers-are-managing-compensation-challenges-in-2023.aspx