With the EU Pay Transparency Directive just around the corner, fair and equitable compensation has never been more important. Keep reading to the end to find out how job evaluation can help you meet the directive's demands.
In this article, we’ll break down three common approaches to global compensation, explore the pros and cons of each, and help you decide what’s right for your business.
In this article, we’ll walk through some of the most common types of performance rating scales companies use to evaluate employees. We’ll also explore the process of creating a scale that encourages fairness and paves the way for equitable and transparent compensation.
In this article, we’ll discuss why relying on job titles alone is not enough to comply with the directive, and what employers should do instead.
If this is new territory for you, don’t worry: this article covers everything you need to know about salary transparency for jobseekers, including what you’ll need to share, when to share it and how to stay compliant.
With a merit matrix, employees who are currently positioned towards the bottom of their salary band will receive larger percentage increases than those who are already at the top, helping to close pay gaps and standardise pay across the organisation.
Enter the calibration session: a crucial moment where managers come together to compare and review the performance ratings they’ve given their reports, ensuring they’re consistent and fair. We’ll talk more about the importance of calibration sessions — and our tips for running them successfully — in this article.
In this article, we’ll explore the importance of transparency around total compensation, especially in the context of the EU Pay Transparency Directive.
Well, the best time to start preparing is right now. Here’s everything you need to know, including the directive’s purpose and key requirements. We’ve even included a step-by-step list of what you need to do.
In this article, we’ll discuss an alternative compensation model that rewards employees directly for their contributions to the organisation: skills-based compensation. Read on for the pros and cons and our tips for implementation.
In this article, we’ll explore the practicalities of implementing open salary bands, from the different levels of transparency you could opt for to the benefits of opening up about your salary structure. We’ll also share our top tips to help you navigate the process of introducing open salary bands — which is a big transformation for many organisations.
In this article, we explore why compensation analytics and reporting will become essential tools for ensuring compliance and fairness in the pay transparency era. We’ll also share some best practices for effective communication with employees about compensation under the new rules.
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