The actual compensation philosophy of the organization is developed during this phase of the program. The results of the Job Evaluation components are blended with information from both internal and external sources to formulate the new compensation structure for the organization.

COMPARATIVE COMPENSATION ANALYSIS

At this point the present salary structure of the organization is matched with the newly rated positions to establish and define the organization's current pay patterns. Next, data is gathered from relevant industries and geographical areas to establish a basis for comparison.

The organization's current salary patterns are then systematically compared to the accumulated information to identify variances at each rating level.

COMPENSATION STRUCTURE

Following the variance analysis, the consultant, in conjunction with the Committee, will develop and establish the new compensation policy for the organization. This policy and its resulting salary structure will be designed to meet the specific objectives set forth by the organization and the Job Evaluation Committee.