The Walker Alliance, Inc.  
- Strategic Rewards

What do most managers think of when they hear the term “compensation”? If your company is like most, their thoughts follow along the lines of “ineffective”, “dissatisfier”, “paperwork”, “Pay for non-performance” or the like. What we think of is, “How can we assist our clients to achieve integration of pay and benefit systems with their business strategy. It’s all about effectively investing in your primary source of competitive advantage, your employees.

Strategic Rewards Challenges/Solutions/Results


Client Challenge
Solution
Result

The financial service and benefits agency for a major religious denomination wanted to assure that total compensation was competitive and that the agency was getting value for the cash compensation delivered.   Upon determining that base pay and benefit programs were already very competitive, developed a new performance management strategy wherein compensation was linked to individual and agency performance. Developed management training and pay administration tools and procedures.   After two years, the process has achieved base pay goals and is being modified to focus variable pay to support business goals.

Client Challenge
Solution
Result

A telecommunications equipment maker wanted to assure the competitiveness of their pay levels and structures.   Developed a compensation philosophy statement; identified valid market data resources for conducting a total cash compensation analysis of benchmark and key executive jobs; developed and validated new or updated grade structures and assisted with positioning jobs within the structures; recommended pay adjustments as applicable.   Company successfully implemented pay philosophy and new pay structures; worked with management team to reposition jobs in the new structures; support effective assured thorough transfer of knowledge and methods to company staff.

Client Challenge
Solution
Result

A large residential real estate management firm was implementing their first formal compensation system and needed a training program to be delivered to managers throughout the country.   Working with client helped to define salary administration practices and tools to implement with the new compensation philosophy and program. Developed an interactive training program to effectively communicate how the new philosophy and program was developed and provide hands-on training in pay administration under the new program.   Training program was very well received. Client considering modifying and offering training to broader group of managers; considering on line training.

Client Challenge
Solution
Result

A leading global manufacturer of tools, diagnostics and equipment solutions needed to integrate the compensation programs of a new acquisition..   Worked with teams from both entities to gather and analyze each company’s job data, organization structure, job valuation method, pay structures and bonus plans and targets; mapped positions from acquired entity into new grades; recommended bonus plan and target transitions; conducted benchmark market analysis to support base salary, grade and bonus recommendations.   Full implementation initially delayed by change in management; were able to utilize recommendations in time for annual review cycle.

Client Challenge
Solution
Result

A global manufacturing firm needed assistance in integrating its compensation systems after a sizable acquisition.   We developed a pay philosophy and strategy that set the stage with managers for substantial changes to how employees would be compensated in the expanded firm; our incentive pay designs were framed in the context of their revamped balanced scorecard approach to organizational performance management.    

Client Challenge
Solution
Result

A consumer goods manufacturing company needed a way of rewarding plant level employees for performance and increased productivity.   We worked with a client-led design team to create a gainsharing program that allows the whole plant to earn incentive payouts based on safety, quality, service and productivity.   First and second quarter plan results yielded substantial savings as a percent of total COGS moving through the plant; process improvement teams are in place and working to change the culture to one of more empowerment.

Client Challenge
Solution
Result

A food manufacturing and marketing company underwent a restructuring and found itself in need of new sales incentive programs that would re-focus efforts.   Worked with sales management to re-design programs for sales and service that provided incentives based on key metrics and behaviors.   The new programs are allowing sales personnel to concentrate their efforts on selling profitable products; business performance has improved.

"...It’s all about effectively investing in your primary source of competitive advantage, your employees."