California Compensation Services

Are You Paying Your Employees Fairly?

Whether you're designing a compensation program and structure from the ground up or modifying an existing structure, you will receive equitable and competitive pay practices from our compensation experts. We are here to help you with quick compensation consulting or large projects, supporting employers in all industries across the U.S.

Learn all about the ins and outs of compensation by joining CEA and our sister association with our virtual training courses.

Best Practices For Developing A Pay Program

1. Define a total compensation philosophy and strategy that is linked to your company's mission and goals
2. Create or update job descriptions to accurately reflect the work that employees are performing and the qualifications needed
3. Use reputable external market surveys to determine appropriate compensation levels for your roles based on job and survey descriptions
4. Establish a formal compensation structure (including grades and ranges) for each position
5. Consider if variable pay should be included in your compensation plan
6. Analyze company benefit plans and how they compare to the market
7. Ensure compliance with pay equity
8. Perform regular assessments of your positions and compensation structure and how your total compensation practices compare to the market

See a Sample Salary Comparison 

Compensation Services Available

Compensation Strategy

Facilitate discussions within your organization to determine the appropriate compensation strategy that aligns with your mission and goals. Includes recommendations to better align actual compensation practices with strategy.

Market Pricing of Individual Jobs

Our staff will review data from multiple market survey data sources to recommend pay levels for specific company jobs, including organization versus competitive market comparisons.

Pay Structure Design & Assessments

We'll compile market data for a group of "benchmark” jobs (e.g., 10 to 25) to develop a market-based pay structure (including grades and ranges). Using market pay structure data, we will perform an overall assessment of your organization's pay practices versus the competitive market.

Market Pay Structure Maintenance

Annual updates/aging of organization pay structures and re-assess pay levels for applicable jobs/employees versus updated market norms.

Total Compensation Assessments

In conjunction with wage/salary structure development and assessments, we'll provide a comparison of organization incentive/bonus practices, benefit plans, and total compensation practices versus market practices and recommend reallocation of compensation dollars as appropriate.

Implementation Strategies and Recommendations

Review of individual employee pay in relation to the organization’s competitive pay objectives and recommend adjustments and ongoing pay administration.

Incentive/Bonus Plan Design

Design, develop and implement performance-based incentive/bonus pay plans that fit the competitive business environment and align with the organization’s specific performance expectations.

Pay Policy and Performance Guidelines and Forms

Draft new and improved policies, procedures, guidelines, and forms to support alignment with your organization's pay strategy.

Executive Compensation Plans

Design, develop and implement performance-based executive compensation plans that are aligned with the organization’s performance expectations and competitive talent markets.

Total Rewards Plan

Gain a competitive advantage while supporting organization-wide success. Our total rewards strategy and plan approach use the freshest market data to create a powerful compensation and benefits package.

Employee Benefits Analysis

Are your benefits competitive? Let us compare your organization’s employee benefit plans and practices to today’s market norms. We’ll identify gaps and bring you specific recommendations if your offerings fall short.

FLSA Classification

Not sure if employees are properly classified under the FLSA? Our team of experts will make sure you’re in compliance.

Leading our Team of Experts

Lindsay Hill, CCP, GRP

Director of Compensation Services

As the Director of Compensation Services, Lindsay provides professional level compensation support with a focus on understanding business needs to develop and implement comprehensive compensation solutions. Her experience with compensation in a variety of industries enables her to effectively tailor compensation strategies to specific employer needs.

Lindsay earned her Bachelor’s degree in Business - Human Resources Management from Portland State University. She holds a Certified Compensation Professional (CCP) certification and a Global Remuneration Professional (GRP) certification from WorldatWork. Lindsay is a part of our sister association Cascade Employers Association.

Contact us for More Information