I was honored to participate in a panel discussion regarding pay transparency with Curo Compensation - compensation and pay equity specialists who provide HR technology (Saas solution) that make compensation decisions easy and fair.  This topic of pay transparency has become a global conversation – what does that term really mean and how far do we really need to go to be “transparent”?  Does it mean sharing everyone’s salaries openly or just salary ranges?  

Is a job posting the same as a job description?  Do I need both?  Why?  If you are a Compensation professional, you probably get asked these questions frequently.
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A job description and a job posting are not the same.  A job description documents the responsibilities associated with a job.  It is the document that is typically used for compliance purposes.  Essential Functions (also known as primary responsibilities) document what is required to perform a job successfully meeting ADA requirements.  Job descriptions can also contain the FLSA exemption classification meeting Department of Labor requirements to evaluate jobs as being Exempt or Non-Exempt.  Lastly, physical requirements and working conditions documented in a job description will satisfy ADA documentation requirements regarding conditions that an employee encounters or is exposed to during the course of performing the job. 

​The events of the last couple of months have caused the world to look at and re-think the meaning of equality.  Human Resources professionals have been considering equality in terms of hiring practices and pay for many years.  Initially, HR was concerned about compliance because of legislation surrounding fair pay and non-discriminatory hiring.  However, I have seen a shift starting with the millennial generation where the focus is more on “doing the right thing” in terms of equality and non-discrimination rather than doing those things because the law says it must be done.

On May 6th, I had the pleasure of co-presenting a webinar entitled “The Impact of COVID-19 on Pay Equity, Job Descriptions, and Compensation” with Ruth Thomas, co-founder of CURO.  CURO provides software which enables organizations to drive business performance through employee engagement while ensuring pay transparency, equity, and compliance. 

​We are experiencing an unprecedented time.  Ruth and I discussed the effects that COVID is having on compensation, pay equity, and job descriptions.  Additionally, we provided some things to consider right now regarding job descriptions and the effect on compensation during a very different work experience.
 
We received quite a few questions from the webinar audience, so I am sharing the Q&A to provide information on the topics covered.

COVID-19 continues to change the world as we once knew it.  It will likely be months before we experience some semblance of normalcy.  In my last blog post, I talked about the importance of ensuring that your job descriptions accurately reflect the current state of each job. Unfortunately, job descriptions are often created and then forgotten even though the jobs they represent are constantly changing.  I tell my clients that job descriptions should be living and breathing documents that are reviewed and updated frequently.  Job descriptions not only help us guide our employees on the expectations of the job and provide us with a yardstick to measure performance, but they also help us assess another very important part of HR – Compensation. In uncertain times like these, how we calculate employee compensation is bound to change. And job descriptions, specifically the essential functions and qualifications sections, offer us the most insight into how to determine the appropriate pay level for employees. 

​Coronavirus has changed everything in our lives.  It has especially changed the way we work.  Telework has become the norm worldwide and businesses are trying to maintain their productivity while navigating this new reality.  Employers that do not operate with telework as part of their cultural norm may struggle with how to assess performance without having the ability to visually witness the work being done.  Job descriptions are the answer.

​Are you a small business that wants to implement a pay for performance philosophy, but nervous about committing to large merit increases for your high performers?  Or are you a large organization that wants to reward high performers for work that has been accomplished and not what might happen in the future?  If so, then this post is for you!

Happy New Year!  While everyone thought the most wonderful time of the year had ended, it is just beginning for Compensation!  Many companies are working diligently at performance reviews so that the merit process can get underway, bonus recommendations can commence, and equity grants can be distributed.  While many compensation professionals dread this busy time, it can also be invigorating.  It is a time to really showcase your value and run on all cylinders.
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I thought I would change-up my blog post a bit this time and provide some tips that I use during the busy season in order to keep my sanity!

​This season of thanksgiving has me doing a great deal of reflection on what I appreciate – particularly in my professional life.  If I could boil it down to one word, it would be relationships.  During our careers, so much emphasis is put on networking and many of us get so involved in our work that it is difficult to find the time to maintain relationships as we move through our career.  However, those connections that you have made through the years are the key to your success.