IBM - IBM Compensation Programs Pay For Performance...

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IBM Compensation Programs © 2005 IBM Corporation Pay For Performance: Managing Pay Systems Across Organizations Art Amler Director, Global Services Compensation
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IBM Compensation Programs © 2005 IBM Corporation 2 Agenda Compensation Objectives Position Classification Salary Increase Program Manager Process Key Factors For Success How IBM Ensures Fairness Questions
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IBM Compensation Programs © 2005 IBM Corporation 3 Compensation Objectives Pay for Pay for Performance Performance Total Rewards Package Pay Pay Competitively Differentiate Differentiate Strongly Strongly Pay for Performance: Pay our best performers like the best in the marketplace. Pay Competitively: Attract, retain and motivate, as well as enable competitive prices for IBM services and solutions. Differentiate Strongly: Give larger increases/bonuses to those who are most deserving. IBM’s compensation programs are kept as simple and flexible as possible in order to keep the control at the first line manager level.
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IBM Compensation Programs © 2005 IBM Corporation 4 Total Rewards Package Cash Compensation Base Pay Performance Bonus Incentives Awards Retirement 401(k) Pension Plan Asset Protection Long-Term Disability Short-Term Disability Group Life Insurance Employee Development Training Health Medical Coverage Dental Plan Vision Plan Mental Health Healthcare Flexible Spending Account Life Vacation Holidays Leaves of Absence Dependent Care Flexible Spending Account Tuition Reimbursement Flexible Work Arrangements
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IBM Compensation Programs © 2005 IBM Corporation 5 Position Classification Backbone of compensation programs to ensure consistency and fairness throughout the enterprise Managers responsible to make sure employees are classified correctly Used for benchmarking and to determine base pay ranges 10 Broad Bands: Bands 1-5 Non-Exempt, Bands 6-10 Exempt 24 Job Families
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IBM Compensation Programs © 2005 IBM Corporation 6
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