Many executives level employees often receive

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or supplemental benefits and perquisites, which may include a special retirement plan, a deferredcompensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and so on [ CITATION Exe18 \l 1033 ].All of these benefits and other supplemental benefits needs to be considered when designing a compensation package. When determining the right compensation package, you must answer these few questions.1. What are the expectations of the CEO position.2. What is the market value of that specific CEO’s talent and experience. 3. What can Java Crop. afford and what are they willing to pay.4. What is Java Crop. philosophy on the issue of compensation.5. Being that this opening is outside the U.S. a relocation and cost of living experience should be added. Answering these questions will give you a starting point for a good compensation package and you will be able to adjust the package to the new position and the employee that will be hired to fill it.
COMPENSATION and BENEFITSAny compensation salary package should be able to be adjusted annually and adding an automatic annual cost of living and tax impact adjustment would also help to attract the right employee. The package can be adjusted annually or alternatively. The use of short-term incentivecompensation can be used to make annual adjustments.When determine the benefits of the compensation package it should contain a health plan that includes, dental, vision, life insurance and retirement programs such as, IRA, 401K, and possible company stock options. Healthcare is accessible to everyone in England is offered by the National Health Services. NHS comprises a vast network of state-run facilities. It’s funded byincome tax, so private health insurance is seen only as an optional extra, this is something that Java Crop. could discuss in negotiation when filling the position. The compensation package plan could also include the added incentives, like a food allowance and a health savings plan. The benefit package should also include a strong holiday and vacation time that is fit to the executive level. This package should consist of holidays, vacation, sick days, bereavement days, family leave days and compensation time. The executive level should have 9-10 paid holidays with the option of adding floating days to holidays like the day before and after that holiday. This position should come with 4 to 6 weeks of vacation this is

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