Competitive base pay is essential to attract and retain the talent needed to help an organization thrive, and it begins with a competitive base pay structure.  There are different methods to determine relative value of jobs which supports the type of pay structure an organization chooses to utilize.

The Hawaii Employers Council 2018 Salary Adjustment Survey reported that many local participating organizations (67%) reported the utilization of market pricing to determine the relative value of jobs and utilizing a market-based salary structure.

This practice aligns with national findings.  The “2019 Survey of Salary Structure Policies and Practices” conducted by WorldatWork and Deloitte Consulting LLP reveals that market-based salary structures remain the most prevalent type of structure utilized by participating organizations (55%).

Organizations should examine their salary structures, salary adjustments, and overall compensation programs to ensure they are effective in attracting, engaging, and retaining employees.

Compensation is a specialized area and HEC can:

• Provide a competitive assessment of jobs against the market and enhance/develop salary structures which are aligned with an organization’s philosophy and strategy, and
• Be a sounding board and resource to compensation teams where tasked with tactical and/or strategic change initiatives, and share insights, resources and informal coaching for ongoing compensation skills development

HEC conducts a variety of compensation and benefits surveys to provide data useful in developing and administering compensation and benefit plans, and personnel policies.  Custom snapshots and comparison reports from our compensation surveys are available, along with customized, proprietary surveys conducted on the behalf of members.  For more information, please contact Cathy Keaulani, Survey & Compensation Services Manager (ckeaulani@hecouncil.org).