A compensation infrastructure helps your employees understand your company’s compensation strategy. Managers can use the system to administer rewards in a consistent manner and operate with a solid sense of the market value of positions within your company, whether your strategy is to pay above, equal to, or below market rates.

ICR understands that clients need a compensation system that is simple to create, communicate, administer, and maintain, and flexible enough to support the constant changes that are typical for most organizations today. Based on our broad, first-hand corporate experience, we are strong proponents of the banding strategy for compensation structures. Our trademark approach is full scale banding – involving a minimal number of grades or bands, no salary ranges, and job-specific reference points. This approach virtually eliminates the unnecessary bureaucracy of job evaluation and has proven effective for our clients, quickly garnering the understanding and support of upper management. Strong supporting programs (brief job profiles, an annual market analysis, merit budgets, salary plans) and an effective performance management system are essential to a successful banding program.