Compensation Services

Rely on Cascade’s professional compensation team to help you achieve your compensation program goals (e.g., recruit, engage, reward, retain the right employees). Our team's strategic, yet practical, approach will inspire confidence and credibility in your compensation program.

Get the Specific Support You Need

  • Compensation Strategy: Facilitate discussions within your organization to determine the appropriate total compensation strategy that is aligned with your mission and goals. Includes specific recommendations to better align actual compensation practices with strategy.

  • Job Descriptions: Draft job descriptions that meet company needs and support compliance requirements; may include interviews with supervisors and/or incumbents, editing of drafts, coordinating review and approval, and recommendations on FLSA status for each job.

  • On-Site Job Analysis: Whether we are writing a job description or market pricing a job, first-hand observations and interviews of job incumbents and others help to clarify the duties, responsibilities, and qualifications needed for acceptable job performance.

  • Market Pricing of Individual Jobs: Our professional compensation staff will review data from multiple market survey data sources to recommend pay levels for specific company jobs, including organization versus competitive market comparisons.

  • Pay Structure Design & Assessments: Compile market data for a group of "benchmark” jobs (e.g., 7 to 15) to develop a market-based pay structure (grades and ranges). Using market pay structure data, perform overall assessment of organization pay practices versus the competitive market.

  • Market Pay Structure Maintenance: Perform annual updates/aging of organization pay structures and re-assess pay levels for applicable jobs/employees versus updated market norms. Available to organizations that use Cascade to develop a market pay structure.

  • Total Pay Assessments: In conjunction with wage/salary structure development and assessments (above), provide comparison of organization incentive/bonus practices, benefit plans and total compensation practices (base, bonus and benefits) versus market practices and recommend reallocation of compensation dollars as appropriate.

  • Employee Benefits Analysis: Perform comparisons of organization employee benefit plans and practices versus competitive market norms. Includes identification of gaps versus market norms and specific recommendations for correcting shortfalls when appropriate.

  • Implementation Recommendations: Review individual employee pay in relation to the organization’s competitive pay objectives and provide specific recommendations for adjustments and ongoing pay administration.

  • Pay Plan Communications: Develop and conduct in-house manager/supervisor and employee communication sessions to ensure understanding of plan design considerations (e.g., market basis, internal equity) and plan administrative requirements.

  • Incentive/Bonus Plan Design: Work with organization to design, develop and implement performance-based incentive/bonus pay plans that fit the competitive business environment and are aligned with the organization’s specific performance expectations.

  • Pay Policy, Guidelines and Forms: Review organization pay strategy and related administrative practices and draft new and improved policy, procedures, guidelines, and forms to support alignment with organization pay strategy.

  • Market Pay & Benefits Surveys: Recruiting and retaining the right people requires accurate pay and benefits data. Cascade’s innovative SalaryTrends® survey systems bring you fresh, accurate, and carefully-scrutinized data on valid local, regional and national pay trends.

  • Performance Appraisal Support: Facilitate development of measurable performance goals at the organization, department, and employee levels. Includes training (e.g. goal setting, coaching), forms, software, and policy development to support program effectiveness.

  • Executive Compensation Plans: Work with organization to design, develop and implement performance-based executive compensation plans (base, incentive/bonus, and total compensation) that are aligned with the organization’s performance expectations and competitive talent markets.

  • Sales Compensation Plans: Work with organization to design, develop and implement performance-based sales compensation plans that fit the competitive business environment and are aligned with the organization’s performance expectations and competitive talent markets.

  • Skill/Competency-Based Pay Plans: Work with organization to design, develop and implement custom skill/competency-based pay plans that are uniquely aligned with your organization’s specific jobs and business environment.