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Best Practices in compensation & benefits

Compensation matters: Higher pay has been linked to stronger student outcomes [1].

Designing a competitive and equitable compensation system is a goal of many organizations. To do this well, assess equity in your current structures, articulate a core philosophy that anchors decision-making, and engage staff in discussion and decision-making.

[1]: Garcia E and ES Han. 2022. Teachers’ Base Salary and Districts’ Academic Performance: Evidence From National Data. SAGE Open, 12(1).
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plandesignimplement & monitor
implement & monitor
Step
1

Create a Detailed Implementation and Communication Plan

An effective implementation plan guarantees that those tasked with putting the system into action are ready before the official launch and continue to advocate for it afterward. Effective implementation starts at the project’s onset by strategizing stakeholder engagement and communication, considering diverse perspectives, and ultimately, creating a system that is more equitable and competitive.

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When crafting your implementation plan, factor in the diverse communication preferences across different employee subgroups. Tailoring approaches to accommodate various levels of power within the organization can maximize buy-in and investment from all employees.
implement & monitor
Step
2

Develop communications content with key partners

Determine your key messages, identify the partners crucial for a successful rollout, and develop accompanying materials. Consider the needs of all stakeholders, including: staff, managers, HR team, senior leadership. Research indicates that employees favor organizational updates from senior leaders and personalized messages from their supervisors. Ensure your communications strategy includes a two-part approach: broad systems overviews from senior leaders and individual impact discussions with managers. Allow time and space for clarification and to address individual concerns.

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Review your roll-out materials to ensure they address potential questions from different employee subgroups. Prior to release, involve a diverse group of individuals within the organization to review the drafts, enhancing inclusivity and effectiveness.
implement & monitor
Step
3

Schedule Equity Pauses

After finalizing the system design and sending offer letters with updated salary figures, it may seem like the job is done, but in reality, that’s only part of the work. The success of any project, especially a compensation initiative, relies on its implementation and its impact. Continual assessment of the system for unintended disparities is essential to ensure its alignment with organizational values. Regular equity audits, typically conducted on an annual basis for the first several years of implementation, address any potential biases.

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Although maintaining pay equity is a critical part of the work, equity audits do not solely focus on pay levels. Equity audits processes are being followed and whether there are any differences across employee subgroups.
implement & monitor
Step
4

Monitor Ongoing Implementation and Assess Success Metrics

Deploy and monitor your implementation plan to ensure the roll out is aligned with your intended impact. Any type of large-scale organizational change efforts are most precarious in their first year and should be routinely monitored to ensure alignment with intended impact. For example, you may choose to send a brief survey, asking about the new compensation model. Gathering this feedback at key points in the school year will ensure you have time to make strategic adjustments as needed to ensure the success of the effort.

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DEIA

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Continuously evaluating success involves examining differences in success metrics among employee subgroups. By disaggregating metric data by various categories such as position, seniority, tenure, race, ethnicity, age, gender identity, and sexual orientation, you can identify any disparities in staff satisfaction regarding the new systems and processes.

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