{"id":78,"date":"2015-02-14T11:07:59","date_gmt":"2015-02-14T17:07:59","guid":{"rendered":"http:\/\/www.garymeisner.com\/?p=78"},"modified":"2015-02-22T16:26:46","modified_gmt":"2015-02-22T22:26:46","slug":"salary-planning","status":"publish","type":"post","link":"https:\/\/garymeisner.com\/cfo\/salary-planning\/","title":{"rendered":"Salary Planning"},"content":{"rendered":"<h2>The Problem &#8211; Inconsistent application of salary guidelines by different managers<\/h2>\n<p>The company salary planning guidelines were so loose that they provided very little direction to managers in establishing increases. As a result, the size of increases were often dependent on who you worked for and pay increases were inconsistent and not always commensurate with performance.<\/p>\n<h2>The Solution &#8211; New salary guidelines that tied pay to performance<\/h2>\n<p>I introduced salary planning guidelines that made increases a function of performance, on a scale from 1 to 4, and current salary in relation to the mid-point for the position. Managers and employees alike responded very well to this because it gave them clear direction.<\/p>\n\n\t\t<style>\n\t\t\t#gallery-1 {\n\t\t\t\tmargin: auto;\n\t\t\t}\n\t\t\t#gallery-1 .gallery-item {\n\t\t\t\tfloat: left;\n\t\t\t\tmargin-top: 10px;\n\t\t\t\ttext-align: center;\n\t\t\t\twidth: 50%;\n\t\t\t}\n\t\t\t#gallery-1 img {\n\t\t\t\tborder: 2px solid #cfcfcf;\n\t\t\t}\n\t\t\t#gallery-1 .gallery-caption {\n\t\t\t\tmargin-left: 0;\n\t\t\t}\n\t\t\t\/* see gallery_shortcode() in wp-includes\/media.php *\/\n\t\t<\/style>\n\t\t<div id='gallery-1' class='gallery galleryid-78 gallery-columns-2 gallery-size-medium'><dl class='gallery-item'>\n\t\t\t<dt class='gallery-icon landscape'>\n\t\t\t\t<a href='https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/salaryanal2.gif'><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"214\" src=\"https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/salaryanal2-300x214.gif\" class=\"attachment-medium size-medium\" alt=\"salary analysis\" srcset=\"https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/salaryanal2-300x214.gif 300w, https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/salaryanal2-1024x730.gif 1024w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a>\n\t\t\t<\/dt><\/dl><dl class='gallery-item'>\n\t\t\t<dt class='gallery-icon portrait'>\n\t\t\t\t<a href='https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/salaryplanning.gif'><img loading=\"lazy\" decoding=\"async\" width=\"215\" height=\"300\" src=\"https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/salaryplanning-215x300.gif\" class=\"attachment-medium size-medium\" alt=\"salary planning\" \/><\/a>\n\t\t\t<\/dt><\/dl><br style=\"clear: both\" \/>\n\t\t<\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>The Problem &#8211; Inconsistent application of salary guidelines by different managers The company salary planning guidelines were so loose that they provided very little direction to managers in establishing increases. As a result, the size of increases were often dependent on who you worked for and pay increases were inconsistent and not always commensurate with [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":250,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[4],"tags":[],"class_list":["post-78","post","type-post","status-publish","format-standard","has-post-thumbnail","category-analysis","entry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Salary Planning - Gary Meisner CFO \u2022 CIO \u2022 CPA \u2022 MBA<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/garymeisner.com\/cfo\/salary-planning\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Salary Planning - Gary Meisner CFO \u2022 CIO \u2022 CPA \u2022 MBA\" \/>\n<meta property=\"og:description\" content=\"The Problem &#8211; Inconsistent application of salary guidelines by different managers The company salary planning guidelines were so loose that they provided very little direction to managers in establishing increases. As a result, the size of increases were often dependent on who you worked for and pay increases were inconsistent and not always commensurate with [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/garymeisner.com\/cfo\/salary-planning\/\" \/>\n<meta property=\"og:site_name\" content=\"Gary Meisner CFO \u2022 CIO \u2022 CPA \u2022 MBA\" \/>\n<meta property=\"article:published_time\" content=\"2015-02-14T17:07:59+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2015-02-22T22:26:46+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/feature-salary-plan.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"264\" \/>\n\t<meta property=\"og:image:height\" content=\"200\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"garymeisner\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"garymeisner\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"1 minute\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/garymeisner.com\/cfo\/salary-planning\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/garymeisner.com\/cfo\/salary-planning\/\"},\"author\":{\"name\":\"garymeisner\",\"@id\":\"https:\/\/garymeisner.com\/cfo\/#\/schema\/person\/ddefb7b77cba597a95b8842d24ebfad8\"},\"headline\":\"Salary Planning\",\"datePublished\":\"2015-02-14T17:07:59+00:00\",\"dateModified\":\"2015-02-22T22:26:46+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/garymeisner.com\/cfo\/salary-planning\/\"},\"wordCount\":119,\"commentCount\":0,\"image\":{\"@id\":\"https:\/\/garymeisner.com\/cfo\/salary-planning\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/garymeisner.com\/cfo\/wp-content\/uploads\/feature-salary-plan.jpg\",\"articleSection\":[\"Planning \/ Analysis\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/garymeisner.com\/cfo\/salary-planning\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/garymeisner.com\/cfo\/salary-planning\/\",\"url\":\"https:\/\/garymeisner.com\/cfo\/salary-planning\/\",\"name\":\"Salary Planning - 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