Competitive base salary
Our market-competitive base pay helps us attract and retain the best talent.
Overview
Individual performance has an important impact on our overall business performance. That’s why our pay-for-performance philosophy and compensation programs allow employees to share in the success they helped achieve.
There are several ways we reward strong performance, including:
Bonus
Each year you can receive a percentage of your base salary as incentive compensation.
Long-Term Incentive Program
Our program recognizes the role you play in the company's long-term success.
Recognition and awards
We provide additional rewards to recognize outstanding performance.
Compensation planning
As a people manager, you play an important role in ensuring we make compensation decisions that provide appropriate and competitive financial reward for our employees while also meeting our financial goals as a company. During the compensation planning process, you’ll review your team and ensure that we are rewarding the achievement of goals and behaviors that drive company results. This process enables us to reinforce our culture of performance.
Every year, managers evaluate employee performance and recommend adjustments to base salary as well as promotions. In general, these decisions are based on:
- The employee’s level of performance
- The relative position of the employee’s base salary within the designated salary range
Refer to the Manager’s Guide to Compensation Planning for more details.
Understand Acme’s compensation strategy
Participate in a training session led by Global Compensation to ensure you understand the programs, process, and key messages. Visit Workday to register.
Performance cycle
During the annual performance cycle, you should partner with your employees to complete the steps below. For more information, refer to the Manager’s Guide to Compensation Planning and the Performance Review Checklist.
1. Set performance goals.
You and your employees set performance goals and upload them into Workday. See tips for setting goals.
2. Plan for development.
You and your employees identify development goals and create individual development plans, which can be uploaded in the Goals section of Workday.
3. Evaluate performance.
You evaluate and determine rewards for your employees’ overall performance based on what they delivered (performance goals) and how they did it (demonstration of core competencies).
4. Ongoing feedback
Throughout the year, you will provide — and your employees should ask for — coaching and feedback.
Giving feedback
When you give your employees feedback — whether informally or as part of a performance review — it is important to be thoughtful, constructive, and balanced. Motivational comments are just as important as developmental feedback in helping your direct reports to grow. Your comments are powerful so remember to deliver them with care. See the Discussion guide for managers if you need assistance.
Here are some guidelines on giving feedback to your employees:
- Time it right. Provide feedback soon after the event you’re describing, while it’s still fresh and relevant. Sometimes — for example, when emotions are running high — it may be better to wait a bit before providing feedback.
- Be positive. Even when you’re sharing an area for improvement, begin by recognizing what the person did right. To encourage new behavior, use phrases like “Maybe you could try …” or “Have you considered doing …” instead of “Don’t…” or “You shouldn’t…”.
- Stick to the facts. Give specific information about the situation and the colleague’s behaviors — what you saw them do or heard them say. Don’t be judgmental or tell them what to do; let them determine their own actions.
- Explain the impact. Describe how the colleague’s actions affected the project, you or your team, or our clients.
Examples of effective feedback
Positive feedback:
“When you managed the benefit statement project with Client X, you produced a project plan, scheduled and chaired meetings well, invited everybody’s input and summarized actions clearly. The client told me that they were very happy to see the project managed in such a professional manner. Your diligence made the difference. Keep up the great work!”
Developmental feedback:
“The materials you prepared for the pitch meeting with Client Y were very thorough and informative. In the discussion, however, I noticed that you didn’t make much eye contact with our clients and frequently checked your phone. After the meeting, Client Y asked me about your commitment to the project. We need to give our clients our full attention when we are with them to convey the right messages.”