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COMPENSATION CONSULTING SERVICES

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COMPENSATION CONSULTING SERVICES

MAINTAINING YOUR COMPETITIVE EDGE

An organization’s ability to meet business goals and sustain a competitive advantage comes from a talented workforce that’s motivated to achieve superior results and tied to the organization for the long term.

Burke Group clients rely on our senior consultants to help align rewards with long-term business goals to create value for all stakeholders: shareholders, executives and employees. We provide day-to-day direction and guidance at each stage of a project, from research and assessment, to strategy, planning and implementation.

BENCHMARKING OF BASE SALARIES AND INCENTIVE PLANS

We maintain an extensive database on base salaries and annual and long-term incentives. We can benchmark virtually any position based on industry, size, revenue and location in both private and public sectors.

SALARY ADMINISTRATION

Over the years, we’ve worked extensively with clients to design salary administration programs. We can assist with:

  • Compensation policy, including base pay, merit pay and incentives
  • Performance evaluation method and procedures
  • Review and development of job descriptions, grade levels and salary structure

MANAGEMENT INCENTIVE PROGRAMS

As competition for top talent heats up, more organizations are revisiting management incentive plans. We have vast consultative experience helping clients align key management with interests of stakeholders.

GROUP INCENTIVES/GAIN SHARING PROGRAMS

Increasingly, organizations are striving to push incentives down in the organization. Burke Group has developed effective incentive programs in recognition of group and team accomplishments.

SALES INCENTIVE COMPENSATION

We’ve assisted many clients in modifying their sales compensation strategies to reflect the changing needs of their business and align selling strategy with overall business strategy.

EXECUTIVE COMPENSATION CONSULTING

Executive compensation can take many forms. Burke Group can help develop a comprehensive plan for attracting and retaining officers, directors and key staff. Key elements of a plan might include long-term and deferred compensation, key person insurance, transition and continuity planning, and wealth management.