Compensation Analysis: Total Compensation
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1 Compensation Analysis: Total Compensation Daniel Kuang, Ph.D. Biddle Consulting Group Institute for Workforce Development (BCGi) Overview of Biddle Consulting Group, Inc. Affirmative Action Plan (AAP) Consulting and Fulfillment HR Assessments EEO Litigation Consulting /Expert Witness Services Compensation Analysis Publications/Books BCG Institute for Workforce Development Nation-Wide Speaking and Training Thousands of AAPs developed each year Audit and compliance assistance AutoAAP Enterprise software AutoGOJA online job analysis system TVAP test validation & analysis program CritiCall pre-employment testing for 911 operators OPAC pre-employment testing for admin professionals Video Situational Assessments (General and Nursing) Over 200+ cases in EEO/AA (both plaintiff and defense) Focus on disparate impact/validation cases Proactive and litigation/enforcement pay equity studies COMPare compensation analysis software EEO Insight : Leading EEO Compliance Journal Adverse Impact (3 rd ed.) / Compensation (1 st ed.) 4,000+ members Free webinars, EEO resources/tools Regular speakers on the national speaking circuit Biddle Consulting Group Institute for Workforce Development (BCGi) BCGi Standard Membership (free) Online community Monthly webinars on EEO compliance topics EEO Insight Journal (e-copy) BCGi Platinum Membership Fully interactive online community Includes validation/compensation analysis books EEO Tools including validation surveys and AI calculator EEO Insight Journal (e-copy and hardcopy) Members only webinars, training and much more
2 Presenter Daniel Kuang, Ph.D. Vice President of Legal and Audit Support Services Experienced in modeling complex data Experienced in Title VII discrimination matters Over 10 years experience analyzing compensation data Why Analyze Total Compensation? Total Compensation Defined Analyzing Base Pay Analyzing Total Comp Doing it wrong Analyzing Total Comp Doing it right Why? Total Compensation is the most appropriate compensation analysis. Compensation analysis needs to evaluate compensation as a whole and not just partial (base-pay). The OFCCP is going after Total Compensation in it s audits 6
3 Analysts Beware It is easy to mess-up a total comp. analysis and draw incomplete and/or inappropriate conclusions. Analyzing total comp. is complex Analyzing total comp. is much more involved than analyzing base-pay 7 Total Compensation Defined Total Comp = Base + Incentive Base Pay: Guaranteed and fixed Wage rate per hour Incentive Pay: Varies and usually tied to performance Example: Commission, Bonus, Tips 8 Incentive-based Compensation Commission Tied to sales performance Bonus Ties to performance goals/objectives (e.g. company performance) Tips/Gratuities Ties to hospitality service/performance 9
4 Analyzing Base Pay Classical t-test o Comparing pay with NO explanatory factors Multiple Linear Regression o Comparing pay WITH explanatory factors Example 1 10 Just add Incentive/Non-base compensation to base-pay and analyze, right(?) Example 2a WRONG!!! 11 Incentive Pay is tied to performance You must control for performance Example 2b 12
5 Opportunity for performance Is performance under control of employee? Yes, example: producing widgets Yes/No, example: producing widgets o Yes: all factors are the same o No: some machines/tools are better No: assignments Example 2c 13 One more Example (#3) Position: Restaurant Server 14 Take Aways Analyzing total compensation is complex Incentive Pay must be analyzed with: Performance Opportunity o Make sure Incentive Pay analysis is on same metric o Locus of control Qualitative investigation of incentive pay factors 15
6 16 THANK YOU Contact us: Biddle Consulting Group Institute for Workforce Development (BCGi) Daniel Kuang, Ph.D.
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