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Alternative Pay-for-Performance Strategies

Posted By James Stodd, JT Stodd & Associates, Sunday, May 05, 2013

In today’s "no margin…no mission” environment it is critically important that nonprofit organizations get the most "bang” for each dollar spent on staff compensation. 

This is achieved by rewarding and retaining those who best contribute to attaining the organization’s mission while minimizing unnecessary fixed-cost and administrative overhead. 

This new series (to be held in both Baton Rouge and New Orleans) includes three modules, each approximately 90 minutes in length, designed to cover the gamut of compensation issues challenging nonprofits today.

 

MODULE THREE: This final module in the series will focus on Alternative Pay-for-Performance Strategies (90 minutes)

As a reward system, base pay/salary programs almost always contribute to "fixed cost” that tends to increase year-over-year.  As such, it is imperative that we manage compensation programs in a way that provides ample rewards for key contributors while minimizing overhead and fixed cost going forward.  This module is designed for senior executives and HR leaders and will explore the advantages and disadvantages of various reward strategies including traditional "pay-for-performance” programs.  In addition, we will provide tips for making those pay-for-performance programs most effective as well as explore alternative, perhaps less costly, reward strategies that can be effectively employed by nonprofit organizations.

Baton Rouge, May 7, 10:30 AM

[REGISTER]

New Orleans, May 9, 10:30 AM

[REGISTER]

 

 

This series of three workshops will be led by James T Stodd, SPHR who is the Principal and Managing Director of JT Stodd & Associates. Jim has over 30 years of experience in designing and managing compensation programs for nonprofit organizations. His experience includes serving with leading consulting firms such as Ernst & Young, LLP and the Hay Group as well as serving as the chief human resource officer of three large nonprofit organizations where he was responsible to the CEO and the Board for all compensation and employee benefit practices.

  

 

 

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