Are you aware of the fact that 90% of Polish comapnies utilize variable pay schemes,
even though the words 'bonus' or 'commision' do not appear in Polish Labour Code*?
As Compensation and Benefits (Comp&Ben) we understand:
Remuneration packet audits
A thorough analysis of remuneration schemes (job matrix and salary grades, bonus schemes and incentive plans, employee contests and awards, perquisites and Social Fund benefits) including documentation analysis as well as employees/managers interviews. The audit scope can be a whole organization or the selected employees' groups (e.g. sales, manufacturing, administration etc.) The client receives a summary report including all/selected elements 'as is' analysis and 'to be' changes recommendations.
Sales bonus and sales incentive plans implementation
Along with client team, sales incentive plan pre-work and implementation, including given sector salesforce specifics and best practice. Can be a part of a total remuneration audit or an existing system upgrade and modification. The client receives KPIs recommendation, scheme implementation cost simulation (at sales results provided), bonus/incentive scheme regulation and roll-out communication pack. Free system efficiency review + harmonization after several payout periods.
Manufacturing KPIs bounding with bonus schemes for operations teams
Along with client team, operations bonus pre-work and implementation, including manufacturing sector specifics and best practice. Can be a part of a total remuneration audit or an existing system upgrade and modification. The client receives KPIs recommendation, scheme implementation cost simulation (at production results provided), bonus/incentive scheme regulation and roll-out communication pack. Free system efficiency review + harmonization after several payout periods.
Salary increase and/or bonus granting in Performance appraisal process
Designing and implementation of bonus scheme and/or salary increase matrix in relation to client's performance appraisal system. Additionally, the company-based training for managerial team in the subject of compensation principles and staff salary/bonus decision making as well as transparent communication on the matter.
Job descriptions and Job matrix
Job describing at the stage of new job creation, descriptions update and/or job unification. Can be bound with current org chart efficiency analysis and job matrix review. A basic HR process underlying further job mapping/evaluation and recruitment processes. The client receives Job Descriptions e-Book (mono or bilingual version).
Remuneration benchmark including salary report selection, market data analysis and benchmark report. Pay policy workshop and salary bands recommendation based on long-term company strategy. The client receives pay policy summary and salary grades table for selected positions and/or job families and/or locations.
Job evaluation carried out with the client-agreed method (from simple ranging to advanced analytical methodologies). The project includes Evaluation committee selection, committee works leading and the HR team preparation to evaluation process business as usual continuity. The client receives Job Grades Matrix (linking each position to a grade) and evaluation committee protocol including al evaluation detail and comments.
Perquisites (benefits) analysis and vendors selection support
Perks efficiency analysis including costs and satisfaction summary. Employees expectation survey as an option. The client receives the summary report including recommendations concerning benefit types, tax optimization and vendor offers. Vendor selection support and formal administration set-up available.
Payment Regulations and other Comp&Ben rules verification
Internal regulations analysis and update in reference to organizational changes - implemented or planned. The client receives regulations drafts agreed with lawyer's office or internal law department. All documents are verified so as to be compliant with current Labor Code requirements.
Trade Unions negotiations support
Mediation and agreement facilitation during Trade Unions and/or Work council negotiations. The support includes new work or pay conditions implementation, organizations changes (including lay-offs), internal regulations agreements (e.g.. collective agreements) and other conflict or disagreement situations. The added value of an external consultant is his/her objectivity, experience and problem-focus approach that leads to shortening bargain reaching time.
Upon agreement with a group of Clients: collecting compensation data, alignment based on specific methodology (jab mapping) and results presentation in the form of Salary report. Depending on data scope the report allows the analysis of Base salary and/or Variable pay across job categories, functions (front/back office), locations or departments (eg. Production, Sales, Administration). Additional HR Rates or Indicators benchmark available (eg. Expected Salary Increase Rate or Staffing Change Rate). All Clients' data are anonymized and presented as statistical means and medians.
Along with Client's management team a competency set work out for BC, WC and/or managerial positions. Expected levels callibration and competency appraisal process set up and implementation. As a result, the presentation of individual base salary level (or increase) recommendation report vs employment group or vs company Salary bands
. The Client receives competency matrix for each position, calculation model and analysis results for all employees as well as Competency appraisal procedure and SLA.
* The Act of 26 June 1974 – Labour Code (Journal of Laws of 1998, No 21, item 94, as amended) - status as of 01/01/2022