Berrett-Koehler's Compensation Objectives

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Posted by Steve Piersanti - 26 April, 2018

January 26, 2006

  1. Pay all employees as much as possible without being unfair to other stakeholders and without hindering the company’s ability to meet its financial obligations and stay in business. 
  2. Create compensation structures and policies that are fair to all employees and are perceived as fair by employees.
  3. Raise the whole boat – the company’s financial progress should benefit all employees.
  4. Avoid a class system – executives and other employees play by the same rules on one system that applies to everyone, rather than one class of employees getting special treatment.
  5. Maintain a far more flat salary structure than has become the industry norm in the U.S.
  6. Differentiate salary levels by experience, expertise, responsibility, contribution, and performance.
  7. Avoid any kind of discrimination by gender, ethnicity, age, sexual orientation, and other personal and social differences that have no bearing on the work.
  8. All employees have a voice and consent in creating and changing the compensation system.
  9. Avoid secrecy – all aspects of the compensation system are known by all employees.
  10. Create compensation structures that help Berrett-Koehler succeed as a company and achieve its mission.
  11. Create compensation structures that attract and retain talented and dedicated employees.

Topics: Book Publishing, Berrett-Koehler, Steve Piersanti

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