Executive Compensation — base salary, goal or financially based short and long term incentives, deferred compensation, stock options, executive benefits, and perks. Linking executive compensation to long and short term goals is imperative. Relevant public reporting is of primary importance, as well as pricing of compensation and benefits from a taxing perspective. With current pending legislation, executive compensation analysis and reporting has risen to national proportions.

Sales Compensation — define company objectives, determine marketing strategy, outline sales strategy, define sales job, create performance and measurement models, design the sales compensation plan, and follow through with the sales compensation administration.

International Compensation — base pay, indirect pay, equalization benefits, incentives, repatriations, and employment laws/contracts. Another consideration to take heed, within international compensation, is to understand the current trend of a shifting focus: namely, the shifting focus is from a national compensation plan to a global one.

Incentive Plans — sales, executive, bonus, team-based pay, skill-based pay, profit sharing, gain sharing...

Geographical/Regional Differentials — determine a multiplier that accounts for differing levels of cost of living and job salaries in different locations of the country or the world.

Regional Surveys — define the pay levels of specific jobs in a particular regional area.

Impromptu Customized Telephone/Email Job Surveys — conduct a custom salary survey that prices a particular job family.