Overview
This page collects information about your organization's personnel policies and practices, with a focus on compensation structure, performance evaluation, and position documentation. These policies form the framework for how your organization manages employee compensation and development.
Fields
| Are salary ranges established for each position in your organization? |
Description | Indicates whether your organization has defined minimum and maximum compensation levels for each position. Having established salary ranges ensures consistency and fairness in compensation across all roles while providing a clear framework for career progression. |
Required | ✓ |
Example |
|
Type of data | Yes/No |
Validation | Must be Yes or No |
Source | HR Policies and Procedures |
| Are salary ranges part of a comprehensive compensation plan? |
Description | Indicates whether your salary ranges are integrated into a broader compensation strategy. This evaluates if your organization takes a holistic approach to compensation, considering factors such as market competitiveness, internal equity, and organizational objectives. |
Required | ✓ |
Example |
|
Type of data | Yes/No |
Validation | Must be Yes or No |
Source | HR Policies and Procedures |
| Do you have written job descriptions for most positions? |
Description | Indicates whether your organization maintains formal documentation of position responsibilities and requirements. Written job descriptions provide clarity on roles, responsibilities, and expectations for employees while serving as a foundation for recruitment, performance evaluation, and compensation decisions. |
Required | ✓ |
Example |
|
Type of data | Yes/No |
Validation | Must be Yes or No |
Source | HR Documentation |
| Are job descriptions updated regularly? |
Description | Indicates whether your organization maintains current and accurate position documentation. Regular updates ensure that job descriptions remain accurate and aligned with current organizational needs, responsibilities, and market conditions. |
Required | ✓ |
Example |
|
Type of data | Yes/No |
Validation | Must be Yes or No |
Source | HR Documentation |
| Do you have an approved/authorized performance evaluation program? |
Description | Indicates whether your organization has implemented a formal system for assessing employee performance. This confirms the existence of a standardized, objective process for evaluating employee contributions and development. |
Required | ✓ |
Example |
|
Type of data | Yes/No |
Validation | Must be Yes or No |
Source | HR Policies and Procedures |
| Are performance evaluations directly linked to compensation? |
Description | Indicates whether your organization uses performance assessment results to inform compensation decisions. This practice promotes accountability and fairness by establishing a clear connection between performance and rewards. |
Required | ✓ |
Example |
|
Type of data | Yes/No |
Validation | Must be Yes or No |
Source | HR Policies and Procedures |
| Is an annual incentive or bonus available for all management positions? |
Description | Indicates whether your organization offers performance-based additional compensation to management staff. This identifies the existence of supplemental compensation opportunities designed to motivate and reward management performance. |
Required | ✓ |
Example |
|
Type of data | Yes/No |
Validation | Must be Yes or No |
Source | HR Policies and Procedures |
Tips for This Page
Consult your organization's HR policies and procedures manual
Review recent updates to compensation policies
Verify current performance evaluation practices
Consider both formal and informal performance-compensation links
Document any recent changes to incentive programs
Related Resources
[HR Policy Documentation Guide]
[Performance Evaluation Best Practices]
[Compensation Planning Guide]