Compensation Analysis Maintaining consistent compensation structures and policies are fundamental best practices and critical to retention. Compensating employees well below or well above the market can create competitive disadvantages for organizations. Compensation/salary expectations have changed drastically in the past five years as a result of pre- and post-pandemic implications. While public sector salaries are often set, they too are changing given the competitive hiring environment. Nonprofit salary ranges have been the ‘wild west” for a few years and as of 2025, compensation ranges are beginning to settle down.
KEES recommends organizations should analyze compensation structures every 2-3 years. We can help you analyze a single position, or a team, or the whole organization.
In partnership with the Board, or a senior executive, KEES can assess compensation of proposed and existing positions and benchmark them against comparable market positions, paving the way for the development and implementation of a more formalized compensation administration policy.
A FULL COMPENSATION ANALYSIS FOCUS OF ACTIVITY:
- Conduct position analysis for all staff positions using existing job descriptions.
- Align the select job structures with external market positions for comparison (i.e., industry positions which are comparable in terms of function, specialization, span of control and hierarchy).
- Outline your organization’s existing compensation structure compared to the market.
- Assess local and national competitors’ pay practices utilizing industry and non-industry specific compensation studies.
- Prepare and present a final report outlining results and high-level recommendations.
- Comp analysis is a standard component of our Retained Executive Search services, is often part of an overall Staffing Assessment, or can be a stand-alone service.
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As always, KEES customizes our service offerings to meet each client’s individual needs. Contact us today to learn more!