Cost-effective 4-in-1 toolkit to help small and mid-sized organizations manage and control compensation costs.
PayStart combines data, technology tools and consulting support to deliver a simple yet robust solution:
- Data: Access Total Remuneration Survey (TRS) data
- Technology: Use Pay Band Tool 2.0 to design and compare pay bands, and model implications
- Structure: Apply our levelling structure to help determine strategic job levelling and salary structure
- Support: Mercer consultants will assist you with tool training, key strategic decisions and transitioning
Small and mid-sized organizations around the world use PayStart to build reliable foundations for their reward and career structures, enabling better management of people costs and performance.
- Gain higher control over people costs
- Improve pay structure consistency and transparency
- Design the right pay levels to attract and retain talent
- Better define structure to underpin career path discussions
- Benefit from a simple yet robust approach at a competitive fixed price
Firstly, Mercer PayStart helps you establish a grading and compensation management structure for your organization.
The grading and compensation management solution is made up of four elements – three tools and consulting help every step of the way to provide you with a sustainable solution. Our approach delivers a pre-defined grading structure aligned to your organisation’s size and complexity, access to market data and the Pay Band Tool to help you transform market data into meaningful pay structure and model the implications.
Each tool comes with consulting workshops to help educate your team and facilitate discussions in order to take strategic decisions right for your organization. Not only do you receive tangible deliverables, but also significant knowledge transfer that is key to expanding your organization’s expertise and ensuring you can sustain the solution long-term.
Once the grading structure has been defined, our Mercer PayStart Competencies module provides the starting point for setting expectations for skills, knowledge and behavior at each career level to support career development.
The competencies module supplements the grading structure through defining behavioral requirements at each career level. Delivered through a core competency framework, Mercer PayStart Competencies provides the framework and language needed to support managers and employees discuss individual careers and contributions in a way that aligns to your business priorities.
Drawing on Mercer’s Competency Library, our consultants help you select from Core and Optional Competencies to draw a comprehensive library for your organisation. Development of the library is facilitated through workshops to ensure selected competencies closely reflect your strategic aims, ensure proficiency levels are accurately mapped and allow time to test and refine the structure. The outcome provides clear contribution expectations for each career level and a transparent framework which can be integrated with other HR processes and systems.
