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Claim Your Free Copy of Overtime Primer: Highlights from the New Regulations

The federal DOL overtime regulations go into effect this year. Are you ready?

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This report includes a summary of key changes, including the salary level test and salary basis test.

As a bonus, we've included a handy flowchart to help you determine exemption status under the FLSA.

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June 06, 2011
Pay for Performance Survey Results Released by HR Daily Advisor

The HR Daily Advisor® announced today the results of the latest compensation survey conducted in April 2011. The survey, which garnered 560 responses, took a look at what’s “happening in the trenches” with Pay for Performance: how companies are implementing their performance compensation programs, what types of compensation structures are in use, and more.

For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!

According to the results, most respondents provide some type of individual performance pay to all employees. This was true at all role levels: executive, middle management, professional, exempt staff and nonexempt employee.

About half the companies said their employees believe they have sufficient impact on the performance factors that influence their performance pay. Also, about half believe that their employees are pleased with their performance compensation program.

“The results of this survey demonstrate that performance pay remains an important compensation strategy for 2011,” said HR Daily Advisor editor Stephen Bruce, PHR. “Since this survey looked at perceptions about individual performance compensation, as well as group or team performance compensation for multiple job levels, readers get an excellent benchmark of what’s going on in the field.”

The complete results of this survey can be accessed here, courtesy of the HR Daily Advisor.

For more information about the HR Daily Advisor, please visit

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