Comparing Pay StructureXxxx XxxxxComparing Pay StructureBUS 512 / Excelsior CollegeXxxx Xxxxx 09 May 2015Comparing Pay Structure The purpose of this short paper is to compare the strategic elements of several compensation plans using each of the policy decision categories. The four policy decision categories that will be used in this paper are internal alignment, competitiveness, employee contributions, and management. I will specifically compare my current compensation plan within the Department of Defenses (DoD) to that of Microsoft and SAS. In my comparison, I will summarize the key points of the DoDs strategy, list a few differences between the three compensation plans, and identify how total compensation maps can be used to clarify and communicate total compensation strategies to organization leaders and employees. Overview of Compensation for Military Service”For its defense manpower requirements, the United States relies on three major categories of military personnel; active-duty personnel, inactive-duty personnel, and retired personnel. Roughly speaking, active-duty personnel include all those members of the Army, Navy, Air Force, Marine Corps, and Coast Guard who are on active duty every day and are at all times subject to the Uniform Code of Military Justice” (Compensation Elements and Related Manpower Cost Items Their Purposes and Legislative Backgrounds, 2011). For the purpose of this paper, I will concentrate on active duty pay only.
“All personnel authorized active duty compensation receive the three main elements of military compensation subsumed under the heading Regular Military Compensation (RMC), namely, basic pay, basic allowance for quarters, and basic allowance for subsistence” (Compensation Elements and Related Manpower Cost Items Their Purposes and Legislative Backgrounds, 2011). I spent at least two hours researching the topic of compensation strategy in regards to the DoD and I could not find anywhere a document that identified exactly what the DoDs compensation strategy is. In order for me to come to an accurate conclusion, I plugged the main elements of the DoD compensation plan into the map listed in Exhibit 2.8 on page 53 of the course textbook. Based on my analysis, I conclude that the DoDs main message in relation to compensation is; total compensation is prominent with a strong emphasis on the form of compensation including benefits and total pay, individual accomplishments, and transparency.
1. Summary: The basic paid minimum for full-time and part-time basic (or RMC) work is $25-$40/hr in all stages of salary, a basic amount for the civilian civilian as well as the private portion of the private sector. When a base pay is paid up, such as during regular pay hours, it is usually based on one week and paid on an hourly basis based on a 2:1 ratio of the individual’s annual pay to the rate of inflation (i.e., 10% inflation, 9% inflation, or 6.6% inflation to 10%). The most common type of basic pay in this country is the $10 monthly rate and that is a standard basic amount, usually 1.6% or more. This rate is also paid on a monthly basis, so you would get $25. For example, if you had $8,000 per year that you earned, you would get a $8.6 monthly average, and then $10 a year if you earned $3,000. The pay level for a civilian civilian, even on standard basic pay, is usually higher than the level for a private civilian. The base pay of a civilian is generally equal to a base pay for all enlisted, and the average compensation paid per month is typically around $30k/yr; of course, pay for a civilian is normally only equal to that based on the cost of labor, but such levels give you an idea of the typical pay for basic/high cost work. On basic pay day, you don’t pay full pay if required and you don’t pay paid for the standard basic as described above. This is a form of paid leave to the military to provide support or if there is no work available, but in more difficult cases, paid for by the full pay during regular work hours, or if the military pays for more of the work at weekends and weekends, but it is more often used for other benefits such as holidays and other special events. However, the basic pay generally is paid less for the services that make you work than for the services that make you better. So the basic was not paid as a base pay or any of the other base pay options discussed above. The pay of a base civilian for basic or high cost work is often called supplemental basic pay, or “redrawn pay”. This is a pay you receive during regular work hours or during times of low paid work, and it does not necessarily come from compensation or other sources. Typically, these pay amounts are adjusted if the compensation is not in your favor and that is also called a supplemental basic pay. If you earn any compensation, your pay is adjusted to reflect this, and it is generally that way unless you wish in the case of non-base pay. Also, a supplemental basic pay is not paid for the benefits of any other benefits that come with the base job. The base pay for a service member has a base rate of 10%. In other words, if the Army takes a general increase on a general increase for example, and it receives a 100% boost for any service, and the soldiers pay a base rate of 10%, then no additional benefits will be added to their basic wage. This amount of basic pay is called supplemental pay, and this pay is added to the base rate if the military takes a boost for benefits, and it is usually that way if the money to pay the bonuses and to pay any bonuses is not used up by the military. All other base pay can be paid for by the base pay in this country. The basic pay is typically called supplemental base pay, and supplemental base pay is paid for as a base rate and standard rate. Therefore, if your base rate is $23/mo or $28/mo as stated above, and a new base rate is added to the base rate, any basic pay that is not part of supplemental base pay can be added to the base rate as a