Compensation Made Simple, Success Made Certain

No, access to the salary surveys is not available to clients. Our compensation analysts review the various salary survey sources we utilize, which include reputable providers such as Willis Towers Watson, Mercer, PayScale, Comp Data, BLR, and BLS, among others. Our team aggregates this data to identify midpoints and ensure competitive compensation analysis. Due to proprietary agreements with these survey providers, we do not share the raw salary survey data with clients, but we provide insights based on the aggregated findings.

Yes, our contracts are structured as a 12-month term, making for an annual agreement. The subscription pricing is loosely based on employee count, similar to seats on a bus—should one individual leave, another can take their place without any disruption. However, if your organization exceeds the initial license count, additional licenses will incur an extra cost. Importantly, our annual subscription is all-inclusive, with no hidden fees for implementation, integration, or ongoing support services.

Salary ranges are typically updated once a year to reflect movements in the market as necessary. This annual review generally results in adjustments to the midpoints, minimums, and corresponding maximums of the ranges to ensure that compensation remains competitive.

Yes, pricing is loosely based on employee count, structured as an annual subscription. Each license represents a "seat" on the bus model. Should one employee leave, another can occupy that seat. However, if your organization grows beyond the initial license count, there will be additional costs for extra licenses.

There are no separate implementation costs. The annual pricing includes all aspects of the service, from implementation and consulting to licensing fees. During implementation, we partner closely with your organization—our teams handle about 90% of the heavy lifting. This includes setting up the Compease application, conducting compensation analysis, and facilitating job evaluations, all as part of the subscription. You won’t encounter any additional costs for implementation.

Currently, the salary surveys we purchase are based exclusively on U.S. dollar currency. Therefore, all information within COMPEASE is strictly for U.S. currency compensation analysis. This focus ensures that the data remains relevant and precise for organizations operating within the U.S. market.

Currently, there is no dedicated total rewards statement feature within the platform. However, you can print a base pay change notification, which serves as a straightforward document indicating any changes in compensation rates. Additionally, you can promote transparency by sharing your organization's philosophy regarding merit increases or cost-of-living adjustments, including the merit matrices or tables used to calculate these increases.

**If you are a Credit Union:** 

We are excited to announce that we will be releasing our Variable Pay Survey in Q4 2025. This data is sourced from our extensive network of credit union users across the nation and will empower you to assess and manage your incentive pay strategies effectively. This resource will provide valuable insights tailored to the unique needs of credit unions, supporting your compensation planning efforts.

**If you are not a Credit Union:** 

Compease focuses on providing base pay for salary ranges only. Our service is designed to assist with compensation philosophy and the establishment of a compensation structure specifically for base pay, without extending to incentive pay strategies.

Yes, bonus pay can be structured in multiple ways using Compease. The platform can calculate bonus amounts based on a percentage of the employee's base salary, enabling organizations to link bonuses directly to performance evaluations. For those who prefer not to tie performance evaluations to merit increases, bonuses can serve as an effective alternative. You can set target bonuses as either a percentage of base salary or a fixed dollar amount, and these bonuses may be tied to company-wide performance, specific business unit achievements, or individual performance metrics.

Yes, Compease is equipped to manage cost-of-living adjustments. If your organization implements annual cost-of-living adjustments for employees' base pay, these can be seamlessly integrated into the merit increase model and applied consistently across the organization.

Absolutely. Performance evaluations can be directly linked to merit increases using the merit matrix model within Compease. This model can be customized to align with your organization's compensation philosophy, ensuring that performance outcomes are fairly represented in compensation adjustments.

**For Existing Compease Clients:** 

For existing Compease clients, we provide aggregate compensation data as part of the system, which includes comprehensive market pricing information along with a compensation structure for your entire organization. If you have any specific questions or need assistance accessing or interpreting this data, we are here to help.

**For Prospects Interested in Compease:** 

If you’re exploring Compease, rest assured that we include aggregate compensation data as part of the system, which encompasses extensive market pricing information and a robust compensation structure for your organization. We would be happy to schedule a demo or consultation to walk you through Compease's capabilities and demonstrate how it can support your compensation planning needs.

**For Prospects Coming from Payroll or Applicant Tracking Partners:** 

Even if you are transitioning from one of our payroll or applicant tracking partners, we can provide a one-off compensation report for your specified position. Our web extension facilitates quick and automated submission of these requests.

**For Prospects Interested in Products Other Than Compease (e.g., Performance Pro, TLC, HR Suite Plus, or payroll/ATS partners):** 

Yes, we can easily provide a one-off compensation report for a specific position. Moreover, our web extension makes it simple to submit your compensation report requests in an efficient, automated manner.

Yes, the system is designed to accommodate multiple locations. Geographic differentials allow us to identify labor costs specific to each area, ensuring that your compensation strategy is accurately aligned with the market realities of various regions in which you operate.

Absolutely. We localize the data according to your operational locations by employing geographic differentials to determine the cost of labor in each area. This means we can easily include multiple locations, tailoring compensation structures to reflect the specific demands of different geographical regions.

We prioritize revenue per employee (RPE) over mere employee headcount because it offers a more holistic view of workforce efficiency and productivity. RPE measures how effectively a company generates revenue for each employee, enabling benchmark comparisons against competitors and helping to identify areas for performance improvement.

We utilize best-in-class salary survey sources for our external market comparisons, including Willis Towers Watson, Mercer, PayScale, Comp Data, BLR, and BLS. We aggregate data from six to ten reliable sources, ensuring that we have enough quality data to achieve statistical relevance. In some cases, we also incorporate industry-specific surveys and purchase updates for all surveys on an annual basis, maintaining the accuracy and relevance of our compensation data.

Yes, we offer industry-specific data tailored for various sectors, including banks, credit unions, construction, and manufacturing. Additionally, we combine this with general industry surveys, allowing us to accommodate a wide range of industries and provide comprehensive market insights.

The implementation process for Compease can vary based on the timing of your engagement. We often experience a busy season toward the end of the year. Once you sign on and provide job descriptions, our team conducts a detailed job analysis, comparing each position to benchmark data from external market sources. We assess job descriptions with respect to compensable factors and skill sets, then slot each position into the appropriate salary grade associated with accurate market data.

We will meet with your senior leadership to review each analyzed position, typically spending about 3 to 5 minutes on each one with an on-site job evaluation conducted by our compensation consultants. This serves as an additional review of the job analysis as we progress through the evaluation. Our compensation analysts perform most of the heavy lifting, working in partnership with your organization. After this process, we will provide training to your administrative users on how to effectively navigate and utilize the application, ensuring a smooth transition.

Yes, our robust analytics tool provides various comparable factors that allow you to assess pay equity. Compease presents pay equity metrics in an easily digestible visual format, enabling you to analyze and understand disparities effectively.

Absolutely, new positions can be easily added to the system. You can use our benchmark positions, which are based on reliable data sets anchored in the salary survey sources we employ. Additionally, we have an extensive Performa library that serves as an excellent resource for benchmarking. You can also create new positions based on existing ones.