Equity

Long-Term Awards and Comprehensive LTI Compensation Planning

Equity planning and tracking, a critical part of long-term incentive (LTI) compensation, can be compared to playing hockey, where success hinges on constantly predicting the puck's future position. It's challenging to keep up with changing business and tax environments, regulatory updates, and emerging plan types. Often, the necessary data for comprehensive compensation analysis and incentive compensation is scattered across various systems, files, and formats, making consolidated reporting difficult and a unified recordkeeping system seem unattainable. However, this changes with EQUITY. EQUITY is the comprehensive tool designed to meet all your requirements for planning and tracking long-term awards, including direct compensation, sales compensation structure, and total compensation management, simplifying what was previously a complex and fragmented process.

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Employee Portal for Compensation and Benefit Packages

Employees can view detailed financial statements, efficiently sign grant agreements digitally, and easily access a range of supportive documentation for their benefit packages for employees, all within a unified and user-friendly platform. This portal is an essential component of compensation planning software and talent management software, offering transparency and ease in salary disclosure and compensation analysis.

Planning for Effective Salary and Incentive Compensation

EQUITY facilitates the process of recommending and approving long-term awards, enabling streamlined decision-making and authorization for equity-based compensation and incentives within organizations. This tool is crucial for compensation software solutions, ensuring efficient salary planning and management of complex compensation structures, such as short-term incentives and merit planning, within an organization's compensation strategy.

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Schedule a Demo

Tracking for Accurate Compensation Analysis

EQUITY provides comprehensive features for value tracking, generating detailed holding reports, and managing vesting schedules, offering users an integrated and efficient tool for monitoring and understanding the progression and value of their long-term equity awards. This functionality is key for thorough compensation analysis, particularly in contexts like direct compensation and LTI compensation, ensuring precise and insightful salary plan communication and reporting.

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Discover the full potential of our solution. Book a demo call today to explore its wide-ranging capabilities, including:
  • How to create salary structures
  • How to conduct pay equity audits
  • How to design incentive programs
  • How to price jobs using our market data
  • How to simplify compensation management
... and much more!
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Discover the full potential of our solution. Book a demo call today to explore its wide-ranging capabilities, including:
  • How to create salary structures
  • How to conduct pay equity audits
  • How to design incentive programs
  • How to price jobs using our market data
  • How to simplify compensation management
... and much more!

By clicking this button, you consent to receiving communications from Salary.com about our products and services. In doing so, you also consent to our Terms of Use and Privacy Policy. You can unsubscribe via email at any time or by visiting our preference center.

Insights You Need to Get It Right

The latest research, expert advice, and compensation best practices all in one place.

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G2 Leader in Compensation Management Report

G2 Leader in Compensation Management Report

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Why Excel is Not the Answer for Compensation Analytics

Why Excel is Not the Answer for Compensation Analytics

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Example Total Rewards Statement

Example Total Rewards Statement

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Designing a Comprehensive Compensation Plan

Designing a Comprehensive Compensation Plan
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Frequently Asked Questions

What Is a Compensation Plan?

A compensation plan includes a company's set of guidelines for delivering employees' base pay, bonuses, and equity. A well-designed compensation plan may also provide a strategy for future company goals around employee compensation. A compensation plan is a key element of your overall HR and recruitment strategy. It is also key in attracting and retaining top talent.

What Is an Example of a Compensation Plan?

Base salary.

Commission structure tied to sales performance.

Bonuses for exceeding targets.

Benefits like health insurance, retirement contributions, and professional development opportunities.

Offer performance incentives.

What Does a Good Compensation Plan Include?

A good compensation plan includes a clear salary structure, competitive pay aligned with market rates, performance-based incentives, benefits packages, and opportunities for career growth. It should also address pay equity, internal fairness, and compliance with legal requirements while offering flexibility to adapt to business and employee needs.

What Is the Compensation Planning Process?

A thorough compensation planning process will involve:

  • Doing a job architecture and analysis.
  • Benchmarking salary data and market pricing.
  • Employee performance evaluation.
  • Developing a compensation strategy.
  • Communicating the plan with employees within the organization.
  • Monitoring and adjusting the plan.

How to Develop a Compensation Plan?

Start by determining your compensation philosophy.

Outline the job architecture by defining roles and levels at your company.

Create guidelines for employee performance evaluations.

Define direct compensation (salary, bonus, and equity).

Define indirect compensation like benefits.

Consider internal and external pay equity.

How to Design a Successful Compensation Planning Strategy?

To design a successful compensation planning strategy, start by aligning it with your organization's goals and budget. Conduct market research to ensure competitive pay, define clear salary structures, and integrate pay-for-performance elements. Utilize compensation management software to streamline planning, analyze internal equity, and maintain pay transparency. Regularly review and adjust your strategy to adapt to market trends and employee needs.

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