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Compensating Employees Beyond Salary
for Tribal Organizations and Enterprises




Get your HR certificate and upgrade your credentials. This class can be counted toward the maintenance of your Indian Country Human Resource Certification. Click here or call 1-800-992-4489 for details.


Do you believe that salaries are what drive your employees to work hard for you? The latest research suggests the opposite — that performance is actually reduced when money is the only motivator.

This class will explore alternate methods of employee compensation beyond salaries. You’ll learn strategies to increase worker satisfaction and productivity even in these difficult economic times when budgets are stretched and many salaries are capped.

Employee compensation is one of the most complicated areas of personnel management. Achieving internal equity and paying salaries that are competitive in external markets can be extraordinarily challenging. Once the compensation plan is complete, implementing and administering it becomes equally difficult.

This class addresses practical ways for linking a tribe’s or tribal organization’s strategic goals with its compensation philosophy. During this class, you’ll learn from an experienced compensation professional how to develop and design compensation plans that integrate base pay, merit increases, incentive compensation and non-monetary compensation in a way that motivates and enhances the performance of employees.

T O P I C S   I N C L U D E
Compensation in Indian Country
  • Paying employees what you should
  • Rewarding employee performance
  • Reflecting the tribe’s culture and values in the compensation philosophy
  • Implementing a successful compensation plan
Compensation 101
  • What a good employee is worth
  • Developing an effective compensation philosophy
  • Linking the compensation plan to tribal strategic policies
  • The pay model and compensation techniques
  • Trends and best practices in compensation planning
  • Aligning pay relationships using job analysis and evaluation
  • Pay for performance
Retirement Plan Strategies
  • ERISA and its application to tribal governments
  • Implications of the Pension Protection Act on tribal enterprises
  • Retirement plan design for your tribe
  • Ensuring effectiveness of service providers
Internal vs. External Compensation Studies
  • Areas to be addressed through a comprehensive compensation study
  • Developing and training an internal compensation staff
  • Using outside consultants
  • Selecting a consulting team
Compensation Questions and Answers
  • The compensation process
  • Ensuring salary equity among job positions
  • Compensation to incentivize employee performance
Building High-Performance Work Teams
  • Keeping employees trained, informed and motivated
  • Best practices to improve performance and create effective work teams
  • Creating a culture of accountability, ownership and personal leadership
  • Linking compensation and benefit programs to the tribe’s strategic objectives
  • Creating effective performance appraisal and evaluation programs
Policies and Procedures for Implementing an Effective Compensation Plan
  • Policies and procedures that affect sound and equitable compensation systems
  • Integrating policies and procedures into daily operations and responsibilities
The Changing Role of Incentive and Performance-Based Compensation in Indian Country
  • Linking employee performance to merit increases
  • Using incentive compensation to recognize and encourage success
  • Virtuous and vicious circles of performance-based compensation
  • Incentive compensation as a motivator rather than a demotivator
  • Rewarding individual and team achievement
Compensation Strategies for Executives in Indian County
  • Creative ways for recognizing and rewarding achievement
  • Appropriate measures of team and executive performance
  • Interrelationship of base pay, merit increases, short-term incentives and long-term incentives
Compensation Strategies for Enterprise Boards and Tribal Councils
  • Linking compensation to responsibilities and areas of expertise
  • Paying more = expecting more

*Topics subject to change.

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