Compensation and Benefits: Endothon Task

A.   Revise the following to include the three new positions and their salaries, as well as to show any changes to existing salaries.

Position TitleCurrent Pay Rate
Partner 1$150,000.00 annually
Partner 2$150,000.00 annually
Partner 3$150,000.00 annually
Lead software designer 1$90,000.00 annually
Software designer 1$92,575.00 annually
Software designer 2$90,100.00 annually
Software designer 3$90,000.00 annually
Software designer 4$85,000.00 annually
Human resources manager 1$75,900.00 annually
Software designer 5$75,897.00 annually
Software designer 6$70,000.00 annually
Operations supervisor 1*$55,000.00 annually
Customer service representative 1$32.50 hourly
IT technician 1 (help desk)$25.75 hourly
Administrative assistant 1 – billing$24.50 hourly
IT technician 2 (help desk)$21.10 hourly
Administrative assistant 1 – general$19.65 hourly
IT technician 3 (help desk)$15.50 hourly
Customer service representative 2*$15.38 hourly
Product Sales Representative 1$65,000.00 annually
Product Sales Representative 2$65,000.00 annually
Brand Manager$130,000.00 annually

A1.  Justify the placement and salaries of the three new positions.

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  1. The Brand Manager sector was placed in a similar pay grade as the Human Resource manager on remuneration scale, yet at a section run. Both executive positions require a four-year affirmation in numerous organizations, similarly as various significant lots of comprehension. The brand supervisor’s pay is on the higher side of the business standard because of the association’s yearning to be forceful in searching for the most qualified applicants and due to the higher than the normal expense for essential things around the association’s territory. 
  2. Both items deals agent specialist positions were set underneath the exercises chief section on the remuneration scale with a yearly pay of $65,000 consistently. The brand boss sector, these sectors are paid possibly over business standard. The sectors were set in this circumstance of the pay scale to be engaged and to compensate for the awesome cost of living for the domain including the association. Bargains operator sector were put at a comparative pay because there start times are proportionate and to keep up decency in the action portrayal similarly as inside the association. 
  3. An expansive part in circumstances on the remuneration scale was adjusted in their course of action on the scale similarly as the yearly pay related to the position. Beginning from the best, the organization positions were set at a comparable pay grade in light of the similar thought of work commitments. The lead software expert was set basically over the other software expert positions as that position passes on a higher number of obligations than the standard organizers. Every one of the six software designer was put in a similar pay grade at different dimensions for uniformity in the activity class; this was additionally done in whatever remains of the activity characterizations to make correspondence in occupation classes inside the organization. All positions appear at a yearly compensation rather than a bit being spoken to in hourly. This was acclimated to decrease perplexity on the compensation scale (Periodicals Division. 2015). A large portion of the hourly positions was changed in accordance with somewhat above industry standards and changed over-dependent on a 40-hour work week in a year.

B. Using the 23 positions, create a pay grade and ranges table.

Pay GradePositionsMinimumMidpointMaximumCurrent roleNew roleOverlapping-ng pay rangesRanges from one step to another
9Partner’s 1-3$150,000.00$172,500.00$198,375.00$150,000$198,375.00$48,375.00$11,288.00
8Brand Manager,Human resources manager $115,000.00$132,250.00$152,087.50$115,000$152,087.00$37,087.00$8,062.00
7Lead software designer 1$90,000.00$103,500.00$119,025.00$90,000.00$119,025.00$29,025.00$6,450.00
6Software designer’s 1-6$70,000.00$80,500.00$92,575.00$70,000.00$92,575.00$22,575.00(4,837.00)
5Operations supervisor $55,000.00$67,750.00$82,412.00$55,000.00$82,412.00$27,412.00$6,787.00
4Product Sales Representative’s 1,2$65,000.00$74,750.00$85,625.00$65,000.00$85625.00$20,625.00$4,681.00
3IT technician’s (help desk) 1,2,3$49,440.00$56,856.00$65,384.00$49,440.00$65,384.00$15,944.00$1,432.00
2Administrative assistant billingAdministrative assistant general$45,000.00$51,750.00$59,512.00$45,000.00$59,750.00$14,512.00$2,287.00
1Customer service representative’s 1,2,3$38,000.00$43,700.00$50,255.00$38,000.00$50.225.00$12,225.00$0.00

B1. Describe a strategy to address original salaries now found outside the proposed ranges.


Moderating payment for representatives that are in the green circle and should be carried a line with the compensation run will be a basic procedure. In the present range none of the 23 representatives are in the green circle; be that as it may if the case ought to emerge Endothon would adjust the activity obligations and pay with a firmly related position and spot them in the suitable pay grade. If there were no firmly related positions to contrast or partner and, the executives would make another compensation evaluation and pay run timetable for that one of a kind position. 

Red circle workers would make a progressively serious test for Endothon on the grounds that the arrangement would require significantly more innovativeness. At present, the organization has no representatives in this zone because of the idea of the compensation evaluation and range table. On the off chance that it where to happen later on because of oversight or fast development pursued by an unanticipated organization would be compelled to address the issue. Endothon would endeavor to hold essential workers and would dodge pay slices to the best of its capacities. The main alternative is to make an exemption to that situation for that particular representative for the rest of their residency. In the event that the principal alternative was too expensive to the organization or unfeasible that individual would be offered arrangement for assistance or rewards that are of comparative esteem, yet less expensive to the organization in return for solidifying pay. The third and last choice would be a complete rebuilding of the compensation reviews inside the organization to adjust all compensation in a calculated and commonsense estate that would best suit the organization’s capacity to stay effective.

B2. Justify your pay grades and ranges, commenting on attraction and retention strategies.

The compensation evaluations and extents are intended to pull in and hold representatives. There are three explicit elements that went into the structure of the compensation evaluations and reaches. The above all else system for drawing in and holding workers is Endothon’s position on pay balance inside the organization; all extents have a 15% expansion from that point base to mid to high range. The 15% increments take out decency and different pay issues that can prompt inward clash. The second attractant framework is that all beginning pay grades are engaged for segment level laborers reliant on the possibility of the action and the region of the association. The last factor is the 15 % additions beginning with one area then onto the following; those range assembles contrast with a 30% development from any laborers starting pay to finish pay while likewise arranged. This factor works both as an attractant and a support methodology. There are nine pay assessments in the Endothon pay structure to suit the extraordinary nature and necessities of the differing positions. The nine pay surveys instead of three or four is an inspiration for laborers to remain and create inside the association and advance into higher positions at a higher pay grade (Washington, DC. 2013).

C. Recommend one distinct variable pay option for each of three pay grades, including a justification of why each recommendation would motivate individuals in that particular pay grade.    

Recommendation 1:

Area level positions will get merit-based variable pay. The section level positions are in pay grades 1,2,3 and join all IT pros (help work territory), Administrative accomplices (charging), Administrative teammates (general), and all Customer organization specialists.

Justification 1: 

The section level positions work commitments and limits inside the association shift comprehensively from one another which contributes to many kinds of variable pay other than individual nonsensical. An individual-based authenticity structure supports each specialist to perform completing it to get more income while moreover developing themselves inside the association.

Recommendation 2:

Mid-level workers in pay grades 4,6 and 7, which incorporates the lead programming planner, all product fashioners, and the majority of the item deals delegates will get group-based rewards. 

Justification 2: 

The mid-level positions inside the organization are the makers and dealers of the organization’s items and administrations. These positions depend vigorously on different workers similarly situated to be fruitful at making and moving Endothon’s items and administrations. Utilizing group-based rewards supports the product configuration group and deals group to cooperate for the shared objective of a common reward. The achievement of the organization is reliant on these two groups to create and move. This variable pay alternative guarantees the organization’s prosperity just as the people. 

Recommendation 3:

Board level positions will get investment opportunities. These positions are pay grades 5,8 and 9 and incorporate every one of the three accomplices, the brand director, the HR chief, and the activities manager.

Justification 3: 

The executive’s level positions require motivations that advantage the individual, yet in addition support the estimation of Endothon. Since these positions manage the bearing and prosperity of the association, it is vital to adjust their variable pay to the achievement of the organization. The investment opportunity makes proprietorship and a personal stake in the organization’s execution while at the same time taking out any pay roof these positions would look in their present pay grade.


American Management Association. Periodicals Division.  (2015). Compensation and benefits review.

College and Univ. Personnel Association, Washington, DC. & College and Univ. Personnel Association, Washington, DC. & Association of Governing Boards of Universities and Colleges, Washington, DC.  (2014). Compensation and Benefits Survey of College and University Chief Executive Officers, 1984.  [Washington, D.C.]: Distributed by ERIC Clearinghouse,

National Association of Coll. and Univ. Attorneys, Washington, DC. & National Association of Coll. and Univ. Attorneys, Washington, DC.  (2013).  Compensation and Benefits Survey Report, (2016) [Washington D.C.]: Distributed by ERIC ClearinghouseInternational Foundation of Employee Benefit Plans. & EBSCO Publishing (Firm).  (2014). Benefits & compensation digest.

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