Employee Compensation And Benefits: Select A Position In Yo ✓ Solved

Employee Compensation and Benefits: Select a position in yo

Employee Compensation and Benefits: Select a position in your organization for which you have access to its compensation. Identify which kind of job evaluation is used for that position. Classify each component of the compensation in direct financial compensation, indirect financial compensation, and non-financial compensation. Illustrate how you would modify and design an effective compensation and incentive plan for that specific position.

Public Health Achievements: Part 1 — Identify and provide the name and contact information for your city or county health director and for your state health director. Part 2 — From the CDC's "Ten Great Public Health Achievements", select one achievement and discuss how this achievement was achieved. Provide citations in APA format.

Paper For Above Instructions

Overview

This paper addresses two distinct assignments: (A) design of a compensation and incentive plan for a selected position, and (B) identification of local and state public health leadership plus an analysis of one of the CDC's Ten Great Public Health Achievements. The chosen position is Senior Operations Manager at an industrial services firm (similar to Integrated Solutions). The public health example uses New York City and New York State officials and the achievement selected is vaccination.

Part A — Employee Compensation and Benefits: Senior Operations Manager

Position and Job Evaluation Method

Position: Senior Operations Manager — responsible for global operations alignment, order fulfillment performance, cross-border coordination, and systems integration. Job evaluation method used: point-factor (a structured point-based job evaluation that assesses key compensable factors such as knowledge, problem solving, accountability, and working conditions). The point-factor approach provides objective weighting of job elements and supports consistent pay grades across regions (Milkovich et al., 2014; Armstrong, 2017).

Current Compensation Components and Classification

Classifying the typical compensation package for this role:

  • Direct financial compensation: annual base salary, performance bonus (annual), short-term cash incentives tied to KPIs (order cycle time, system uptime), and long-term incentives (stock options or restricted stock units for senior roles) (WorldatWork, 2015).
  • Indirect financial compensation: employer-paid health insurance, retirement plan contributions (401(k) matching or pension), paid time off (vacation, sick leave), employer-paid life/disability insurance, and allowances for relocation or expatriate cost-of-living differentials.
  • Non-financial compensation: professional development and training, career progression opportunities, flexible work arrangements, formal recognition programs, and improved decision autonomy (SHRM, 2021).

Designing a Modified, Effective Compensation and Incentive Plan

Goals: align pay with organizational strategy (restore competitive advantage and operational responsiveness), motivate cross-regional collaboration, retain critical talent, and ensure fairness across international locations.

  1. Adopt a market-based pay structure with point-factor foundation: Revalidate job evaluation factors and assign points to create salary bands that reflect market medians by region, adjusted for cost-of-living and local labor markets (Milkovich et al., 2014).
  2. Pay mix and short-term incentives: Set base pay at market median (50th percentile) with target incentive opportunity of 20–30% of base salary for Senior Operations Manager, contingent on a balanced scorecard of KPIs: customer order response time, on-time delivery, systems integration milestones, and quality/error rates. Bonuses are paid quarterly to link performance to timely results (WorldatWork, 2015).
  3. Long-term incentives: Issue restricted stock units or performance-based equity vesting over 3–5 years tied to multi-year metrics (market share recovery, system integration completion). Long-term incentives align leaders with shareholder value and retention (Milkovich et al., 2014).
  4. Global parity with local flexibility: Use global pay bands with local salary adjustments and expatriate allowances where relevant. Harmonize benefits core (health, retirement) while permitting local enhancements to meet legal and cultural norms (Armstrong, 2017).
  5. Benefits and indirect compensation enhancements: Strengthen health benefits, retirement matching, and offer paid leave and wellbeing programs. Add relocation and technology stipends for remote collaboration.
  6. Non-financial rewards and career development: Implement leadership development programs, cross-regional rotations, mentoring, and public recognition tied to integrated-system outcomes; provide clear career paths to reduce turnover (SHRM, 2021).
  7. Governance and performance measurement: Standardize performance review cycles and KPI definitions globally; create a compensation committee with cross-regional representation to ensure buy-in and prevent local product-pushing that previously fractured decision-making (Korn Ferry/Hay method governance principles) (Korn Ferry, 2004).
  8. Implementation steps and timeline: (1) Re-evaluate job points and market data (0–3 months); (2) design pay bands and incentive metrics with pilot in one region (3–6 months); (3) roll out globally with communications and manager training (6–12 months); (4) monitor and adjust annually.

Expected outcomes: clearer pay equity, stronger cross-regional cooperation, measurable operational improvements tied to incentives, and reduced voluntary turnover among senior operations staff (WorldatWork, 2015; Milkovich et al., 2014).

Part B — Public Health Achievements

Part 1 — Local and State Health Directors (example: New York City and New York State)

City/County health director (example): Ashwin Vasan, MD, PhD — Commissioner, New York City Department of Health and Mental Hygiene. Contact via NYC Health Department main switchboard and official website: https://www.nyc.gov/site/doh/index.page (NYC Health, 2024).

State health director (example): Mary T. Bassett, MD, MPH — Commissioner, New York State Department of Health. Contact via New York State Department of Health: https://www.health.ny.gov (NY State DOH, 2024).

Note: students should substitute their own city/county and state health directors and verify current contact info on official public health department websites.

Part 2 — CDC’s "Ten Great Public Health Achievements": Vaccination

Why vaccination was selected

Vaccination is widely recognized as one of the most impactful public health achievements of the 20th century, drastically reducing morbidity and mortality from vaccine-preventable diseases (CDC, 1999).

How the achievement was achieved

Several coordinated actions enabled the success of vaccination programs:

  • Scientific discovery and vaccine development: Rigorous biomedical research produced safe and effective vaccines (e.g., smallpox, polio, measles) and regulatory pathways for approval (Plotkin, 2014).
  • Public health infrastructure and immunization programs: Establishment of national immunization programs, public clinics, and school-entry vaccination requirements ensured broad coverage (CDC, 1999; WHO, 2018).
  • Cold chain and logistics: Investments in vaccine storage, distribution systems, and training enabled reliable delivery even in remote areas (WHO, 2018).
  • Surveillance and safety monitoring: Disease surveillance and adverse event reporting systems allowed rapid detection of outbreaks and continuous safety evaluation, maintaining public trust (CDC, 1999).
  • Policy, financing, and public communication: Government funding, legislation (e.g., school mandates), public education campaigns, and partnerships with healthcare providers improved uptake (Offit & Moser, 2011).
Impact

Combined, these measures led to elimination or control of diseases (e.g., smallpox eradication globally, near-elimination of polio in many regions) and dramatic reductions in childhood mortality and morbidity (CDC, 1999; Plotkin, 2014).

Conclusion

A structured point-factor job evaluation combined with a market-based pay structure, balanced incentives, and strengthened non-financial rewards will improve performance and retention for a Senior Operations Manager in a global industrial services firm. In public health, vaccination demonstrates how scientific innovation coupled with delivery systems, policy, financing, and communication achieves large-scale population health gains. For the public health assignment, students should verify local and state officials for their jurisdiction using official departmental websites.

References

  • Armstrong, M. (2017). Armstrong's Handbook of Human Resource Management Practice (14th ed.). Kogan Page.
  • Centers for Disease Control and Prevention (CDC). (1999). Ten great public health achievements—United States, 1900–1999. MMWR, 48(12), 241–243. https://www.cdc.gov/mmwr/preview/mmwrhtml/mm4812a1.htm
  • Korn Ferry (Hay Group). (2004). The Hay Guide Chart-Profile Method: Job evaluation and grading. Korn Ferry.
  • Milkovich, G. T., Newman, J. M., & Gerhart, B. (2014). Compensation (11th ed.). McGraw-Hill Education.
  • Offit, P. A., & Moser, C. A. (2011). The problem with vaccines: Distrust and misinformation. Journal of Public Health Policy, 32(2), 92–100.
  • Plotkin, S. A. (2014). History of vaccination. In S. A. Plotkin, W. A. Orenstein, & P. A. Offit (Eds.), Vaccines (6th ed., pp. 1–15). Elsevier.
  • SHRM. (2021). Employee benefits and recognition strategies. Society for Human Resource Management. https://www.shrm.org
  • WorldatWork. (2015). Designing pay and incentive plans: Best practices for organizational performance. WorldatWork Press.
  • WHO. (2018). Immunization Agenda 2030: A global strategy to leave no one behind. World Health Organization. https://www.who.int/teams/immunization-vaccines-and-biologicals/strategies/ia2030
  • New York City Department of Health and Mental Hygiene. (2024). Commissioner Ashwin Vasan. https://www.nyc.gov/site/doh/index.page; New York State Department of Health. (2024). Commissioner Mary T. Bassett. https://www.health.ny.gov

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