Save Thousands of Dollars
Control Your Own Compensation Program and
Avoid Paying Outside Consultants or Accountants
CompKeeper is Easy to Use
Here's How ...
Start your CompKeeper Compensation Program with job descriptions. Assign Job Function Codes to each job description. Assign Job Family Codes to each job description. and finally, assign a unique Job Code to each job description. CompKeeper contains job summaries from the U.S. Department of Labor's ONET. And, it also contains lists of phrases that can be used in creating your job descriptions. Work within CompKeeper or in your word processor.
Next, obtain market survey data from a local vendor or from one of the national compensation survey vendors. You can input that to CompKeeper via an Excel spreadsheet or manually. Data can be entered from multiple surveys in either an hourly or annual compensation rate format. You control the aging and weighting of the survey data. Once you have imported your survey data, you can use the "lookup" function to match your jobs to those in the survey.
Next, import employee data and edit it in the Employee Work Area. Employee data can also be entered directly into CompKeeper or imported from an Excel spreadsheet. You can assign employees to the jobs that you have established in the Jobs Work Area. The result is consistent job titling and an employee database you can access quickly. Both full-time and part-time employees can be entered with either annual or hourly pay rates. The "Edit Selected Employee" screen looks like this:
Then, you can work with your salary ranges for your pay structure. Creating a new pay structure for your organization or entering your existing pay structure is done in the Structure Work Area. Here you have complete control of the number of grades in your structure and the midpoint and range spreads for each grade. Using the auto assign function, CompKeeper assigns each of your jobs with market data to a pay grade based on the best fit of the market data to the midpoints. An Assignment Editor is provided to compare and evaluate job leveling within a family and between job families. Here you can re-level jobs based on internal changes. Your Merit Pay Structure might look like this:
Finally, you can use CompKeeper to manage your merit compensation budget. The Planning Work Area is where you can develop a salary increase budget for the next year. It contains a merit matrix that you can customize:
| Performance | Lower Third | Middle Third | Upper Third | Consistently Exceeds | 8.0% | 6.0% | 4.0% |
| Meets Expectations | 6.0% | 4.0% | 2.0% |
| Needs Improvement | 0.0% | 0.0% | 0.0% |
