Kamsa
Kamsa helps companies pay employees fairly
24/07/2023
Hot off the press! By popular demand, we’ve released the 2023 Kamsa Global Salary Trends Report!
Download it here:
https://marketing.kamsa.co/global-salary-report
06/07/2023
Join Kamsa’s founder & CEO, Lola Han, as she presents compensation best practices and pro tips!
Link in Bio!
Register here: https://marketing.kamsa.co/compensation-best-practices-webinar
29/06/2023
Join Kamsa’s founder & CEO, Lola Han, as she presents compensation best practices and pro tips.
Topics covered:
1. How to conduct job leveling
2. How to articulate a compensation philosophy
3. Best way to establish salary ranges
4. Make good pay decisions for employees and the business
Lola and her team at Kamsa have helped hundreds of companies with their programs. She shares tried and true compensation methods and strategies.
Register here: https://marketing.kamsa.co/compensation-best-practices-webinar
28/06/2023
5 Tips for Writing a Dayum Good Job Posting
💰 Include the job level criteria (or compensable factors) that the job requires.
💰 Clearly note the desired years of related experience, as well as the skills and knowledge required
💰 Note the locations you’re willing to hire within and be clear whether or not it’s a remote opportunity
💰 Include the base salary range (with a minimum and maximum) and any on-target earnings (like commission), if applicable, and any additional compensation information (i.e., stock options)
💰 Make sure the compensation range is in their own section and easy to spot (don’t clump it together within a paragraph)
What did we miss?
Read more here: https://www.kamsa.co/insights/2022-11-09-how-to-strategically-include-pay-ranges-in-job-postings/
How To Strategically Include Pay Ranges In Job Postings Article on Kamsa - How To Strategically Include Pay Ranges In Job Postings
26/06/2023
Where employees fall within a salary range may differ based on:
🔆 Performance of employee
🔆 Level of experience
🔆 Market pay position
🔆 Internal fairness
🔆 Retention risk
🔆 Budget
Learn more about how Kamsa helps companies get sh*t done related to compensation:
Request a Demo - Kamsa Request a demo of Kamsa
23/06/2023
Fabric Founder Feature: Lola Han of Kamsa.
Kamsa's mission is to help companies make data-driven pay decisions, globally.
Weave with Kamsa here: https://www.kamsa.co/
22/06/2023
Job leveling sets the foundation to accurately budget & establish career paths.
It forces vital conversations that allow companies to hone in on their business needs.
When you combine job levels with reliable market data, it allows companies to not only ensure there’s enough to reward all valuable employees but, also to not carelessly spend during compensation reviews.
Learn more here: https://www.kamsa.co/insights/2022-09-29-importance-of-job-titles-and-levels/
21/06/2023
Three questions to ask to establish the right compensation philosophy and salary range:
🔆 Which job families are more resource constrained than others?
🔆Does the job require any special skill sets that are difficult to find talent for in the market?
🔆 What market data cut is best for your company, by work location/country you’re hiring within?
Read more here:
How to Customize Salary Ranges Article on Kamsa - How to Customize Salary Ranges
20/06/2023
Pay inequity is the unfair or unequal pay of employees for the same work.
To evaluate pay equity, companies can calculate each employee’s compa-ratio.
One way to combat pay inequity is to thoughtfully plan and budget for compensation reviews.
More on how to do this is here:
How to Budget for Salary Increases in 5 Steps Article on Kamsa - How to Budget for Salary Increases in 5 Steps
15/06/2023
Best Way to Establish Pay Ranges for Job Postings
❇ Determine the company’s compensation philosophy (e.g., target market 50th percentile for X jobs, market 75th percentile for Y jobs)
❇ Identify and ensure job level for the open job is accurate
❇ Use a combination of reliable market data & internal averages to establish the salary range
Read more about this here: https://www.kamsa.co/insights/2022-11-09-how-to-strategically-include-pay-ranges-in-job-postings/
How To Strategically Include Pay Ranges In Job Postings Article on Kamsa - How To Strategically Include Pay Ranges In Job Postings
14/06/2023
Kamsa uses a blend of machine learning & compensation experts to conduct job leveling, refresh your compensation philosophy, update your salary & equity ranges, and take comp reviews off your plate.
Reach out to learn more: https://www.kamsa.co/request-demo/
12/06/2023
How to customize salary ranges to align with your specific company needs & roles
When you're establishing or updating your salary ranges, make sure that it's:
❇ Competitive to the external market,
❇ Internally equitable and
❇ Aligned to your latest business priorities and goals.
Factor in the following:
🔆 Reliable market compensation data (don’t Google it :-))
🔆 Internal average compensation data
🔆 Your current compensation philosophy to see if it needs to be adjusted based on company’s budget and trends related to attracting and retaining talent the business needs
Reach out to Kamsa’s compensation experts to learn more about the trends we’ve been seeing
Request a Demo - Kamsa Request a demo of Kamsa
08/06/2023
Are your employees asking for more pay transparency?
🔆 Establish a clear & consistent compensation philosophy, communicate it with leaders first; then
🔆 Share your compensation philosophy with employees
🔆 Explain your job leveling process and share career path opportunities
🔆 Equip leaders to answer questions on the above topics
🔗 Learn more about how to get pay transparency right:
How to do Pay Transparency Right Pay transparency is critical in a fast-paced, global startup environment. Yet, many organizations lack the proper structure (i.e., manager training) to successfully utilize it as a strategy to attract, retain and develop the best talent.
07/06/2023
It's important to budget for salary increases to retain top talent.
How to Budget for Salary Increases in 5 Steps:
1️⃣ Conduct (or update) job leveling across the organization.
2️⃣ Complete performance reviews for all employees (or at least identify top talent).
3️⃣ Calculate each employee's market pay position (e.g., compa-ratio).
4️⃣ Create salary increase guidelines for each country your employees are in.
5️⃣ Determine increase %s based on performance rating & market pay position category scenarios.
By following these steps, you can create a budget that is fair, equitable, and sustainable for your business.
Reach out to the compensation experts at Kamsa to learn more:
Request a Demo - Kamsa Request a demo of Kamsa
06/06/2023
Looking for reliable global market compensation data? 🌏
Check out all the countries we have compensation data for here: https://www.kamsa.co/global-market-compensation-data/
05/06/2023
How to Manage Compensation during a Downturn
As many companies are going through a restructure, many are finding it imperative to re-evaluate role expectations by job leveling and assessing their org’s span of control.
❇ Job leveling clarifies expectations for assessing employee performance
❇ Span of control assessment helps ensure the organizational and workforce structure is set up optimally to align with new business goals.
🔗Reach out to the experts at Kamsa for more insights:
Request a Demo - Kamsa Request a demo of Kamsa
02/06/2023
Competitive & fair pay starts with People teams collaborating with leaders to job level and establish career paths.
Job leveling allows leaders to establish clear role expectations that meet business needs and goals.
Kamsa works with People teams and leaders to make job leveling and establishing career paths easily.
https://www.kamsa.co/request-demo/
31/05/2023
Managing effective compensation programs doesn’t have to be complicated.
Let compensation experts at Kamsa take it off your plate.
https://www.kamsa.co/request-demo/
20/03/2023
Pay transparency is here to stay. An increasing number of states and cities have passed or are passing laws requiring companies to share the salary or hourly wage ranges in job postings. Some require companies to share salary ranges with candidates if they request them.
Whether mandated by law or not, it’s clear that job seekers and employees want to know they are paid fairly and have access to equal opportunities.
For companies to adapt, they must create a structure and have a clear plan for establishing the pay range for all job postings.
Read more on our website: Kamsa.com
16/03/2023
Companies should revisit compensation programs to prepare for the future by reassessing job levels, reviewing spans of control, and planning for compensation reviews.
Read more on our website. Kamsa.com
10/03/2023
For most organizations, payroll is the largest budget line item, so founders and leaders must set the right compensation strategy. To do so, they must establish a compensation philosophy and corresponding market positions for their roles.
Once those are established, the company will most likely need a compensation-related solution or provider to support the ex*****on and management of its compensation strategy. Selecting the right partner can be daunting as several different support solutions exist.
Finding the right software partner requires research, and broker-model companies, like OutSail.co, can provide competitive analysis for HR tech at little or no cost to the buyer.
For more info, plus several questions to ask when evaluating compensation software, check out our website!
06/03/2023
A successful compensation philosophy drives data-driven pay transparency.
Salary and equity review budgeting can be accurately calculated when it's backed by market positioning, performance ratings, and pre-planned promotions.
Need help budgeting for your comp reviews? Ask us how we can help.
02/03/2023
Startups commonly face the dilemma of retaining top talent while being tight on cash. To compensate employees competitively while simultaneously being conscious of the bottom line, leaders should strategically use compensation components (other than base salary) to maintain a driven and productive workforce.
Questions? Just ask!
01/03/2023
When companies have transparency surrounding their pay strategies, their employees are more likely to commit to the company long-term and embody the company culture, driving productivity.
Read more about how Kamsa's clients leverage our market compensation data to drive their pay decisions.
28/02/2023
Companies should revisit their compensation strategy during or before:
1. A new series funding round
2. Merger or acquisition
3. Compensation review
4. Company strategy change
5. Culture shifts
Can you think of more reasons why companies should refresh their compensation strategies?
27/02/2023
There’s more evidence than ever that companies with a successful compensation strategy retain employees better, promote productivity, and become more profitable.
Our latest article looks at two real company scenarios that use market compensation data and best practices compensation strategies.
Read more at Kamsa.com
24/02/2023
Kamsa's clients leverage market data, our compensation review tool, and expert advice to bring their comp strategy to the next level and to get ahead of pay transparency laws/demand.
Check out our latest article to learn how some clients leverage Kamsa's data to bring their compensation strategies to the forefront.
As of January 1, 2023, Washington state's new pay transparency law requires employers to disclose in each job posting the pay range and a general description of all the benefits and other compensation to be offered to the hired applicant.
Employers must provide the pay range for an internal transfer or promotion to existing employees if the employee asks for it.
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As of January 1, 2023, Rhode Island law requires employers to provide candidates with pay range information during interviews upon request.
It also instructs that employers should disclose the range for a role before they discuss compensation.
In addition, employers must disclose the pay range at the time of hire and when an employee moves into a new position and disclose a wage range to current employees in their current position upon request.
Follow for more compensation updates and best practice tips!
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As of January 1, 2023, California requires employers to, upon request, provide an employee the pay scale for the position in which the employee is currently employed.
It also requires employers to include the pay scale for a position in any job posting.
Who is covered: All employers that employ at least one individual in California and an employer with 15 or more employees in California.
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01/01/2023
Rhose Island pay transparency laws become effective on January 1, 2023.
31/12/2022
Washington's revised pay transparency laws become effective on January 1, 2023.
30/12/2022
California's pay transparency laws become effective on January 1, 2023.
30/11/2022
Kamsa, a leading provider of global market compensation data, announced new capabilities and data sets within its platform for nonprofit organizations.
Reach out to us to learn more!
Calculating employee internal average has lots of benefits. Knowing internal average for each job and location your employees are in helps finalize compensation ranges, and ensures you stay internally and externally equitable.
Like + follow for more tips!
Job leveling is a vital foundation for reward and talent management programs.
It helps HR identify gaps (e.g., examine the span of control), manage rewards and talent, and establish title standards across the combined organization.
Check out our "5 Steps to Job Leveling" Insights article for more details on how to job level at your organization.
24/11/2022
Happy Thanksgiving to all!
Employee pay equity evaluations can be done in 4 steps:
1. Calibrate job levels across the organization
2. Articulate compensation philosophy
3. Tailor salary ranges
4. Calculate compa-ratio by department/function
Competitive and fair pay can coexist for the combined benefit of the company and the employee. If you need help with your company's compensation program, DM us.
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