Using a Multiple as a Compensation Distribution Model

The US Federal Government has a person called the Pay Czar. In the wake of the financial turmoil of the last 18 months, there has been a justified interest in making compensation fair. How is it possible for companies that needed a bailout to survive are able to pay a bonus? Tax payer money shouldn’t be used for compensation. As a result, the Pay Czar has capped pay at the firms that needed bail out money.

I don’t agree with this tactic. The obvious recourse is that if you want these companies to rebound then you need good people to make that happen. By capping their pay, you are signaling to the talented employee to leave the industry. This could create a vacuum of talent. Another aspect to this discussion is the idea of “bonus.” A bonus to most people is the extra left over after a good period. But in banking, the term “bonus” is really a stand in for variable pay. It isn’t the extra left over at all.

What I was hoping to see come from this was a compensation distribution model where the top tier couldn’t make a certain multiple more than the lowest employee. I find this important because the current model makes it seem like certain performers are doing it single handedly. Just about all people who are successful are that way because of a great support structure. When you take someone out of a situation where they excelled and drop them into another situation, rarely do they achieve the same heights.

For the sake of the US economy, having a compensation distribution model of something like a 150 multiple cap would be great. Suppose someone at the bottom of the company makes a yearly income of $24,000. If you cap the highest person at a 150 times that number then that means they are paid $3,600,000. That is still a lot of money, but if they want to make more then they have to raise the tide for everyone. For instance, if this same executive wanted to make $4,000,000 then the lowest paid employee would have to earn $26,666. As the pay at the top is slowed, the pay in the middle and bottom swells. This is because of the sheer number of people at a slightly higher pay grade. These same people would buy more goods and services, as well as be taxed on this improved income.

Unfortunately, what we got was a knee jerk reaction. And the people being punished are the same people we want to lead. We should have focused on broad reform and not a bullying.

Working Thoughts 10/23/08
Privilege is a distinction that each of us can decide to enjoy or not

Working Thoughts 10/23/07
Does College have a Future?

About benleeson
My name is Ben Leeson. I currently work for a large financial company in IT. I went to school at Marist College in Poughkeepsie, NY. I graduated with a B.S. in Business Administration concentrating in HR. Professor William Brown taught me and I enjoyed his classes; even acquiring an appreciation for just about all things HR. I didn’t pursue a job in that field after college but I’ve kept up with it. This blog will further my fascination with all things HR. I hope to grow my knowledge of the area through thoughtful writings and spirited feedback. I will attempt to have a fairly routine style so anyone reading can come to expect certain segments. Please excuse my incorrect grammar and occasional misspelling.

2 Responses to Using a Multiple as a Compensation Distribution Model

  1. Joseph A Brown says:

    I’m sorry, this won’t solve the problem. It’s too easy to circumvent (by, for example, spinning off the support staff into a separate company), and in any case it does nothing to prevent the whole organization from reaping excess profit. (See for example the salaries paid to Bernie Madoff’s minions…)

  2. Ben Leeson says:

    I appreciate comments like this because it’s a healthy level of skepticism. Would having a multiple be potentially easy to circumvent? Sure, but what compensation policy isn’t? There are many benefits to installing a multiple system, but the main one is cultural. By making the lower level workers directly benefit from increased profit you motivate them to speak up more, thus eliminating the positive feedback loop (yes men). Another benefit is stunting the growing divide between the rich, the middle class, and the poor. Having a strong middle class is vital to the US.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: