Many organizations have a practice of correlating performance with the merit funding percentage rather than the market target for the position. More specifically, employees, managers, and even the broader HR community often feel that high performers should get an increase higher than the overall merit funding %, average performers should get at least the fund size, and only the lower performers should get something less than the fund size. This type of practice leads to poor alignment to performance, inefficient use of merit funding, and now legal exposure under the recent Ledbetter Fair Pay Act. This session is intended to help compensation professionals take a proactive role in changing the culture of their organizations and align to a more performance based compensation strategy, and mitigate legal exposure.

About The Speaker:

Jeffrey Gibson is an HR professional with nearly 20 years of experience which spans the automotive, financial services, and high tech industries. Over the course of his career he has held specialist roles in the areas of Labor Relations, HR Planning, Compensation, and Benefits, as well as held generalist roles as both a leader and individual contributor. Jeff graduated from the University of Dayton with a BS in Accounting and Finance and holds both CCP and SPHR certifications.

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