Representative Engagements

Human Resources - Compensation

  • Community College

    For a prairie based community college, management counsel on compensation arrangements for college employees engaged in international contracts financed by international development institutions and the Canadian International Development Agency.

    The compensation issues concerned equity, reward for risk and contribution above and beyond regular teaching and management assignments in Canada, and the ability of the recipient organization to pay and consistency with provisions of the collective agreement.

  • Distribution Retail

    For a prominent family owned retail distributor dominant in the eastern prairie market, management counsel on compensation programs for senior executives.

  • Distribution Wholesale

    For a family owned Western Canada based international distribution company sourcing and selling a large variety of products throughout the world, compensation analysis for head office personnel - executive, mid-management, technical, and warehouse.

  • European University

    For a leading world university, as designated by the Financial Times of London, compensation analysis for a specialized institute employing 135 micro-economists worldwide engaged in food security design.

    Matters of fairness, family interests, competing employers and hazardous working conditions were key elements in the design and administration of a comprehensive compensation program where retention and long term stability of the organization were the most important objectives.

  • First Nation Comprehensive Health Care Facility

    Design of the compensation program for medical professional employees ( family practice physicians, pharmacists, dentists), technical support personnel including and especially diagnostic equipment technicians, kidney dialysis technicians, management, and support staff.

  • First Nation Governance and Management

    Analytical review and design of a sensible compensation program for Tribal Members and externally engaged employees performing governance and management functions within the First Nation.

  • Hazardous Industrial Waste Treatment

    As part of a detailed feasibility study to design and construct a fully integrated hazardous waste treatment facility in Western Canada, design of compensation programs for management, technical, professional, and operating personnel.

    There were no useful, comparable industry data; compensation design was based on first principles.

  • Manufacturing

    For a significant Canadian privately owned manufacturer (active in the United States and Canada), management counsel on compensation for professional and technical personnel engaged in the manufacturing of air movement equipment at the head office plant.

  • Media Co-operative

    For Canada's largest media co-operative, on-going analysis and design of management compensation programs during a period of significant growth and large operating surpluses.

    Co-operative Member interests, fairness and equity, location, technological change, and management workloads were key factors. Since comparative industry data were unavailable or inappropriate, compensation design was based on first principles.

  • Municipal Government

    For a medium sized Canadian city, design of a compensation program for technical and professional employees to be engaged in a wholly owned district heating subsidiary city corporation.

    In a unionized environment, this design accommodated differences amongst and between departmental employees and corporation employees, taking into account the collective agreement as well as risk and reward in each of the two jurisdictions. All classes of employees were included.

  • Municipal Government

    For a municipally owned development corporation in a Southern Africa capital city, design and analysis of a comprehensive compensation program for a corporation employees at management and technical levels.

    The compensation program needed to account for differences and similarities amongst and between similar programs within the private sector, the national government, municipal government, and international development organizations. Portability of benefits and job security were key elements.

  • Municipal Government

    For the municipal government sector across the prairie provinces, analysis of compensation programs for municipal employees engaged in the management of hazardous industrial waste, including resource recovery – metals, rubber, glass, oils, and lubricants where incentives were deemed to be of importance.

  • National Airports Authority

    An assessment of compensation practices in a Latin American/Caribbean national airports authority where about 75% of organizational revenue was generated from international customers, while the compensation levels of the country were significantly below national and international standards.

    The outcome was a compensation program which provided recognition of long-term service, job stability, respect within the national community and a reasonable standard of living for employees at management, technical, professional, and support staff levels.

  • Resort Hotel

    For a rural Manitoba resort hotel, design of a comprehensive compensation program for all employees, including management, which was coordinated at the implementation stage with training and recruitment initiatives.