Graduate compensation proposal
Designing Pay for Performance and Skill Development
- Compensation & Global Mobility
A pay design for a credit union that rewards both measurable performance and growing expertise.
My approach
Market-based salary ranges stay the foundation. On top of them, the mix depends on how much control each role has over measurable outcomes and how much its success relies on deepening expertise.
| Employee group | Pay approach | Evaluated on |
|---|---|---|
| Loan officers | Base salary + individual incentive | Lending results, member service, documentation quality, compliance |
| Member service representatives | Base + competency progression + team incentive | Product knowledge, cross-training, service quality, accuracy |
| Compliance, security, and digital banking | Base + competency progression; limited team incentive | Technical or regulatory knowledge, certifications, demonstrated proficiency |
| Branch managers | Base + competency progression + team incentive | Branch results, member service, employee development, compliance |
Recommendation or status
Pilot the design with a few job groups before expanding it across the credit union.