A "Total Compensation Plan" includes the following components:

Base Salaries and Salary Administration
Base salaries form the foundation of any total compensation package. Base salary programs should deliver competitive pay when standard performance requirements are met. Base salary research for key employees, such as salary ranges, performance appraisal processes, job descriptions, and titles provide important information to establish the right base salaries for your people.

Annual and Long-Term Incentive Plans
If appropriate, incentive plans provide pay-for-performance based on objective, measurable criteria. Plans designed with a careful balance of short-term and long-term performance horizons, individual and team objectives, and risk and reward in proportion to overall challenge are the most successful.

Supplemental Benefits and Perquisites
The typical package of standard employee benefits while important and valuable, often falls short in meeting the needs of highly compensated executive and physicians. Supplemental tax-sheltered benefit plans can be designed to fill coverage gaps that often occur for executives and enhance pre-tax capital accumulation opportunities.

Severance Benefits
Severance plans with change-of-control protection, to provide income security to executives so they can take the risks necessary to innovate and lead.

Employment Agreements
Employment agreements designed to attract skilled professionals capable of leading an organization in the Twenty-First Century.

Retention Plans and Special Purpose Incentives
Retention plans or other special purpose incentives assist organizations in keeping their best people in times of uncertainty or organizational transformation.