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'''Being paid well builds a High-Performance culture in which our team members feel valued for their great work.'''
'''Being paid well builds a High-Performance culture in which our team members feel valued for their great work.'''
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At Secure Group, we strive to reward our people with the highest salary for any particular position. Why is it so important? It’s simple – we believe when employees are paid well they are able to provide top performance.
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Salary is important for every worker – we all have personal needs and expenses, and making enough to cover them is a main consideration when applying for work. We understand that, and we want to minimize the anxieties candidates have when applying to Secure Group. By paying top of the market, we guarantee the compensation they get for their work will be highly competitive, and aspects such as skills and a fitting mindset will have the biggest weight in their decision. We strongly believe that one outstanding person gets more done and is a better value than two mediocre people, so we prefer to not engage in bidding wars and jump straight to putting the best offer on the table. No need for unproductive salary negotiations here.
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Offering top compensation also attracts top performers. We want the best and brightest talent to help us achieve our company goals, and we are ready to reward them for their hard work with us. It’s a great way for people to feel valued for their skills and stay motivated.
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Paying top of the market drives a high-performance culture because people with high performing and winning attitude are attracted by a structure where they are paid the best to be outstanding. Paying top of market attracts winners and is integral to our high-performance culture.</br>
Lastly, we understand topics of salaries and bonuses are common in every workplace. Oftentimes, they may trigger discussions and arguments which steer attention away from the common goal, which has a negative effect on performance and team morale. Being transparent about compensation and allowing people to find out how much their colleagues are paid will put everyone on the same page and minimize the harmful effects of toxic office behavior by ensuring all employees are treated fairly.
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The people we attract enjoy top of the market pay for their outstanding work. They are motivated and empowered by their compensation and the high-performance culture.
Paying top of the market is not just an empty claim - it’s an active process of adjusting our compensation so it reflects the current market value of a position. We achieve this by monitoring both the labor markets in Sofia and abroad, as we are an international company with international clients, and we strive for fair compensation.  
We strongly believe that one outstanding person gets more done and is a better value than two mediocre people. We don’t need to get into bidding wars for leavers as our compensation rate is already at the top of the market but we only want high performers with a winning attitude.
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At Secure Group, we have a dynamic approach to compensation and regularly monitor the market, especially before hiring someone new. If we detect the market value of a given position has increased, every employee in this position gets a raise. Employees can trust that their pay will be automatically adjusted to keep up with increases in the top-line market rate.
When hiring a new colleague, we check the current value of their position. If we find an increase from our current range, we accordingly raise the salaries of all our employees within that position once they step up. This guarantees the continued competitiveness of our salaries, even for employees who’ve been with us for years.  
We remain at top of the market by benchmarking our compensation against competitors and consulting with recruiting agencies. Market forces, namely changing supply and demand for specific skills, may lead to higher relative increases in pay for some people and it depends in part on inflation and economy.
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We compensate based on personal success because we know that rewarding the best will deliver success for Secure Group. We compensate at the top of the market, regardless of whether Secure Group’s experiences succees or struggles we reward our high performers for their outstanding work and commitment to our winning team. We know that good compensation practices attract the best people and that's how they feel valued and empowered. They are the highest performers and high performance has led them to the top of their game
Constant growth is in the DNA of our organization, and we want the same for our people. The dynamic nature of our industry must be matched by our people. This pace is not for everyone, and we understand some employees choose to follow a different path. As we say, if you don’t grow, you have to go and that's also why all our processes are well documented in our knowledge database, so new people can quickly get on board, and knowledge doesn’t leave when an individual does.
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We have a winning mentality:
Some companies choose to be obscure about their compensation systems, hoping to get away with offering lower payments. We think this is immature and ineffective, and it hurts employee morale and motivation. This is why we are proudly transparent in our management and our salary rules.  
We’re like the Mercedes Formula 1 Racing team. We want to win every race and will pay top rate to get the best performing drivers and mechanics. At this point you should have already realized
we’re obsessed about performance, right? But we know our High Performance Culture is not Right for everyone. And we are fine with that.
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Many people love our culture and stay for a long time since they thrive on excellence. However, some people prioritize stability and job security over being part of an extremely high-performance culture. We don’t tolerate journeymen, passengers, and employees who stagnate. If you are not constantly improving you are falling behind and if you don’t grow, you have to go.
As mentioned above, we make sure people who join our company are compensated at the top of the market. But once part of Secure Group, employees rely not only on the market value of their position to determine their level of compensation. They are also compensated based on personal success and achievements. We want our employees to know just how much their skills and experience are worth. This is why we developed the Management model, which provides a clear development path for all our employees.  
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And we chose to accept the fact there would be turnover we couldn't address with "golden handcuffs“. We decided to be transparent about turnover and, more importantly, embrace it so our remaining employees would feel safe. We celebrate the ones who leave on good terms and make positive contributions during their stay in Secure Group.  We also redesigned our business model to significantly reduce the impact of turnover on our customers, ensuring we would still be able to provide the same quality of product and level of support if someone left – which we know it’s going to happen eventually. Instead of assigning one person to each role, we created a multi-person team; if someone left, another team member would quickly onboard to take the responsibilities.We strive to document every process so knowledge wouldn't leave the company if an individual did.
Want to understand your salary calculation, or make a career progression path? Go for it! We have created a salary grid, as well as a formula for how we calculate salaries, which gives you the power to check your compensation and contest us if you find any mismatch.  
 
The formula is:
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[[File:ICForm.png|500px|center]]


We believe in transparency not only when it comes to turnover but also regarding all aspects in our business. With Performance couldn’t be different: we understand that to be a high performer means different things for different people and companies.
In which:
* LMV - Local Market Value (Zaplatomer and Recruiting Agencies)
* 10% increase over the highest salary announced in Zaplatomer 
* IMV - International Market Value for a low-cost city (PayScale.com; Glassdoor.com)
* 38% - taxes deduction for USD salary
 
This formula corresponds to Level 2 Step 1 in our grid. Once you start on a particular level with a base NET salary (like Level 2 above), you can find clear guidelines for moving up to the next level. Each move up/down in Levels comes with a compensation increase/decrease of 1000 BGN, and each Step applies an increase/decrease of 150 BGN.  
 
The formula for our management position would be:
[[File:MgtForm.png|500px|center]]
 
In which:
* HAS- Highest Announced Salary for the position in a US Salary Information Website (PayScale.com; Glassdoor.com)
* Deduction of 38% which is related to taxes for USD salary
* Adding a 75% multiplier for the cost of living in Sofia
 
This formula corresponds to Step 3 of each Level for the Management Path.
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That’s why we created our own Career Framework to provide a clear development path for all Secure Group employees. We believe that if you don’t know what you’re supposed to do, you won’t perform – this is real Transparency.
As you can see, Secure Group rewards its passionate people with clear and fair compensation. Our high-performance culture is key to our goal of providing industry-leading solutions to digital security, and we motivate and empower our employees by putting them in charge of their career growth path and ensuring their personal development.

Latest revision as of 07:58, 10 August 2022

Being paid well builds a High-Performance culture in which our team members feel valued for their great work.

At Secure Group, we strive to reward our people with the highest salary for any particular position. Why is it so important? It’s simple – we believe when employees are paid well they are able to provide top performance.

Salary is important for every worker – we all have personal needs and expenses, and making enough to cover them is a main consideration when applying for work. We understand that, and we want to minimize the anxieties candidates have when applying to Secure Group. By paying top of the market, we guarantee the compensation they get for their work will be highly competitive, and aspects such as skills and a fitting mindset will have the biggest weight in their decision. We strongly believe that one outstanding person gets more done and is a better value than two mediocre people, so we prefer to not engage in bidding wars and jump straight to putting the best offer on the table. No need for unproductive salary negotiations here.

Offering top compensation also attracts top performers. We want the best and brightest talent to help us achieve our company goals, and we are ready to reward them for their hard work with us. It’s a great way for people to feel valued for their skills and stay motivated.

Lastly, we understand topics of salaries and bonuses are common in every workplace. Oftentimes, they may trigger discussions and arguments which steer attention away from the common goal, which has a negative effect on performance and team morale. Being transparent about compensation and allowing people to find out how much their colleagues are paid will put everyone on the same page and minimize the harmful effects of toxic office behavior by ensuring all employees are treated fairly.

Paying top of the market is not just an empty claim - it’s an active process of adjusting our compensation so it reflects the current market value of a position. We achieve this by monitoring both the labor markets in Sofia and abroad, as we are an international company with international clients, and we strive for fair compensation.

When hiring a new colleague, we check the current value of their position. If we find an increase from our current range, we accordingly raise the salaries of all our employees within that position once they step up. This guarantees the continued competitiveness of our salaries, even for employees who’ve been with us for years.

Constant growth is in the DNA of our organization, and we want the same for our people. The dynamic nature of our industry must be matched by our people. This pace is not for everyone, and we understand some employees choose to follow a different path. As we say, if you don’t grow, you have to go and that's also why all our processes are well documented in our knowledge database, so new people can quickly get on board, and knowledge doesn’t leave when an individual does.

Some companies choose to be obscure about their compensation systems, hoping to get away with offering lower payments. We think this is immature and ineffective, and it hurts employee morale and motivation. This is why we are proudly transparent in our management and our salary rules.

As mentioned above, we make sure people who join our company are compensated at the top of the market. But once part of Secure Group, employees rely not only on the market value of their position to determine their level of compensation. They are also compensated based on personal success and achievements. We want our employees to know just how much their skills and experience are worth. This is why we developed the Management model, which provides a clear development path for all our employees.

Want to understand your salary calculation, or make a career progression path? Go for it! We have created a salary grid, as well as a formula for how we calculate salaries, which gives you the power to check your compensation and contest us if you find any mismatch.

The formula is:

In which:

  • LMV - Local Market Value (Zaplatomer and Recruiting Agencies)
  • 10% increase over the highest salary announced in Zaplatomer
  • IMV - International Market Value for a low-cost city (PayScale.com; Glassdoor.com)
  • 38% - taxes deduction for USD salary

This formula corresponds to Level 2 Step 1 in our grid. Once you start on a particular level with a base NET salary (like Level 2 above), you can find clear guidelines for moving up to the next level. Each move up/down in Levels comes with a compensation increase/decrease of 1000 BGN, and each Step applies an increase/decrease of 150 BGN.

The formula for our management position would be:

In which:

  • HAS- Highest Announced Salary for the position in a US Salary Information Website (PayScale.com; Glassdoor.com)
  • Deduction of 38% which is related to taxes for USD salary
  • Adding a 75% multiplier for the cost of living in Sofia

This formula corresponds to Step 3 of each Level for the Management Path.

As you can see, Secure Group rewards its passionate people with clear and fair compensation. Our high-performance culture is key to our goal of providing industry-leading solutions to digital security, and we motivate and empower our employees by putting them in charge of their career growth path and ensuring their personal development.