Human Resource Policy Guide Project

Kevin Rivas De Paz

Jacob Mael

Nicholas Mossuto

John Huntington

Elite Sporting Camp

Human Resource Policy Guide

Table of Contents

Introduction pg3

Description of Organization pg 4

Job Analysis and Description pgs 5-9

Hiring Criteria pg 10

Recruitment Sources pg 11

Selection Techniques pgs 12-13

Interview Guide pgs 14-27

Acceptance/Rejection Letters pgs 28-29

Performance Appraisal pgs 30-31

Pay Policies pgs 32-34

Bibliography pg 35

Introduction / Company overview:

Elite Sporting Camp is a privately owned organization with multiple locations throughout

the United States, and eventually in other countries. The camp offices and original location is

Boston, MA. Elite Sporting Camp is a camp that focuses on developing athletic abilities in

young athletes. The age ranges at the various locations are six through fifteen. While the camps

do meet year round, they operate differently depending on the time of the year, being most

active in the summer time.

The purpose of this report is to describe HR policies for the company. Since the organization is

a camp, HR policies are extremely important. It is also important to note that this report must be

user friendly and easy to understand. If the report is worded poorly or put together improperly,

then the employees and others will have difficulty understanding the points being made. The

types of employees that are hired are crucial for the success of the company. The HR policy is

important because it shows that the company is well balanced and demonstrates proper

treatment of employees and shows no discrimination.

Elite Sporting Camp is a privately held company headquartered in Boston, Massachusetts. Elite

started its first 10 camps in the Northeast and eventually expanded into an international

company with 5,000 employees. In order to effectively manage all of these employees, Elite has

established regional offices to support all of their needs.

Elite Sporting camp competes on the basis of customer satisfaction. Elite aims to provide a

quality experience for campers and their parents. Elite will provide a safe environment in which

the campers can have fun, while enhancing their sports skills. Competing on this basis will

propel the company to be the number one sports camp in the industry.

Elite’s human resource strategy is to attract and retain the best talent in order to provide great

customer satisfaction. To attract high quality counselors, competitive salary and benefits

packages will be offered to potential employees. Elite seeks the best in the business counselors

and coaches who have a passion for teaching children the sports and activities that they love.

There will be a mix of coaches with sports experience and counselors that have experience

running summer camps. Both require special knowledge and are essential to the successful

operation of a camp. There are other camps that provide basic programs and watch the

campers while their parents go to work, Elite is not that kind of camp. Elite Sporting camp will

provide a well-rounded experience that will benefit the camper long after they have left camp.

Job Title: Chief Executive of Operations

Position Purpose: To ensure the functionality of all camp facilities across the US and in

International locations. Ability to correct any problems that occur in the business processes of

the camps. Manage the brand of the company and ensure that customer satisfaction is always

put first.

Essential Job Duties:

1. Oversee all camps to ensure correct operation.

2. Direct and coordinate activities of camp including staffing, registration, retention, camper

safety, etc.

3. Assist the CFO in reviewing financial statements to ensure that all business processes are

keeping the camps in a strong financial state.

4. Predict hiring needs for the future by visiting camps and analyzing the staff.

5. Plan the opening of new camps by conducting on site visits in new areas.

6. Close down camps that fail to meet Customer Service standards.

7. Appoint regional office heads to maintain contact with all camps.

Non-Essential Job Duties:

1. Other duties as assigned.

Physical Requirements:

1. May be required to take part in camp activities during camp visits.

2. Bi-Weekly travel to camps.

Qualifications:

Education: Masters of Business Administration in Operations or Management

Related Experiences: 3+ years of experience as a Chief Executive. Experience in the

camping/sports industry is required.

Reporting Relationships: The CEO will report to the board of directors on a quarterly basis.

Weekly meetings with other executives will also take place to make sure goals are consistently

met and any problems are swiftly dealt with.

Job Knowledge/Skills Required

1. Strong leadership skills.

2. Effective communication skills.

3. A thorough knowledge of the camping industry.

4. Strong knowledge of processes for providing customer service.

5. Ability to solve complex problems in a team setting.

6. Strong oral and written communication skills

7. Ability to establish relationships with regional managers.

JOB TITLE: Cross-Functional Team, Financial Analyst

POSITIONAL PURPOSE: The purpose of this position is to make decisions about the financial aspects of

the organization while working with the two other members of a cross-functional team in determining the

organization’s direction.

ESSENTIAL JOB DUTIES:

1. Draw charts and graphs, using computer spreadsheets, to illustrate technical reports.

2. Inform investment decisions by analyzing financial information to forecast business,

industry, or economic conditions.

3. Monitor developments in the fields of business and finance.

4. Interpret data on economic influences.

5. Monitor fundamental economic, industrial, and corporate developments by analyzing

information from financial publications and services, government agencies, trade publications,

company sources, or personal interviews.

6. Prepare plans of action for investment, using financial analysis,

7. Present oral or written reports on general economic trends, individual corporations, and entire

industries.

NONESSENTIAL FUNCTIONS:

1. Other duties assigned.

PHYSICAL REQUIREMENTS:

1. Walking occasionally.

REPORTING RELATIONSHIP: The CF Team Financial Analyst reports directly to the CFO and to the

two other members of the cross-functional team. The CF Team Financial Analyst supervises the other

Financial Analysts.

QUALIFICATIONS:

Education: Bachelor’s Degree in Finance

Related Experience: Minimum of three years as a Financial Analyst.

JOB KNOWLEDGE/SKILLS REQUIRED:

1. Economics and Accounting- Knowledge of economic and accounting principles and

practices, the financial markets, banking and the analysis and reporting of financial data.

2. Critical Thinking- Ability to use logic and reasoning to identify the strengths and weaknesses

or alternative solutions, conclusions or approaches to problems.

3. Complex Problem Solving- Ability to identify complex problems and review related

information to develop and evaluate options and implement solutions.

4. Judgment and Decision Making- Ability to consider the relative costs and benefits of

potential actions to choose the most appropriate one.

5. Mathematics- Ability to use mathematics to solve problems.

6. Active Learning- Ability to understand the implications of new information for both current

and future problem-solving and decision-making.

7. Monitoring- Ability to monitor/assess performance of yourself, other individuals, or

organizations to make improvements or take corrective action.

JOB TITLE: Marketing Manager

POSITION PURPOSE: The purpose of this position is to coordinate marketing activities and policies to

promote products and services. While also working with two other members of a cross functional team in

determining the organization’s direction.

ESSENTIAL JOB DUTIES:

1. Formulate, direct and coordinate marketing activities and policies to promote the camp and services that it

provides to both parents and children, working with advertising and promotion managers

2. Identify, develop, or evaluate marketing strategy, based on knowledge of establishment objectives, market

characteristics,

3. Direct the hiring, training, or performance evaluations of marketing or sales staff and oversee their daily

activities.

4. Evaluate the financial aspects of camp development, such as budgets, expenditures return-on-investment

and profit-loss projections.

5. Develop pricing strategies, balancing firm objectives and customer satisfaction.

6. Compile lists describing the service offerings of the camp.

7. Initiate market research studies or analyze their findings

8. Use sales forecasting or strategic planning to ensure the sale and profitability of services, analyzing

business developments and monitoring market trends.

9. Coordinate or participate in promotional activities, working with developers, advertisers, or production

managers, to market camp services.

10. Conduct economic or commercial surveys to identify potential markets for services.

NON ESSENTIAL FUNCTIONS:

1. Other duties as assigned

PHYSICAL REQUIREMENTS: Walking and using stairs occasionally

REPORTING RELATIONSHIPS: The Marketing Manager reports directly to the CFO, CEO, and the

other two members of the cross-functional team, while also overseeing the marketing employees and

interns.

QUALIFICATIONS:

Education: Bachelor's Degree in Finance

Related Experience: 4 to 6 years experience in marketing field

JOB KNOWLEDGE/SKILLS REQUIRED

1. Sales and Marketing- Knowledge of principles and methods for showing, promoting, and selling products

or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and

sales control systems.

2. Customer and Personal Service-Knowledge of principles and processes for providing customer and

personal services. This includes customer needs assessment, meeting quality standards for services, and

evaluation of customer satisfaction.

3. Economics and Accounting — Knowledge of economic and accounting principles and practices and also

analysis and reporting of financial data.

4. English Language — Knowledge of the structure and content of the English language including the

meaning and spelling of words, rules of composition, and grammar.

5. Administration and Management- Knowledge of business and management principles involved in

strategic planning, resource allocation, human resources modeling, leadership technique, production

methods, and coordination of people and resources

6. Monitoring- Monitoring/Assessing performance of yourself, other individuals, or organizations to make

improvements or take corrective action.

7. Computers and Electronics — Knowledge computer software, including applications including Microsoft

office suite and outlook emailing service.

8. Critical Thinking — Ability to use logic and reasoning to identify the strengths and weaknesses of

alternative solutions, conclusions or approaches to problems.

9. Reading Comprehension — Understanding written sentences and paragraphs in work related documents.

10. Writing — Ability to communicating effectively in writing as appropriate for the needs of the audience

11. Leadership- Ability to lead effectively and manage a team effectively

Sources for hiring:

Chief Executive of Operations

· It has been found that recruiting from outside of the organization for this position is the best

option for the company. This position will be posted with recruiting companies, specifically head

hunting firms, to ensure a qualified candidate is brought in. These firms will be able to find many

qualified candidates so the position is filled by the best possible candidate.

· Bringing in an employee from the outside will bring valuable experience into the company.

· This employee will need to have 3+ years experience as an operations manager and have

experience in the camping industry.

Financial Analyst

· Recruitment for this position will mainly be done from inside the company and other external

companies with large pools of qualified employees. The companies that will be targeted are

companies that have shown expertise in growing employees. External companies that have

excess numbers of employees will be the main focus.

· Employees from other companies will be required to have minimum of 3 years’ experience at

their current position.

· The reason for only notifying and accepting applications from inside the company and from

similar companies is due to the diversity of the workforce in this position. It is fair to give our

current employees the opportunity for the job before we search outside of the company. The

workers would have also demonstrated professionalism and skill in their position.

Marketing Manager

· For this position employees will be considered only from external sources. Ads will be posted

in newspapers such as the Boston Globe, and on websites like Monsters.com, Indeed.com, and

Careerbuilder.com.

· Since the requirements for this job clearly state multiple years of experience, applicants’ fresh

out of college cannot be accepted.

· The reason for only accepting external employees for this position is that the field of

marketing often requires a fresh set of eyes to help create ideas. Bringing in a brand new,

qualified and capable employee is crucial to allowing new ideas to flow through the company,

which is something we believe already hired employees cannot provide.

Elite Sporting Camp will use the following methods for the hiring of the quality improvement

team.

Chief Executive of Operations:

Qualification Method

Education Resume

Experience Reference

Team Skills 1st Interview

Industry Experience 1st Interview

Interpersonal Skills 1st Interview

Leadership Abilities 2nd Interview

Case Study Presentation

Financial Analyst:

Qualifications Method

Education Resume

Experience References


Problem Solving Skills 1st Interview

Team Skills 1st Interview

Basic Area Knowledge 1-2 Simple questions

Leadership skills

Critical Thinking Skills Second Interview

Finance and

Economics Knowledge On-Site Knowledge Test

Marketing Manager:

Qualification Method

Education Resume

Experience Reference

Economics and

Accounting skills

Team Skills

Critical Thinking Ability 1st Interview

Management Knowledge 1st Interview

Technology Skills 1st Interview


Advanced Marketing and

sales knowledge 2nd Interview

Area Knowledge

On-Site

Knowledge Test

Elite Sporting Camp understands the challenges of recruiting top talent to the company.

Resumes, cover letters, and references can only show so much of what a candidate has to

offer. It has a low utility rate and is really only used to sort out which candidates get an

interview. After this the first and second round interviews are more reliable but are also a high

legal risk. The case study is the most reliable way to understand the candidates full ability to

solve complex problems and display their public speaking skills. During the day of the case

study it is essential for the candidate to be interviewed and observed by several different ESC

employees. This will allow us too get the best understanding of what the candidates are really

like.

Elite Sporting Camp Interview Guide

Below is the interview guide that Elite Sporting Camp will use for the Chief Executive of

Operations position. This guide will help the company uniformly interview each candidate and

ensure the best one is hired for the open position. The company leads the market with the

quality of employees and the hiring process needs to reflect that. The interview will start with

basic introductions and then move onto the question section. At the end the candidate will be

given time for any questions she/he may have. All interviews are sixty minutes in length and will

cover the applicant’s resume, educational background, employment background, behavioral

questions, and technical questions. A panel of 2-3 Elite Sporting Camp employees to reduce

the effects of any personal biases will carry out all interviews.

It is essential that you ask questions about the responsibilities and major tasks required in the

past positions held by the candidate. This will identify what knowledge, skills, and abilities they

were required to use in that position. When asking behavioral questions make sure to stay away

from “yes” and “no” questions, open-ended questions reveal more about how the candidate

handled himself or herself in a certain situation.

The combination of technical and behavioral questions will help the hiring manager acquire the

most accurate information about the candidate and predict if she/he would be a good

organizational fit. It will also prevent the hiring manager from asking any illegal questions or

questions not related to the open position. It is essential that each candidate is asked the same

set of questions to create consistency throughout the pool of candidates.

Resume Review

These questions are meant to verify the candidate’s resume and all the information on it. If any

information is not correct please note it and have the candidate resubmit a correct resume.

Please write down candidate’s responses in the spaces provided below. Please remember to

ask the same questions to all candidates.

Educational Background

1. What is the highest level of degree that you have achieved?

2. Are there any academic awards that you have achieved?

3. Please list any clubs or societies you may have been a part of.

Employment Background

1. Who is your most recent employer?

2. What was your position with this employer and what were the responsibilities of that position?

3. What skills were necessary in order to fulfill your past responsibilities?

4. What did you like the most about your job?

5. What did you like the least about your job?

Behavioral Questions

Below are behavioral questions for the prospective candidate. These questions have the highest

validity and will give the most accurate description of how the candidate handled past situations.

Please ask follow up questions to push the candidate to give the most descriptive response

possible. Mark down the questions used for the first candidate and repeat the same list of

questions to the other candidates applying for the position to ensure a higher validity.

1. Give an example of an occasion when you used logic to solve a problem.

2. Describe a stressful situation at work and how you handled it.

3. Tell me about how you worked effectively under pressure.

4. Describe a decision you made that was unpopular and how you handled implementing it.

5. Did you ever postpone making a decision? Why?

6. Have you ever dealt with company policy you weren't in agreement with? How?

7. Have you gone above and beyond the call of duty? If so, how?

8. When you worked on multiple projects how did you prioritize?

9. How did you handle meeting a tight deadline?

10. Give an example of how you set goals and achieve them.

11. Did you ever not meet your goals? Why?

12. Have you had to convince a team to work on a project they weren't thrilled about? How did

you do it?

13. Have you handled a difficult situation with a co-worker? How?

14.Share an example of how you were able to motivate employees or co-workers.

15.Have you handled a difficult situation with a supervisor? How?

Technical Questions

Listed below are the technical questions for the Chief Executive of Operations. These questions

are meant to test the candidate’s industry experience. Elite Sporting Camp leads the industry in

providing the best possible experience for every camper. Ensuring that the candidate has ample

experience in the field is essential.

1. How many years of experience do you have in the camping industry?

2. What positions have you held in the past?

3. What were the responsibilities of your past positions?

4. Please tell me about a time when there was a problem at one of your camps. How did you fix

it?

5. What accomplishment in the camping industry are you most proud of?

6. What has been your biggest weakness in past camp related positions?

7. What new ideas could you bring to Elite Sporting Camp?

Case Study

After the sixty-minute interview is completed, every candidate for the Chief Executive of

Operations will complete a case study presentation. The candidate will be given a case study

example that describes a camp that has many problems to be fixed. The candidate will be given

forty-five minutes to read the case study, find a solution to the case study, and prepare a

presentation for the interview panel. The presentation will last for fifteen-minutes with an

additional fifteen-minutes for follow up questions and discussion from the panel. After the

questions and discussions are done the panel will thank the candidate and excuse themselves

from the room. The panel will then sit down and rank the candidate on the Behavioral

Observation Scale shown below.

Please circle the

number that most

accurately reflects the

candidates response

Almost

Never

Almost

Always

The candidate

demonstrated

leadership skills.

1 2 3 4 5

The candidate showed

critical thinking ability.

1 2 3 4 5

Industry experience

was clearly

communicated.

1 2 3 4 5

The candidate’s answer

was clearly

communicated

throughout the

presentation.

1 2 3 4 5

Total Score:

Score Ranking

1-4 Poor

4-5 Below Average

6-10 Average

11-15 Good

16-20 Excellent

Any Additional Comments:


Below is the interview guide that Elite Sporting Camp will use for the Financial Analyst position.

This guide will help the company uniformly interview each candidate and ensure the best one is

hired for the open position. The company leads the market with the quality of employees and

the hiring process needs to reflect that. The interview will start with basic introductions and then

move onto the question section. At the end the candidate will be given time for any questions

she/he may have. All interviews are sixty minutes in length and will cover the applicant’s

resume, educational background, employment background, behavioral questions, and technical

questions. A panel of 2-3 Elite Sporting Camp employees to reduce the effects of any personal

biases will carry out all interviews.











Resume Review

































you do it?




Technical Questions

The technical questions for the financial analyst position below will test the candidate’s financial

knowledge and knowledge of the camp industry. Knowledge of these two areas is essential to

be the financial analyst on the quality improvement team.

1. What formal finance education have you had?

2. What is your strongest skill in relation to finance?

3. What is your biggest weakness in relation to finance?

4. What experience do you have in the camping industry?

5. Which financial certification tests have you passed?

On-Site Knowledge Test

The final part of the financial analyst position interview will be an on-site knowledge test. This

test will consist of a variety of finance and economics questions to test the candidate’s cognitive

ability. The test will be 50 questions long with each question worth 2 points. All candidates’

scores will be taken into account during the hiring process.


Below is the interview guide that Elite Sporting Camp will use for the Marketing Manager

position. This guide will help the company uniformly interview each candidate and ensure the

best one is hired for the open position. The company leads the market with the quality of

employees and the hiring process needs to reflect that. The interview will start with basic

introductions and then move onto the question section. At the end the candidate will be given

time for any questions she/he may have. All interviews are sixty minutes in length and will cover

the applicant’s resume, educational background, employment background, behavioral

questions, and technical questions. A panel of 2-3 Elite Sporting Camp employees to reduce

the effects of any personal biases will carry out all interviews.











Resume Review

































you do it?




Technical Questions

1. What type of formal marketing education do you have?

2. In what area of marketing do you have the most experience?

3. What is your favorite marketing tool to use?

4. Tell me about a past marketing project that was not successful.

5. How would you increase public knowledge of Elite Sporting Camps through marketing?

On-Site Area Knowledge Test

The final part of the marketing manager position interview will be an on-site knowledge test.

This test will consist of a variety of marketing questions to test the candidate’s marketing

knowledge. There will be a stress put on social media and other new forms of marketing. The

test will be 50 questions long with each question worth 2 points. All candidates’ scores will be

taken into account during the hiring process.

Sample acceptance letter for Chief Executive of Operations:

Elite Sporting Camp

1 Elite way Boston, MA 02135

Company Phone Number

Jon Reynolds

12 Sunset Ave. Amherst, MA 01003

Dear Applicant name,

I would like to formally congratulate you on your acceptance as Chief Executive of Operations at

Elite Sporting Camp. This was an extremely competitive position that many applicants applied

for, and you were selected as the most qualified and best fit for this position.

With your acceptance of this position we are excited to welcome you to the Elite Sporting Camp

team. After the entire hiring process and sorting through a large amount of applicants it was

clear that you are the best fit for this position and will bring the most to our company.

Once again, on behalf of Elite Sporting Camp we congratulate you on this highly selective and

exclusive job offer.

Sincerely,

Bob Smith, Director of Human Resources at Elite Sporting Camp

Sample rejection letter for Chief executive of Operations:

Elite Sporting Camp

1 Elite Way Boston, MA 02135

Company phone number

Jon Reynolds

12 Sunset Ave Amherst, MA 01003

Dear Applicant Name,

After close consideration and sorting through many applicants, we have decided that you are

not the best fit for our company, and at this time will not be offering the job of Chief Executive of

operations to you. This was a difficult process and after extensive discussion and interviews

with various applicants, we have decided that this outcome is what is best for the company as a

whole.

Furthermore, we thank you for your consideration, hard word, and desire to be a part of Elite

Sporting Camp, and hope that when other positions become available you would put your

utmost consideration into applying to the company.

Once more, thank you for your time, and we hope to hear from you in the near future.

Sincerely,

Bob Smith, Director of Human Resources at Elite Sporting Camp

Performance Appraisal Criteria

Marketing Manager: Teamwork, communication, quality of performance, problem solving,

preparation, innovation, marketing strategies, use of marketing budget.

Chief Executive of Operations: Teamwork, communication, quality of performance, problem

solving, preparation, customer service satisfaction, coordination of camps.

Financial Analyst: Teamwork, communication, quality of performance, problem solving,

preparation, investment performance, communication of financial and economic developments.

Technique of Choice

Behaviorally Anchored Rating Scale (BARS) is the chosen technique. It rates behavior in terms

of a scale showing specific statements of behavior that describe different levels of performance.

The statements are “anchors” of the performance levels.

Advantages/Disadvantages

Advantages: Improves interrater reliability. The anchors guide the rater and the statements can

help raters remember similar behaviors. It is very specific and there is minimal contamination or

deficiency.

Disadvantages: It can be biased based on the rater’s memory.

Who conducts the appraisal?

The CFO will conduct the performance appraisals for the team.

Sample Performance Appraisals

Teamwork (Scale from 1-7, with 7 being the highest score)

7. Understands the goals of the team. Proactively meet the needs of others to help others be

successful. Openly discusses ideals and accepts diverse ideas. Keeps others informed of

necessary information. Provides and accepts feedback to and from others.

6. Understands the goals of the team. Openly discusses ideals and accepts diverse ideas.

Keeps others informed of necessary information. Provides and accepts feedback to and from

others. Actively helps others be successful.

5. Understands the goals of the team. Openly discusses ideals and accepts diverse ideas.

Keeps others informed of necessary information. Provides and accepts feedback to and from

others. Willing to help others.

4. Understands the goals of the team. Keeps others somewhat informed of necessary

information. Willing to help others. Provides feedback to others.

3. Keeps others somewhat informed of necessary information. Makes important decisions

without consulting other team members. Puts own interests ahead of interests of the team.

2. Makes important decisions without consulting other team members. Puts own interests ahead

of interests of the team. Is disrespectful of others. Is not accountable for own work.

1. Makes important decisions without consulting other team members. Puts own interests

ahead of interests of the team. Is disrespectful of others. Is not accountable for own work.

Actively causes problems with others and others’ work.

Marketing Strategy (Scale from 1-7, with 7 being the highest score)

7. Always aware of trends. Comes up with strategies satisfy consumer and corporate needs.

Always creating new strategies. Backs up strategies with firm evidence. Very high incorporation

of analytics. Frequently exceeds expectations.

6. Very aware of trends. Comes up with strategies satisfy consumer and corporate needs.

Frequently creating new strategies. Backs up strategies with firm evidence. High incorporation

of analytics. Often exceeds expectations.

5. Very aware of trends. Comes up with strategies satisfy consumer and corporate needs. Often

creating new strategies. Backs up strategies with evidence. Above average incorporation of

analytics. Sometimes exceeds expectations.

4. Aware of trends. Comes up with strategies satisfy consumer and corporate needs.

Sometimes creating new strategies. Backs up strategies with evidence. Some incorporation of

analytics. Rarely exceeds expectations.

3. Aware of trends. Comes up with strategies satisfy consumer or corporate needs. Sometimes

creating new strategies. Marginally backs up strategies with evidence. Little incorporation of

analytics. Often meets expectations.

2. Barely aware of trends. Comes up with strategies satisfy consumer or corporate needs.

Rarely creating new strategies. Does not back up strategies with evidence. Minimal

incorporation of analytics. Often fails to meet expectations.

1. Rarely aware of trends. Does not come up with strategies satisfy consumer or corporate

needs. Rarely creating new strategies. Does not back up strategies with evidence. Little to no

incorporation of analytics. Frequently fails to meet expectations.

Pay policies for different types of positions:

Senior Managers:

For these position we will use a lead the market pay policy. It is strongly believed that

our employees deserve slightly more pay than what the market offers as they provide us with

such a huge foundation for success. Senior managers offer so much to the company that if they

are paid slightly above the market then it may reflect in their performance as well. For all the

hard work they provide us.

The more consecutive years an employee works with us at their position, they will

receive small pay increases annually to reflect the gratitude we show towards them. Senior

Managers are expected to be positive role models to other employees and expected to act as

such, which is why they deserve and earn a pay policy that leads the market.

Professional Staff:

For these positions we will also be using a lead the market pay policy. We want to recruit

as many individual at these positions from strong backgrounds as possible. Offering more

money than other positions will put us at a significant competitive advantage in finding excellent

employees.

Having a lead the market pay policy reflects upon our expectations of employees being

hired for these positions. Employees are expected to perform and produce better than those of

other companies to reflect their pay differentials.

Non-exempt Employees:

For these positions a meet the market pay policy has been implemented. Employees in

these positions performing well is crucial for the success of the company, but the requirements

and credentials necessary to be at these positions is not as high as the others.

While still being highly selective in choosing employees to be part of the company,

meeting the market is all that is necessary for these positions, as well as expected. While

employees do start at market pay range, there are still incredible opportunities for them to

become higher in the company, and overtime receive small pay increases that will eventually

add up.

Elite Sporting Camp Pay Ranges

At Elite Sporting Camp our pay policy is to lead the market. A leading pay policy will

allow us to hire the best in the field and have a more attractive company for experienced senior

managers. To determine the pay ranges for our lead the market pay policy we have looked at

the average minimum, midpoint, and maximum pay rates for each member of our quality

improvement team. The pay scale follows a bell curve which in order to determine the average

minimum we looked at the bottom 10% instead of the actual lowest salaries to accommodate for

outliers that are present when collecting statistical information, the same was done when

determining the maximum salaries for each position. After determining these pay rates we

increased the rates by 20% to implement the leading pay policy. To progress through the pay

ranges for Elite Sporting Camp employees must continue to show steady performance in the

performance appraisals.

Average Pay Scales

Position Minimum Midpoint Maximum

Chief Executive of

Operations

$59,802 $82,352 $110,326

Marketing Manager $63,304 $92,242 $129,442

Financial Analyst $73,576 $89,690 $108,242

Elite Sporting Camp Pay Ranges (Lead the Market Pay Policy)

Position Minimum Midpoint Maximum

Chief Executive of

Operations

$71,762 $98,822 $132,391

Marketing Manager $75,947 $110,690 $155,330

Financial Analyst $88,291 $107,628 $129,890

Projected Compensation for Quality Management Team

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http://www.onetonline.org/link/summary/11-2021.00

http://www.mymajors.com/career/marketing-managers/skills/

http://www1.salary.com/Financial-Analyst-IV-salary.html

http://www1.salary.com/Financial-Analyst-IV-salary.html

http://www1.salary.com/Operations-Manager-Salary.html

http://www1.salary.com/Operations-Manager-Salary.html

http://www1.salary.com/Marketing-Manager-Salary.html

http://www1.salary.com/Marketing-Manager-Salary.html

Human Resource Policy Guide Project

Documents

Transcript of Human Resource Policy Guide Project