Previous Article Next Article Traditionally, pay is marginally ahead of inflation in thesecountries, but in countries like Brazil and Argentina, pay is only going to goup as fast, or not quite as fast, as inflation. Companies are being a littlemore conservative in terms of what they provide as fixed increases and fixedcosts. They’re increasingly looking at variable compensation as opposed tofixed packages. This is especially true in Brazil and Argentina. Brazil has hada healthy environment for variable pay in the past, but now we’re seeing muchmore focus on long-term incentives. Argentina has been largely a base-payenvironment, but because of all the problems they’ve been having, companies arenot looking to increase their fixed costs of doing business. Therefore,Argentina is starting to demonstrate variable pay plans based on performance,and these are beginning to supplement or replace pay increases above inflation. In the more troublesome spots – places like Ecuador,Colombia and Venezuela – there is hope that 2001 and 2002 will improve with thestabilisation of oil prices. “With such diverse economic situations, it isimpossible to make regional generalisations,” says Mark Allen, practiceleader for performance and awards practice in Latin America for William MMercer in Stamford, Connecticut. “We’re looking at pay increases in Venezuelaof about 18-20% against inflation of 24%; in Brazil it looks like pay increasesof 5-6% against inflation of 6%, and Mexico will have pay increases of about14% with inflation of about 8%.” “We’re seeing some healthy increases in earnings andpurchasing power in Mexico,” says Allen. Variable pay in Mexico has beenpart of the pay package for some time. “At the senior levels, variable payapproaches comparable levels to the US, possibly a little lower, but it hasbeen a mainstay for a while. However, the economic environment hasn’t beenterrific for the past couple of years. Now, with Vicente Fox, there is moreoptimism, and companies are trying to catch up on general pay increases thatthey have not been providing as fully as they had been in the past.” Latin America is so diverse in terms of the economicinfluences that impact pay that it is impossible to look at the region overall.For example, Mexico and Brazil have reasonably good economies, with inflationbecoming more stabilised. The stronger economies have GDP growth of 7-8%, andinflation under 10%. But Argentina, which is one of the weaker economies withgrowth at about 2%, has increasing unemployment and high interest rates. Although compensation packages vary greatly throughout thisdiverse region, there is a general trend towards variable pay plans, saysCharlene Solomon A good example is Brazil, with targets below 10% formanagerial level and above 25% for senior management. “Part of it iscultural. Part of it is economic. Since so many of these countries haveexperienced tremendous inflation over the past 10-20 years, the idea ofdeferring pay to a later date based on performance is very scary to them. Theyhave grown up in a world of economic uncertainty and would much prefer to get afixed pay increase than a variable pay opportunity.” Looking at senior management positions, variable pay targetsin Brazil are about 25-27%, in Mexico they are 23-25%, in Argentina about 25%,and even in Peru, Puerto Rico and Colombia the targets are 20% or greater. Soat management level, there has been much greater focus on variable pay.”Drop down to general management levels,” says Allen, “and thosetargets drop significantly. The variable pay targets at the management level inLatin America are starting to approach the global level in terms of variablepay opportunity. They are less than in the US, but more competitive globally.But, below that level, the targets drop very quickly to about 10%.” It will come as no surprise that there is a closerelationship between annual base pay increases and the annual rate ofinflation. The new 2001 Global Compensation Planning Report from HR consultancyWilliam M Mercer is an annual report that examines pay and economic trends innearly 60 countries worldwide, providing the information employers need todevelop and manage their compensation programmes globally. An increasing trend is the focus of attention on long-termincentives, such as stock options and performance plans. There is an awakeningto long-term incentives related to business performance. The trend is going tobe more and more towards putting the pay package into a variable opportunity.In the past, it would have been focused on annual pay, but now there isstarting to be more of a mix between annual and long-term incentives. www.wmmercer.com Varying the packageOn 1 Feb 2001 in Personnel Today Comments are closed. Related posts:No related photos.
Gary McAllister has accepted an ambassadorial role with Liverpool as the club have reorgansied their backroom staff ahead of the imminent appointment of Jurgen Klopp as their new manager. Following the sacking of Brendan Rodgers following last weekend’s derby draw at Everton, former Borussia Dortmund boss Klopp is expected to be unveiled as the Northern Irishman’s replacement on Friday morning. Ahead of the official announcement, Sean O’Driscoll was relieved from his position as assistant manager while McAllister will no longer be a first-team coach – despite the pair only being brought into Anfield over the summer. While McAllister, who spent two years as a player at Liverpool, will now take on an ambassadorial position, head of performance Glen Driscoll and opposition analysis Chris Davies join O’Driscoll in leaving the club. “Liverpool Football Club can confirm Sean O’Driscoll, Gary McAllister, Glen Driscoll and Chris Davies have left their respective first-team roles at the club,” a statement released on their official website read. “The club would like to place on record its thanks to all four men for the professionalism, commitment and dedication they have displayed during their time here, and the positive impact they have had in helping to support football operations and the team. “McAllister will remain with the club, albeit in a different role, not connected to first-team duties. The Scot has accepted an ambassadorial position, which will allow the club to benefit from his strong connection and affinity with the supporters. “The club would also like to take this opportunity to wish Sean, Glen and Chris every success in the future.” Klopp is expected to be bring in Bosnian Zeljko Buvac, his assistant both at Dortmund and Mainz before that, and coach Peter Krawietz when the German takes the reins at Anfield, with Liverpool 10th in the Premier League having won three on their opening eight fixtures. Press Association
Published on November 1, 2014 at 9:04 pm Contact Jon: [email protected] | @jmettus By the time the buzzer sounded to mark the end of the first period, Syracuse already scored two goals and put 23 shots on net. The Orange dominated puck possession and generated numerous scoring opportunities.“Once we started scoring and going it was a good start for us,” forward Julie Knerr said.But the strong start wasn’t enough.Syracuse totaled 52 shots on goal to Penn State’s 17, but the Orange (2-3-5, 1-0-1 College Hockey America) ultimately tied the Nittany Lions (3-4-3, 0-1-1), 2-2, at Tennity Ice Pavilion on Saturday. SU controlled the beginning of the game, but still wasn’t able to pull out the victory.“It’s a 60-minute game and I was proud of our kids, the way we started the game,” head coach Paul Flanagan said, “but when we can’t bury those chances and we let a team hang around, bad things can happen.AdvertisementThis is placeholder text“There are good ties and there are bad ties and I just thought that we gave away a point tonight.”Just five minutes in, SU forward Jessica Sibley sent a pass from the point to Knerr, who backhanded a shot toward the goal. Forward Alysha Burriss picked up the puck and slid it around Penn State goalie Hannah Ehresmann’s pads for a score.Syracuse maintained the momentum halfway through the first until Penn State’s Laura Bowman scored 15 seconds into a power play caused by a Nicole Renault penalty.The goal was Penn State’s first shot of the game and one of two power-play goals for the Nittany Lions on the night.“Our penalty kill is anemic,” Flanagan said. “Just people not making their reads and it’s veterans too, people that have been doing basically the same kill for three years.”After plenty of chances, Syracuse broke through again with only a minute and a half left in the first. On the power play, the puck slipped through Ehresmann’s legs during a scrum in front of the net. A review confirmed the puck crossed the line and Sibley was credited with a goal.In the second and third periods, the game became more physical and Penn State earned more possessions and got shots on goal.“Maybe we got comfortable with the lead,” Burriss said. “We just kind of laid back, took it easy. We got to keep up the energy that we had in the first.”At the start of the second, SU goalie Jenn Gilligan gloved a slap shot from the point and then had to make an undefended, breakaway save after Renault and SU defenseman Megan Quinn collided with one another, giving up the puck.She made multiple big saves in the second and third periods and Syracuse looked like it would be able to keep the one-goal lead because of it. But with 3:22 to go, PSU’s Amy Peterson wristed a shot top shelf past Gilligan.“The game-tying goal was exactly what we needed to do all night,” Flanagan said. “Those top corners were wide open and their kid Peterson, that’s a nice shot. I give her credit. We couldn’t seem to do that all night.”The third period finished and then the five-minute overtime period ended as SU has been accustomed to this season — without a game-winning goal. Five of the Orange’s last eight games have now ended in a tie.For the first time in 10 tries, the Orange failed to defeat the Nittany Lions, despite a convincing 3-1 victory on Friday.“I would say our kids are pretty down,” Flanagan said “… Our kids are dejected that we let that slip away and we didn’t put them away.” Comments Facebook Twitter Google+