Compensation: 2026 Release ISE

<p>Part One: Introducing the Pay Model and Pay Strategy</p><p>1. The Pay Model</p><p>2. Strategy: The Totality of Decisions</p><p></p><p>Part Two: Internal Alignment: Determining the Structure</p><p>3. Defining Internal Alignment</p><p>4. Job Analysis</p><p>5. Job-Based Structures and Job Evaluation</p><p>6. Person-Based Structures</p><p></p><p>Part Three: External Competitiveness: Determining the Pay Level</p><p>7. Defining Competitiveness</p><p>Appendix 7-A: Utility Analysis</p><p>8. Designing Pay Levels, Mix, and Pay Structures</p><p></p><p>Part Four: Employee Contributions: Determining Individual Pay</p><p>9. Pay-for-Performance: Theory and Evidence</p><p>10. Pay-for-Performance: Types of Plans</p><p>11. Performance Appraisals</p><p>Appendix 11-A: Balanced Scorecard Example: Department of Energy (Federal Personal Property Management Program)</p><p>Appendix 11-B: Sample Appraisal Form for Leadership Dimension: Pfizer Pharmaceutical</p><p></p><p>Part Five: Employee Benefits</p><p>12. The Benefit Determination Process</p><p>13. Benefit Options</p><p></p><p>Part Six: Extending the System</p><p>14. Compensation of Special Groups: Executives and Others</p><p>15. Union Role in Wage and Salary Administration</p><p>16. International Pay Systems</p><p></p><p>Part Seven: Managing the System</p><p>17. Government and Legal Issues in Compensation</p><p>18. Management: Making It Work</p><p>21. Mergers, Acquisitions, and Corporate Control</p><p>22. International Financial Management</p><p>23. Options</p><p>24. Risk Management</p><p></p><p>Part Eight: Conclusion</p><p>25. What We Do and Do Not Know about Finance</p><p>Appendix A: Present Value and Future Value Table</p>