D355 Total Rewards Task 1 Amy (assessment, pass with no revisions needed)
2025 Western Governors University
A. Bravo Center Compensation Package Proposal
1. Based on external market research and the needs of the organization, we have a
multifaceted approach to hiring. Our design is to attract and retain hard to hire positions
by taking a market leading rewards program for certain segments and to offset the expenses in
those roles by matching the market on roles in departments that are less specialized.
2. Based on this strategy, we will focus on attracting and retaining top talent in our executive,
marketing, and IT roles. We will subsequently meet market norms in our administrative,
facilities, grounds, concessions, and operations. Because we will focus on our harder to
recruit and retain positions with a market leading rewards package, we will be able to
attract and keep those of the hardest to fill positions. By raising the pay to an attractive level for
the more specialized positions we can protect against attrition. Broadbanding the pay scale
will allow us to appropriately sort the pay ranges.
3. Our proposed mix is as
follows- A.
Compensation Benefits including Intangible (not
2025 Western Governors University
A. Bravo Center Compensation Package Proposal
1. Based on external market research and the needs of the organization, we have a
multifaceted approach to hiring. Our design is to attract and retain hard to hire positions
by taking a market leading rewards program for certain segments and to offset the expenses in
those roles by matching the market on roles in departments that are less specialized.
2. Based on this strategy, we will focus on attracting and retaining top talent in our executive,
marketing, and IT roles. We will subsequently meet market norms in our administrative,
facilities, grounds, concessions, and operations. Because we will focus on our harder to
recruit and retain positions with a market leading rewards package, we will be able to
attract and keep those of the hardest to fill positions. By raising the pay to an attractive level for
the more specialized positions we can protect against attrition. Broadbanding the pay scale
will allow us to appropriately sort the pay ranges.
3. Our proposed mix is as
follows- A.
Compensation Benefits including Intangible (not
