The Wynford Group is committed to the continuity of all services and supporting our clients during this challenging period.
We have implemented our Business Continuity Plan in response to the increased severity of the concern of the COVID 19 virus.
Our office has been set up for remote work for all employees, starting Monday March 16th.
Our survey registration systems and report access systems will continue to function as usual.
Consultant that are working with clients will continue to be available through their individual emails.
We endeavor to keep communications with you, as direct as possible in order to continue the level of customer service that The Wynford Group is known for.
We will respond to messages left on the 1-877-264-5166 phone line, on a regular basis, however a more rapid response will be gained through emailing firstname.lastname@example.org
or email@example.com. We look forward to our continuing work with you.
-The Wynford Group Team
Total Rewards & Strategies
Total Rewards, Custom Market Surveys, Executive and Long-Term Incentive Strategies
The Wynford Group provides innovative total rewards structures and policies which enables your people to achieve your organization's business objectives.
Creating competitive market reviews which enable your organization to attract and retain top talent
Reviewing and restructuring your organization's total rewards
Developing specific pay structures and programs to fit your organization's needs
Aligning your total rewards philosophy rewards with business objectives and outcomes
Custom Market Surveys
The Wynford Group has extensive experience creating, administrating, and analyzing custom industry specific compensation surveys.
If you need to know the compensation rates or the employer practices in your industry, a custom market survey may be right for you.
A custom survey can be designed to collect data that includes any or all of the following:
Per Diem Rates
Bonus Eligibility and Payment Amounts
Employee Share Ownership Plans (ESOP)
Other Compensation Components
Additionally, Employer Practices can be surveyed to ensure your organization is competitive in all areas including:
Benefits & Pension
Hours of Work
Overtime Payout Rates
Paid & Unpaid Leaves
Having an incentive strategy is critical to aligning employee compensation to business drivers. The Wynford Group are experts in developing:
Variable pay for performance strategies
Performance-based incentive and total rewards programs
Employee Share Purchase Plans, Profit-Sharing and Gain Sharing Plans
Long-term Incentive Plans (LTIPs)
Why LTIPs Can Work for Your Organization
Long-Term Incentives could be the missing component to your organization's total rewards strategy. The benefits of having LTIPs include:
Aligns the rewards of your key executives to the long-term goals of your organization.
Enables your executives to be rewarded for their measurable contribution to the achievements of the organization.
Provides an alternative to Share or Option Plans for rewarding executives for long-term performance.
Rewards specific performance results that can be influenced by executives therefore avoiding the issues of linkage to stock price alone.
All of our cash-based LTIP strategies are uniquely designed to fit your organization, with the common focus of driving and rewarding executive performance to achieve the long-term goals of your organization.