project

Employees’ Compensations and Benefits Package

Student’s name

Institution affiliation

Course

Date

Instructor’s name

Employees’ Compensations and Benefits Package

Introduction

In a project, Project charter involves the statement of objective. The statement states projects goal, role, and responsibility. Moreover, it identifies projects key stakeholders, and levels of authority for a project manager (Caruth and Handlogten, 2001). For these reasons, it provides a blueprint for future such projects in an organization, and considered essential in any business management system. It is a short but detailed document, which contains request for a proposal. Consequently, the charter is an important document for any project management process. In order to carry out any project, initiatives such as Customer Relationship Management (CRM) and Policy Dialogue take possession of the document.

Project Charter

Situation Analysis

As the head of human resource, my company wants to overhaul compensations and benefits package employees’ are recently receiving. By revamping the system, it will make employees’ become more productive and efficiently fit in the current working conditions. Currently, the company lacks employees’ direct compensations’ and the total compensation package is below the national standard outlined in the labor act. The recently formed, staff bonus plan, which rewards and recognizes outstanding performance is not enough to motivate the company’s workforce. After completion of the project, each individual department through the ad and hoc approach will oversee implementation of related aspects in their particular departments.

A significant reward and compensation system will no doubt take into account various gratitude opportunities, which include employees’ recognition in entire organizational level for good performance, and expanding annual winners circle. Furthermore, the system will be instrumental for it will include an array of quality performances and enhance employees’ morale in line with the company’s mission and vision statements (Griffin and Moorehead, 2012).

Purpose statement

To construct and design a project charter that will help the company in revamping employees’ compensation and benefit package. The new package should have the ability to recognize the efforts and dedications of the company’s staff in a way, which supports it values, mission, and priorities.

Goals:

· Create a compensation and benefit plan that is sustainable, consistence, and visible applied across the company and connects staff in a way that:

· Motivates high individual productivity levels,

· Exacerbates the quality of work,

· Supports an inclusive and a positive working environment, and

· Reinforces work efficiency.

· The plan will incorporate employees’ feedback, which will provide direction on how their compensation and benefits should function.

· Categorize the type of results and scale of performances the company ought to achieve after enrolling the new benefits and compensations system.

· Develop manageable benefit and compensation system, which the company can easily adjust to basing on its resources.

Deliverables:

· Plan and recommend compensation and benefit system, which contributes to continuity, equity, and consistency of competencies and performances in the company.

· Based on the company’s core policies, values, and performance record, define eligibility for the new compensation and benefit system.

· Design a system that is flexible to adapt by different departments within the organization.

· Incorporate significant values within the company’s levels of affordability into the new system.

· Lastly, operate as advocates during the pilot and implementation of benefit and compensation system.

Plans and guidance of the process:

Benefit and compensation system will:

· The system will focus majorly on employees’ competencies and results, rather than popularity and personalities.

· It will base on objectives, for example, it will emphasize on munificent benefits versus top employee salaries.

· Governance and system design, which includes benefit and compensation levels, should attract a thorough scrutiny from the project managers.

· The system will adhere to the labor unions specifications and commit to improving workplace safety.

· Moreover, we will consult with workers representatives and union leaders in order to come up with effectual policy agreements, and legislatives.

· The new system will review and integrate medical care and wage replacement benefits, recently enacted in the government gazette notice.

· Before embarking on drafting the new system, the team will review rehabilitation requirements in order to incorporate rehabilitation services to the new system.

· Effectual workers’ benefits and compensations system should outline appropriate legal requirements for it to be valid. We opt to follow the regulated laws and regulations to ensure the system avoids frequent lawsuits.

Scope

The new benefit and compensation system will ensure linkage between other effectual systems found in the human resource departments. They include performance management, reward and recognition, and other related systems. During different phases of the project, the team will be reporting their developments to the head of human resource department, and projects sponsor, the company’s management board. Since am in charge of the department, I will be available to assess the progress. The team will hand in Project’s results and recommendations to the company’s management. Moreover, the team anticipates fiscal budget recommendations. The management board will offer its support to the team by carrying out subsequent meetings. This will ensure the team finishes its goals and objectives within the stipulated time.

The team will check with workers and consult with labor union members; additionally, experts from the department of labor who understands benefits and compensation issues will be in consideration. The assigned projects scope will ensure that anybody with relevant information about the system welcomed to provide adequate information.

Team members

· Sponsor- board of directors

· Manager- student’s name

· Facilitator-John wallen

· HR consultant-kimson willy

· Advancement-ledley keene

· Dining-Deborah Watkinson

· Information services-Steve Hines

· Admissions-Greg Wilborn

In this context manager will be the team leader and the his roles include

· Guarantee sponsors and management of the organization that the new benefits will reach their expectation and serve employees’ accordingly.

· Ensure completion of the project in time and within the relevant constraints and limits.

· Organizing the team and engaging them in every decision made, at the same time unilaterally unswerving their efforts.

The role of team members will include:

· Pledging their loyalty to their endeavors in order to ensure achievement of their goals within the stipulated period, and

· Offer flexibility in shifts, and working hours.

Schedule

Preceding to the teams initiating the project on January

· The charter will outline projects’ outcomes and parameters, and

· Sponsors will articulate goals of benefits and compensations.

February

· The team will first meet with company’s management and sponsors where they will review, adapt, and approve the charter. Moreover, during this month the team will start to outline the project’s scope.

February-may

· The team will review aspects and competencies that lead to benefit and compensation, in order to design an appropriate program.

June

· The team will present results and recommendations of the system to the company’s management and sponsors.

Communication plan

Project Conditional Report- Team leader and each member will be conscientious to present periodic reports and communication to the sponsors. Moreover, the team will progressively communicate projects’ proceedings and deliverables to the company’s management. The team, sponsors, and company’s management will identify time upon which periodic submission of reports will be mandatory.

Communication outside the Team-there will be verification of team members with the sponsors and each other. They will both assist in the communication and timing of related information within and outside the team for interested members. Frequent information updates will be the team’s ultimate plan. Moreover, in order to help inform the team’s scope of work and projects plan, team members will have to solicit feedbacks, potential issues, and input.

Risks or assumptions

Benefits and compensations usually have challenges. Basing on this principle, the team will try to come up with a comprehensive up-to-date system that addresses different employees need. Factors such as employee job satisfaction might be at play but the management outplays it in favor of improving their benefits and compensations (Hopkins, 2011). The ultimate assumption is that increasing employees benefits and compensations, will improve their level of productivity.

Endorsement statement

There are various processes and measurements to consider while adopting the best benefits and compensation system. Furthermore, the adopted measurements do not dictate the goals of an efficient benefit and compensation program. The major purpose of the system is to offer an unswerving framework of reference during employees’ compensations in the company. The adapted system will address responsibilities in the working environment and workers. The organizations intention is that the team selected to redesign the system will align it with its goal and examine company’s resources.

An example of employees’ total compensation and benefit plan recommended by the team for the year 2014 January

Direct Compensation $38392.16 On the job pay $33401.20 Base Wages $30,000. 50 Overtime $550.00 Company Education $1,400.20 On-call $0.00 Add-on Earnings $0.00 Clinical Ladder $1450.50 Sub Total $33401.20 Paid Time Off $4990.96 Holidays $0.00 PTO $1,543.00 Jury Duty $100.00 Bereavement $3, 347.96 Sub Total $ 4990.96 Direct Compensation $38392.16 Other benefits $8677.95 Profit sharing $660.00 Dental $0.00 Vision $100.00 Disability compensation insurance $400.00 Education Reimbursement $0.00 401(k) $4,300.00 Life Insurance $68.00 Medicare $559.95 Social security $245.00 HSA $0.00 Employee Assistance Program $1,345.00 Appreciation $250.00 Flexible Expenditure Account $750.00 Other benefits total $8677.95 Total compensation package $47,070.11

Direct compensation is the monthly salary an employee receives. An employee’s direct compensation might include company education, and overtime depending on their statues of employment. Paid time off identifies the significance of offering leave programs, which support between personal life and work. It includes aspects such as holidays, bereavement, and PTO. They vary according to the eligibility and length of service requirements. Moreover, on the job pay is paid for any time spent at work, which includes corporate bonuses (Caruth and Handlogten, 2001).

Work breakdown structure

It represents 100% work required to complete the system. Moreover, each constituent symbolize a single deliberate (Haugan, 2002). 

		Duration	predecessors
1	Project Initiation
1.1	Developing situational analysis	5 days	1.1.1
1.2	Developing plans goal	2 days	1.1.2
1.3	Developing deliverables	10 days	1.1.3
1.4	Developing plans and guidance of the process	2 days	1.1.4
1.5	Developing scope	5 days	1.1.1.1
1.6	Developing schedule	6 days	1.3
1.7	Developing communication plan	15 days	1.1.7
1.8	Developing endorsement statement	10 days	1.8
2	Project execution	25 days
2.1	Analysis Phase	8 days	2.1
2.2	Design Phase	9 days	2.1
2.3	Validation Phase	10 days	2.3
2.4	Deployment phase	17 days	2.4
2.5	Completion Phase	2 days	2.5
3	Project closeout	1 day	3.1.1

References

Caruth, D. L., & Handlogten, G. D. (2001). Managing compensation (and understanding it too): A handbook for the perplexed. Westport, CT: Quorum Books.

Griffin, R. W., & Moorehead, G. (2012). Organizational behavior: Managing people and organizations. Mason, OH: South-Western/Cengage Learning.

Haugan, G. T. (2002). Effective work breakdown structures. Vienna, Va: Management Concepts.

Hopkins, B. R. (2011). The law of tax-exempt organizations. Hoboken, NJ: J. Wiley.