1. "We are losing people to competitors and have heard that compensation may be contributing to our high turnover."
2. "Our end-of-year discussions about distributing the partner bonus pool are always very contentious."
3. "We are not sure that we are driving the right behaviors to grow the business for the long-term."
4. "Our pay system is too complicated – people don’t understand how the program works."
5. "Partners suspect we are overpaying business developers who are invited in to help close business rather than originate new client assignments."

ThreePoint Consulting uses a simple design thinking process: fully understand the problem; involve users; develop a range of solutions; proto-type, test and iterate; and implement. We bring clarity and fact-based recommendations across these service offerings to guide clients through making decisions and implementing change.

Our Professional Services clients benefit from the following areas of expertise:

• Partner compensation plan redesign
• Professional pathways for both associates and partners aligning expectations and compensation
• Business developer sales compensation plans
• Competitive pay benchmarking for consultant and staff roles
• Admission of new partners and linking rewards for retiring partners to sustained firm value
• Change management and implementation

1. "We need to attract and retain high quality teachers, principals and administrators."
2. "We want to evaluate our teachers’ performance in a fair and effective manner."
3. "We have limited resources to reward our people and want to make sure we’re spending our dollars wisely."
4. "We want to design a compensation system that incorporates some element of teacher contribution, but we don’t know where to begin."
5. "We want the board to understand how teacher salaries compare to the local market and increase pay system transparency where it makes sense".

ThreePoint Consulting uses a simple design thinking process: fully understand the problem; involve users; develop a range of solutions; proto-type, test and iterate; and implement. We bring clarity and fact-based recommendations across these service offerings to guide clients through making decisions and implementing change.

Our Education clients benefit from the following areas of expertise:

• Compensation philosophy
• Competitive salary and total compensation benchmarking for teachers and staff
• Salary structure redesign for teachers
• Professional pathways for teachers aligning what matters most at the school and sustained contribution
• Change management and implementation

Teachers matter. The best way to improve student learning is to make sure there is a high-quality teacher in every classroom.

Differentiated pay. Rewarding teachers who grow professionally and contribute the most to a school's positive performance and culture is the right answer for some organizations.

Transparency and fairness are critical. To be successful, a new compensation system must be clearly understood and considered fair by all parties. Ideally, teachers, principals and other stakeholders should participate in the design of any new compensation system.

Instructional leaders play a critical role. Instructional leaders must have the tools, capabilities and will to fairly evaluate teacher performance. However, total responsibility for evaluation should not reside solely with the instructional leader. Other administrators and teacher leaders should also play a role.

Compensation is just one piece of the puzzle. Educators want to be paid fairly. Non-financial rewards such as a positive school culture, effective school leadership, meaningful feedback, opportunities for professional development and a sense of purpose, autonomy and mastery, are all critically important.

1. "Our current bonus plan does not have any component of individual performance – we want to move away from a profit-sharing approach but think measuring individual performance might be too difficult."
2. "Our phantom equity plan does not fully align the interests of executives and shareholders – changes in our business strategy, leadership team and in the external market have not been adequately reflected in long-term incentives."
3. "Our sales professionals are not focusing on the types of things we need to do – we think our compensation plan may be sending mixed messages."
4. "Our performance targets always seem to miss the mark – either they are too easy or too difficult given the circumstances that unfold during the year."

ThreePoint Consulting uses a simple design thinking process: fully understand the problem; involve users; develop a range of solutions; proto-type, test and iterate; and implement. We bring clarity and fact-based recommendations across these service offerings to guide clients through making decisions and implementing change.

Our Private-Company clients benefit from the following areas of expertise:

• Compensation philosophy
• Competitive salary and total compensation reviews
• Annual incentives
• Long term incentives, including phantom equity plans
• Change management and implementation