About
Schuster-Zingheim
and
Associates, Inc. |
|
SZA Services
|
Consulting
services to design performance-based pay and reward solutions to enhance
business results.
We are a compensation and total rewards
consulting firm—we customize pay and total rewards solutions that will engage the
workforce and make them stakeholders in creating organizational success.
Our services include total
rewards strategies, variable pay and
incentives, base pay
(including skill and job-based and salary management), program
evaluation, executive
compensation, performance
management, sales
compensation, recognition and
celebration, custom
surveys, workforce
involvement, and two-way
communications...read
more
|
SZA
Consultants |
The Schuster-Zingheim and Associates,
Inc. team (Pat
Zingheim and Jay Schuster) has
been in business together more than 25 years, serving
many clients, speaking to business organizations, and writing books and
articles...read
more
|
WorldatWork’s 2006
Keystone Award Winners |
Pat Zingheim and Jay Schuster are the recipients of WorldatWork’s 2006
Keystone Award, the highest award offered by our profession, for our
contributions to the total rewards profession’s body of knowledge. We
join only 19 other recipients in earning this honor...read
more
|
|
|
The
Latest... |
Competencies
Replacing Jobs as the Compensation/HR Foundation
From WorldatWork
Journal, 3rd Quarter 2009: "Competencies Replacing Jobs
as the Compensation/HR Foundation" by Patricia K. Zingheim
and Jay R.
Schuster
Twenty
large, publicly traded, private, nonprofit and governmental
organizations replaced jobs with people’s competencies and
skills as the foundation for HR practices. This paper shares what
they did, why, and how it worked in the words of senior-leadership
team members. As competencies and the people who possess them
became the center of their HR programs, the study organizations
reported a significant improvement in their ability to engage,
communicate with, develop, provide career growth for and reward
their workforce. All but one of the 20 study organizations use a
scorecard to evaluate an individual’s competencies, and all but
two organizations use competencies to determine pay.
Read
the article (pdf)...
|
Compensation,
Reward and Retention Practices in Fast-Growth Companies
From WorldatWork
Journal, 2nd Quarter 2009: "Compensation, Reward and
Retention Practices in Fast-Growth Companies" by Patricia K. Zingheim
and Jay R.
Schuster of Schuster-Zingheim and Associates, Inc. and Marvin G. Dertien
of ERI Economic Research Institute
The
study featured in this article by Pat Zingheim and Jay Schuster
with Marvin Dertien of ERI Economic Research Institute (published
in in the 2nd Quarter
2009 WorldatWork Journal) provides
insight into how top executives of fast-growth companies have
managed the transition from startup to sustained fast growth from
the standpoint of talent-management strategies, practices and
programs. Interviews with members of senior-leadership teams were
used to learn how these successful companies have moved beyond
startup. The leadership challenge is to sustain business growth
and success while stabilizing a workforce of high-performing key
talent who possess the company’s core competencies. These
fast-growth companies have chosen an integrated view of total
compensation and total rewards, including training, development
and career opportunities. They customized their performance-based
compensation approaches.
Read
the article (pdf)...
|
New
Incentive and Performance Management Metrics
From WorldatWork
Journal, 4th Quarter
2007: "Measuring and Rewarding Customer Satisfaction,
Innovation and Workforce Engagement" by Patricia K. Zingheim
and Jay R.
Schuster
SZA's study of America’s fast-growth technology companies
indicates that new measures and goals are being deployed to meet
challenging times. Pat Zingheim and Jay Schuster’s new study
(published in the 4th Quarter 2007 WorldatWork Journal) suggests that
top-performing companies are adding new metrics to incentives and
performance management, namely:
-
Customers
-
Innovation
-
Workforce
engagement
This
is the first evidence of new measures and goals being used by
top-performing companies. The attached article may help you in
2008 and beyond refocus and revitalize incentive plans from top to
bottom.
Read
the article (pdf)...
|
Retaining
Scarce, Critical Talent
From HR Pulse, American
Society for Healthcare Human Resources Administration (ASHHRA),
Fall 2008: "Retaining Scarce, Critical Talent: How the Best
Health Care Organizations Do It," by Patricia K. Zingheim
and Jay R.
Schuster
How
do the best health care organizations attract and retain scarce
and critical employees? A research study queried 21 leading
organizations to find out. Get the results here...
Read
the article (pdf)...
|
MWorld
Article:
Managing Total Compensation to Achieve Multiple Objectives
MWorld,
one of American Management Association’s largest subscription
leadership publications, published Pat Zingheim and Jay Schuster’s
article, "Managing Total Compensation to Achieve Multiple
Objectives," that addresses the challenging and perplexing
issue of the role pay might play in communicating to the
multi-generational workforces organizations are challenged to
retain and engage. Review the article here, and we would
appreciate any comments you care to share.
Read
the article (pdf)...
|
Revisiting
Effective Incentive Design: Still the Major ROI Reward Opportunity
From WorldatWork
Journal, First Quarter 2005: "Revisiting Effective
Incentive Design: Still the Major ROI Reward Opportunity," by Patricia K. Zingheim
and Jay R.
Schuster
This
award-winning article provides practical and usable principles of
incentive design and the issues to address for effective incentive
design. This how-to article includes examples of how organizations
have addressed the design issues and can serve as a framework for
both designing new incentive plans and evaluating current
incentive plans...
Read
the article (pdf)...
|
Developing
Total Pay Offers for High Performers
From Compensation
& Benefits Review, July/August 2008: "Developing
Total Pay Offers for High Performers," by Patricia K. Zingheim
and Jay R.
Schuster
Recruiting
and retaining employees who perform in the top 20% require astute
management from total rewards professionals...
Read
the article (pdf)...
|
Workforce
Retention, Pay and Rewards Practices in Tough-Market Cities:
Implications for Public-Sector Organizations
From WorldatWork
Journal, Fourth Quarter 2008: “Workforce Retention, Pay and
Rewards Practices in Tough-Market Cities: Implications for
Public-Sector Organizations” by Patricia K. Zingheim and Jay R.
Schuster
SZA’s
study of 20 fast-growth cities provides insights into how
public-sector organizations facing challenges in attracting and
retaining scarce talent have developed five types of solutions and
have taken actions to build and reinforce performance-based pay
that enables them to retain, pay and reward scarce talent...
Read
the article (pdf)...
|
Workforce
Retention and Pay and Reward Practices in America's Best Hospitals
From WorldatWork
Journal, 2nd Quarter 2008: "Workforce Retention and Pay
and Reward Practices in America’s Best Hospitals" by Patricia K. Zingheim
and Jay R.
Schuster
SZA's study of some of the best U.S. hospitals shows what they are
doing to attract and retain scarce medical and technology talent.
Pat Zingheim and Jay Schuster’s article (published in the 2nd
Quarter 2008 WorldatWork Journal that suggests “best
practice” of top performers is different from “prevailing
practice” of hospitals in general.
Sample
findings include the following:
-
Expanded
use of variable pay based on clinical and patient metrics
-
Pay
and rewards focused on skills and competencies at the core of
hospital excellence
-
Total
rewards model changed to focus on talent upon whom the
hospital relies for operational and patient care excellence
If
you are an organization even outside healthcare with scarce
dollars but a specialized need for essential talent, this article
may be of interest. It provides a building block to the design of
retention, pay and reward programs for hospitals to consider.
Read
the article (pdf)...
|
HCI
Audio
Interview: Pat Zingheim & Jay Schuster
Listen
to an audio interview of Pat and Jay by the Human Capital
Institute (HCI). Featured in the HCI March issue of Rewards
& Incentives Magazine and based on February HCI
Webcast of Pat and Jay, "The
Buck Stops Here: Execution of Performance Incentives."
Listen
to the interview...
|
Pay
for Performance--An Essential Tool in a Down Economy
Webinar
with
Pat Zingheim and Jay Schuster
Visit
WorldatWork for more information
More
information...
|
Can
Base Pay Really Reward Performance? Yes, It Can!
Webinar
with
Pat Zingheim and Jay Schuster
Visit
WorldatWork for more information
More
information...
|
Article
Award
Jay Schuster and
Pat Zingheim's article with co-author Paul Weatherhead of the U.S.
Postal Service, "Pay
For Performance Works: The United States Postal Service
Presents a Powerful Business Case" published in WorldatWork Journal (First
Quarter 2006) won an Honorable Mention award announced by Bob King,
Editor of WorldatWork Journal, on May 8, 2007.
Read
more...
|
|
|
|
|