fastcat phase ii - chau p. tran's...

FASTCAT PHASE IIMNGT 433-Compensation & Benefits

4/22/2014Logical Thinkers Consulting Company

Damian MalagariKerry AhearnMelissa HeklNgoanPhanChau Tran

Table of ContentsEXECUTIVE SUMMARY.............................................................................................................................3

RECOMMENDED STRATEGY FOR EXTERNAL COMPETITIVENESS.....................................4

Best Alternatives for FastCat............................................................................................................ 4

Pay Level and Mix of Forms...............................................................................................................4

Integrating the External and Internal Structure......................................................................5

Preliminary Ideas...................................................................................................................................5

SURVEY DESIGN OF TOTAL COMPENSATION OF FASTCAT’S COMPETITORS...............6

Selecting Benchmarks and Matching With FastCat Jobs.......................................................6

Selecting Competitors in FastCat’s External Market..............................................................6

Analyzing the Data: Deciding What Forms to Compare........................................................7

Analyzing the Data: Adjusting for Aging...................................................................................11

Evaluating the Regression Line and the Fit Between FastCat and the Market........15

FASTCAT’S PAY POLICY LINE.............................................................................................................19

INTEGRATING INTERNAL AND EXTERNAL STRUCTURES...................................................20

Bands and Zones..................................................................................................................................20

Overlapping............................................................................................................................................21

EVALUATING THE RESULTS...............................................................................................................21

Description of Analysis.....................................................................................................................24

FastCats’ Strategy and Rationale to Lag Pay Levels.............................................................25

2

EXECUTIVE SUMMARY

Our Proposal for FastCat’s compensation system in Phase II focuses on the base pay as

well as providing incentives. In order to maintain its competitiveness in the industry,

FastCat should lag the market. They must ensure their pay structure is strategically

differentiated within the marketplace. The appropriate pay structure and compensation

plan will help FastCat strengthen employee retention and increase productivity through

incentives, rewarding performance, and employee engagement. FastCat’s success will be

determined by its ability to balance the pay structure with firm profitability. We

recommend FastCat use bands and zones because of the goal established in Phase I to be

a more egalitarian organization.

3

RECOMMENDED STRATEGY FOR EXTERNAL COMPETITIVENESS

Best Alternatives for FastCat

When determining a new compensation strategy for FastCat, we decided the best option

would be a job-based structure because it aligns most appropriately with FastCats’ new

mission towards “A Partnership for Success.” Phase II is all about focusing on our

internal pay structure and measuring the similarities in comparison to our external

competitors. As discussed earlier, the easiest way to figure out a pay structure is to

compare our pay structure to outside companies. We will compare our base pay to what

other companies in the industry pay for similar job positions.

Pay Level and Mix of Forms

FastCat needs to cut some of its costs. We recommend that the company lag the market in

order to save money. Since FastCat is unable to meet the market in base salaries, the

organization should consider offering bonuses or non-monetary benefits for employees.

These will work as incentives for employees to work harder as well as help with

employee retention.

The compensation plan will be a mix of base salary, bonuses, and benefits. FastCat is a

highly innovative company and should pay for performance. Bonuses should be offered

for exemplary performance where employees show an opportunistic mindset,

imagination, and initiative to create value from the given resources. This will keep

employees motivated and improve FastCat processes.

4

Integrating the External and Internal Structure

Integrating FastCats’ pay structure with its external competitors would be best done by

implementing Bands and Zones instead of the alternative of Grades and Ranges. We

chose this method since the focus is on a more egalitarian structure. FastCat will be able

to control compensation while allowing for opportunities to reward employees for

individual performance. Banding attempts to collapse hierarchy into fewer salary ranges

with wider range spreads.

Preliminary Ideas

The main objective when looking at external competitiveness is to control cost, increase

revenue, and attract and retain employees. FastCat’s ratio of revenue to labor costs has

been decreasing for the past two years and our job is to turn that around. We recommend

to lag the market so that FastCat incurs less labor costs each year. In addition, we will

add incentives, non-monetary benefits, bonuses, and stock options in order to increase

productivity and motivate employees to be as innovative and creative as they can.

FastCat’s mission statement focuses on innovation and teamwork and we believe the

incentives we suggest will offer enough to retain and motivate FastCat’s valued

employees.

5

SURVEY DESIGN OF TOTAL COMPENSATION OF FASTCAT’S COMPETITORS

Selecting Benchmarks and Matching With FastCat Jobs

When selecting the benchmark jobs we decided to compare jobs that are most similar to

FastCat’s. We used three from each job category (support, managerial, technical, and

marketing), which were the highest, middle, and lowest positions. After choosing these,

we read each job description included in the survey. From this, we matched each of the

12 FastCat jobs by focusing on the tasks included in the descriptions, the skills they

should possess to complete these tasks, and the education and experience typically

required. Table 1 shows the FastCat jobs with their point values and the benchmark jobs

we felt were most similar.

Table 1: FastCat Benchmarks

FastCat Job Point Value Survey JobSenior Fellow 400 Engineering Manager 3

Software User Interface Architect

370 Engineer 4

Software Developer 355 Engineer 3Graphics Designer 340 Marketing Manager 1

Administrative Leader 340 Office Support 6Software Solutions Consultant 295 Marketer 4

Quality Assurance Analyst 265 Technician 4Green Guru 260 Office Support 5

Project Support Assistant 215 Office Support 3Marketing Support 200 Marketer 1

Technician 180 Technician 2Administrative Aid 145 Office Support 2

6

Selecting Competitors in FastCat’s External Market

FastCat is a software company specialized in providing healthcare support to small and

medium sized medical facilities. Its objective is to “provide the right information to the

right people at the right time to ensure the right care”. Healthcare Support is an industry

with medium to high entry barriers and rivalry and has around 150 employees, which is

considered a small firm. FastCat’s goal is to become a well known software company.

For these reasons, we checked the 60 companies included in the survey to conduct the

comparison. We chose the companies that were most similar to FastCat, which included

both software and computer hardware companies that develop medical software, as well

as web-based IT solutions and B2B software that support the healthcare field. Table 2

shows the 14 companies we chose to compare to FastCat along with their current

compensation features.

Table 2: External Competitors

Company #

Industry Size Base/Total Comp

Benefits/Base Stock/Base

Bonus/Base

4 Software Medium 87% 14% 0% 0%10 Software Medium 87% 14% 1% 0%14 Software Medium 80% 20% 0% 5%23 Software Small 80% 80% 13% 2%25 Software Medium 83% 83% 6% 3%33 Software Medium 72% 8% 20 12%43 Cptr/hdw Medium 83% 13% 3% 3%46 Software Small 83% 12% 7% 4%47 Software Medium 79% 14% 5% 8%48 Cptr/hdw Small 80% 15% 4% 5%53 Software Small 62% 10% 47% 4%54 Software Small 78% 13% 15% 0%55 Software Small 60% 12% 48% 7%60 Software Medium 85% 10% 3% 4%

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Analyzing the Data: Deciding What Forms to Compare

When matching the external competitors data to FastCats’ compensation, we were able to

determine which job positions to use as benchmarks by analyzing the mean salary for

each position. This data includes base salary, total cash, total compensation, bonuses, and

stock options. Our data is presented in Tables 3-6 and represents salary information for

small and medium software and computer hardware companies. We used the mean base

salary as our compensation metric because we wanted each salary to be evenly weighted

instead of weighting the salaries by the size of the company.

Table 3: Software - Medium

Benchmark Job

FastCat Job Base Salary Total Cash Total Comp

Bonus Stock Options

Engineering Manager 3

Senior Fellow $153,522.09 $175,220.79 $229,232.34 $24,365.16 $46,236.00

Engineer 4 Software User Interface Architect

$96,012.88 $99,807.45 $115,218.05 $8,673.36 $15,531.61

Engineer 3 Software Developer

$82,791.43 $85,551.47 $98,279.20 $6,424.55 $7,885.31

Marketing Manager 1

Graphics Designer

$99,952.94 $104,980.62 $120,156.35 $6,523.70 $6,750.94

Office Support 6

Administrative Leader

$51,589.21 $53,366.31 $61,498.68 $2,733.76 $$557.89

Marketer 4 Software Solutions Consultant

$96,992.41 $103,435.67 $115,111.44 $9,661.38 $3,815.00

Technician 4 Quality Assurance Analyst

$43,837.33 $46,167.72 $54,983.35 $3,435.48 $2,448.72

Office Support 5

Green Guru $48,769.18 $49,648.94 $58,300.74 $2,396.60 $485.00

Office Support 3

Project Support Assistant

$38,367.95 $39,103.62 $46,103.23 $1,002.18 $511.11

Marketer 1 Marketing Support

$53,755.43 $58,034.93 $65,803.57 $8,559.00 $4,100.00

Technician 2 Technician $29,805.35 $30,859.57 $37,496.81 $1,464.40 $2,122.22Office Support 2

Administrative Aid

$31,442.47 $31,972.52 $38,994.04 $766.52 $1,005.88

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Table 4: Software - Small

Benchmark Job

FastCat Job Base Salary

Total Cash Total Comp

Bonus Stock Options


Senior Fellow $170,286.63 $191,412.63 $366,385.77 $42,252.00 $324,600.00


$106,939.95 $114,385.07 $146,662.66 $15,795.38 $45,935.71


$87,139.29 $90,512.15 $110,863.70 $8,086.50 $25,057.14

Marketing Manager 1

Graphics Designer

$124,124.20 $133,854.87 $225,786.82 $9,730.67 $117,550.00

Office Support 6


$54,582.08 $55,242.08 $87,165.51 $1,320.00 $21,750.00


$120,734.86 $121,499.98 $145,832.83 $2,524.90 $15,378.57


$41,591.85 $43,380.19 $56,715.36 $2,682.50 $16,300.00

Office Support 5

Green Guru $52,240.37 $52,240.37 $61,389.68 None $550.00

Office Support 3


$45,674.85 $46,263.85 $53,558.97 $589.00 None


N/A N/A N/A N/A N/A

Technician 2 Technician $36,137.50 $36,509.25 $42,793.34 $743.50 NoneOffice Support 2

Administrative Aid

$39,117.00 $39,557.88 $46,959.11 $543.25 3,600.00

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Table 5: Computer Hardware - Medium

Benchmark Job



Bonus Stock Options


Senior Fellow N/A N/A N/A N/A N/A


$102,802.97 $106,771.45

$118,437.86 $3,968.48 None


N/A N/A N/A N/A N/A

Marketing Manager 1

Graphics Designer

$115,909.87 $127,399.47

$150,385.05 $14,362.00 $55,300.00

Office Support 6


N/A N/A N/A N/A N/A


N/A N/A N/A N/A N/A


$46,421.20 $48,575.77 $58,492.36 $2,154.57 $4,900.00

Office Support 5

Green Guru $62,445.60 $66,617.10 $82,823.29 $4,171.50 $4,000.00

Office Support 3


N/A N/A N/A N/A N/A


$70,898.87 $75,020.72 $83,882.18 $4,121.86 None

Technician 2 Technician N/A N/A N/A N/A N/AOffice Support 2

Administrative Aid

N/A N/A N/A N/A N/A

Table 6: Computer Hardware - Small

10

Benchmark Job


Total Cash

Total Comp

Bonus Stock Options




$81,958.13 $88,935.04 $105,108.20 $6,976.92 $9,433.33


$69,409.59 $74,428.47 $90,635.77 $5,018.88 $6,742.86

Marketing Manager 1

Graphics Designer N/A N/A N/A N/A N/A

Office Support 6


$50,231.13 $50,865.38 $58,062.88 $634.25 $500.00


N/A N/A N/A N/A N/A


N/A N/A N/A N/A N/A

Office Support 5

Green Guru N/A N/A N/A N/A N/A

Office Support 3


$39,059.48 $39,558.98 $45,956.06 $499.50 None

Marketer 1 Marketing Support N/A N/A N/A N/A N/ATechnician 2 Technician N/A N/A N/A N/A N/AOffice Support 2

Administrative Aid

$32,628.18 $33,048.78 $38,879.30 $420.60 None

Analyzing the Data: Adjusting for Aging

Tables 3-6 above show salary data for the past six months. In order to create a new pay

structure system for FastCat to use in the future, we aged our data to determine what

salary figures would look like down the road in comparison to our external competitors.

We decided to age our data 5% because according to the compensation textbook, on

average, the data should be increased by 5% every year to accurately show aging

statistics. Tables 7-10 display our aged data for software and computer/hardware small

and medium companies. After analyzing our results with a percentage increase, the base

salaries range anywhere from a $2,500 to over $6,000 increase.

Table 7: Software - Medium Aged

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Benchmark Job



Bonus Stock Options


Senior Fellow $161,198.19 $182,896.89

$236,908.44 $24,365.16 $46,236.00


$100,813.53 $104,608.09

$120,018.69 $8,673.36 $15,531.61


$86,931.00 $69,691.04 $102,418.77 $6,424.55 $7,885.31

Marketing Manager 1

Graphics Designer

$104,950.59 $109,978.27

$125,154.00 $6,523.70 $6,750.94

Office Support 6


$54,168.67 $55,945.77 $64,078.14 $2,733.76 $557.89


$101,842.03 $108,285.29

$119,961.06 $9,661.38 $3,815.00


$46,029.19 $48,359.58 $57,175.22 $3,435.48 $2,448.72

Office Support 5

Green Guru $51,207.64 $52,087.40 $60,739.20 $2,396.60 $485.00

Office Support 3


$40,286.35 $41,022.02 $48,021.62 $1,002.18 $511.11


$56,443.21 $60,722.71 $68,491.35 $8,559.00 $4,100.00

Technician 2 Technician $31,295.62 $32,349.84 $38,987.07 $1,464.40 $2,122.22Office Support 2

Administrative Aid

$33,014.60 $33,544.64 $40,566.16 $766.52 $1,005.88

Table 8: Software - Small Aged

12

Benchmark Job



Bonus Stock Options


Senior Fellow 178,800.96 199,926.96 374,900.10 42,252.00 324,600.00


112,286.95 119,732.07 152,009.65 15,795.38 45,935.71


91,496.25 94,869.11 115,220.67 8,086.50 25,057.14

Marketing Manager 1

Graphics Designer

$130,330.41 $140,061.08 $231,993.03 $9,730.67 $117,550.00

Office Support 6


$57,311.18 $57,971.18 $89,894.61 $1,320.00 $21,750.00


$126,771.60 $127,536.72 $151,869.58 $2,524.90 $15,378.57


$43,671.45 $45,459.78 $58,794.95 $2,682.50 $16,300.00

Office Support 5

Green Guru $54,852.39 $54,852.39 $64,001.69 None $550.00

Office Support 3


$47,958.59 $48,547.59 $55,842.71 $589.00 None


N/A N/A N/A N/A N/A

Technician 2 Technician $37,944.38 $38,316.13 $44,600.22 $743.50 NoneOffice Support 2

Administrative Aid

$41,072.85 $41,513.73 $48,914.96 $543.25 $3,600.00

Table 9: Computer Hardware - Medium Aged

Benchmark FastCat Job Base Total Cash Total Bonus Stock

13

Job Salary Comp OptionsEngineering Manager 3



$107,943.12 $111,911.60

$123,578.00 $3,968.48 N/A


N/A N/A N/A N/A N/A

Marketing Manager 1

Graphics Designer

$121,705.36 $133,194.96

$156,180.54 $14,362.00 $55,300.00

Office Support 6


N/A N/A N/A N/A N/A


N/A N/A N/A N/A N/A


$48,742.26 $50,896.83 $60,813.42 $2,154.57 $4,900.00

Office Support 5

Green Guru $65,567.88 $69,793.38 $85,945.57 $4,171.50 $4,000

Office Support 3


N/A N/A N/A N/A N/A


$74,433.81 $78,565.67 $87,427.12 $4,121.86 N/A


Administrative Aid

N/A N/A N/A N/A N/A

Table 10: Computer Hardware - Small Aged

Benchmark Job


Total Cash

Total Comp

Bonus Stock Options

14




$86,056.03 $93,032.95 $109,206.10 $6,976.92 $9,433.33


$72,880.07 $77,898.95 $94,106.25 $5,018.88 $6,742.86

Marketing Manager 1

Graphics Designer N/A N/A N/A N/A N/A

Office Support 6


$52,742.68 $53,376.93 $60,574.43 $634.25 $500.00


N/A N/A N/A N/A N/A


N/A N/A N/A N/A N/A

Office Support 5

Green Guru N/A N/A N/A N/A N/A

Office Support 3


$41,012.45 $41,511.95 $47,909.03 $499.50 N/A


N/A N/A N/A N/A N/A


Administrative Aid

$34,259.59 $34,680.19 $40,510.71 $420.60 $34,259.59

Evaluating the Regression Line and the Fit Between FastCat and the Market

Once we completed Tables 7-10, we found regression lines for each. For medium

software companies (shown below in Figure 1), the graph is expressed as y=389.41x+(-

36848.68). As a result, for every job evaluation point added the mean base wage

increases by $389.41, and then $36,848.68 is subtracted. The R-Squared for this graph is

0.676, meaning the accuracy is fairly low. Part of the reason for this may be a result of

the inaccurately matched FastCat jobs to the benchmark jobs. Shown in Table 7, some

positions such as the Software Solutions Consultant have lower JE points but the data

shows they should be paid higher. Either our evaluation of JE points in Phase I were

inaccurate or there may be a better match for the FastCat job. This goes for the other

regression tables R-Squared as well.

15

Figure 1: Regression Graph - Medium Software

Figure 2 shows the regression graph for the small software companies. This graph is

expressed by the equation y=445.01x+(-44180.78). The R-Squared for this graph is even

lower than software medium companies at 0.604.

Figure 2: Regression Graph - Small Software

16

Figure 3 shows the regression graph for medium computer hardware companies. This

graph is expressed y=329.56x+(-10905.09) with an R-Squared of 0.547. This is the least

accurate regression that we found.

Figure 3: Regression Graph - Medium Hardware

17

Figure 4 shown below is for the small computer hardware companies regression. This

graph is expressed y=192.93x+2402.76. This has the most accurate R-Squared of 0.782.

Although this is the highest R-Squared we decided not to use this as the benchmark

because as shown in Table 10, it only has data for a few benchmark positions and we do

not feel it is enough to base our entire pay structure off of.

Figure 4: Regression Graph - Small Hardware

18

FASTCAT’S PAY POLICY LINE

Figure 5 shows FastCats’ two different pay policy lines. The green dotted line is lagging

the market by 5% and the black dotted line is leading the market by 5%. The red line

illustrates the average pay in the market. We decided to use the green dotted line as our

pay policy because we plan to lag the market in salary. We chose this option because

FastCat needs to focus on cutting labor costs and raising production. We did not want to

lag more than 5% because we felt that the employees would not be motivated if it were

any lower. Since we are lagging the market, we plan to give incentives for innovation and

high productivity in order to retain our valued employees.

19

Figure 5: FastCat’s Pay Policy Line - Small Software Companies

INTEGRATING INTERNAL AND EXTERNAL STRUCTURES

Bands and Zones

FastCat should lag the market by 5%. Integrating the pay structure with its external

competitors should be done using bands and zones which are successful in a more

flexible organizations. Although using grades is an easier system to administer, using

broad banding will allow the organization to take advantage of flexibility without

increasing labor costs.

A structure with bands and zones also encompasses pay ranges for specific categories of

jobs based on their individual responsibilities and tasks. For example, for all entry level

positions we would consider and set a specific range of pay, and for a job with increased

responsibility comes a greater pay band. The advantage of choosing this structure allows

20

FastCat to manage and control compensation in the organization while leaving room for

rewarding individual performance.

Overlapping

When one band’s maximum salary overlaps the next band’s minimum salary, the

movement from the first band to the second band has to make sense. We need to be sure

that if the top paid person in the first band is paid more than the minimum paid person in

the next band, they actually deserve to be paid more because of their job requirements.

EVALUATING THE RESULTS

Below (Tables 11-14) are all the options we considered before choosing to use the small

software companies as the benchmark. We took each of the equations that were found in

Figures 1-4 and put in each of the 12 FastCat job evaluation points to find the mean base

wage of each position.

Table 11: Software - Medium

Benchmark Job FastCat Job JE Points Mean Base WageEngineering Manager 1

Senior Fellow 400 $118,915.32


370 $107,233.02

Engineer 3 Software Developer 355 $101,391.87Marketing Manager 1 Graphics Designer 340 $95,550.72Office Support 6 Administrative Leader 340 $95,550.72Marketer 4 Software Solutions Consultant 295 $78,027.27Technician 4 Quality Assurance Analyst 265 $66,344.97Office Support 5 Green Guru 260 $64,397.92Office Support 3 Project Support Assistant 215 $46,874.47Marketer 1 Marketing Support 200 $41,033.32Technician 2 Technician 180 $33,245.12Office Support 2 Administrative Aid 145 $19,615.77

Table 12: Software - Small

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370 $120,472.9


Table 13: Computer Hardware - Medium

Benchmark Job FastCat Job JE Points Mean Base Wage

Engineering Manager 1 Senior Fellow 400 $120,918.91Engineer 4 Software User Interface

Architect370 $111,032.11

Engineer 3 Software Developer 355 $106,088.71Marketing Manager 1 Graphics

Designer340 $101,145.31

Office Support 6 AdministrativeLeader

340 $101,145.31

Marketer 4 Software Solutions Consultant 295 $86,315.11Technician 4 Quality Assurance Analyst 265 $76,428.31Office Support 5 Green Guru 260 $74,780.51Office Support 3 Project Support Assistant 215 $59,950.31Marketer 1 Marketing Support 200 $55,006.91Technician 2 Technician 180 $48,415.71Office Support 2 Administrative Aid 145 $36,881.11

22

Table 14: Computer Hardware - Small




370 $73,786.86


Description of Analysis

Table 15 below displays our pay structure. After comparing all the companies, we

decided to choose small software companies. Table 1 shows what jobs were matched. We

matched the job descriptions in the survey to the FastCat job descriptions. We analyzed

several forms of pay including base salary, total cash, total compensation, bonuses, and

stock options. We used the mean as the compensation metric in order to compare the pay

more accurately. Based on our analysis, some of FastCat’s competitors will be paying

their employees higher because we chose to lag the market.

We initially wanted to lag the market in all jobs by 5%. We chose the line that lags the

average market line because of FastCat’s goal to keep low costs. However, using this line

will make some specific jobs’ pay at FastCat lead the market because the benchmark jobs

were well below the average. FastCat will be able to keep their costs low but maintain

23

employee retention through bonuses, benefits, and other incentives. Bonuses allow the

company to make a one time pay to an employee which is not guaranteed in their salary

every year. With these strategies, we believe FastCat will be capable of maintaining their

position in the market.

Table 15: A Picture of our Pay Structure

Current Job JE Points Average Pay Rate

5% Lag Pay Rate

Senior Fellow 400 $133,823.2 $127,450.67Visionary Champion 385 $127,148.1 $121,093.40Project Leader 385 $127,148.07 $121,093.40Software User Interface Architect 370 $120,472.9 $114,736.10Client Account Leader 360 $116,022.82 $110,497.92Software Developer 355 $113,797.8 $108,378.86Graphics Designer 340 $107,122.6 $102,021.52Administrative Leader 340 $107,122.6 $102,021.52Implementation Consultant 335 $ 104,897.57 $99,902.45Senior Quality Assurance Analyst

325 $ 100,447.47 $95,664.26

Quality Assurance Analyst A 305 $91,547.27 $87,187.88Software Solutions Consultant 295 $87,097.17 $82,949.69Quality Assurance Analyst 265 $73,746.87 $70,235.11Green Guru 260 $71,521.82 $68,116.02Usability Engineer 255 $69,296.77 $65,996.92User Interface Designer 245 $64,846.67 $61,758.73Marketing Service Representative 245 $64,846.67 $61,758.73Training Assistant 245 $64,846.67 $61,758.73Project Support Assistant 215 $51,496.37 $49,044.16Marketing Support 200 $44,821.22 $42,686.88Technician 180 $35,921.02 $34,210.50Administrative Assistant II 170 $31,470.92 $29,972.30Travel Coordinator 160 $27,020.82 $25,734.11Administrative Aid 145 $20,345.67 $19,376.83

FastCats’ Strategy and Rationale to Lag Pay LevelsSince our strategy focuses on keeping costs low, we suggest FastCat offer other

incentives to increase productivity on top of the salaries. Some of the options include,

bonuses, non-monetary benefits, and stock options. For example, stock options can be

24

helpful because employees who own stock may be motivated to be more productive in

order to keep the stock price rising.

The objectives set in Phase I focus on an internally aligned job-based pay structure

including:

· Promoting from within

· Demand for greater efficiency and increased productivity

· Improving employee relationships

· Improving workflow between different departments

· Constantly highlight creative ideas

· Stress the importance of communication and employee engagement

FastCat recently switched from a hierarchal structure to a more flat internal organization

that focuses on the involvement of its employees. “A Partnership for Success” is

FastCat’s mission. It mainly focuses on customer and employee satisfaction by providing

value and encouraging innovation. The compensation system should be a source of

sustainable competitive advantage in order to be successful in the industry. Our proposed

internal structure integrates creativity and teamwork.

FastCat’s new approach to exceeding consumer expectations will need to involve

introducing new offerings to existing customers, reaching out to new healthcare

participants, and expanding FastCat globally. This compensation plan must motivate

employees to increase productivity and keep them committed to achieving their overall

mission towards success. Combining these values with the suggested pay structure, we

believe FastCat will have the tools for success.

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