Pay that is competitive, fair and defensible. Nevada Association of Employers (NAE) helps employers benchmark salaries against current market data and fix pay compression before it costs you your best people.
Compare your pay for each job with what similar employers pay for similar work, by location and industry, and build salary ranges you can stand behind.
Find where new hires earn close to experienced employees or supervisors earn little more than their teams, and get a plan to fix it.
Pay compression happens when the pay gap between employees with different experience, skill or responsibility shrinks or disappears. It often follows years of small raises while starting pay in the market climbs.
Signs include new hires starting near what tenured staff earn, supervisors earning little more than the people they supervise once overtime is counted, and turnover among long-tenured, high performers. Nevada’s daily overtime rule for employees paid under $18.00 an hour can widen the gap between hourly staff and their supervisors, so NAE looks at total pay, not just base rates.
A salary benchmarking or compression review is especially valuable when your organization is:
Benchmarking pairs well with job description updates and a broader HR audit.
Strategy depends on day-to-day HR done well. NAE can also help employers with hands-on support, quick answers, and compliance resources.
✓ Need quick answers to HR questions? Use the NAE HR Hotline
✓ Need hands-on HR help? Get an HR Assistant
✓ Want a complete outsourced option? Explore Outsourced HR Services
NAE membership connects Nevada employers with HR expertise, training opportunities, and ongoing HR resources designed to support their organizations year-round.
Member benefits include discounted training programs, educational resources, HR support, compliance information, and access to additional employer services.
Salary benchmarking compares what you pay for each job with what similar employers pay for similar work, using market survey data matched by duties, level, location and industry.
Usually starting pay in the market rises faster than raises for current employees. Minimum wage changes, tight labor markets and overtime for hourly staff can all add to it.
Many employers review pay once a year before setting raise budgets, and again for key jobs when hiring gets harder or turnover rises.
Membership includes the HR Hotline, discounted training, compliance resources and more. Annual membership is $1,595 for employers with fewer than 150 Nevada employees and $2,395 for 150 or more. See membership benefits
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