Total Rewards

Total rewards includes various components that are essential to the employee's well-being. It is important to promote your employer brand in order to attract the best talent.

Total Rewards Consulting Services

Service and Intervention Models

All of the services offered by Lussier Dale Parizeau can be offered as a specific consulting mandate, interim management or by total or partial outsourcing of your human resources activities.

Base Pay and Salary Structure

Creating competitive and flexible salary structures that adapt to the reality of your organization allowing you to attract, motivate, develop and retain qualified and high performing employees.

Bonus Plan and Incentive

Designing short and long term incentive plans that complete your global offer and support the attainment of your strategic objectives.

• Defining the objective of the program
• Identifying the components of the program (individual and collective performance)
• Selecting key performance indicators to be measured and recognized
• Determining specific objectives
• Deciding on the frequency of payments (annual, quarterly, monthly)
• Ensuring the competitiveness of your global offer in terms of direct remuneration
• Establishing and documenting eligibility rules
• Planning information sessions, creating reference documents, etc.
• Administering budget planning, calculation and individual payments

Creating a bonus structure to recognize specific situations:

• Project recognition plan
• Temporary assignment payment
• Evening shift, night shift premium

Pay Equity Compliance

Review of your situation with respect to the requirements of the Pay Equity Act. Conducting the initial or maintenance exercise to ensure your organization’s legal compliance.

• Evaluating each role (relative value based on a matrix of prescribed factors and sub-factors)
• Creating job classes
• Identifying gender predominance
• Estimating wage gaps
• Posting results
• Determining and paying adjustments where applicable
• Publishing the employer’s annual report on pay equity (DEMES)
• Periodical evaluation/review

Performance Management and Salary Review

Creating tools to assess, in a structured manner, the performance of each member of your team in order to determine their merit increase.

• Determining the program objective and strategic directions for managing performance
• Establishing a budget dedicated to this exercise
• Designing a performance management tool
• Identifying program components (manager’s assessment, self-assessment, assessment by     internal and/or external clients)
• Selecting key performance indicators (competencies, objectives, development)
• Creating a matrix in order to link performance, current salary and desirable increase
• Establishing and documenting eligibility rules
• Planning information sessions and creating reference documents, etc.
• Administering budget planning, calculation and individual payments

Market Competitiveness Assessment

Benchmarking studies and recommendations related to the competitiveness of the various components of your compensation package.

• Using general surveys or creating customized closed surveys
• Diagnosis of existing compensation programs and policies
• Adjustment recommendations
• Simulations of costs for the organization and individual impacts
• Supporting change management

Simulation Tools and Budget Planning

Implementation of management tools that will allow you to plan in advance the financial impact related to direct or indirect compensation in your organization and which may result from internal or external factors.

• Calculating the financial impact of the minimum wage increase
• Determining your annual salary review budget
• Establishing your budget in relation to the bonus
• Calculating the financial gains to be achieved in an overhaul
• Providing support during collective agreement negotiations

Compensation Policies

Defining a compensation strategy and guiding principles that will link your business goals to the management of your human resources.

• Determining your strengths and financial capacity
• Identifying the distinctive elements to invest in
• Implementing the programs that will support your directions
• Communicating and publicizing the benefits offered to your employees and potential


Implementation of a strategy and communication tools that promote the investments
made in your human resources and that will allow you to distinguish yourself in order
to attract, motivate, develop and retain qualified and efficient resources.

• Creating an individual global compensation statement (your global offer)
• Implementing specific documentation for each of the programs and benefits offered
• Creating a reference document that presents all the advantages offered by your organization
• Establishing an annual communication schedule that will individually target each of
the programs offered.


Understanding the basics of Total Rewards.

• Concepts and the importance of internal, external and individual equity
• Basic principles of a salary structure
• Elements of an effective bonus plan
• The Pay Equity Act: Your Obligations
• Job Evaluation
• Structuring an effective performance evaluation and annual salary review process

Daily Administration

Varied support in connection with individual situations and involving compensation components.

• Determining guidelines and conditions applicable when establishing a severance package
• Establishing a salary upon promotion
• Support in hiring negotiations and creation of the offer
• Retaining a high-potential, key employee