Our
Projects
|
 PUBLIC
SECTOR CLIENTS
Arlington County, Virginia
City of Hyattsville, Maryland
University of Maryland, Baltimore
Fairfax County, VA
Town of West Point, VA
|
NONPROFIT
SECTOR CLIENTS
Catholic Diocese of Arlington
Palo Alto Institute for Research and Education (PAIRE)
Direct Selling Association
DuPont Fibers Federal Credit Union
LifeNet Health
NAFSA Association of International Educators
Prince William Hospital
Steininger Behavioral Care Services
Veterans Medical Research Foundation
Virginia United Methodist Homes, Inc.
|
PRIVATE
SECTOR CLIENTS
Europ Assistance USA
|
|
PUBLIC
SECTOR CLIENTS
|
|
Fairfax
County, VA
A
county government
Conducted
classification study for 40 positions in one agency to determine
whether current job duties were consistent with class specifications.
Conducted individual interviews with jobholders and their supervisors.
Prepared and presented written report of findings and recommendations.
We
were extremely impressed with Karen's ability to get to the heart
of the most complex organizational issues. Her considerable knowledge
of public sector organizations enabled her to move quickly on this
classification study that so that we could focus our efforts on
more strategic areas. At the project's conclusion, she took the
time to ensure that everyone at the table felt satisfied with the
outcome
Project Manager, |
| Department
of Human Resources, Compensation & Workforce Planning |
Town of West Point, VA
A municipal
government
Created job description questionnaire
for completion by the Town’s employees. Wrote job descriptions
for each position, including essential and marginal functions, education
& experience requirements, physical and environmental conditions,
in compliance with contemporary HR practice and applicable laws.
|
|
|
PRIVATE
SECTOR CLIENTS
|
|
Europ Assistance USA
Provides
assistance to international travelers
Conducted
a study of market wages in the Metro Washington DC area. Developed
first-ever career ladders with pay ranges, based on market values
and internal job relationships.
Identified
core behavioral competencies. Developed a hiring guide for recruitment
and selection of candidates who already have these competencies.
Incorporated the competencies and associated behaviors into the
performance evaluation tool, using behaviorally anchored rating
scales.
Conducted
training for supervisors and managers in using behavioral competencies
for selection and performance evaluation.
Prepared
and delivered employee communication sessions explaining the new
compensation and performance evaluation plans.
"It
was clear from the start that Karen would give us the resources
to meet our recruitment and retention goals. She took great
care to truly understand our company and provide recommendations
that worked for us. Her analysis was thorough and professional,
and her ability to explain the project results to different
audiences was excellent."
Guillaume
Deybach
President & CEO
|
|
NONPROFIT
SECTOR CLIENTS
|
|
Catholic Diocese of Arlington
Conducted comprehensive market pricing study of all positions. Revised job placement in grade structure to reflect current market values. Grouped together similar program and administrative positions into several job classes for market pricing and pay administration purposes, leading to better internal equity. Identified internal benchmark jobs for each grade to aide future classification decisions and education of executives and directors in pay program administration.
Your report was exactly what we needed -- clear, concise and to the point. I used it to explain our market position to our executives, educate them about how our pay program works, and establish our first-ever formal compensation strategy. We will be implementing all of your recommendations. Redesigned nonexempt and exempt performance appraisal forms to identify and incorporate the essential elements for successful performance. For the exempt form, conducted behavioral event interviews with top performers nominated by senior management to identify key competencies and associated behaviors.
The new performance appraisal form is great. It really speaks to what working for the Diocese is all about and captures the essence of successful performance here.”
Gene Ritzenthaler
HR Director
|
Palo Alto Institute for Research and Education (PAIRE)
A nonprofit associated with medical research and education at Veterans Administration hospitals
Conducted a market analysis to determine the market value of three executive positions. Pursuant to IRS guidelines for salary studies for nonprofit executives, the findings and recommendations were communicated directly to the Board Chair.
We have used Clear Management three times in the past several years to assure that we meet IRS standards for determination of compensation for management staff. Karen has been professional and responsive, her data is well researched, and her services are priced fairly. Would strongly recommend Clear Management and plan to continue the relationship.
Donna McCartney,
Executive Director |
|
Direct
Selling Association
A
national trade association in Washington, DC
Total compensation study for all employees, including base salary
and bonus opportunities. Review of performance evaluation program
and procedures.
Review of competitiveness of proposed total compensation package
for executive-level candidate. Intermediate sanctions compliance
considerations.
I
want to let you know how pleased and impressed we were with your
work on our compensation review and performance evaluation program.
The compensation study will contribute substantially to the development
of our organization. The evaluation program will clearly and significantly
improve our performance review procedures and bring the process
more fully in line with our corporate culture and HR philosophy.
Joe Mariano
Senior Vice President, Secretary and Legal Counsel
|
DuPont
Fibers Federal Credit Union
A
credit union
Total compensation study for all employees. Market priced 40 jobs;
compared current pay practice to market; analyzed and summarized
market findings.
Designed first-ever grade classification system and created market-based
ranges for skill-based and merit-based employees.
I
am very pleased with the report. I believe that it will serve us
well into the future and provides the structure that we need. I
have enjoyed working with you on this project!
Rose Gilliam
President
|
|
LifeNet Health
An
organ procurement organization and tissue bank located in Virginia
Beach, VA
Market
priced one-third of all positions to market. Developed new salary
grades and market-competitive ranges. Created compensation philosophy
and compensation policies and procedures.
Reviewed
performance management program and recommended improvements to the
system. Developed training materials for a two-hour performance
appraisal training workshop for supervisors and managers.
The
work conducted by Karen Lehr and Clear Management was top notch.
We felt confident throughout the whole process that we were given
accurate and up to date industry data. Your expertise was apparent
and we are grateful to you that the process was smooth, painless,
and timely.
President/CEO
|
|
NAFSA
Association of International Educators
A
nonprofit promoting the exchange of students and scholars to and
from the US
Conducted
an external review of the competitiveness of compensation and benefits
for six executive positions. Wrote and presented report of findings
and recommendations for review and action by Board committee. Recommended
alternative elements for total compensation package.
I
would like to express my appreciation for your excellent and comprehensive
report on executive compensation and benefits. It is extremely informative,
and will be very useful for us as we address capacity and organization
issues at NAFSA.
In
addition, it was a pleasure to work with you, and we look forward
to continuing to work with you in the future.
June
Noronha
Chair, Finance and Audit Committee
|
Prince William Hospital
A nonprofit hospital
Conducted several special custom compensation surveys of area hospitals. Wrote survey questions. Developed contacts with other hospitals. Distributed surveys; checked data validity and verified with survey participants as needed. Analyzed survey data. Prepared summary report for client and free summary for all survey participants. By developing and maintaining relationships with area hospitals, we achieved 100% participation rates for our surveys.
|
Steininger Behavioral Care Services
A nonprofit provider of mental health services
Conducted a compensation study for all positions and developed a first-ever salary structure. Developed salary administration guidelines. Drafted employee communication memos to staff, and wrote employee communication presentation for use by executive staff to explain study methodology, findings, recommendations, and impact to employees.
I have personally worked with Karen Lehr on several large and small projects over the past 15 years, and have had nothing but the best results and exceptional working relationships with Karen and Clear Management."
Dr. Leonard S. Altamura, President/CEO
|
Veterans Medical Research Foundation
A nonprofit associated with medical research and education at Veterans Administration hospitals
Conducted an executive compensation study for the top three positions at this nonprofit organization. Discussed compensation history and current issues with Chair of Board’s Compensation Committee. Developed a written compensation philosophy to articulate intentions on pay. Selected a comparison group and identified comparable organizations. Collected and analyzed compensation data to determine market value of the positions. Recommended salary ranges and advised the Board on how to use the salary ranges to set reasonable pay. Provided a written report to Compensation Committee Chair.
The feedback on the rationale for our compensation recommendations has been so positive and laudatory that frankly, I’m getting a little embarrassed. Your diligent and focused research eliminated every perceived area for doubt. Each potential challenge from our Board members was countered with your irrefutable justification. Your data was invaluable, and your flexibility in focusing on the issues I asked you to feature, curtailed any disagreements. The vote was 8-1 in favor of my recommendations, and you deserve credit for 7 of the "yes" votes.
Ken Jordan, Colonel, United States Marine Corps (Retired). Chair, Compensation Committee
|
Virginia
United Methodist Homes, Inc.
Operates
seven continuing care retirement communities
Conducted
a study of market competitiveness of pay and salaries at six communities
and corporate office. Developed standard pay plan for all communities,
with geographically relevant pay ranges. Updates ranges periodically
to stay competitive with local markets.
Created
an annual performance review plan that incorporates behavioral performance
that is most important for employees at these retirement communities.
Developed
hiring interview guide to help select candidates who already possess
behavioral competencies needed to succeed.
Developed
diversity awareness training program for staff and advanced diversity
management training program for managers. Selected a commercially
available video to serve as the centerpiece, with lecture, exercise,
and case study components. Trained 25 in-house trainers to deliver
training programs at local workplaces.
Developed
and delivered Supervisory Skills workshop for department directors
and managers, focusing on improving communication skills and giving
feedback. Included examples, discussions, and role plays based on
real jobs in various departments.
Karen
has responded well to our various needs over the years, and has
become an integral part of our human resources management program
Christopher
P. Henderson
President
|
