As companies are exercising greater fiscal control over their compensation budgets and trying to maximize return on invested compensation dollars, they have increasingly implemented Pay-For-Performance plans that differentiate rewards based on performance. As this trend continues to strengthen in the US, there are several important and fundamental questions that need to be examined:

Do Pay-For-Performance plans:

• Motivate higher levels of employee performance?
• Produce unintended consequences and behaviors?
• Help to change the company's culture?
• Retain high performers and high potentials?
• Frustrate solid or average performers?
• Create a sense of fairness around compensation and rewards?

Our panel consists of:

• Dow Scott, Professor of Human Resources and Industrial Relations at Loyola University, who will talk about his research on base pay,
• Brad Hill, a Senior Consultant at the Hay Group, who will talk about his consulting experience designing short-term incentives for corporate clients, and 

David Pendleton, Senior Director of Compensation at Kraft Foods, who will talk about his consulting and corporate experience designing and implementing long-term incentives.