Compensation Questionnaire

Part One: The Situation Now

Indicate your agreement or disagreement by scoring each question using the following scale: 1 (strongly disagree); 2 (somewhat disagree); 3 (neither agree nor disagree); 4 (somewhat agree); 5 (strongly agree).

1	The compensation-setting group is thorough in collecting performance information	NA	1	2	3	4	5
2	There is sufficient recognition of performance differentials in compensation	NA	1	2	3	4	5
3	There is too much recognition of performance differentials in compensation	NA	1	2	3	4	5
4	I understand what factors affect compensation	NA	1	2	3	4	5
5	I have the power to control the factors that influence my compensation	NA	1	2	3	4	5
6	The level of prior consultation prior to partner compensation decisions is satisfactory	NA	1	2	3	4	5
7	In general, I understand why I get what I get	NA	1	2	3	4	5
8	The right people get rewarded around here	NA	1	2	3	4	5
9	Performance appraisals are thorough	NA	1	2	3	4	5
10	Different groups are treated appropriately	NA	1	2	3	4	5
11	There is too much reliance on seniority	NA	1	2	3	4	5
12	I know what I must do to earn higher compensation	NA	1	2	3	4	5
13	The right people determine compensation	NA	1	2	3	4	5
14	Our current system is satisfactory	NA	1	2	3	4	5
15	There is currently enough incentive for bringing in new clients	NA	1	2	3	4	5
16	There is currently enough incentive to market to existing clients	NA	1	2	3	4	5
17	The compensation system is fair	NA	1	2	3	4	5
18	The range of high-to-low compensation is too great	NA	1	2	3	4	5
19	The range of high-to-low compensation is too small	NA	1	2	3	4	5
20	If I were at a competitor I would be earning at least 10 percent more	NA	1	2	3	4	5

Part Two: What You’d Like to See

1	Compensation should be based more on group performance and less on individual contribution	NA	1	2	3	4	5
2	We should move to a system that has a greater judgment component, less formula driven	NA	1	2	3	4	5
3	I would support a system which included mandatory client feedback (satisfaction) scores as part of compensation-setting	NA	1	2	3	4	5
4	I would support a system which included feedback from non-partners in compensation-setting	NA	1	2	3	4	5
5	We need to reward collaboration more within practice groups	NA	1	2	3	4	5
6	We need to reward collaboration more between practice groups	NA	1	2	3	4	5
7	We need to pay more attention to the profitability of work performed in our compensation system	NA	1	2	3	4	5
8	Our system should give more weight to short term performance	NA	1	2	3	4	5
9	Our system should give more weight to long-run performance, and rely less on short term results	NA	1	2	3	4	5
10	To encourage participation in practice development, we should acknowledge and reward efforts as well as results	NA	1	2	3	4	5
11	We need to change the way the compensation committee is chosen	NA	1	2	3	4	5
12	We need to encourage more delegation of work	NA	1	2	3	4	5
13	Building skills in others should be explicitly rewarded	NA	1	2	3	4	5
14	I would prefer a system which had clear weights given to measurable factors, rather than a judgment system	NA	1	2	3	4	5
15	The system should allow for individual roles, rather than the same criteria applied to all partners	NA	1	2	3	4	5
16	We should give more reward for successful contributions to firm activities such as recruiting or management	NA	1	2	3	4	5
17	Practice Leaders should have more input on compensation of partners in their practice area	NA	1	2	3	4	5
18	We should impose a limit on the ratio of high-to-low partner compensation	NA	1	2	3	4	5

Seminar Notes

Compensation Questionnaire

Part One: The Situation Now

Part Two: What You’d Like to See