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	<title>CMC Compensation Group &#187; Equitable Treatment</title>
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		<title>You Can&#8217;t Handle The Truth</title>
		<link>http://www.cmccompensationgroup.com/you-cant-handle-the-truth-3</link>
		<comments>http://www.cmccompensationgroup.com/you-cant-handle-the-truth-3#comments</comments>
		<pubDate>Mon, 12 Dec 2011 14:29:08 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Employee Communications]]></category>
		<category><![CDATA[Equitable Treatment]]></category>
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		<category><![CDATA[Managing expectations]]></category>

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		<description><![CDATA[Do you remember this line from the movie “A Few Good Men?”   Jack Nicholson&#8217;s character was telling Tom Cruise&#8217;s character that average folk couldn’t deal with the harsher facts of life.  As a result higher ups would tell them what they wanted to hear.  They would offer excuses, verbal hedges that sidestepped reality and offered [...]]]></description>
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		<title>Slaying The Job Evaluation Dinosaur</title>
		<link>http://www.cmccompensationgroup.com/slaying-the-job-evaluation-dinosaur</link>
		<comments>http://www.cmccompensationgroup.com/slaying-the-job-evaluation-dinosaur#comments</comments>
		<pubDate>Mon, 24 Oct 2011 13:22:55 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Equitable Treatment]]></category>
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		<category><![CDATA[Job Values]]></category>

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		<description><![CDATA[Job Evaluation:  an assessment of job tasks and responsibilities in order to create a top-to-bottom hierarchy reflective of the relative value that the company places upon its jobs. Throughout my Compensation career I have never enjoyed having to evaluate jobs.  Quite the opposite.  As soon as I progressed high enough in my organization I delegated [...]]]></description>
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		<title>My Two Cents</title>
		<link>http://www.cmccompensationgroup.com/my-two-cents</link>
		<comments>http://www.cmccompensationgroup.com/my-two-cents#comments</comments>
		<pubDate>Thu, 22 Sep 2011 13:27:08 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Compensation metrics]]></category>
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		<category><![CDATA[Equitable Treatment]]></category>
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		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=644</guid>
		<description><![CDATA[One of the most debated issues among Human Resource professionals for the past several years has been the back and forth arguments regarding effective performance appraisal processes.  Everyone seems to have their oar in the water, anxious to join the debate about what works and what doesn&#8217;t. What companies should do, and what they shouldn&#8217;t. [...]]]></description>
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		<title>Is Your Company Performance &#8211; Blind?</title>
		<link>http://www.cmccompensationgroup.com/is-your-company-performance-blind</link>
		<comments>http://www.cmccompensationgroup.com/is-your-company-performance-blind#comments</comments>
		<pubDate>Tue, 05 Apr 2011 11:30:22 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Equitable Treatment]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Management Development]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=562</guid>
		<description><![CDATA[Nice guys finish last.  We&#8217;ve all heard that phrase before, right?  Which probably means that there&#8217;s something to it. Now why is that? Because . . . we&#8217;ve seen it happen, haven&#8217;t we? &#8211; again and again. In the business world all too often the steady and reliable performers, those who follow the rules, who [...]]]></description>
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		<title>Take from Peter to Pay Paul</title>
		<link>http://www.cmccompensationgroup.com/take-from-peter-to-pay-paul</link>
		<comments>http://www.cmccompensationgroup.com/take-from-peter-to-pay-paul#comments</comments>
		<pubDate>Sun, 06 Mar 2011 14:21:38 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Equitable Treatment]]></category>
		<category><![CDATA[Managing Pay]]></category>

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		<description><![CDATA[Most compensation professionals seem to agree; the concept of pay for performance is a good thing.  Providing rewards on the basis of individual employee effort and achievement makes sense.  However, critics do have a point when they describe how it is that many companies have tried &#8211; often with dubious results &#8211; to effectively link [...]]]></description>
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