The Variable Pay Program Project is a key Impact Argonne initiative to explore updating the laboratory’s variable pay program. Also known as a bonus, variable pay is contingent compensation that rewards employees on performance or results achieved. The laboratory’s goal is to offer an affordable and effective program that rewards employees for the diverse exceptional contributions they make to the laboratory’s mission.
Led by the Human Resource Services (HRS) Compensation team, the project entered the design stage earlier this month. HRS continues to partner with Sibson Consulting on this initiative.
The design team — a cross section of leaders representing all directorates and lab operations, and functional subject matter experts — is building on information collected during interviews with senior leadership and focus groups held earlier this year.
Design team members are:
- Diane Hart, manager, Sponsored Research and Contract Administration (STPO)
- Greg Krumdick, division director (AMD)
- Jonathan Lang, division director (XSD)
- John Mitchell, interim division director (MSD)
- Mike Papka, deputy associate lab director (CELS)
- Mike Dunn, deputy chief operations officer (OPS)
- Kim Martens, manager, Compensation (HRS)
- Jill Rea, principal compensation analyst (HRS)
- Jeff Selby, senior compensation analyst (HRS)
- Linda Anderson, compliance manager (FMPS)
- Norah Blackaller, senior organizational development specialist (HRS)
- Phyllis Hayes, Human Resources manager (HRS)
- Donna Jones Pelkie, senior project manager, Internal & Executive Communications (CPA)
- Andrea Viel, Human Resources manager (HRS)
- Myrna Hellerman, senior vice president, Sibson Consulting
- Elizabeth Walgram, senior consultant, Sibson Consulting
- Jack Jones, senior associate, Sibson Consulting
The design team will continue its work in the coming weeks and will develop and present variable pay program design recommendations to laboratory leadership this summer.