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Crowe Horwath Compensation Study

Crowe Horwath Compensation Study

Every year Crowe Horwath LLP surveys financial institutions throughout the U.S. about compensation trends; salary and bonus benchmarks; benefits; incentives; director compensation; and other human resource practices.

Tim Reimink is a director in Performance Consulting at Crowe Horwath LLP. He has more than 25 years of banking industry experience and more than 10 years in bank consulting and is based in Grand Rapids, Mich. He has helped clients with operational process improvement, technology planning, credit risk, compensation, and cost reduction. [email protected].

Jason Bomers is a principal at Crowe Horwath LLP, and the leader of the firm’s Financial Services Performance Consulting Group, which provides strategic planning, performance improvement, technology advisory services, and portfolio management solutions to financial institutions. Based in Grand Rapids, Mich., he has more than 23 years of consulting experience. [email protected].

Pat Cole is a senior manager in Tax Services at Crowe Horwath LLP, based in St. Louis. He has more than 29 years of experience in human resource consulting, including organizational development and effectiveness; compensation design and assessment; human resource management; and employment law compliance audits. He is a certified Senior Professional in Human Resources (SPHR) and Certified Compensation Professional [email protected]

Do you pay too much or too little?

Part 3 of HR series: Benchmarking proves key to developing and maintaining competitive pay ranges
“Total Rewards” embraced by banks

“Total Rewards” embraced by banks

Part 2 of HR series: Banks adapt to changing employee expectations
Is performance pay producing?

Is performance pay producing?

Part 1 of a series: Incentives should be adding to results. Survey highlights a key step
Does your compensation policy work for you?

Does your compensation policy work for you?

Part 4: Can you compute “Human Capital ROI” for your bank?
“Stay” interviews instead of exit interviews?

“Stay” interviews instead of exit interviews?

Part 3: Numbers aren’t the only key to better compensation policy
Retail, risk management evolution drives HR picture

Retail, risk management evolution drives HR picture

Part 2: Supply, demand, and industry shifts repaint pay and employee bases
Bankers work for way more than pay

Bankers work for way more than pay

Part 1 of new HR series: Valuing employees through “total rewards”
Where should HR go from here?

Where should HR go from here?

Part 7 of series: How to get your program where data says it must go
Juggling HR priorities as business improves

Juggling HR priorities as business improves

Part 6 of series: Surprising holes seen in programs
Worth their weight—in gold?

Worth their weight—in gold?

Part 5 of a series: “Human capital metrics” look at employees’ value, not just their cost
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