Help       Feedback       Q&A       Sign in with Facebook or Google or Microsoft
workbench for expert-guided collaborative authoring

Start a New Project: Playbook Details

Total Compensation Plan
Jane (Bedeau) Attoh - May 31, 2018


This Total Compensation Plan (TCP) template has been designed to ensure the principal costs with employing a professional work force are directed towards salaries and benefits. This TCP has been designed to meet the requirements in FAR 52.222-46 “Evaluation of Compensation for Professional Employees” and it describes the salary and benefit programs that are the key elements of corporate recruiting and retention programs.  

  • Fringe Benefit

    A major component of a TCP is Fringe Benefits.

  • Introduction

    The importance of human capital and the absolute need to attract and retain high quality professional employees begins with the design of a Total Compensation Plan and Policy used ensure your professional services are aligned with industry standards for wage/salary and fringe benefits such as medical and dental care, life and disability insurance, and a 401(k) based retirement plans. The end-result is the Total Compensation Plan (TCP).

  • Other

    In addition to offering competitive salaries and employee benefits, the TCP includes the recognition of intangible benefits that ensure retention of a quality workforce.

  • Salaries

    A major component of a TCP is salary.

  • Supporting Documentation

    Provides the basis for your TCP.

  • Total Compensation Plan

    Describes the salary and benefit programs that are the key elements of corporate recruiting and retention programs.  

What's New

Our Total Compensation template is provided to help you design a program to attract, engage, and retain a talented workforce needed to achieve your vision. This template contains guidance for you to use in designing and communicating each of the valuable components of your program.

About Developer

Results-driven Human Resources Professional with strong leadership, team building, and project management skills. Over 15 years of HR Generalist and 6 years HR Management experience in all facets of HR including Human Resources Policies & Procedures, Employee Relations, Benefits, Compensation, Payroll, Training and Development, Talent Management, Diversity & Inclusion, Engagement, Compliance and Change Management. Highly proficient strategic and tactical problem solver. Fosters collaborative team environment and aggressive direction in HCM to achieve desired results. Experienced with developing and growing HR Department for small organizations. Proven understanding of US Federal and State Employment Laws.