Our team helped transition a client from a previous pay-for-performance system to a pay-for-skills system. The pay-for-skills system aligned the client workforce's skills and abilities with business goals, provided clear standards of performance and competency, and created a career pathway for the facility's hourly (e.g., assemblers, welders, team leads).

To design the system, our team visited the client's facility where we conducted on-site job analyses, job evaluations, and structured interviews with SMEs. We delivered to the client a standardized assessment program and corresponding compensation structure, along with an administration manual and behaviorally-anchored rating scales.

A previous Peak Performance contract required me and a colleague to revise the language used in 446 job descriptions. We assessed the job's relevant knowledge, skills, and abilities (KSAs) and made additional revisions that enhance the job descriptions' accessibility and inclusivity of a wide range of applicants, including those with nontraditional experience or from underrepresented backgrounds.

My colleague, Alicia Kumar and I, designed this helpful handout in understanding what factors influence creativity at work and how teams foster an environment that makes creativity a salient team process.