how did we determine this?

We identified this by finding the largest gap between your current and desired maturity levels. This represents the biggest opportunity to move the needle in your comp program.

How did we calculate these scores?

Current Maturity Level: Based on your response to "Which statement best describes your organization's current capabilities in Plan Design & Strategic Alignment?"

Desired Maturity Level: Based on your response to "How important is Plan Design & Strategic Alignment to your organization?"

Unlocking your ICM Potential

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A Strategic Overview

The ICM Maturity Curve helps you understand the current state of your compensation program and devise strategies to move to the next level.

Assessment prepared for
-
Current Level
-
Desired Level
-
Recommended Focus Area
Initial
level 1

Initial

level 2

Managed

level 3

Designed

current level
level 4

Quantitatively Managed

level 5

Optimising

desired level

Domain specific scores

Plan Design & Alignment

This dimension is about how well compensation plans are structured to meet business objectives and motivate desired behaviors.

current level
-
desired level
-

This domain is currently is at Managed stage:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.

Your desired level is Quantitatively Managed:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.
Operational Efficiency & Accuracy

This dimension talks about the effectiveness of processes and systems in administering compensation, emphasizing automation and error reduction.

current level
-
desired level
-

This domain is currently is at Managed stage:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.

Your desired level is Quantitatively Managed:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.
Transparency & Communication

This dimension talks about the clarity and consistency with which compensation information is shared with stakeholders.

current level
-
desired level
-

This domain is currently is at Managed stage:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.

Your desired level is Quantitatively Managed:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.
Performance Measurement & Insights

This dimension talks about the capability to track, analyze, and derive actionable intelligence from compensation and sales data.

current level
-
desired level
-

This domain is currently is at Managed stage:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.

Your desired level is Quantitatively Managed:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.
Adaptability & Governance

This dimension measures the flexibility of plans to evolve with market changes and the robustness of review and adjustment processes.

current level
-
desired level
-

This domain is currently is at Managed stage:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.

Your desired level is
Quantitatively Managed:

  • There's a basic linkage between sales goals and compensation elements.
  • Strategic intent is acknowledged but not consistently implemented.
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