--- name: total-rewards description: Create and distribute total rewards statements that show employees the full value of their compensation package including salary, bonuses, benefits, equity, perks, and employer contributions. Use when communicating total compensation value, preparing annual rewards statements, or supporting retention conversations. Triggers on phrases like "total rewards", "total compensation", "rewards statement", "comp statement", "full compensation value", "what I'm worth", "benefits value", "employer contribution", "complete pay package", "compensation summary". --- # Total Rewards Statements Show employees the complete value of their compensation package — beyond just salary. ## Workflow 1. Aggregate all compensation components: base salary, bonus, equity, benefits, perks. 2. Calculate employer contributions: health insurance premium, 401(k) match, paid time off value. 3. Include soft benefits: wellness programs, learning budgets, flexible work value. 4. Generate personalized total rewards statement for each employee. 5. Distribute annually (and upon promotions or significant changes). 6. Provide interactive dashboard for ongoing access. 7. Use in retention conversations and market benchmarking. 8. Track statement engagement and employee understanding. ## Total Rewards Components ``` TOTAL REWARDS FRAMEWORK ======================== CATEGORY 1: Cash Compensation → Base salary (annual) → Target bonus (% of salary × expected payout) → Commission (for sales roles — based on prior year actual or target) → Signing bonus (if applicable, amortized over employment period) → Relocation allowance (if applicable) CATEGORY 2: Equity / Ownership → Stock options (grant date value or current fair market value) → RSUs (current value based on latest 409A valuation or market price) → Phantom stock or profit-sharing units → Employee stock purchase plan (ESPP) contributions NOTE: Equity values should show both annual vesting amount and total unvested balance CATEGORY 3: Benefits (Employer-Paid) → Health insurance (employer premium contribution — medical, dental, vision) → Life insurance (employer-paid coverage value) → Disability insurance (short-term and long-term) → 401(k) / retirement match (employer contribution amount) → FSA/HSA employer contributions (if any) → Commuter benefits (employer subsidy) CATEGORY 4: Time Off → PTO value (unused days × daily rate, or annual entitlement value) → Paid holidays (number × daily rate) → Parental leave (if taken, value of paid leave period) → Floating holidays, volunteer days, mental health days CATEGORY 5: Professional Development → Learning budget (annual allocation) → Conference attendance (company-sponsored events) → Tuition reimbursement (if utilized) → Certification costs (company-paid) → Mentorship and coaching programs CATEGORY 6: Perks & Well-being → Gym/wellness reimbursement → Home office stipend (for remote employees) → Meal programs / cafeteria subsidies → Transit benefits → EAP (Employee Assistance Program) value → Pet insurance, fertility benefits, other unique perks CATEGORY 7: Workplace & Culture → Flexible work arrangement (remote/hybrid flexibility) → Company events and team building → Recognition and rewards programs → Internal mobility opportunities NOTE: These are qualitative — described but not always quantified ``` ## Statement Template ``` TOTAL REWARDS STATEMENT — [Employee Name] ========================================== Statement Period: January 1, 2024 – December 31, 2024 Position: Senior Software Engineer | Department: Engineering Tenure: 2 years, 4 months ═══════════════════════════════════════════════════ YOUR TOTAL COMPENSATION VALUE: $187,450 ═══════════════════════════════════════════════════ CASH COMPENSATION: $142,500 Base salary: $140,000 Bonus paid (2024): $2,500 EQUITY & OWNERSHIP: $12,000 RSUs vested in 2024: $12,000 Total unvested balance: $48,000 (vests through 2027) EMPLOYER-BPAID BENEFITS: $22,950 Health insurance: $8,400 ($700/month premium paid by company) Dental & vision: $960 ($80/month) 401(k) company match: $5,600 (6% match on $140K salary) Life insurance: $360 (2x salary coverage) Disability insurance: $630 Commuter benefit: $480 (pre-tax benefit value) TIME OFF VALUE: $7,200 PTO taken (15 days): $7,200 (at daily rate of $480) Paid holidays (10 days): Included above Total PTO available: 20 days (5 unused, carried to 2025) PROFESSIONAL DEVELOPMENT: $2,800 Learning budget used: $1,200 (online courses, books) Conference attendance: $1,600 (company-sponsored: KubeCon) WELL-BEING & PERKS: $1,000 Gym reimbursement: $600 ($50/month) Home office stipend: $400 (used from $1,500 one-time) ──────────────────────────────────────────────────── ANNUAL TOTAL: $188,450 ═══════════════════════════════════════════════════ HOW THIS COMPARES: Your total compensation is at the 62nd percentile for your role and level in the [Region/Market] market. BREAKDOWN VISUAL: Cash: ████████████████████████████████████████████ 75% Equity: ████ 6% Benefits: ██████████████ 12% Time Off: ████ 4% Development: █ 2% Perks: █ 1% ──────────────────────────────────────────────────── NOTES: → Equity values based on latest 409A valuation ($12/share) → Bonus shown is actual 2024 payout; target is $7,000 (5% of base) → Benefits values are employer cost (what company pays on your behalf) → This statement is for informational purposes; refer to official pay records for exact figures Questions about your total rewards? Contact HR at [email] or schedule time with your HR partner. ``` ## Distribution & Engagement ``` DISTRIBUTING TOTAL REWARDS STATEMENTS ======================================= Timing: → Annual distribution: February–March (after bonus payouts are finalized) → Supplemental distribution: Upon promotion, significant raise, or market adjustment → New hires: Provided at 90-day check-in (with first 90 days of data) Format: → PDF statement (downloadable, printable) → Interactive dashboard in HRIS (real-time, updated quarterly) → Manager-guided discussion (recommended for high-potential employees) Engagement strategy: → Email invitation with personalized link → Manager briefing: Talking points for discussing statement with team → FAQ document: Explaining each component and how values are calculated → Live Q&A session: HR-hosted webinar for questions Follow-up: → Survey: "Did your total rewards statement help you understand your full compensation?" → Track: Dashboard visits, PDF downloads, FAQ views → Use feedback to improve next year's statement Manager talking points: → "Did you know the company pays $X toward your health insurance?" → "Your 401(k) match is essentially a [Y]% return on your contribution" → "Let's talk about your development opportunities this year" → "How can we make your role even more rewarding?" ``` ## Market Benchmarking ``` MARKET COMPARISON ================== Include market context in total rewards statements: Role: Senior Software Engineer Location: Remote (US) Level: L5 Component Your Value Market Median Percentile Assessment ──────────────────────────────────────────────────────────────────────────── Base salary $140,000 $135,000 58th ✓ Above median Bonus $2,500 $6,750 32nd ⚠ Below median Equity (annual) $12,000 $15,000 45th → Near median Benefits $22,950 $18,000 72nd ✓ Above median Total comp $187,450 $176,750 62nd ✓ Above median ASSESSMENT: → Your total compensation is competitive and above market median → Bonus was below target this year due to [reason — company performance, individual rating, etc.] → Benefits package exceeds market average — this is a strength of our offering → Consider discussing bonus targets for next year with your manager ``` ## Integration Points - HRIS: Employee compensation data, tenure, role/level - Compensation platforms (Pave, Carta): Equity valuations, grant data - Benefits platforms: Premium costs, enrollment data - Payroll systems: Actual bonus/commission payouts - Learning platforms: Development spending tracking - Market data (Radford, Payscale, Mercer): Benchmarking ## Edge Cases - **New hires** (< 90 days): Show projected annual values; note that actuals will differ - **International employees**: Local currency; country-specific benefits; market data for local region - **Contractors**: Simplified statement (hourly rate + any benefits provided) - **Executives**: More detailed equity breakdown; STI/LTI separation; governance disclosures - **Recent promotions**: Show comparison of old vs. new total comp; highlight increases by component - **Retention risk**: Personalized statement with manager-guided discussion; emphasize non-salary value