How our total rewards fit together

A Northstar example for office and frontline employees

Fictional example: Northstar is a multi-location employer. Total rewards brings together pay, benefits, and recognition—the different ways the company compensates work, supports employees, and acknowledges contributions.

The mix is not identical for every person. Role, location, eligibility, and the terms of an applicable plan or program can affect what is available. This page explains the general idea; it does not replace approved pay guidance or benefit plan documents.

Three parts of the rewards experience

These examples describe distinct parts of total rewards, not a promise that every program applies to every employee.

Pay

Pay is compensation for work. In this fictional example, role scope and level help provide a consistent starting point for considering pay.

  • Check the compensation information available to you in Compensation Management.
  • Use approved company guidance for questions about your pay.

Benefits

Benefits can support employees in different ways, but available options and eligibility depend on applicable plan terms and location.

  • Check the Benefits & Total Rewards site for current benefit information.
  • Read the applicable plan details before making an enrollment decision.

Recognition

Recognition can acknowledge a specific contribution or milestone. Programs and participation may differ by location or role.

  • Name the contribution and its effect when recognizing a colleague.
  • Check company guidance for available recognition programs.

How a pay decision might be considered

Illustrative Northstar example only—not a statement of approved Northstar policy.

Confirm Northstar's actual factors, reviewers, and communication steps before publishing this as company practice.

  1. 1

    Define the role

    Describe the work, responsibilities, and level so the decision starts with the role rather than a job title alone.

  2. 2

    Review relevant context

    In this example, reviewers consider relevant market information and internal consistency. The information used and how it is weighed require company confirmation.

  3. 3

    Consider applicable factors

    Performance and budget may be considered where applicable. Their relevance, timing, and effect must be confirmed against Northstar's actual process.

  4. 4

    Communicate the outcome

    Explain the decision through Northstar's approved communication process and direct employees to Compensation Management for information or actions available to them.

Check Compensation Management

Use the Compensation Management app for compensation information and related actions available to you.

Open Compensation Management from the apps available to you.

The information and actions shown depend on Northstar's configuration and your access.

If you cannot find the relevant information, use Northstar's approved help route.

No app link is supplied in this example. Connect the app through the existing site setup and confirm employee access and available features before publishing.

Check what applies to you

Do not assume that an example on this page establishes your eligibility or a guaranteed payment or benefit.

What can vary

Pay practices, benefit options, eligibility, and recognition programs may vary by role, location, and applicable plan or program terms.

Where to look

  • For benefit details, go to the Benefits & Enrollment Hub and review the current guidance and plan information that applies to you.
  • For pay information, use Compensation Management.
  • If either source does not answer your question, follow Northstar's approved help route.

Publishing checks

These details are not supplied in this fictional example.

  • Confirm the actual pay decision process and its communication route.
  • Verify applicable benefit guidance and recognition program details.
  • Identify the content owner and correction route.
  • Set a review trigger, such as a change to approved compensation or benefit guidance.