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• For three decades, RSG principals have been assisting credit unions — plus national and state CU trade associations — to design, implement and administer competitive, equitable and motivating cash compensation programs that are tailored to our clients’ specific needs and markets:
  
  -Management, exempt and nonexempt base salary structures and ranges.
  
  -Special market compensation surveys.
  
  -Progressive salary administration policies with performance linkage.
  
  -Annual incentive plans that drive business plan accomplishment and reward results.
  
  -Long-term incentive plans that clearly time management rewards to member interests and member value creation over time.

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• Does the CU Board know its total cash compensation package for the CEO is competitive, effective and motivating?

• Has the CEO ensured executive and management pay plans are internally congruent, externally competitive versus the right markets, and comprised of the right elements and delivery mechanisms?

• Is staff pay looked upon as an “entitlement” or an “earned reward”?

• Are pay plans reinforcing a sales and service culture?

• Are member-owners receiving an appropriate return on their staff compensation investment?