I Executive Compensation   • Assess competitiveness of pay levels • Analyze incentive plans (annual and long-term) • Review perks and special benefits • Audit Board fees/arrangements • Serve as advisor to Board compensation committee II Salary Management • Assess internal hierarchy (job evaluation) • Develop marketplace salary data • Prepare salary ranges, grades, structure • Develop administrative and implementation guidelines • Audit performance management/merit pay interface III Incentive Plan Design • Audit/develop short and long-term plans:   ° Annual incentive ° Stock option and awards ° Performance cash ° Deferred pay • Assess regulatory, legal, and financial implications • Develop comparator data IV Surveys • Design and conduct client specific surveys: ° Salary/total cash ° Total compensation (pay, benefits, and time off) • Conduct surveys for professional/trade association members

V Alternative Rewards • Assess need/design considerations • Consider various types of plans: ° Gainsharing ° Small group incentives ° Cash profit sharing ° Variable pay ° Lump sum salary VI Sales Compensation/Sales Management • Audit base/incentive relationships • Assess commission, bonus, incentive potential • Develop marketplace data VII Performance Management • Analyze current program • Design new/revised process • Relate appraisal results to pay adjustments • Review goal setting process  VIII Human Resource Policies • Audit current policies/practices • Develop revised/new procedures • Identify regulatory/legislative compliance issues

The Jaffe Group	Human Resource Consultancy