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Bill Erdle

President of William J. Erdle Compensation Consulting, LLC

Bill Erdle is a seasoned professional with over 40 years of experience in compensation consulting. He is the founder and president of William J. Erdle Compensation Consulting, LLC, where he specializes in various aspects of compensation management, including:

  • Compensation plan development and maintenance
  • Incentive plan design
  • Salary surveys and market analyses
  • Job analysis and evaluation

Erdle holds a Bachelor's degree in Psychology from the University of Washington and has pursued further studies in Industrial Psychology at Case Western Reserve University. His previous roles include significant positions such as Subject Matter Expert at iWorkwell, Inc., Compensation Programs Manager at Mentor Graphics Corp, and Senior Compensation Analyst at Intel Corp.1

In his consulting practice, Erdle emphasizes high-quality customer service and aims to deliver effective solutions tailored to the needs of businesses across various industries in the U.S. and Canada. He is now retired but remains active in sharing insights about compensation strategies on platforms like LinkedIn.12

Highlights

Mar 8 · linkedin

You have to be very careful about the effects of whatever behaviors or financial indicators you chose to reward in a bonus program. Over my career, I've seen a number of them that sound fine on the surface, but clients are surprised by the end results. If you are as old as I am, you may recall a major scandal with Sear's Auto Centers years ago when they found mechanics coming up with all sorts of issues with customer's vehicles when they tied their bonuses to discovering and fixing additional issues that the customer may not have noticed. They didn't notice because there really wasn't a problem.

A past client of mine paid their employees a bonus to do re-work on customer's returns only to discover their employees were purposely sending out products that had issues just so they could rework the returns and get a bonus.

In an article today on CNN (link below--I hope this works,) they report that Boeing is taking responsibility for their quality problems and redesigning their bonus plan to include 60% of the outcome on safety and quality metrics, a major change from their previous financially driven program. This is exactly what they need to do going forward, and I'm glad they've figured this out. At some point in the future, I'll look forward to flying on a Boeing plane again.

https://lnkd.in/gHXWFtwQ

Apr 6 · linkedin

Here is an article from PBS News Hour you may find helpful. An Economist attributes weak wage increase numbers to difficulty in finding skilled labor. Basically, companies are forced to hire people who are not completely trained. I'm not so sure this is THE reason, but it probably adds to it.

They mention current wage growth at 3.2% continues to outpace inflation at 2%. They list some other economic indicators, and mention there is the potential for a recession later this year or next.

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Bill Erdle
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Location

Oregon City, Oregon, United States