When administering a compensation program:

		actual pay rates should not be shared outside of the human resources department.
		open pay systems support the notion that compensation is too complicated to try to explain to employees and should be kept confidential.
		managers who make compensation decisions must receive training on the process and how they should communicate about compensation.
		reviewing external market data and internal alignment every five years would be sufficient.
		changes should be made when employees raise questions and after careful market surveys have been completed rather than updating for the sake of updating.