The document discusses building and maintaining a pay structure with grades and ranges. It provides guidance on key steps:
1) Identify multiple pay schedules to group labor markets and streamline the structure.
2) Determine pay grades by deciding the number of grades and job levels within each grade.
3) Develop pay ranges by setting the minimum, midpoint, and maximum for each grade using common differentials and spreads.
4) Assign positions to grades based on market pay and internal alignment. Maintain the structure by annually benchmarking grades and hot jobs against the market.
In this presentation, Mykkah Herner, a member of PayScale's compensation consulting team, will show you how to build ranges from a market-centered midpoint, and how to use market data to update or create market based pay ranges.
You’ll learn how to identify appropriate sources of market data, select an appropriate “market set” for utilizing market data, choose benchmark positions and slot non-benchmark positions into your pay structure, and create a strategy for dealing with “hot” jobs that fall outside of internal ranges.
In this presentation, Mykkah Herner, a member of PayScale's compensation consulting team, will show you how to build ranges from a market-centered midpoint, and how to use market data to update or create market based pay ranges.
You’ll learn how to identify appropriate sources of market data, select an appropriate “market set” for utilizing market data, choose benchmark positions and slot non-benchmark positions into your pay structure, and create a strategy for dealing with “hot” jobs that fall outside of internal ranges.
PowerPoint presentation on Variable Pay Viren Patwa
Hello friends my self viren an i gonna share u PowerPoint presentation on Variable Pay with important details highlighted
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Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
4 Steps to Building a Smart Compensation StructurePayScale, Inc.
Developing a solid compensation structure will help you set the appropriate pay ranges for your jobs. If pay ranges are too narrow, you won’t be able to reward high performers. Too broad, and the pay ranges provide very little support for your compensation philosophy.
How to Build Pay Grades and Set Salary RangesPayScale, Inc.
In today’s changing workforce, having a clearly defined career path is becoming critical for attracting and retaining top talent. Setting pay ranges and grades can give you a competitive advantage in an ever-changing market by enabling clear job progression as well as competitive pay.
So how can you set your pay ranges just right?
In this webinar we show you how to build ranges from a market-centered midpoint, and how to use market data to update or create market-based pay ranges.
You’ll learn how to:
Build pay structures from the ground up
Choose benchmark positions and slot non-benchmark positions into your pay structure
Adjust and align your structure for special internal considerations
Create a strategy for dealing with “hot” jobs that fall outside of internal ranges
PowerPoint presentation on Variable Pay Viren Patwa
Hello friends my self viren an i gonna share u PowerPoint presentation on Variable Pay with important details highlighted
If u like my presentation pls like an share have a good thank you
Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
4 Steps to Building a Smart Compensation StructurePayScale, Inc.
Developing a solid compensation structure will help you set the appropriate pay ranges for your jobs. If pay ranges are too narrow, you won’t be able to reward high performers. Too broad, and the pay ranges provide very little support for your compensation philosophy.
How to Build Pay Grades and Set Salary RangesPayScale, Inc.
In today’s changing workforce, having a clearly defined career path is becoming critical for attracting and retaining top talent. Setting pay ranges and grades can give you a competitive advantage in an ever-changing market by enabling clear job progression as well as competitive pay.
So how can you set your pay ranges just right?
In this webinar we show you how to build ranges from a market-centered midpoint, and how to use market data to update or create market-based pay ranges.
You’ll learn how to:
Build pay structures from the ground up
Choose benchmark positions and slot non-benchmark positions into your pay structure
Adjust and align your structure for special internal considerations
Create a strategy for dealing with “hot” jobs that fall outside of internal ranges
How to Build Pay Grades and Set Salary RangesShelley Reece
In today’s changing workforce, having a clearly defined career path is becoming critical for attracting and retaining top talent. Setting pay ranges and grades can give you a competitive advantage in an ever-changing market by enabling clear job progression as well as competitive pay. So how can you set your pay ranges just right?
Join PayScale’s compensation experts as they show you how to build ranges from a market-centered midpoint, and how to use market data to update or create market-based pay ranges.
Recording: https://www.humanresourcestoday.com/webinar-series/how-to-build-pay-grades-and-set-salary-ranges/
Budgeting Part: Putting it All Together With PayScale Insight SlidesPayScale, Inc.
In the final installment of the Compensation Budgeting webinar series you will learn about the software and data you need to formalize your compensation strategy.
A major piece of a company\'s operating budget is spent on compensation. Getting it right - designing an effective compensation strategy to attract, engage, and retain the right people - and leveraging that major investment are key to running a successful enterprise.
This interactive session will address the questions and topics below:
Where do we begin?
Define the basic building blocks for an effective compensation strategy
How do we build a fair compensation plan, using market analysis, salary ranges and pay administration guidelines?
How do we build and implement a compensation plan and integrate it with our business plan?
Learn from experts in the field who will identify how to develop and implement a compensation package to attract, retain and compensate your most valuable resource - human capital!
This will be an interactive, information packed seminar where you will learn techniques on how to develop and implement your total compensation plan.
Are you looking for a tried and true methodology for designing or updating your compensation plans? Join us for an exclusive presentation with global compensation consultant John Rubino who will present a successful approach for developing an effective and competitive base salary program.
In this webinar you will learn how leading global organizations are designing compensation plans to better utilize available budgets with a more strategic and streamlined approach. All of the necessary components will be discussed, including:
· Effective & compliant job descriptions that actually work;
· The best approaches and compensation metrics for analyzing pay & making decisions
· Quantitative tools for creating a competitive base salary structure;
· Incentive pay plan essentials - designing plans that drive productivity & retention
· Variable pay: how it works and are you ready for it.
Building a Compensation Plan Part 2: Develop a Market-Based Pay StructurePayScale, Inc.
HR leaders aiming to develop and maintain pay ranges within their organizations face a Goldilocks problem. If too narrow, the pay ranges won’t allow an organization to reward long-tenured staff or high performers. Too broad, and the pay ranges won’t provide practical support for your compensation philosophy. But, worst of all, having no ranges at all can lead to a failure to attract top talent, or dramatically overpaying employees.
So, how can you get pay ranges just right?
Join us as Stacey Carroll, CCP, SPHR, reveals how to develop ranges from a market-centered midpoint.
You’ll learn:
How to use market data to update or create competitive pay ranges.
How to select a competitive market set for benchmarking against.
How to choose benchmark positions and slot non-benchmark positions into your structure.
This practical webinar will give you the information necessary to update or create market ranges in your organization.
Webinar - Mid-Year Check In: Are you Prepared to Tackle Compensation througho...PayScale, Inc.
Whether you are just getting started in comp, or looking for a refresher on compensation practices, join Payscale compensation professional, Sam Noble on as she deep dives into compensation practices and what to be thinking about as we head into the second half of the year.
Getting started in Comp can feel overwhelming, but it doesn’t have to be.
We all want to compare our workforce to market. But how do you outline your workforce and define which market you’re competing in? This webinar will walk you through the basic concepts of compensation and explain how they relate to your real-world challenges. You’ll learn more about the choices that you can make to evaluate your workforce.
Comp 101 covers:
-How jobs are benchmarked
-When to use different Labor Markets for different roles
-Best practices for outlining your Labor Market
-Understanding Market Data
-How paying at the 10th/50th/90th percentiles impacts your strategy
-Live Question & Answer segment
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Webinar-The Future of Job Description Management.pdfPayScale, Inc.
As the workforce undergoes transformative changes and organizations adapt to new norms, staying ahead requires a fresh perspective on how we manage job descriptions.
oin Payscale’s Zach Jamieson, Senior HR Business Partner and Robin Dean, Job Description Product Manager as they discuss the evolving landscape of job description management.
Specifically, they will cover the following:
Best practices for inclusive, collaborative job descriptions,
What’s to come with job description management, and the impact of AI
A look at Payscale’s job description management software
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Join Payscale’s Chief Product Evangelist, Ruth Thomas, and Associate Director of Content Marketing, Amy Stewart as they discuss this year’s gender pay gap report findings and what this means for organizations looking to take steps towards fair pay.
Payscale has three data sources to help organizations quickly respond to a changing talent market and the technology for organizations of all sizes to create more equitable and transparent pay practices.
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Join a panel of tenured compensation experts from Payformance Partners, Novant Health, and Roblox as they share compensation planning learnings, best practices, and insights and to help you in your current and future planning efforts.
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So, as many of us are wrapping up the year-end merit cycle and looking to communicate these decisions out, what can you do to navigate this season and these conversations successfully? Join a panel of Payscale’s HR and compensation experts as they share practical insights and best practices for smooth pay communications
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Join us for this engaging trivia-style webinar exclusively for CBPR fielders. Test your compensation IQ, benchmark your knowledge against national trends!
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Join Payscale’s Chloe Polanco, Senior Compensation Analyst and Daehi Hwang, Compensation Analyst as they walk through how to create and maintain an effective compensation calendar.
Webinar - Turning the Page: HR and Compensation Trends and Predictions for th...PayScale, Inc.
Join a panel of Payscale executives including Chief Financial Officer, James Redfern; Chief Customer Officer, David Hwang; Chief People Officer, Lexi Clarke; and Chief Product Evangelist, Ruth Thomas as they discuss the biggest challenges, priorities, and learnings that HR and Comp folks faced and could be facing in the new year.
Webinar - Getting the Right Data Mix to Market Price Your JobsPayScale, Inc.
Join a panel of data experts as they discuss different approaches and what strategies customers use to make sure they're making the right data-informed pay decisions.
Your Digital Assistant.
Making complex approach simple. Straightforward process saves time. No more waiting to connect with people that matter to you. Safety first is not a cliché - Securely protect information in cloud storage to prevent any third party from accessing data.
Would you rather make your visitors feel burdened by making them wait? Or choose VizMan for a stress-free experience? VizMan is an automated visitor management system that works for any industries not limited to factories, societies, government institutes, and warehouses. A new age contactless way of logging information of visitors, employees, packages, and vehicles. VizMan is a digital logbook so it deters unnecessary use of paper or space since there is no requirement of bundles of registers that is left to collect dust in a corner of a room. Visitor’s essential details, helps in scheduling meetings for visitors and employees, and assists in supervising the attendance of the employees. With VizMan, visitors don’t need to wait for hours in long queues. VizMan handles visitors with the value they deserve because we know time is important to you.
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Visitor/Meeting Analytics – Evaluate notes and remarks of the meeting stored in the system
Visitor Management System is a secure and user friendly database manager that records, filters, tracks the visitors to your organization.
"Secure Your Premises with VizMan (VMS) – Get It Now"
Prosigns: Transforming Business with Tailored Technology SolutionsProsigns
Unlocking Business Potential: Tailored Technology Solutions by Prosigns
Discover how Prosigns, a leading technology solutions provider, partners with businesses to drive innovation and success. Our presentation showcases our comprehensive range of services, including custom software development, web and mobile app development, AI & ML solutions, blockchain integration, DevOps services, and Microsoft Dynamics 365 support.
Custom Software Development: Prosigns specializes in creating bespoke software solutions that cater to your unique business needs. Our team of experts works closely with you to understand your requirements and deliver tailor-made software that enhances efficiency and drives growth.
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Microsoft Dynamics 365 Support: Prosigns provides comprehensive support and maintenance services for Microsoft Dynamics 365, ensuring your system is always up-to-date, secure, and running smoothly.
Learn how our collaborative approach and dedication to excellence help businesses achieve their goals and stay ahead in today's digital landscape. From concept to deployment, Prosigns is your trusted partner for transforming ideas into reality and unlocking the full potential of your business.
Join us on a journey of innovation and growth. Let's partner for success with Prosigns.
Paketo Buildpacks : la meilleure façon de construire des images OCI? DevopsDa...Anthony Dahanne
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Venez le découvrir lors de cette session ignite
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Worried about document security while sharing them in Salesforce? Fret no more! Here are the top-notch security standards XfilesPro upholds to ensure strong security for your Salesforce documents while sharing with internal or external people.
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Listen to the keynote address and hear about the latest developments from Rachana Ananthakrishnan and Ian Foster who review the updates to the Globus Platform and Service, and the relevance of Globus to the scientific community as an automation platform to accelerate scientific discovery.
How to Position Your Globus Data Portal for Success Ten Good PracticesGlobus
Science gateways allow science and engineering communities to access shared data, software, computing services, and instruments. Science gateways have gained a lot of traction in the last twenty years, as evidenced by projects such as the Science Gateways Community Institute (SGCI) and the Center of Excellence on Science Gateways (SGX3) in the US, The Australian Research Data Commons (ARDC) and its platforms in Australia, and the projects around Virtual Research Environments in Europe. A few mature frameworks have evolved with their different strengths and foci and have been taken up by a larger community such as the Globus Data Portal, Hubzero, Tapis, and Galaxy. However, even when gateways are built on successful frameworks, they continue to face the challenges of ongoing maintenance costs and how to meet the ever-expanding needs of the community they serve with enhanced features. It is not uncommon that gateways with compelling use cases are nonetheless unable to get past the prototype phase and become a full production service, or if they do, they don't survive more than a couple of years. While there is no guaranteed pathway to success, it seems likely that for any gateway there is a need for a strong community and/or solid funding streams to create and sustain its success. With over twenty years of examples to draw from, this presentation goes into detail for ten factors common to successful and enduring gateways that effectively serve as best practices for any new or developing gateway.
Designing for Privacy in Amazon Web ServicesKrzysztofKkol1
Data privacy is one of the most critical issues that businesses face. This presentation shares insights on the principles and best practices for ensuring the resilience and security of your workload.
Drawing on a real-life project from the HR industry, the various challenges will be demonstrated: data protection, self-healing, business continuity, security, and transparency of data processing. This systematized approach allowed to create a secure AWS cloud infrastructure that not only met strict compliance rules but also exceeded the client's expectations.
Accelerate Enterprise Software Engineering with PlatformlessWSO2
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Challenges of building platforms and the benefits of platformless.
Key principles of platformless, including API-first, cloud-native middleware, platform engineering, and developer experience.
How Choreo enables the platformless experience.
How key concepts like application architecture, domain-driven design, zero trust, and cell-based architecture are inherently a part of Choreo.
Demo of an end-to-end app built and deployed on Choreo.
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Hivelance, a leading provider of cryptocurrency trading bot development services, stands out as the premier choice for crypto traders and developers. Hivelance boasts a team of seasoned cryptocurrency experts and software engineers who deeply understand the crypto market and the latest trends in automated trading, Hivelance leverages the latest technologies and tools in the industry, including advanced AI and machine learning algorithms, to create highly efficient and adaptable crypto trading bots
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Event sourcing, which records state changes as immutable events, provided robust auditing and "time travel" debugging for Wix Stores' microservices. Despite its benefits, the complexity it introduced in state management slowed development. Wix responded by adopting a simpler, unified CRUD model. This talk will explore the challenges of event sourcing and the advantages of Wix's new "CRUD on steroids" approach, which streamlines API integration and domain event management while preserving data integrity and system resilience.
Participants will gain valuable insights into Wix's strategies for ensuring atomicity in database updates and event production, as well as caching, materialization, and performance optimization techniques within a distributed system.
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This presentation emphasizes the importance of data security and legal compliance for Nidhi companies in India. It highlights how online Nidhi software solutions, like Vector Nidhi Software, offer advanced features tailored to these needs. Key aspects include encryption, access controls, and audit trails to ensure data security. The software complies with regulatory guidelines from the MCA and RBI and adheres to Nidhi Rules, 2014. With customizable, user-friendly interfaces and real-time features, these Nidhi software solutions enhance efficiency, support growth, and provide exceptional member services. The presentation concludes with contact information for further inquiries.
4. Why Pay Structure?
• Clarifies the market and internal value for each job, and provides a
way to manage employee pay effectively
• Quantifies compensation costs & enables budget decisions
• Validates compensation strategy & aligns to business goals
• Provides a tool to talk with employees about development
• Ensures pay equity
• Determines pay for non-benchmark jobs
• Allows ease of administration 4
6. Elements of a Pay Structure
Pay Schedules
• Sets of Pay Grades, multiple markets grouped (geography, industry,
etc)
Pay Grades
• A label for a group of jobs with similar relative internal value
• Associated with a pay range
Pay Ranges
• The upper and lower bounds of compensation, includes a range
minimum, midpoint, and maximum
6
7. Pay Schedules
7
Sets of Pay Grades with multiple markets grouped together
6 Different Pay Schedules:
o Home Schedule– 3 labor markets, within 2.5% of HQ
o Schedule A, Minus 15% Schedule – 4 labor markets
o Schedule B, Minus 10% Schedule – 7 labor markets
o Schedule C, Minus 5% Schedule – 4 labor markets
o Schedule D, Plus 5% Schedule – open
o Schedule E, Plus 10% Schedule – 1 labor market
8. Pay Grades & Ranges:
What are they?
8
Range:
• a lower and
upper limit
associated
with a pay
grade
• generally has
a minimum,
midpoint, and
maximum
Grade:
• an identifier
of a pay range
• multiple jobs
can be
grouped in a
pay grade
10. Step 1: Identify Multiple
Schedules
• Provides a way of grouping together multiple labor markets, using the
same set of pay grades
• Streamlines pay structure
• Consideration: how complex is your organization?
• Industries and/or lines of business
• Retail & Social Services
• Sales
• Engineers vs Admin
• Locations
11. Step 2: Determine Pay Grade
• There are no fixed rules for every organization
• Decide how many grades you will have. Number of pay grades varies in
response to:
• The size of the organization
• The vertical distance between the highest and lowest level job
• How finely the organization defines jobs and differentiates between them (i.e. levels)
• The pay increase and promotion policy of the organization.
• Determine the definition of each grade
12. Step 3: Develop Ranges
• Midpoint Differential
• Distance between midpoints
• Formula: =(MidB-MidA)/MidA
• Range Spread
• Distance between bottom and top of range
• Formula: =(Max-Min)/Min
• Typical range spreads are 30% to 60%
• Min relative to Mid
• Formula: =Mid/(1+(Range Spread/2))
• Max relative to Min
• Formula: =Min*(1+Range Spread)
Range
Range
Width Min Mid Max
A 40% $8.50 $10.25 $12.00
B 41% $9.75 $11.75 $13.75
C 42% $11.25 $13.50 $16.00
D 43% $12.75 $15.50 $18.25
E 44% $14.75 $18.00 $21.25
F 45% $16.75 $20.50 $24.50
G 46% $19.25 $23.75 $28.25
H 47% $22.00 $27.25 $32.50
I 48% $25.25 $31.25 $37.50
J 49% $29.00 $36.00 $43.25
K 50% $33.25 $41.50 $49.75
L 52% $37.75 $47.75 $57.50
M 54% $43.25 $54.75 $66.50
N 56% $49.25 $63.00 $76.75
O 58% $56.25 $72.50 $88.75
P 60% $64.25 $83.50 $102.75
Q 62% $73.25 $96.00 $118.50
13. Considerations
Difference at the base vs top of the structure
• Broad range spread at the top, narrower
at the base
• Time to proficiency
• Differentiation of skill sets
• Manager input
Overlap between ranges
• Long tenure/high performing
employees can earn higher
wages
• Provides more cost effective
career progression within the org
14. Step 4: Assign Grades to
Positions
• Align positions to structure by matching market value with closest
range midpoint
• Adjust for internal equity.
• Positions with similar level of responsibility and value to the organization.
• Where market is between two grades, use internal equity to tip.
15. Position Grade
Assignments
Job Code Grade
Client Service Associate 1
Marketing and Business Development Associate 2
Executive Assistant 3
Sr. Client Service & Compliance Administrator 4
Office Manager 4
Client Advisor 6
Senior Client Advisor 7
Director of Client Services & Operations 7
Vice President 8
Director of Investment Research 8
Senior Investment Strategist 9
Owner President 10
Owner CEO 10
17. How do you use the pay range?
Employee Placement in Range
o Min = New Hire
o Midpoint = Proficient & meeting performance expectations
o Above midpoint = Takes into account tenure, performance, education –
whatever org values most
Guidelines or Policies
o Develop guidelines or policies about:
o Where new employees enter ranges
o How current employees move within ranges
o What happens when an employee is promoted?
o How much discretion do managers have?
o Get specific, where it makes sense
17
18. Employee Placement in Range
Minimum Range Midpoint Maximum
$20,000 $32,000
$26,000
Range Minimum: Range Midpoint: Range Maximum:
Lower limit of a pay
range/band. Pay for
new or less experienced
employees should be
closer to minimum.
The midpoint identifies the
proficiency point. Market
based ranges have a
midpoint that aligns with the
target percentile in the
market.
The upper limit of a pay
range/band. Pay for more
tenured employees or star
performers should be
approaching this number.
19. Employee Placement in Range
Minimum Range Midpoint Maximum
$20,000 $32,000
$26,000
Green-Circled Employees Red-Circled Employees
Employees that are paid
below the minimum of
the pay range.
Employees that are paid
above the maximum of
the pay range.
20. Comparing Employee Pay to
Ranges
Minimum Range Midpoint Maximum
0% 33% 66% 100%
$20,000 $32,000
$26,000
50% Penetration
Range Penetration:
A percentage that shows an
employee’s position in the range. The
percentage shows a relative
comparison to the minimum of the
range.
= (Employee Pay – Min) / (Max – Min)
Range Penetration = 0%
Employee’s pay is at the minimum
Range Penetration = 50%
Employee’s pay is at the midpoint
Range Penetration =100%
Employee’s pay is at the maximum
21. Comparing Employee Pay to
Ranges
Minimum Range Midpoint Maximum
$20,000 $32,000
$26,000
> 1.0
=1.0 compa-ratio
< 1.0
Compa-Ratio:
A quick number to identify
employee’s pay relative to
the midpoint of the range.
Calculated by:
= Employee Pay / Midpoint
Compa-Ratio < 1.0
EE Pay is below proficiency point
Compa-Ratio = 1.0
EE Pay is at the proficiency point
Compa-Ratio > 1.0
EE Pay is above the proficiency point
23. Maintaining a Compensation
Structure
• New positions
• Benchmark and assign grades based on market value
• Evaluate ranges to market
• Annually based on market research
• Shift ranges as necessary (2-3 yrs)
• Evaluate Grade Assignments
• Revised job duties
• Hot Jobs
25. What are Grade-Based
Ranges?
Jobs with similar level of responsibility and value to the organization are
grouped together in a “grade”
Easy to:
• Maintain & Administer
• Adjust to local markets
• Keep current to market year-to-year
• Each grade has a range
• External Equity + Internal Alignment
• Can easily level positions (I, II, III, etc)
• Can “slot” non-benchmark job
26. Grade Based Ranges
Job Code Grade
Client Service Associate 1
Marketing and Business Development Associate 2
Executive Assistant 3
Sr. Client Service & Compliance Administrator 4
Office Manager 4
27. What are Job-Based
Ranges?
Ranges are built around the market value for the job, at the targeted percentile
• Focus is solely on External Equity
• No ranges for non-benchmark jobs
• May go down from year to year depending on
the market
• May be appropriate for smaller
organizations
• Cumbersome for organizations with
many jobs
Editor's Notes
What do we mean by flexibility?
Why it’s important is on the next couple slides.