Compensation and Benefits Plan

An organization that I worked for from July 2011 to September 2012 desperately needs to be assessed for compensation and benefits issues. The Ourisman Automotive Group and a new and used car dealership and they have three locations in close proximity. The three locations in need of help are World of Ford and Lincoln, Ourisman Chevrolet Buick, GMC of Alexandria and Chrysler, Jeep and Dodge. The challenges this dealership range from a very high turnover rate, poor benefits, unstructured incentive programs, no recruitment and low retention and down to sexual harassment. An unstructured incentive program has caused hostility and has left many employees feeling under appreciated. For instance at the Chevy Service Department two incentives were given; one was for the technician’s. The other was for the service managers. These two incentive programs ran from January 2012- April 2012. During this period five service employees who did not fall under the two categories were left watching the rest of the staff “win” cash or free lunch of choice weekly for sixteen weeks. Even the Parts Department, which is part of the Service Department, got bonuses for the sales they made. The other staff should have been included to prevent any hurt feelings or worse, losing an employee. Not only are the staff employed my Ourisman underpaid and underappreciated but they are paying an arm and a leg for health benefits. They also have a high deductible to pay before those benefits come into effect. This leaves the employee paying out of pocket even more for health insurance benefits. With the high turnover this is a negative practice and does not put us at an advantage over other dealerships in the area. Sexual harassment should be eliminated completely. This problem has cost the organization talented employees and even millions of dollars in legal fees. By offering extensive trainings, or even one training session we can impose the importance of not only following company policy but