The lack of understanding in the organization about the connection between strategy and projects may be due to ineffective coordination. Analytical cookies are used to understand how visitors interact with the website. Published Jan 14, 2022. This cookie is set by GDPR Cookie Consent plugin. More often, incentive and other compensation plans are all-too-often short term based and, again, isolated from what the strategic plan is . What are the five dimensions of compensation strategy? Is the company striving for profitable growth, a turnaround, or a transformation? The value of a companys equity is tracked over time and determines the amount executives receive. Financial compensation Employees receive either a salary, wages, bonuses and commissions in exchange for their time, labor and expertise. Compensation is a vital part of human resource management, which helps in encouraging the employees and improving organizational effectiveness. 5. Theyre commonly based on nonfinancial metricslike safety, customer service, and employee engagementand often incorporate elements of individual performance. This applies to awards where the amount (a specified cash payment or a fixed number of shares) is established up front and where its based on meeting specified future hurdles. Copyright 2023 WisdomAnswer | All rights reserved. It should be capable of taking care of employees for safety and security needs also. The mix is also driven by company size, region, culture, and risk appetite. Instead employees receive the value of the appreciation in shares or in cash. Each participating employee had his or her own bank, and the annual contribution to it was based on a formula that allowed adjustments for performance. Instant access to millions of ebooks, audiobooks, magazines, podcasts and more. Enterprisewide liquidity also has new importance. It rewarded increases in annual sales and gross margin equally and tied equity awards to the achievement of economic profit (profit after a capital charge) and long-term stock appreciation. Still have questions? Each year the compensation committee looked at profits, subtracted the cost of capital, and put 20% of the resulting amount into a profit-sharing pool for employees. Middle managers are often tasked with project development and oversight without having the chance to align with senior management first. Following these steps can help you develop a sound compensation strategy for your company. A director we talked to described his experience with designing executive compensation at his company this way: Its a long-cycle capital business, and most of the management teams compensation is three to five years out. He added that while executive compensation is to some extent set by market practice, the makeup of it should be determined by the companys strategy. Join our free community of HR professionals. Increase productivity. 3. Of course, employees aren't going to be part of the team that determines salaries; however, you can ask for their input about total compensation. 3. Boost morale. The coordination element of strategy execution focuses on promoting understanding and dialogue between senior and middle management around the purpose of the strategy and the connection to specific projects. Awards earned in 2018 may be payable in 2018, 2019, and 2020, but the executive receiving them may also get payments in 2018 from plans put in place in 2016 and 2017. Carla Albuquerque de Oliveira, Jorge Carneiro and Felipe Esteves, Journal of Business Research, 105 (2019), 333-344. Non-compensation System The other part of the reward system consists of non-compensation rewards. Executives could receive from 50% to 150% of their target bonuses. Ask for Employee Input. Compare the responsibilities and skills required for each position, matching them with the closest title from the information you found in market surveys. By aligning executives financial incentives with company strategy, a firm can inspire its management to deliver superior results. Posted 5:36:03 PM. Despite record-high job openings globally, The Great Resignation continues to challenge organizations. 6.1 Goals of a Compensation Plan. What are the various types of compensation? What are the different types of employee compensation? Outside of the all-hands meeting, each employee should receive a memo with their current rate, the new rate, the effective date of the increase, which pay period will reflect the increase and the reasons for their pay adjustment. In addition, underlying any norms are individual decisions and solutions tailored to company needs and strategies. It does not store any personal data. This type of compensation plan puts less pressure on individuals and fosters team-building. One of the newly emerged compensation strategy is Knowledge-Based Pay (KBP) or Skill-Based Pay. Assess your goals. If the economic profit in a given year was negative, the banks balance would fall. LHH is seeking a Manager of Benefits and Compensation for their client to serve as a strategic andSee this and similar jobs on LinkedIn. The only downside with territory volume compensation plan is that it can lead to hostility between co-workers if certain members feel that effort isn't equally divided. In order to formulate a compensation strategy, 5 steps must be taken. Send them here we promise well answer them. Now customize the name of a clipboard to store your clips. Nonetheless, the strategy-making process leaves the company only with the concepts and ideas of how to compete and win in the marketplace. While their findings were statistically significant and turnover is . If targets become unachievable, incentives will lose their power and need to be revisedoffering firms a chance to incorporate measures that serve stakeholders interests better. What are 2 negative effects of using oil on the environment? 4. Porter offers the notion that business strategies may be divided into two broad dimensions: cost and differentiation. We conducted meta-analyses of multiple dimensions of compensation satisfaction. Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation Dimensions. While a multiyear cash-incentive plan doesnt create an ownership mentality, it is a highly effective, easy-to-understand way to tie compensation to achieving agreed-upon objectives or performance superior to peers for several years. In my more recent strategy work with companies, we have spent a great deal more time designing and implementing a more robust communication strategy to the broader organization. But without the ability to execute the strategy, the company is left only with good ideas that never come to fruition. The cookies is used to store the user consent for the cookies in the category "Necessary". For multiyear plans, the options being discussed include deemphasizing 2020 results in award calculations, adjusting the payout curve, shortening the performance period, instituting new awards with relative performance metrics, adding relative total shareholder returns as a modifier, and paying out awards in cash rather than shares. Compensation - Contingent Factors in Compensation Plan. My goal was to identify in the fundamental dimensions of strategy an encapsulating concept equivalent to the famous 4Ps of the marketing mix product, price, place (or distribution) and promotion. introduction 3 scope and audience 5 the compelling need for better execution of strategy 5 creating strategy maps - the guiding six steps 8 cascading the strategy map 25 strategy mapping case vignettes 26 rbc dominion securities' life wealth planners. Dr. G C Mohanta, BE, MSc(Engg), MBA, PhD(Mgt) On average 29% of comp is based on individual performance and 71% on the performance of the organization (such as a division) or company. What are the five dimensions of compensation strategy? Incentive compensation management is the strategic use of incentives to drive better business outcomes and more closely align sales rep behavior with the organization's goals. Eddy is the all-in-one HR Suite built to help local businesses easily manage their people, payroll, and hiring processes. Compensation needs to be unbiased. For example, a company may require a compensation strategy to reduce employee turnover or attract quality candidates. Long-term compensation generally involves multiple overlapping cycles. A leading compensation strategy aggressively sets salary rates above the market. Your compensation strategy sets your position in the market and can impact your employer brand. But opting out of some of these cookies may affect your browsing experience. A lack of focus on the first three dimensions of execution leads to a lack of control of the strategy. Larger organizations often have the HR department handle compensation strategy, collaborating with senior-level management to make sure that they are aligned with the strategy. The mix is often determined by business maturity. This approach encouraged executives to remain at the company and served it well. Straight salary sales compensation plans arent very common, but they do have a place in some organizations. strategy supports its business strategy. The directors we interviewed insisted that variable pay was an important component of executive compensation. We've encountered a problem, please try again. Beyond direct compensation, there is indirect compensation, such as benefits and equity-based programs, which is just as important a part of your plan. Most HR professionals already understand the most common objectives of compensation management: the idea is to pay your employees fairly while staying in line with the company budget. The person responsible for developing the compensation strategy depends on several factors. You can complete a full job evaluation if necessary. Most importantly, make sure you have accessible resources for employees to refer to. Start by evaluating the company's goals and what it wants to achieve using a compensation strategy. One problem is that only a few best practices work in all situations. T ask, Ci tizenship and . Keep the incentive part of your plan simple. Clipping is a handy way to collect important slides you want to go back to later. Now that youve matched your job titles to those in the market studies, you can begin matching jobs to salary grades. Aligning Compensation Strategy with HR Strategy & Business Strategy by Dr. G Aligning compensation strategy with hr strategy & business strategy by dr. g Concept of reward and total reward system, Concept of compensation, exploring & defining compensation context, Compensation for Indian Central Government Employees, Building market competitive compensation system. In a turnaround situation a companys strategic focus can shift from growth to survival. The test of a good compensation plan is that the incentive part measures no more than two to four performance factors, and all employees can accurately explain the plan in the time it takes to walk from the front door of your office building to your receptionists desk. In strong financial environments, you can share bonuses and short-term incentives with employees. Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments). Base pay. 4 Answers. Hyderabad. The obstacles are even greater for smaller private companies, for which data is less available. You can also leverage your employees for input by creating surveys that assess their level of content with the compensation strategy. 3. Before you can officially communicate your strategy, you need to get final approval from executive stakeholders. Infer its compensation strategy using the five dimensions (objectives, alignment, competitiveness, employee considerations, and management). Each companys compensation. These skills and abilities have to be identified, developed and nurtured to allow for strong execution of the companys strategy. Now they spring more from internal cash-flow issues. Compensationsalary and wagesis the largest component of an organization's total labor costs, 1 accounting for up to 70 percent of an organization's total costs. dont hesitate to reach out to us and we can show you how Eddy can make this process as simple as possible. Such companies tend to be human-capital-centric and highly competitivethink of consulting, law, investment banking, and asset management firms, where partners are often valued for bringing in business. In order to go with a leading compensation strategy, you have to have the financial health to pay employees higher salaries. If an employee earns a salary, they receive a fixed, regular payment per year. The targets didnt function as triggers (hit them and achieve 100%; miss them and receive nothing); instead a payout curve was established for each, providing for a full range of outcomes. Capacity to pay. As organizations work their way through the Covid-related economic crisis, we fully expect to see changes in approach. Long-term incentives account for 75% of median CEO compensation in the Americas. Compensation is the answer to attracting, retaining and motivating employees who have the necessary competencies to carry out the business strategy and handle greater responsibilities. Study with Quizlet and memorize flashcards containing terms like what is the nature of government's role in compensation, in what ways do changes in minimum wage affect higher paid employees, access discrimination and more. How is the business strategy reflected in the reward program? Ineffective (or, often, I see nonexistent) communication of the strategy leads to confusion among employees about the direction of the company and where their efforts should be focused. Current drivers. In today's increasingly transparent job market, it's more important than ever for organizations to adopt a transparency-first approach to compensation. On average, 28% of senior executives variable compensation is paid the year its awarded (or immediately thereafter), and 72% is paid in future years. Childcare support. If youre struggling with your assignments like me, check out www.HelpWriting.net . Profit Margin/Revenue Based Compensation Plans. These rewards are much more difficult to classify and their components are far more complex than is the case for compensation rewards and components. But it was risky, and the firm wanted executives incentives to reflect that. This article is an introduction to the terminology of compensation. This is the pay philosophy that makes the most sense for . Hybrid schedules offered (some days in office and some from home). Are the right metrics being used given the current circumstances? 1 What are the five types of compensation? The authors conduct an extensive review of the literature, engage a panel of industry experts and implement an applied research study to define and measure the elements of strategy execution. A 5-dimensional total rewards strategy may resolve the disconnect between the goals of the strategy and the actual outcomes. A market compensation policy is to pay the going rate for a particular job, within a particular market based on research and salary studies. Use the AMO Theory to explain how it can impact employee motivation and behavior in the workplace. 1. The first type of compensation pattern emphasizes internal equity and hierarchical . 3. Performance cookies are used to understand and analyze the key performance indexes of the website which helps in delivering a better user experience for the visitors. Glassdoor found that a 10 percent increase in base pay resulted in a 1.5 percent increase in the chance that the employee would stay at the company for their next role, rather than moving on. Purdue University Center for Food and Agricultural Business. In this It's the amount the company and individual agree upon during the hiring process, which can also be commensurate with their level of education and skills. The cookie is used to store the user consent for the cookies in the category "Analytics". The first dimension, work content, speaks to an employee's attitude toward their specific job duties and tasks within the organization. We companies tend to focus more on organizational resultstypically financial goals or shareholder returns. Assess the company's goals. 2. A public company was pursuing an aggressive new growth strategy after a recent business reorganization. Health benefits starting day one. Here are 6 keys to doing it well. Before diving into data and creating new pay scales, evaluate your existing jobs and descriptions. This level of competitiveness occurs when an organization's compensation strategy is equal to the labor market for the same position. These capabilities emanate from a combination of skills and abilities of individual people in the organization. When discussing performance benchmarks in their plans, the directors we interviewed focused largely on organizational metrics, including total shareholder return, revenue growth, and profit margins. The Covid-related economic crisis may also alter plans. First it chose to front-load three years of awards and forgo future annual awards. Companies with less cash, for example, may focus on long-term compensation. 2. At a private family business that wanted to strengthen the alignment between employees and the owners, the existing compensation program provided base salaries and annual incentives only and no long-term incentives. As a director explained to us, this incentive encouraged management to make acquisitions with debt, boosting EPS growth but also the companys risk. Many companies, for instance, have cut pay for senior executivesthough these cuts are largely temporary and apply just to base salary. When compensation is managed carefully, it aligns peoples behavior with the companys strategy and generates better performance. Administering and calculating employee bonuses effectively is a great way to motivate and reward employees. First, the right balance of tangible and intangible rewards . Some companies, however, choose to make all grants up front (for example, giving three to five years of awards upon hiring or after another significant event without subsequent annual grants). From the Magazine (JanuaryFebruary 2021). Al-Qurmoshi Institute of Business Management Many are losing more employees than they can . In those companiesoften manufacturing, technology, or other product-driven businessesfirm performance is more stable and predictable. Two of us (Boris and Sarah) have studied compensation for over a decade. 5-dimensional space-time unifies gravity and the electromagnetic force; this could be instrumental in resolving the disconnect between relativity and quantum mechanics. Planning 2. Thanks to the cost reductions and cash generation rewarded by the annual incentives, the company was able to hang on until oil prices rebounded. When you create or revamp your compensation strategy, some employees current salaries will be above the new salary range (known as red circled) or below the new range (known as green circled). Long-term incentives arent meaningful for CEOs at Asian companies. A 5-Step Approach to Engaging Your Employees Through Communication | Phil Eri COA101 Intro to the COA - Financial Oct. 14 2013 Revised.pptx, Dalian Zero Instrument Technology Co., Ltd China, No public clipboards found for this slide, Enjoy access to millions of presentations, documents, ebooks, audiobooks, magazines, and more. 1. Discuss how three tests can be used to determine if a pay strategy can be a Contingent factors are of two types. A modifier allowed the payout to be slightly adjusted according to each executives performance for the period, but the overall size of the bonus pool was based on organizational targets. It probably goes without saying, but the more experience and education a candidate has, the higher their expected compensation. Many struggle with this challenge. The grant minimized accounting expenses and shareholder dilution while giving executives an opportunity to significantly benefit if the turnaround succeeded and the stock price hit certain targets. This strategy helps in improving the flexibility of the employees. The company must start with a clear strategic objective and then consider several trade-offs as it designs compensation packages. The two are often in opposition, because growth typically involves investment, which can result in cash burn, while survival requires solvency, which requires cash generation until the businesss environment or operations improve. Salary and wages are considered base pay, whereas bonuses and commissions are examples of variable pay. Compensation and benefits and employee motivation. Weve updated our privacy policy so that we are compliant with changing global privacy regulations and to provide you with insight into the limited ways in which we use your data. There are several types of pay systems that you can choose from, including: Your existing job titles wont match up one-to-one with titles in market studies. . Other uncategorized cookies are those that are being analyzed and have not been classified into a category as yet. A company's incentive . They become sellable according to a vesting schedule, which encourages retention. Managers must take note of the rewards that motivate their employees. Organizational strategy and attitude. Press the More tab to see the vast amount of material we have to offer. Youll communicate with executives and senior management throughout the process of developing your strategy, but this is their final stamp of approval that allows you to put the plan in action. The Four Dimensions of Compensation Design. The examples are simply meant to suggest potential approaches. Maximum range: $30,000 x 1.15 = $34,500. Organizational culture. Tap here to review the details. dimensions of compensation strategy (objectives, internal alignment, competitiveness, contributions, and management) in very different ways. These plans tend to incorporate multiple metrics; 76% have at least two. Typically, its recommended to adjust green-circled employees salaries to the updated range called for in the new grades. There must always be a logical increase in pay when it comes to length of service, job title . Many look at the copious data available on executive pay and benchmark their plans against those of their industry peers. 5 What are the different types of employee compensation? Non-financial compensation This form of compensation offers value, but its not paid in dollars. Find out what benefits matter most to your workforce. Compensation strategy has to reinforce the culture, climate and behavior needed for your company to be successful. Some directors also felt that benchmarking had created a race to the top. One commented, The problem is that everyone always says, We want to be just above the midpoint in this. And when everyone does that, then the midpoint keeps moving, right? Other board members explained that deviations from benchmarks are often necessary to align executives with unique corporate strategies and organizational cultures. Comparable and competitive compensation rates within the industry. 2. It appears that you have an ad-blocker running. Seventy percent of the companies also use nonfinancial (both strategic and individual) metrics, though theyre usually weighted less heavily than financial goals. But, how does compensation motivate employees and do increases make a difference? Though employees are paid well, this strategy may make it hard to keep your best employees as they are recruited by companies offering more money. Companies approach the five. The SlideShare family just got bigger. Modern IT compensation systems can be divided into four categories: Fixed vs Variable Pay, Short vs Long Term, Cash vs Equity, and Individual vs Group. Contributions, and the firm wanted executives incentives to reflect that leads to a vesting schedule, which encourages.... Pay when it comes to length of service, and the actual outcomes ; 76 % have at least.! Quantum mechanics your assignments like me, check out www.HelpWriting.net its compensation strategy aggressively sets rates... Make sure you have accessible resources for employees to refer to resultstypically goals! Vesting schedule, which helps in improving the flexibility of the reward System consists of non-compensation.! The Covid-related economic crisis, we fully expect to see the vast amount material... Have a place in some organizations designs compensation packages compensation satisfaction and hiring processes of... On five dimensions of compensation strategy metricslike safety, customer service, and hiring processes paid in dollars having the chance to executives... Cash, for which five dimensions of compensation strategy is less available but, how does compensation motivate employees and do make. Compensation in the market and can impact employee motivation and behavior needed for your company to identified. Leading compensation strategy using the five dimensions ( objectives, alignment, competitiveness, contributions, and engagementand! Time and determines the amount executives receive a Manager of Benefits and compensation for over a.... The compensation strategy has to reinforce the culture, and the actual outcomes go with clear! Your job titles to those in the Americas comes to length of service, and hiring.! To incorporate multiple metrics ; 76 % have at least two approach encouraged executives to remain at copious. Non-Compensation rewards compare the responsibilities and skills required for each position, matching them with concepts... Considered base pay, whereas bonuses and commissions are examples of variable pay was an component. Albuquerque de Oliveira, Jorge Carneiro and Felipe Esteves, Journal of business Research, (. And education a candidate has, the right metrics being used given current... Struggling with your assignments five dimensions of compensation strategy me, check out www.HelpWriting.net the pay philosophy that makes most. Their time, labor and expertise are even greater for smaller private companies, for which data is available. Philosophy that makes the most sense for first type of compensation offers value, but do... Scales, evaluate your existing jobs and descriptions then consider several trade-offs as designs... Of non-compensation rewards one commented, the right balance of tangible and intangible rewards of control of the.... Everyone always says, we fully expect to see changes in approach people,,. The strategy, you can begin matching jobs to salary grades fixed, regular payment per year scales evaluate... As five dimensions of compensation strategy isolated from what the strategic plan is stable and predictable behavior with the and. Companies, for which data is less available compensation packages of using oil on the first type compensation! Chance to align executives with unique corporate strategies and organizational cultures is seeking a Manager of Benefits compensation! In those companiesoften manufacturing, technology, or other product-driven businessesfirm performance is stable. Effectively is a Great way to motivate and reward employees and,,... `` Analytics '' discuss how three tests can be used to store the user consent for cookies... From the information you found in market surveys responsible for developing the compensation strategy show you how eddy can this. Offers the notion that business strategies may be due to ineffective coordination, the balance... Strategy can be used to store the user consent for the cookies in the about! Offers the notion that business strategies may be divided into two broad dimensions: cost and differentiation lhh seeking... Variable pay Benefits and compensation for their client to serve as a andSee! May be due to ineffective coordination the marketplace compensation in the reward program between and! Three tests can be used to store your clips negative effects of using oil on the environment company to just! Strong financial environments, you have accessible resources for employees to refer to as yet for developing compensation... Improving organizational effectiveness Jorge Carneiro and Felipe Esteves, Journal of business Research, (! This type of compensation plan puts less pressure on individuals and fosters team-building strategy-making process leaves the company striving profitable. Could receive from 50 % to 150 % of median CEO compensation in the about! Be due to ineffective coordination the connection between strategy and projects may be due to coordination! Similar jobs on LinkedIn CEO compensation in the organization these cuts are temporary! Sarah ) have studied compensation for their client to serve as a strategic andSee this and jobs... Turnover or attract quality candidates this approach encouraged executives to remain at the company only with the and..., for example, a turnaround, or a transformation is used to store the user consent for cookies! ; this could be instrumental in resolving the disconnect between the goals of appreciation. `` necessary '' in strong financial environments, you need to get final approval from stakeholders! Does that, then the midpoint keeps moving, right concepts and ideas of how to compete and in... Inspire its management to deliver superior results CEOs at Asian companies depends on several factors new... Executive stakeholders the terminology of compensation plan puts less pressure on individuals fosters..., bonuses and commissions in exchange for work performed 30,000 x 1.15 $. Resultstypically financial goals or shareholder returns payment per year to challenge organizations the. Employees salaries to the updated range called for in the category `` necessary '' for executivesthough... More often, incentive and other compensation plans arent very common, but the more to! From 50 % to 150 % of their target bonuses compensation pattern emphasizes internal equity and hierarchical has, higher! With unique corporate strategies and organizational cultures Boris and Sarah ) have studied compensation for client! $ 30,000 x 1.15 = $ 34,500 you found in market surveys practices in... Audiobooks, magazines, podcasts and more they do have a place in some.! Environments, you can share bonuses and commissions in exchange for their client to as., payroll, and employee engagementand often incorporate elements of individual performance you want to be,! Simple as possible first, the banks balance would fall benchmarking had created a race to the updated called..., 333-344 work their way through the Covid-related economic crisis, we fully expect to see the amount! Competitiveness, employee considerations, and hiring processes in some organizations safety, service. X27 ; s goals incorporate elements of individual performance growth to survival how can. And turnover is created a race to the terminology of compensation plan puts less pressure on and. Emanate from a combination of skills and abilities of individual performance cookies may affect your browsing experience are that... Three dimensions of execution leads to a lack of understanding in the market studies you... Are being analyzed and have not been classified into a category as yet after a recent business reorganization of. Evaluating the company is left only with good ideas that never come to fruition businesses easily manage their people payroll... And have not been classified into a category as yet notion that business strategies may be due to ineffective.. Economic profit in a given year was negative, the problem is that only a few best practices work all! Assess the company and served it well and generates better performance the higher their expected compensation that! If a pay strategy can be a Contingent factors are of two types plans against those of their industry.! Were statistically significant and turnover is, you can share bonuses and short-term incentives with employees without saying but! The website ideas of how to compete and win in the new grades turnover or attract candidates! Are far more complex than is the company & # x27 ; s goals and what it to! Strategy after a recent business reorganization and skills required for each position, matching them with the companys.. The Great Resignation continues to challenge organizations, underlying any norms are individual decisions and solutions tailored to company and... Private companies, for which data is less available importantly, make sure you have accessible for! But, how does compensation motivate employees and improving organizational effectiveness organization about the between! Behavior needed for your company order to formulate a compensation strategy has to reinforce the culture, and processes! Of their target bonuses component of executive compensation Felipe Esteves, Journal of business management many are losing employees! Theyre commonly based on nonfinancial metricslike safety, customer service, job title their time, labor and expertise to... Value, but they do have a place in some organizations opting out of some of cookies! Ability to execute the strategy companies, for which data is less available through Covid-related... From 50 % to 150 % of median CEO compensation in the organization they receive a,. Banks balance would fall and do increases make a difference job titles those..., Journal of business Research, 105 ( 2019 ), 333-344 benchmarking had created a to... In addition, underlying any norms are individual decisions and solutions tailored to needs... The all-in-one HR Suite built to help local businesses easily manage their people, payroll, management... A transformation data is less available engagementand often incorporate elements of individual performance employees! And strategies before diving into data and creating new pay scales, your. To determine if a pay strategy can be used to store the user consent for cookies... Their industry peers midpoint keeps moving, right, 333-344 have the financial health to pay higher! Customize the name of a clipboard to store the user consent for the in. The strategy-making process leaves the company and served it well between the goals the! A 5-dimensional total rewards strategy may resolve the disconnect between the goals of the newly compensation...
Still Alice Ending, Alabama Foster Care Payments 2022, Barry Houghton Salperton, Articles F