L. Averill | Glenn L. Dalton
S. Daniels | Karen O. Drake | Kimberly M.
Andrea L. Averill
Ms. Averill brings a breadth of
knowledge and expertise in working with
clients to diagnose, evaluate and implement effective total reward
strategies and compensation programs that drive both individual and
business performance. Ms. Averill has extensive experience in the
development and implementation of compensation philosophies,
strategies, and programs for the broad-based employee population, as
well as executive, technical and sales force population. Her work
includes managing industry compensation surveys and comprehensive
market pay studies. She has served numerous companies in industries
including: educational testing, professional associations, not for
profit, pharmaceutical, consumer products, insurance,
telecommunications and financial services.
Before joining RKD, Ms. Averill has held
progressive positions within
the compensation consulting practices at Towers Perrin in Philadelphia,
PA and Sibson & Company in Princeton, NJ. She has also held
corporate human resources positions at FMC and Swiss Bank Corporation.
An international $1B plastics division
of an oil company moving to a
stand-alone organization sought a new executive pay program to support
their business. Ms. Averill lead the development of a compensation
philosophy, salary banded structure, bonus and stock option plan that
aligned pay with the long and short term goals of the organization.
A $40B insurance company with over 60,000 employees that was loosing
market share sought a market based approach to pay and improve
individual and business performance for their corporate positions. Ms.
Averill lead the development of a comprehensive market study, market
based job evaluation approach and salary structure and performance cash
program that aligned pay to the market and created a stronger link
between pay and performance.
A $280B mortgage company that had rapidly grown through acquisition
sought to consolidate over 100 different management and sales incentive
plans across various business units to align these plans with the
strategic goals of the organization. Ms. Averill lead the development
of an incentive philosophy and guidelines, review and analysis of the
plans, development of new sales incentive plans and communications.
Ms. Averill has a master’s degree in
industrial relations, specializing
in compensation management and plan design, from Loyola University of
Chicago. She studied economics at Purdue University and Loyola
University in Chicago, where she received her bachelor’s degree.
Glenn L. Dalton
Nationally recognized for his in
optimizing organizations’ investments in human capital and linking
those investments to business strategy, Mr. Dalton helps clients solve
their people issues with positive impact on the bottom line. His open
and direct approach has been effectively applied from the executive
suite to the union shop floor. He has unique experience in helping
companies and unions collaborate on critical issues.
A $20B global mining company facing
increasing labor costs sought help in diagnosing and redesigning its
failed gainsharing plan. Working with seven unions representing more
than 2,000 employees across three business units in two locations, Mr.
Dalton used a collaborative design process to develop a highly
successful group incentive plan that, within 18 months,
helped increase productivity by 17%, improve safety by 40% and reduce
cost per unit by 16%.
A privately held plastics manufacturer sought help transitioning
employees from a traditional work environment with individual
piece-rate incentives to team based work processes. Mr. Dalton
developed an integrated transition process that improved
short term productivity by 35% over previously launched teams.
New staffing levels, team work processes, base pay structures, group
incentives, and change management processes were key ingredients in the
A $2B consumer products spin-off in a slow growth industry embraced
economic value as a key measure of organizational success and turned to
Mr. Dalton to help focus top management on EV. He led a critical
initiative that created new performance management and pay vehicles and
utilized an innovative change process that focused senior management on
the company’s key EV drivers and enabled it to triple share
price in less than two years.
Prior to forming the RKD Group, Mr.
Dalton was a partner with Axiom Consulting Partners, and a principal
with Sibson & Company. Before that, Mr. Dalton was Director,
Human Resources for Ralston Purina Company’s Pet Food Group, Ralston’s
Corporate Director of Labor Relations and Employment Law and during a
20-year Ralston career held senior legal and human resources positions.
Mr. Dalton earned his law degree from
the Washington University School of Law in St. Louis, and a bachelor of
arts degree in political science from Hendrix College.
Professional Affiliations and
Mr. Dalton is affiliated with the
Society for Human Resource Management (SHRM) and World at Work. He is a
frequent speaker at national and specialized conferences and has been
quoted in the Wall Street Journal, Industry Week and Business
Finance. He has been published in Management
Review, Industrial Management, Compensation and Benefits Review,
Journal for Quality and Participation, and the Journal
of Organizational Excellence.
Jennifer S. Daniels
Ms. Daniels provides analytical support
to clients focusing on market
pricing and research. She also provides support on projects regarding
performance management system and salary structure development.
Prior to joining RKD Group, Ms. Daniels
was an undergraduate student at
American University, working as Executive Apartment Assistant for the
Office of Housing and Dining. She also has prior experience as a
project and event manager for a catering company in Newport, RI.
Ms. Daniels has worked on a number of
significant projects involving
market pricing and performance management system development:
Assisted in the design
process of a
comprehensive career pathing system for
a $30 million dollar
subsequent analysis of the
population at a private
higher Education survey regarding
practices of non-tenure
Ms. Daniels completed her
bachelor’s degree in philosophy magna cum
laude at American University in Washington, DC.
Kimberly M. Keating
Ms. Keating has extensive experience in
broad-based compensation and
performance management and has consulted with numerous organizations in
designing compensation programs to support their business strategy and
build competitive advantage.
Before joining RKD Group, Ms. Keating
was a Senior Consultant at Mercer
Human Resource Consulting. During her five years at Mercer, her clients
included financial services organizations, national associations,
charitable organizations, and institutions of higher Education, as well
as Fortune 500 companies.
Previously, Ms. Keating led the rewards function for The Advisory Board
Company, a strategic research think-tank and the Motley Fool, an
internet company. After graduate school, Ms. Keating joined Sibson
& Co. as a senior consulting analyst in Princeton, NJ. Prior to
her human resource career, Ms. Keating was a financial analyst at
Morgan Stanley Investment Bank and CFO for Teach for America.
Ms. Keating is a member of the Board of
Directors for the African
American Nonprofit Network, Latin America Youth Center and Miriam’s
Ms. Keating is an adjunct professor at Johns Hopkins University, in the
School of Professional Studies in Business and Education.
Publications include: "Long-term Incentives in Not-for-Profits" WorldatWork
Journal third quarter 2002; "The Perils of Pay Inequity" WorldatWork
Journal, fourth quarter 2002; "Linking Pay to Performance" CUPA
HR Journal spring/summer 2004. Featured in Essence
Ms. Keating holds an M.B.A. from the
Harvard Graduate School of
Business Administration, and a B.B.A. in finance from Southern
Karen O. Drake
Ms. Drake is a dynamic, Organizational Development leader, coach, and
strategic thinker with demonstrated ability to quickly spot relevant
patterns and issues-creating alternative ways to problem solve. Known
as an innovative and original thinker she helps leaders explore new
possibilities and operate outside of their comfort zone. A skillful
communicator and exceptional facilitator, her style has been described
as engaging with an uncanny ability to put people at ease, to gauge the
emotional tone of a group, and to create momentum in others. Ms. Drake
is frequently sought after to conduct gap analyses, assess the climate
and organizational readiness for change, and develop strategies for
helping a team/unit/group or organization achieve its goals.
Prior to joining RKD Group, Ms. Drake served as the Director of the
Human Resources & Organizational Development department and
Leadership Academy for Saint Louis University, responsible for
management/leadership development, organizational capability building,
and employee recognition/retention programs. Prior to SLU, Ms. Drake
owned and managed her own organizational effectiveness firm for over 12
years, working on diversity strategy, team effectiveness, strategic
planning, performance management, and change management. Her clients
have included Fortune 500 companies as well as nonprofit organizations
and universities throughout the U.S., Canada, and Europe. As a former
psychotherapist, Karen’s knowledge of individual and group behavior,
help her to assess individual and organizational needs quickly and
motivate people to move.
Ms. Drake serves on the board of the YWCA of Metro St. Louis, the
Executive Advisory Board of NAAAHR (National Association of African
Americans in Human Resources), and lends her expertise to various
nonprofit organizations committed to capacity building.
- Redesigned the Training & HR
function to assess
organizational needs, design organizational development strategies, and
provide processes to address effective training and talent development
at all levels of the university.
- Developed a performance
train-the-trainer, for a manufacturing group that improved the employee
appraisal and evaluation process across six U.S. plants.
- Developed and implemented a (9-month)
Academy for high
potential administrative faculty and staff that led to (participant)
promotions and developmental assignments.
- Directed a multiyear group
project to assess the campus climate for diversity and inclusion.
- Developed and facilitated a diversity
for a global agricultural business, across multiple functions in North
America and Europe, which led to a shared (global) understanding of the
organization’s diversity direction and objectives.
- Developed and implemented an executive
in a shared understanding of the I.T. organization’s
mission/vision/values/roles and responsibilities. The process led to a
reorganization that improved alignment and the organization’s ability
to achieve its goals.
Ms. Drake earned her bachelor’s degree in psychology from Indiana State
University, and her Masters degree in psychology from Washington