<PAGE>

                                                                   Exhibit 10.36

                                TALX CORPORATION

          SCHEDULE OF NAMED EXECUTIVE OFFICER COMPENSATION ARRANGEMENTS

(a)      2006 Annual Base Salaries

         Effective April 1, 2005, base salaries for our named executive officers
will be: $450,000 for William W. Canfield, President and Chief Executive
Officer; $240,000 (effective May 1, 2005) for L. Keith Graves, Vice President
and Chief Financial Officer; $214,500 for Michael E. Smith, Vice President,
Marketing; and $198,000 for Edward W. Chaffin, President-UC eXpress. These
salaries are paid pursuant to each officer's Employment Agreement with us, and
this disclosure is qualified by reference to the written agreements, forms of
which, or which, are filed or incorporated by reference as exhibits to the
attached Annual Report on Form 10-K.

(b)      Stock Option Awards

         Effective January 27, 2005, we granted options to some of our employees
to purchase common stock under our 1994 Amended and Restated Stock Option Plan
for an exercise price equal to $20.64, after adjustment for the effect of the
3-for-2 stock split, the fair market value of the underlying common stock on the
date of grant, subject to antidilution adjustments in accordance with the terms
of the plan. In connection with this annual grant, Messrs. Smith and Graves each
received 15,000 options, after adjustment for the effect of the 3-for-2 stock
split, and Mr. Chaffin received 7,500 options, after adjustment for the effect
of the 3-for-2 stock split. Some of the options are intended to qualify for
treatment as incentive stock options under Section 422 of the Internal Revenue
Code of 1986, and all of the options vest annually on the anniversary of the
date of grant in equal parts over a five-year period and expire on the tenth
anniversary of the date of grant, if not earlier exercised or canceled. We
described the material terms of awards under our 1994 plan in the proxy
materials for our 2004 annual meeting of shareholders under the caption,
"Shareholder-Approved Equity Compensation -- 1994 Stock Option Plan" and qualify
this disclosure by reference to the forms of awards, which have been filed or
incorporated by reference as exhibits to the attached Annual Report on Form
10-K.

(c)      Annual Incentive Compensation Plan

         We have an annual incentive compensation plan, in which some of our
employees, including the named executive officers, participate. Under the plan,
employees receive cash compensation in an amount equal to a specified percentage
of their annual base salary (or of specified amounts in the case of other
specified performance-based criteria set forth in an applicable award) if we
approach, meet or exceed our annual earnings per share ("EPS") goal, which is
annually determined by our board of directors, typically in the first fiscal
quarter.

         At its January 27, 2005 meeting, the Compensation Committee decided to
adjust the 2005 EPS goal to exclude projected increases in earnings from the
October 2004 acquisitions of TBT Enterprises, Inc. and Net Profit, Inc. In
addition, the Compensation Committee decided to adjust the basis on which it
determines our performance relative to our EPS goal for all employees by


<PAGE>

excluding the effect on GAAP earnings of results from discontinued operations
and, for all employees other than Mr. Canfield, by excluding the effect on GAAP
earnings of a previously-disclosed $2.5 million charge that we recorded in
connection with our settlement with the SEC.

         We believe that these changes to the EPS goal and to the basis on which
performance to the EPS goal is measured provide a better evaluation of the
performance of our business between historical periods, allow for equivalent
comparisons to previous periods and retain for our employees incentive
compensation that is comparable to their anticipated potential benefits, based
on our planned performance for our employees when we completed our initial
annual budgeting process for fiscal year 2005.

         For the 2005 fiscal year, Mr. Canfield was entitled to receive an
annual incentive bonus ranging from 45%-112% of his base salary, and each of
Messrs. Graves and Smith was entitled to receive an annual incentive bonus
ranging from 30%-75% of his base salary, in each case, if our actual earnings
per share approaches or exceeds the annual EPS goal by specified percentage
amounts, assuming certain criteria are met. Mr. Chaffin's annual incentive bonus
for the 2005 fiscal year also contained an EPS component which entitled Mr.
Chaffin to a bonus of 7%-17% of his base salary, as well as additional
components consisting of divisional sales-based criteria, and gross profit and
revenue targets for our UC eXpress division, with specified adjustments related
to acquisitions, which entitled Mr. Chaffin to an additional bonus ranging from
30% to 74% of his base salary, assuming certain criteria are met.

         Effective May 1, 2005, Mr. Grave's annual incentive bonus range for the
2006 fiscal year was increased to 36%-90% of his base salary, assuming certain
criteria are met.

(d)      2004-2006 Long-Term Incentive Plan

         Mr. Canfield participates in our 2004-2006 Long Term Incentive Plan for
Selected Key Executives, which we refer to as the "LTIP." The LTIP is designed
to attract and motivate key selected employees toward long-term profit
improvement and to permit them to earn additional compensation in the event that
the profitability and asset productivity goals are achieved over the three-year
term of the plan.

         Under the terms of the LTIP, our Compensation Committee determines the
identities of the officers of TALX and our affiliates who are eligible to
participate and generally has conclusive discretion with respect to other
matters under the LTIP. Each participant must remain our employee for the entire
term of the LTIP award, and no partial awards will be granted in the event of a
participant's termination prior to the completion of the final plan year,
subject to the next sentence, unless the Compensation Committee authorizes a
partial award. Awards will vest and become payable in part if termination occurs
as a result of a participant's death, disability or retirement before the
completion of the term. Cash awards are determined as a percentage of a
participant's base salary for the final year of the plan. The LTIP commenced on
April 1, 2003.


<PAGE>

         Currently, Mr. Canfield is the only employee designated by the
Compensation Committee to participate in the LTIP, as follows:

     TALX Corporation 2004-2006 Long-Term Incentive Plan for Key Executives

<Table>
<Caption>
                                                                                                Estimated Future
                                                                       Performance Or             Payouts Under
                                                Number of               Other Period                Non-Stock
                                               Performance            Until Maturation          Price-Based Plans
                 Name                           Units(1)                  Or Payout              Target/Maximum
                 ----                          -----------            ----------------          -----------------
<S>                                            <C>                    <C>                      <C>
William W. Canfield...................             N/A                    2004-2006            $450,000/$787,500(1)
</Table>

(1) In the event that we meet or exceed the award criteria, and the other
conditions under the LTIP are satisfied, we will pay Mr. Canfield an amount
ranging from 100%-175% of his 2006 base salary pursuant to his award under the
LTIP.

         On January 27, 2005, the Compensation Committee exercised its
discretion under the LTIP and adjusted Mr. Canfield's goals under the plan by
excluding the effects of projected increases in operating income attributable to
acquired companies during the life of the plan, as determined at the time of
each of the Johnson & Associates, Sheakley Businesses, TBT Enterprises, Inc. and
Net Profit, Inc. acquisitions. The effect of this adjustment is to remove the
benefit of up-front expected performance improvement attributable to
acquisitions, which has the effect of raising the goal for Mr. Canfield.