Compensation Metrics and Programs: 10-Session Professional-Level Certification

Human resources expert John A. Rubino will share a wealth of information help you create a comprehensive, organizationally-aligned total cash compensation program.

Benefits of Certification

  • Earn two valuable certifications that demonstrate your expertise
  • Align employee rewards with organizational success
  • Attract and retain top talent
  • Communicate compensation strategies to management and employees
  • Advance your career
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Monday, September 16 - Friday, September 27, 2024; 2:30 PM Eastern

10 Sessions scheduled for 60 minutes including question and answer period.

Training Overview

Revolutionize Your Understanding of Compensation. Earn a powerful double certification.

Your previous approach of setting pay will not work in 2024 and beyond. Today’s economic climate and artificial intelligence advances dictate immediate changes.

As organizations strive to attract and retain employees with attractive compensation packages, they turn to individuals who understand the metrics and best practices thoroughly. By upskilling in this area, you will make yourself more professionally valuable and could earn a compensation increase of your own!

We are offering an extensive professional certification to give you the powerful tools you need to master compensation. First, a five-session deep dive will show you how to gather and use compensation metrics. Then, you will apply that information in a second five-session series to develop motivational cash reward programs (market analysis, traditional pay structures, broadbanding, and variable compensation).

This program will enable you to:

  • Earn two valuable certifications that demonstrate your expertise
  • Align employee rewards with organizational success
  • Attract and retain top talent
  • Communicate compensation strategies to management and employees
  • Advance your career

Part I: Compensation Metrics Certification

  • Compensation program objectives
  • Methodology and design for a base pay structure
  • Pay range components and range spread calculations
  • Use of benchmark jobs for base pay structure design
  • Relevant metrics, formulas, and calculations
  • Practical applications and examples of compensation metrics

Session 1.2

  • Pay positioning for internal and external competitiveness
  • How to determine whether salary ranges are too wide or too narrow
  • Best practices for using compensation metrics to determine market targets
  • Key questions about pay practices and overall compensation philosophy

Session 1.3

  • Measures of compensation variability
  • Analysis of competitive compensation positioning and HR policy effectiveness
  • Calculations that aid in the design and analysis of
  • Discrimination testing

Session 1.4

  • Computations and applications
  • How to identify data outliers, assess internal equity, and evaluate external competitiveness
  • Job evaluation and market survey data
  • Using quantitative HR applications for compensation measurements

Session 1.5

  • Six-step methodology for developing and implementing a base pay structure
  • Discussion of various strategic applications

Part II: Cash Compensation Programs Certification

Session 2.1: Market Analysis

  • Compensation program objectives
  • Strategic methodologies for building base pay structures
  • Job evaluation techniques
  • Techniques and protocols for interpreting salary market information
  • Approaches for dealing with high-demand jobs
  • Techniques for market pricing hybrid jobs

Session 2.2: Pay Structures

  • Pay structure design techniques and considerations
  • Creating a base pay policy line
  • Components and applications of pay grades
  • Market pricing and point factor approaches

Session 2.3: Pay Structures (Continued)

  • Hands-on, step-by-step exercises and pragmatic examples
  • Maintaining base pay structures and keeping them up-to-date
  • Salary compression and solutions
  • Geographic differentials

Session 2.4: Broadbanding

  • Broadbanding and how it differs from traditional pay
  • Defining control points and applying them to the
    broadbanding approach
  • Reasons for adopting broadbanding
  • Advantages and disadvantages of broadbanding
  • Transforming a traditional base pay structure to a
    broadbanding system
  • Examples of broadbanding applications

Session 2.5: Variable Pay

  • Eight-step design methodology for developing variable pay programs
  • Quantitative and qualitative performance measures
  • Cascading performance management approach
  • Variable schedules using target, threshold, and maximum payout criteria
  • Total cash variability approach
  • Business performance variability and the effect on payout cycling
  • Managed communication approach
  • Ten criteria for success and pitfalls to avoid
Recommended Audience
Who Should Attend?
  • Human resources professionals
  • Total reward professionals
  • Compensation professionals
  • Business owners
  • Plant managers
  • Finance professionals
  • Operations managers
  • Employee relations staff
  • Division supervisors
  • Supervisors
  • Chief executives
  • Executive directors
  • Board members
  • Senior management
  • Managers
  • Development staff
  • Program directors
  • Hiring staff
  • This program has been approved for 10.0 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
  • This program is valid for 10.0 PDCs for the SHRM-CP or SHRM-SCP.
What's included
Training includes
  • 10.0 HRCI, 10.0 SHRM
  • Compensation Metrics And Programs Certification
  • All resources and training materials

Expert Presenter

John A. Rubino
  • President and founder of Rubino Consulting Services (RCS), a global human resources consulting company based in New York
  • Focuses on the design and implementation of corporate values/objectives and their linkage to human resources strategies, compensation analysis and program development, performance-driven incentive plans, sales compensation programs, performance management systems, management training programs, team dynamics, leadership skills, motivational training, and human resources communication programs
  • Previously senior manager of human resources consulting services for Ernst & Young LLP and director of executive compensation for The Equitable Life Insurance Company
  • Internationally acclaimed speaker, course developer, and seminar leader for WorldatWork and the American Management Association
  • Author of Developing Compensation Programs: Job Analysis, Evaluation and Classification and Communicating Compensation Programs: An Approach to Providing Information to Employees
  • Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), and Global Remuneration Professional (GRP), Senior Practitioner in Human Resources (SPHR), and a Master Reward Specialist (South Africa)
  • BA from Wagner College
  • MBA from the Lubin Graduate School of Business, Pace University