Part 1: Compensation Metrics Certification

Session 1 Compensation Program Design

• 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

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Session 2: Core Metrics for Compensation Analysis

• 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

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Session 3: Compensation Discrimination and Analysis

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

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Session 4: Statistical Measures

• 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
  
• Regression analysis—part 1

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Session 5: Base Pay Structure

• Six-step methodology for developing and implementing a base pay structure
  
• Discussion of various strategic applications
  
• Regression analysis—part 2

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Part 2: Cash Compensation Programs Certification

Session 6: 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

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Session 7: 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

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Session 8: 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

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Session 9: Broadbanding

• Broadbanding and how it differs from traditional pay
  structures
  
• 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

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Session 10: 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

• 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.