Pay Structures – Develop a Framework from Start to Finish

In this course, you will learn how to develop, administer and maintain pay structures that are aligned with your organizational goals and pay philosophies—giving you the flexibility to perform this work in house, saving time and money.  You will begin the course with an overview of pay structures and job evaluation methods, and then move into other important skills. This unique course blends practical application case studies with course instruction for a truly hands-on learning experience.

  • Perform job evaluation
  • Apply different types of salary grades
  • Utilize market data and company pay philosophies
  • Use tools and formulas to help develop a pay structure
  • Manage employees’ pay using the pay structure
  • Consider key issues when reviewing the pay structure each year

What You Will Learn  |  More Info  |  Who Should Register  |  How to Register  |  What is Blended Learning?  |  Instructor


Learning Options
Course Schedules
Sep 16 - Nov 15
Pay Structures - Develop a Framework from Start to Finish - Blended Learning
Your live web sessions will be held on 10/14/2014 and 11/4/2014 at 10:00am - 12:00 pm PST
Self-Paced
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Aug 4 - Oct 2
   2015  
Pay Structures - Develop a Framework from Start to Finish - Blended Learning
Your live web sessions will be held on 09/03/2015 and 09/24/2015 at 10:00am - 12:00pm PST
Self-Paced
Add to Cart
 

 

What You Will Learn  

Introduction

  • What is pay structuring
  • Total Rewards Model
  • Balance conflicting issues when designing the pay structure
  • Introduction to the Case Study

Job Evaluation

  • Grade basis for pay structure
  • Alternatives to formal job evaluation:
    • Informal assessment, ranking jobs, market pricing, skill / competency-based pay
  • Formal job evaluation:
    • Defining and establishing purpose of job evaluation
    • Benefits and concerns about job evaluation
    • Common formal job evaluation methods
      • Point Factor
      • Classification
  • Grade structure alternatives
  • Case Study – Job Evaluation:  Evaluation of positions in the organization using a classification method

Base Pay

  • Base pay for pay structure – alternative options
  • Benefits of using a flexible package base
  • Creating scattergrams and lines of best fit / trend lines
  • Case Study – Pay Base:  Drawing the line of best fit / pay midpoint for the internal pay data

Measuring the Market

  • Market positioning of pay structure
  • Factors to consider when choosing which market to measure
  • Lead lag scenarios when choosing a date for market comparison
  • Choosing different target market positions,  e.g., 25th Percentile, Average, Median, 75th Percentile
  • Survey criteria when choosing which surveys to use
  • Case Study – Measuring the Market:  Adding market data to the scattergram and re-drawing the line of best fit / pay midpoint for the data

Pay Mechanics (Structure Design)

  • Pay mechanics
  • Number of grades:  career bands, broad grades and narrow bands
  • Pay ranges:  formulas and guidance on best practice
  • Pay slopes:  formulas and guidance on best practice
  • Pay overlap:  formulas and guidance on best practice
  • Smoothing the pay curve: techniques and guidance on best practice
  • Case Study – Pay Mechanics Part 1:  Calculating pay slopes and assessing the appropriateness of a smoothed pay line for this set of data
  • Case Study – Pay Mechanics Part 2:  Deciding on appropriate pay ranges, calculating pay slopes, ranges and overlaps for this set of data
  • A live web session will be held during the 5th week of class

Positioning Staff in the Pay Scale

  • Options for employees below minimum of pay scale
  • Options for employees above maximum of pay scale
  • Market premiums:  guidance on types of premium and when they are necessary
  • How to deal with sales positions
  • Different ways of measuring position in the pay scale
  • Policy positioning options for linking position in pay scale to performance and expertise
  • Performance increase options
  • Case Study –  Positioning staff in the pay scale:  Dealing with staff below minimum and above maximum; dealing with sales staff; deciding which staff need market premiums, the quantum of premiums and how they should be paid

Reviewing the Pay Scale

  • Reviewing the pay structure
  • Timing and frequency
  • Measuring current position
  • Measuring market movement and inflation
  • Other external factors
  • Other internal factors
  • Differentiation for performance
  • Structuring the review proposal
  • Case Study –  Reviewing the Pay Scale:  Putting together a pay review presentation based on a scenario of internal and external factors

Conclusion

  • Case Study and final presentation
  • Live web session
Who Should Register  

This seminar is designed for compensation professionals and HR professionals with a need to understand theory and application of design and maintenance of pay structures and the processes that are integrated with them, such as job evaluation and market pricing.  Participants should have a basic understanding of Excel and general knowledge of compensation fundamentals.

 
How to Register  
 
Instructor  
   

Dianne Auld, GRP, CCP, CSCP

Dianne Auld, GRP, CCP, CSCP, owns a consulting practice, Auld Compensation Consulting, in Cape Town, South Africa. She consults in all areas of total rewards to a wide range of organizations across Africa and the Middle East. She has developed and taught courses in Africa, the Middle East, Europe, and the United States.

Dianne is also a faculty member at WorldatWork and a reviewer for the WorldatWork Journal. Well respected and known as an expert in Excel, Dianne has worked with WorldatWork to develop several products to assist compensation professionals with their day-to-day tasks in Excel. Together with WorldatWork, Dianne has developed two new WorldatWork Blended Learning courses, “Excel Skills for Compensation Professionals” and “Pay Structures – Developing a Framework from Start to Finish”, as well as Excel Tips for Compensation Professionals, which include sleek visual and audio demonstrations of tasks compensation professionals need to perform in their job function.

 
More Information  
 Course Credits
Recertification: 2 credits
CEUs: 1.5
 Preparing for Courses
 Course Book Amendments
 Terms and Conditions

For traditional classroom courses, a print binder will be available for pickup on site the day of the seminar. E-learning and blended learning course materials can be found online within the product. To download course material amendments, view class rosters and find out what to bring to your class, please visit www.worldatwork.org/prep.

Access to the e-learning product lasts for the specified amount of time (30, 60 or 120 days). Your e-learning product begins the day you purchase it, not the day you start it. Be sure to download any class materials prior to product expiration.

Become a WorldatWork Premier Member today and begin saving! After adding the class to your cart, and click "Join Now" before proceeding to check-out.

 
What Is Blended Learning?  

Components of Blended Learning  |  How Much Study Time Planning  |  Course Duration Matrix  |  Frequently Asked Questions
Sample Facilitator-Led Class Syllabus  |  Sample Self-Paced Class Syllabus  |  Take An In-depth Tour  |  How to Adjust My Screen Size

Blended learning is the perfect hybrid solution for those individuals or teams who want interaction with the facilitator and peers while having the convenience and control of accessing the content at the time and place which work best for the individual. Depending on the course, the facilitator and peer interaction may be in person or through online web meetings and tools.

  • A learner-centric approach: moves beyond the one-size-fits-all classroom in favor of an on-demand, personalized learning environment
  • Greater skills practice and coaching: activities can focus on interaction, skill building, and rich feedback
  • Social and peer-based learning: keeps the emphasis on practical solutions to workplace challenges and makes the learning more engaging
  • Self-paced opportunities: allows access to content anytime, anywhere at the learner’s fingertips

Components of Blended Learning

All Blended Learning classes include a class discussion board, other components available within Blended Learning will vary in order to deliver the best learning experience possible. Classes may include access to components such as:

  • Live online session(s) with facilitator and peers
  • Audio files
  • Video files
  • Articles and/or white papers
  • Tools and templates
  • Online quizzes

How Much Study Time Should I Plan For?

A: Blended Learning classes are either led by a facilitator or self-paced. The course duration varies depending on the depth of knowledge shared within the particular class.

Facilitator-Led Blended Learning:  All participants in these courses begin on the same day. You may access course materials any time—day or night—for 60 days after date of purchase.

  • If there is a course book, the entire book is available starting on the first day. The e-learning modules, activities and discussion boards are divided into sections that are released weekly over a 4-8 week period, depending on the amount of content. View Course Matrix

  • You will be able to view the course syllabus and course book (if applicable) starting on the first day. These are valuable tools to help you plan how much time you will want to spend in the course each week. It is recommended that you go through the materials carefully to gauge how long each e-learning module, case studies, activities, etc. will take you each week. (See sample class syllabus for facilitator-led classes).

  • All facilitator-led courses include at least one live event where students and the facilitator come together in an online environment to discuss course material, group exercises, questions and answers, etc. Live web sessions are scheduled from 10 a.m. to 12 p.m. Pacific. Although these sessions are scheduled for two hours, they may or may not run that long. These sessions are recorded and are available for review soon after the event.

  • Discussion boards are included in every course and are monitored by the facilitator. You can access the discussion boards at any time. These are a great way to interact with your facilitator and other course participants. You can post questions, read threads from other participants and the facilitator, and respond to what others have to say.

Self-Paced Blended Learning:  You can access your self-paced course shortly after you register. Some participants may have started before you, and others will start after you, based on their individual registration dates. You may access course materials any time—day or night—for 60 days after date of purchase.

  • All course materials are available starting on the first day. The e-learning modules, and activities divided into sections so that you can easily determine how you want to allocate your time over the duration of your access. View Course Matrix

  • You will be able to view the course syllabus and course book (if applicable) starting on the first day. These are valuable tools to help you plan ahead. It is recommended that you go through the materials carefully to gauge how long to spend in each e-learning module, case study, activity, etc. (See sample class syllabus for self-paced classes).
Discussion boards are included in every course and are monitored by a subject matter expert. You can access the discussion boards at any time. These are a great way to interact with your facilitator and other course participants. You can post questions, read threads from other participants and the facilitator, and respond to what others have to say.

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Instructed by well respected Excel expert Dianne Auld, GRP, CCP.