Wednesday Workshops

Wednesday, 10:00 am to 11:15 am

Health Care Cost Containment at The Midland Company
Workshop Code: B01W1

Almost 60 percent of Midland's workforce was over-insured. To help employees become more informed benefits consumers - estimate medical costs, model various plan options and select the plans that best meet the needs of their families - Midland deployed Benefits Communications and Decision Support tools. See the dramatic results they achieved in driving adoption of more cost-effective plans and wellness programs. Participants discuss the issues behind health care cost containment and how Web-based solutions can help employees become more informed benefits consumers.

Focus Level: Strategic/Tactical—40/60

"Moving Ahead...Taking Control" Finding a New Direction for Retirement Benefits
Workshop Code: B15W1

Companies everywhere are grappling with how to manage the escalating costs of traditional pension plans while serving an increasingly diverse workforce. Learn how one company managed that challenge, from conducting a year-long, in-depth review of its total rewards program to implementation of the program designed to best balance the priorities of the business and the employees. From strategy development and design to financial analysis, executive approval and comprehensive communications, participants learn the difference between contribution plans and how to motivate employees from passively planning a retirement date to actively building financial resources to take throughout a career.

Focus Level: Strategic/Tactical—70/30

Developing a Salary Structure
Workshop Code: C01W1

This basic compensation training session is perfect for new professionals or those whose job responsibilities now include developing a new salary structure. Get a step-by-step process of how to build a basic compensation system from scratch, with spreadsheets and charts to help analyze data and connect it to individual compensation structures. This workshop covers job descriptions, the significance of job titles and job families, establishing pay grades and pay ranges, the role of salary surveys and job benchmarking, linking benchmarked jobs to comparable jobs within the organization, and linking a pay-range structure to pay-for-performance merit increases.

Focus Level: Strategic/Tactical—40/60

Global Sales Compensation in 2008: Total Reward Strategies, Tactics and Lessons Learned
Workshop Code: C05W1

As the world seems to get smaller, sales forces of the world's top companies get more complex, with sales jobs becoming the most difficult to fill. As companies work to globalize their total rewards programs for sales, cultural and regulatory variations remain that impact their design and administration. Don't simply "export" host country best practices around the globe. Discover what makes sales compensation programs effective and ineffective around the world, and the top 10 factors that drive global sales compensation programs across geographies, labor markets and cultures in a holistic, strategic global approach.

Focus Level: Strategic/Tactical—70/30

Advanced Competitive Analyses: Making the Most of Market Data
Workshop Code: C11W1

Technology, globalization and legislation have transformed the world of survey data, giving the savvy compensation professional ample opportunity to work smarter and faster. Participants hear a broad spectrum of analytical approaches, technology tools and philosophies used in all aspects of developing competitive analyses. Using the latest approaches, explore everything from day-to-day market pricing to sophisticated total rewards and incentives. Customize survey results, select peer companies, assess incentive practices and levels, fill in data gaps and work with global data. Find ways to develop more insightful and useful competitive analyses.

Focus Level: Strategic/Tactical—0/100

Variable Pay Trends, Opportunities, Metrics and Challenges
Workshop Code: C18W1

The number of organizations using variable pay and incentive plans for employees below the management level continues to grow. The number of eligible participants and incentive amounts are growing as well. Get a fresh update on variable pay with new research on the role it plays in some of the fastest growing companies from Fortune and Business Week. Best-selling authors, the speakers have served as a barometer for trends, opportunities, and challenges in variable pay. Learn design principles, new measures used by high-performing organizations, ways to improve existing measurement to get the most value from variable pay.

Focus Level: Strategic/Tactical—50/50

Emerging Trends in Executive Compensation
Workshop Code: E01W1

For the 2008 proxy season, institutional investors are seeking reforms and in-depth analysis on executive compensation matters from companies. With prevalence statistics and actual disclosure examples from SEC filings, participants gain a better understanding of the latest policy guidelines, focusing on pay-for-performance and equity usage. Discover the many changes occurring in executive compensation, including stock ownership guidelines, retirement benefits, deferred compensation, severance and change-in-control arrangements and the impact these are having in the institutional investor community.

Focus Level: Strategic/Tactical—70/30

Eight Habits of Highly Effective Compensation Committees
Workshop Code: E16W1

Using a case study approach of the most effective practices of compensation committees, this session examines why it is best to provide compensation packages that attract and retain executive talent, align management and shareholder goals, articulate values and strategies that can withstand public scrutiny, and so on. HR leaders do not always have direct access to influence the Board of Directors' compensation committee, but they must understand how they can operate effectively together to achieve an organization's goals.

Focus Level: Strategic/Tactical—80/20

Using Technology and Partnerships to Communicate Total Rewards
Workshop Code: T01W1

When HJ Heinz sold a division to another company, it maintained the same benefits and equity programs to the employees going with the sale. HJ Heinz also developed the Total Compensation Web site in the Heinz total rewards strategy - now THE global source for Heinz compensation communications. By demonstrating the Web site, workshop attendees learn how to best motivate employees with up-to-date and accessible information and learn the advantages to partnering with key stakeholders to enhance the overall value of the information presented and reduce work.

Focus Level: Strategic/Tactical—60/40

A Generational Approach to Total Rewards: One Size Doesn't Fit All
Workshop Code: T07W1

Given the generational differences in today's workforce, the types of rewards and recognition that appeal to each group differ greatly. This presentation explores current and future workforce trends and the reward and work-life programs necessary to compete for talent within the context of four generations of workers. Learn innovative ways to enhance the work experience, as well as practical ideas to apply to compensation and benefit programs. Understand the preferences, communication styles and cultural mores associated with each generation and how labor shortages will impact the ability to attract, motivate and retain talent.

Focus Level: Strategic/Tactical—40/60

Remuneration Innovation. Hallucination or Destination?
Workshop Code: T25W1

Do the world's most innovative organizations do things differently when it comes to rewarding and recognizing their employees? How do they reward their most able and innovative employees? These are a few questions probed in a panel discussion with reward leaders. Join in the lively and thought-provoking discussion to build and sustain a culture of innovation among employees. Understand the extent that reward innovation matters in terms of attracting, motivating and retaining a world-class workforce and influence senior management with the new insight.

Focus Level: Strategic/Tactical—50/50

Total Rewards Strategies - Understanding High Performance - Behaviors Underpinning the World's Top High-Performance Companies
Workshop Code: T28W1

Accenture's ongoing annual research into high-performing organizations has given it a unique insight into the behaviors that drive consistent top quartile results. Achieving sustained High Performance has necessitated a new relationship between top organizations and those who deliver their business strategy. This workshop explores this new paradigm and its relationship to total rewards. It is an approach to human capital management that tailors people practices and policies to individuals and groups of employees to improve individual and organizational effectiveness. Business leaders have long talked about the importance of treating each customer as a "market of one" by tailoring their products to meet each customer's unique needs. To get maximum performance from their employees, leading companies are now applying that logic to employees, based on the notion that if employees are just as vital to success as customers, then it behooves organizations to start treating employees as they do their customers.

Focus Level: Strategic/Tactical—90/10

Making Flexibility: A Strategic Lever for Corporate Growth
Workshop Code: W09W1

BDO Seidman LLP, one of the country's leading accounting firms, transformed flexibility from a "perk" to a core business strategy critical to future growth. From creating a firm-wide "shared vision" of flexibility through a unique employee and manager-facilitated cascading process, rethinking how "work is done," to conducting national senior leader and partner meetings where the firm's growth objectives were directly linked to the flexibility strategy, participants see an example how to coordinate successful flexibility at the organizational, managerial and employee level.

Focus Level: Strategic/Tactical—60/40

Managing a Multi-Generational Workforce: Moving From Research to Practical Applications
Workshop Code: W11W1

Concerned about how to keep people across the generations engaged and get those with critical skill sets to stay? Discover the growing body of research on the multi-generational workforce and discuss how generational differences can be used as an overlay to gender, ethnic, cultural and other aspects of diversity. Then, move from research to practical applications, using the experience of other organizations. Take emerging total rewards ideas and modify them for a multi-generational workforce.

Focus Level: Strategic/Tactical—50/50

Engaging Employees in Wellness and The MGM MIRAGE Experience
Workshop Code: W16W1

Workplace Wellness can lower health care costs, improve productivity and reduce absenteeism. But the only way to produce these results is if 60% or more of employees actively participate. So how do employers manage the messages, select and disseminate the most impactful educational content, and support media that will reach the greatest number of employees? Hear how MGM MIRAGE successfully deals with these critical issues. Learn what's working to actively engage all employees in making better lifestyle choices that translate into lower costs, higher productivity and reduced absenteeism. Take away a strategic plan of action.

Focus Level: Strategic/Tactical—60/40

Wednesday, 1:30 pm to 2:45 pm

Basics of Retirement Plans
Workshop Code: B02W2

New to benefits practice or just need a refresher course in retirement benefits? Ever since the Employee Retirement Income Security Act of 1974 (ERISA) passed, Congress has tinkered with the rules for qualified retirement plans. The traditional defined benefit pension plan has increasingly gone by the wayside and 401(k) plans are in, with new rules that govern other types of deferred compensation arrangements. Discuss how plans are qualified and the basics of both qualified retirement plans and nonqualified deferred compensation. Understand the requirements to all employer-provided retirement plans.

Focus Level: Strategic/Tactical—70/30

Total Wealth & Total Health: Corning's Integrated Approach to Managing Health, Safety and Productivity
Workshop Code: B07W2

Get a strategic and practical view of Corning's Total Health initiative, part of the 150-year-old company's overall business strategy. Apply creativity and rigor to human resource strategy with an inside look at the evolution of Corning's efforts and the quantifiable results it has achieved in managing health care costs below industry trend, reducing occupational and non-occupational disability rates and costs, and improving the health status and productivity of the workforce. Learn to develop enthusiasm for wellness and benefits, and apply these steps in aligning strategy, data, operations, communication and evaluation to global operations.

Focus Level: Strategic/Tactical—70/30

A & P Consumer Driven Health Plan: The Good, the Bad and the Ugly
Workshop Code: B09W2

This presentation follows the development of the A & P Consumer Driven Health Care Plan from idea to total replacement. Looking at the company's current workforce demographics and the prior health care plan designs, participants follow the transition from HMOs and PPOs to 100 percent replacement with a CDHP, and the challenges that emerged from the transition. After hearing some of the challenges, participants understand how communication and partnering with a senior management champion ensure that plan replacement can work successfully.

Focus Level: Strategic/Tactical—20/80

Washington Wire: Compensation and Leave Policies From the Perspective of Legislators, Regulators and Courts
Workshop Code: C29W2

Join Timothy Bartl, Assistant General Counsel at HRPA, and Cara Woodson Welch, Director Public Policy at WorldatWork for this Featured Compensation Session, a sharply focused and updated version of the long-standing "What's Cookin' in Congress" presentation. With a timely overview of federal legislative, regulatory and legal developments that are likely to have an impact on the total rewards profession this year. The presenters provide strategic advice to practitioners regarding executive compensation law and policy and other wage-hour issues with an emphasis on 24/7 business culture. The session focuses on how pay discrimination law and legislation implementing mandated paid sick leave, leave for military families, paid FMLA and similar legislation impacts total rewards.

Focus Level: Strategic/Tactical—70/30

How Private Equity and Hedge Funds Are Changing Executive Compensation
Workshop Code: E02W2

Today, private equity firms and aggressive hedge funds challenge the typical structure of executive total rewards. Private equity investors demand that security is replaced by risk, budget is replaced by aggressive goals, vesting is replaced by a transaction event, and equity ownership is replaced by true wealth-building opportunities. Understand the differences between hedge funds and traditional investors, why private equity investors approach executive pay so differently, what changes will these investors make in your executive compensation programs, and what non-private equity companies can learn from the way aggressive investors think about executive pay.

Focus Level: Strategic/Tactical—70/30

Pay-For-Performance: From Buzzword to Reality
Workshop Code: E03W2

Executive pay plans are keeping corporate directors and HR professionals awake at night, and one of the top concerns of compensation committees is aligning pay more closely with performance. Yet the ease with which "pay-for-performance" rolls off the tongue masks the complexity in aligning pay with performance. Discuss how companies address the difficult questions looming behind the buzzword phrase. Several case studies demonstrate how companies successfully apply greater rigor to ensure appropriate performance measurement decisions. With structure and science, participants transform pay-for-performance from concept to reality.

Focus Level: Strategic/Tactical—50/50

Understanding What Engages Employees Across the Globe
Workshop Code: T02W2

Join this lively panel discussion focused on what engages employees in China, India, Germany and the United States. Recognize their opportunities and challenges when designing a more powerful total rewards strategy. Gain a better understanding of the differences, similarities and key engagement issues in the global labor market, including: workplace and cultural norms; rewards and recognition; benefits; and talent development and training. And walk away with a resource list to conduct further research.

Focus Level: Strategic/Tactical—70/30

Total Rewards Strategy Design
Workshop Code: T09W2

With an extremely diverse workforce and unique business needs, WaMu needed an innovative process to develop its recent three-year total rewards strategy to attract and retain employees. With significant stakeholder research efforts, including interviews with key WaMu executives, employee surveys and focus groups, leaders identified distinct employee segments and designed the rewards strategy to meet the needs of the groups. Meet the needs of a diverse employee population with a segmented and research-based approach to total rewards.

Focus Level: Strategic/Tactical—60/40

What Kind of Total Rewards Plan is Right for Your Organization?
Workshop Code: T18W2

Take a hands-on, example-based approach to create a tailored flex rewards plan for any organization. Hear the opinions of more than 200,000 employees on what they want in a work environment and experience. A disciplined, data-rich approach to developing a flexible rewards plan gets participants focused on building a flex rewards plan that is connected to your business goals and strategies by delivering what key employee segments actually want.

Focus Level: Strategic/Tactical—80/20

A Need For Speed: Delivering Total Rewards in Emerging Markets
Workshop Code: T26W2

In the rush to take up the strategic opportunities offered by emerging economies, many multinational companies either apply a one-size-fits-all approach to global reward management, or leave the management of reward entirely in the hands of local operations. Maximize the chances of success on the new frontiers of globalization by learning the challenges to overcome. Gain an insider's perspective of reward program design and implementation issues in these fast-paced, exciting and turbulent markets by participating in this panel discussion with consultants from Latin America, Europe and Asia.

Focus Level: Strategic/Tactical—50/50

A Culture of Aging: The Total Reward Solution for Workers 50+ and Their Employers
Workshop Code: W04W2

With increasing longevity on their side, baby boomers want to continue working - but not in the same way. Flexible work arrangements, flexible benefits and the programs that support these policies hold the key to the future for many individuals and their employers. Learn how to retain and attract workers age 50+ by creating buy-in, adopting programs and practices that support work-life balance, effective communication and continuous improvement. The newest benefits employers can use to value and reward the contributions of older workers include civic engagement, cognitive fitness, financial literacy and intergenerational learning.

Focus Level: Strategic/Tactical—50/50

Flexibility - So Much More Than an Arrangement
Workshop Code: W05W2

Often viewed as "accommodation-based" versus "business-based," most workplace flexibility initiatives are either underutilized or clash with the current business culture. But the workforce is changing, and the challenges that are cropping up can be managed by leveraging different flexible work arrangements. Explore the misconceptions about flexibility that could be preventing an organization from realizing its potential. Review the latest research and identify tools that will help strategically pull flexibility into the workplace in this interactive session.

Focus Level: Strategic/Tactical—50/50

Enhancing Employee Partnerships With On-site Child Care & Elder Care Options
Workshop Code: W19W2

When quality workers are scarce, the concept of employer-employee partnership is crucial. The decision to offer on-site child care services is an avenue to support recruitment, retention and productivity, but implementing an on-site child care center requires buy-in from management and promoting the service to employees. Panelists discuss the impact of child care issues on employees and their co-workers as it relates to absenteeism, reduced productivity and strained working relationships. Get answers to planning this service, as well as elder care programs.

Focus Level: Strategic/Tactical—60/40

Wednesday, 3:15 pm to 4:30 pm

A Practical Guide to Phased Retirement
Workshop Code: B13W3

As more baby boomers become eligible for retirement, the potential loss of key talent can represent a daunting challenge for employers' with significant implications for retaining the right human capital needed to meet business needs. For some employers, a "phased retirement" program represents a potentially valuable tool to help manage this problem. This session showcases the experiences of two organizations that have pursued phased retirement programs and provides a framework for enabling any organization to create its own approach for considering phased retirement in response to this ever-growing challenge.

Focus Level: Strategic/Tactical—50/50

Medical House Calls - The Newest Employee Benefit
Workshop Code: B17W3

In an industry marked by intense competition for top talent, one of the most innovative and successful benefits Microsoft has incorporated is a new medical house call service. This service not only reduces cost, it provides a competitive edge in recruiting and retaining employees. By redirecting employees who would have otherwise sought care in an ER, Microsoft is saving significant amounts of money. Learn how medical house calls increase quality of care, participation in other programs, and education and morale while reducing organizational costs.

Focus Level: Strategic/Tactical—80/20

How Successful Companies Make Compensation Work for Them
Workshop Code: C03W3

This session looks at a new study that contrasts the pay practices of high-performing companies with other companies, including their competitive pay strategy, base pay management, variable compensation, equity participation and other forms of rewards and recognition. Analyze the relationship between organizational performance, productivity, workforce distribution and compensation practices. Walk away with a model that assesses the competitiveness and efficiency of compensation in the context of business strategy and structure.

Focus Level: Strategic/Tactical—60/40

Sales Compensation in Transition: D&B's Strategy and Experience
Workshop Code: C06W3

Rather than looking at sales compensation as an expense that should be cut, thoughtful managements look for opportunities to invest in sales compensation to achieve increased sales while at the same time reducing the complexity and administrative cost of plan management. Doing so requires a plan of action that involves key functional departments within the business: Sales, Finance, HR/Compensation and IT. This workshop provides the HR/compensation professional with insight into the five most common tools and techniques to align sales compensation plans with sales force productivity and motivation for both short- and long-term results.

Focus Level: Strategic/Tactical—50/50

Compensation Surveys: Problems and Issues
Workshop Code: C20W3

Listen to the myriad problems and issues that have arisen over the years in managing the survey process in this dynamic session, incorporating anecdotal scenarios from both the participant and survey manager's perspective. Common and unique problems regarding job matching, completing survey input information, compiling and reporting back the data, as well as analyzing survey output are discussed. Become better survey participants to avoid mistakes in analyzing survey data and be more adept at implementing a market pricing strategy in evaluating internal jobs and assuring market competitiveness for an employer.

Focus Level: Strategic/Tactical—0/100

Compensation Success: How Managers Drive Strategic Compensation Programs
Workshop Code: C25W3

For years, outdated, spreadsheet-heavy processes deprived H&R Block managers of a strategic role in the compensation process. It also limited their ability to use compensation as a tool to effectively foster performance-driven relationships with associates and drive greater business success. This session showcases the benefits of giving managers a strategic role in compensation and performance management through H&R Block's model of success. Attendees learn the value of integrating managers to effectively drive pay for performance through associate communications.

Focus Level: Strategic/Tactical—100/0

Compensation Boot Camp: What New Compensation Professionals Need To Do in the First 90 Days
Workshop Code: C30W3

Although compensation may seem daunting to new professionals or those whose responsibilities recently changed, a fresh perspective can improve industry, business strategy and organizational structure. By asking insightful questions of leadership, they can challenge the effectiveness of existing compensation programs. This boot camp, coaching workshop covers basic compensation functions (surveys, job matching and benchmarking, components of pay, salary structures, pay for performance culture) and offers participants a checklist of action steps to reference on the job for their first 90 days.

Focus Level: Strategic/Tactical—30/70

Myths & Realities of Executive Pay
Workshop Code: E05W3

Separate fact from fiction surrounding today's executive pay model. Despite the myths to the contrary, this workshop argues that executive pay is grounded in pay for performance, yielding high returns for shareholders, generating millions of jobs and driving significant U.S. economic growth. Looking at recent research and case studies, participants learn to improve long-term incentive strategies and pay for performance. Discover how high executive pay contributes to high company performance.

Focus Level: Strategic/Tactical—70/30

Through the Looking Glass: Proxy Disclosures - How to Avoid the Challenges
Workshop Code: E08W3

Meet the challenges of proxy disclosure and avoid receiving an SEC Comment on your company. This presentation looks at the new proxy disclosure rules and problems companies have encountered when complying with both the letter and the spirit of the rules last season. Learn best practices to address all key interests and apply the golden rule of proxy disclosure: When in doubt, shout it out.

Focus Level: Strategic/Tactical—50/50

Human Capital Metrics: A Global Study
Workshop Code: T03W3

Leading global companies take innovative approaches to measure the impact of human capital on their organizations. Gather insights from Towers Perrin's leading research from 2007, A Study of Human Capital Metrics, providing a framework to apply to any organization and drive growth across various regions, industries and strategic imperatives. With the latest data, learn what human capital priorities link to specific business performance and the best practices at progressive multinational organizations.

Focus Level: Strategic/Tactical—50/50

Total Rewards Challenges and Solutions in Eastern Europe and the Middle East
Workshop Code: T13W3

Significant economic growth drives Eastern Europe with manufacturing and the Middle East with oil and gas revenue. As a result, many Western companies are establishing operations or creating strategic alliances with partners in the region. However, many Western rewards practices don't apply in these different political, social and economic environments. Learn the unique characteristics of these markets and their total rewards challenges, and brainstorm solutions and opportunities for companies to adopt new ways of working to address competitiveness and rising employment costs elsewhere.

Focus Level: Strategic/Tactical—50/50

An Opportunity to Communicate: A Survey of Reward Communications Practices
Workshop Code: T22W3

In last year's rewards survey, WorldatWork members identified reward program communications as one of the most important factors impacting program effectiveness. Different approaches to communications about the transparency of the reward program and pay information differently affect the perception of programs and overall organizational performance. Especially for professionals implementing a new rewards plan, learn the best practices and hear persuasive arguments to influence senior management of the importance of investing resources in reward communications.

Focus Level: Strategic/Tactical—50/50

Best Practices in Career Flexibility
Workshop Code: W06W3

Flexible work practices are critically valued by workers, with an impact on retention, work-life culture and a multigenerational workforce. Join a panel of experts sharing best practices and unique delivery methods (and challenges) of career flexibility models across distinct work environments: private industry, higher education and government. With a focus on flexible career on and off ramps, learn how to encourage these arrangements in any organization with discussion points to get the support needed from leadership and action steps for successful implementation.

Focus Level: Strategic/Tactical—50/50

From Work-Life Program Implementation to Culture Change: The McGraw-Hill Companies
Workshop Code: W12W3

With a comprehensive portfolio of work-life resources available to all employees for 10 years, The McGraw-Hill Companies are wondering how well programs like EAP, flexible work arrangements and wellness are accepted in corporate culture and promoted. A key element in organizational change for McGraw-Hill has been moving line managers toward incorporating work-life into their business and productivity initiatives. Follow one company's steps from strategic analysis to tactical implementation and, finally, to culture change.

Focus Level: Strategic/Tactical—50/50

The Giving Benefit: Utilizing Corporate Citizenship In Your Total Reward Strategy
Workshop Code: W18W3

For companies of the new millennium, corporate citizenship - the responsibility companies take for their impact on society - can be a critical benefit in attracting, motivating and retaining employees. Utilizing corporate citizenship in the total rewards strategy also drives culture change, improving the working community of employees and their families, and, often, the bottom line for the business. From boosting the corporate reputation to the market positioning to client relations, participants learn in this session the value of community involvement.

Focus Level: Strategic/Tactical—60/40

Thursday Workshops

Thursday , 8:30 am to 9:45 am

Defined Benefit or Defined Contribution: The Hershey Company's Decision
Workshop Code: B05TH1

Hershey's pension plan costs were more expensive than where the company wanted to be, but they faced a dilemma in trying to bring retirement costs closer to the midpoint. With ongoing stories in the media about employers eliminating their defined benefit plans, Hershey wanted to avoid freezing the pension plan for current employees. Leaders knew that to provide a competitive and cost-effective overall retirement benefit, careful design, implementation and communication were critical. Follow their steps to successfully manage retirement plan changes and maintain satisfaction among employees.

Focus Level: Strategic/Tactical—30/70

Comparing Your Benefit Costs to the National Compensation Survey
Workshop Code: B10TH1

The average costs to employers for employee benefits are outlined in the National Compensation Survey's Employer Costs for Employee Compensation (ECEC). In this workshop, benefits specialists can take this valuable information and convert their own costs, on a benefit-by-benefit basis, to make meaningful comparisons to your organization's expenses. Using the Internet or ECEC forms, identify the factors that affect individual benefit costs.

Focus Level: Strategic/Tactical—20/80

Health and Welfare Plan Basics
Workshop Code: B18TH1

New professionals and those new to the benefits function, did you know that employee benefits costs, on average, account for more than 40 percent of labor expenses? A huge part of this extensive investment for employers comes from health and welfare programs. Discover the significance of health and welfare benefits as part of the total rewards value proposition and learn about the evolution of employee benefit programs, alternative health care delivery, and major legislative and cost implications. Walk away with broad-based knowledge of the various programs as well as administration and communication requirements.

Focus Level: Strategic/Tactical—50/50

Market Pricing the World
Workshop Code: C10TH1

Analyze the similarities and differences between U.S. and international surveys and market pricing methodology. Beginning with an overview of market pricing, participants learn why organizations use market pricing and the basic steps of market pricing. The presentation showcases U.S. and international compensation surveys, with significant variations by country and survey provider. Market pricing methodology may be similar, but compensation components have key differences across borders. Learn to apply the components within a global organization.

Focus Level: Strategic/Tactical—20/80

Sales Compensation: Solving the Central versus Local Control Paradox
Workshop Code: C13TH1

Sales management asserts that sales compensation plans must be locally crafted to meet the needs of the division sales entities. But corporate compensation seeks to apply sales compensation designs that are consistent with corporate principles. Learn how to resolve this governance paradox. Cox Communications created a "Sales Compensation Playbook" designed to ensure corporate consistency with local flexibility. Examine how to manage this delicate balance between central control versus local autonomy and flexibility when creating sales compensation plans.

Focus Level: Strategic/Tactical—50/50

Case Study: Gaining Altitude in the New World of Workforce Recognition Systems
Workshop Code: C14TH1

Within a dynamic global economy, recognition is a key component of a total rewards strategy to keep employees engaged, motivated and satisfied. Learn how Delta has successfully deployed more than 20 programs on a centralized global recognition system that has generated substantial participation and value to the business. They share lessons learned and methods of how to align recognition within a broader total rewards framework, communicate program performance expectations, address global concerns, track recognition results and develop an overall measurement framework for the system.

Focus Level: Strategic/Tactical—50/50

Use High-Impact Compensation to Reinforce a High-Performance Workforce!
Workshop Code: C17TH1

Employers struggle with the quagmire connecting performance ratings with merit increases and variable pay. How do we differentiate performance with such low merit budgets? How do I convince my employees that a "Meets Expectations" is a good rating? Understand the true culprits behind the difficulty in aligning performance with pay and hear actionable and thought-provoking solutions. The presenters examine research that quantifies the issues, and discuss specific steps to create High-Impact Compensation that drives organizational High Performance including setting goals, avoiding the "rating penalty" and increasing pay variability within rating categories.

Focus Level: Strategic/Tactical—50/50

Brainpower: Rewarding Your Knowledge Workers
Workshop Code: C23TH1

For many organizations, knowledge and innovation are the primary sources of competitive advantage in a competitive global business environment. But sustaining that power can be a challenge for organizations when it is crafted and housed in the minds of knowledge workers. As manufacturing and operations continue to move to lower cost areas, an emerging knowledge economy has brought great opportunity, making a change in the employee value proposition necessary. Learn steps to attract, engage, manage and reward the best and the brightest with proven performance and rewards strategies.

Focus Level: Strategic/Tactical—70/30

Cash Is Back: Opting Away from Options
Workshop Code: E06TH1

Recent tax and SEC regulations continue to force changes in the executive compensation mix, resulting in increasing cash percentages. Demand from regulatory agencies and shareholders for greater transparency has led to new compensation delivery systems. Discover performance-based wealth retention and accumulation plans, a new breed of cash accumulation plans with incentives, vesting features and flexible designs to accommodate traditional performance metrics. These plans have global applications and can be used across many jurisdictions. Arm yourself with innovative ideas for new executive compensation arrangements.

Focus Level: Strategic/Tactical—50/50

Managing Internal Equity in a Global Company
Workshop Code: E13TH1

Hay Group worked with Akzo Nobel on a project to identify the real issues and perceptions that exist in a global environment regarding external competitiveness and internal equity in the context of locally-driven employment practices. Participants hear lessons learned and some common pitfalls assigning compensation across borders. Learn to develop and implement a competitive global approach and how having a global strategy can change the climate and perception among employees about the organization for the better.

Focus Level: Strategic/Tactical—60/40

Investing in Associates and Rewarding Relationships
Workshop Code: T05TH1

In 2006, American Express' Service Delivery Network took on an overwhelming task: Redesign the organization's total rewards framework and create an Employee Value Proposition. Not only did leadership want to improve talent acquisition and employee retention, it was also wanted to reenergize associates. In this session, participants get a detailed account of how American Express succeeded in transforming its total rewards and overcame the challenges inherent in any redesign of this scale by targeting talent pools and using comprehensive research.

Focus Level: Strategic/Tactical—50/50

Talent Management: Creating a Team to Enrich Total Rewards
Workshop Code: T08TH1

To effectively manage the talent at The Ohio State University, leaders reorganized several areas within the Human Resources department -Compensation, Employment, and Work Life -into one, calling it Talent Management. In a brutally honest presentation, participants hear how the team was created and critical successes and failures. Discuss how a group approach might be effective in other companies as a leadership and organizational culture strategy.

Focus Level: Strategic/Tactical—60/40

Collaborate, Communicate, Innovate (and Laugh): Integrating a Total Rewards Package
Workshop Code: T15TH1

How do leaders of teams, each responsible for different aspects of the total rewards package, collaborate in a meaningful way to change the culture in an organization? In this workshop, participants learn to go out of their comfort zones across all aspects of total rewards to build relationships critical to the design, implementation, communication and success of a program or initiative. Building a cross-functional team is better than redoing a program after launching because all the cross-functional issues weren't addressed.

Focus Level: Strategic/Tactical—50/50

Online Total Reward: The Challenge of Going Global
Workshop Code: T21TH1

The concept of personalized, online total rewards sites is catching on globally. For multinational employers, there is an unprecedented opportunity to connect strategic communication with personalized data. The presentation shows how one leading European multinational successfully implemented a total rewards site across 39 countries and a dozen languages. Key challenges included: how to define strategy, how to define total rewards in each market, how to solicit local input, how to address key elements of culture, language and translation, and how to gather feedback and assess effectiveness.

Focus Level: Strategic/Tactical—60/40

CEO of Me: Managing Flexstyles and Work-Life Relationships
Workshop Code: W20TH1

Although companies spend time and money on work-life policies, programs and technology, more and more employees struggle to manage career and work-life demands. Ellen Ernst Kossek says empowerment and "flexstyles" can be the answer for employees and their managers in this Work-Life Featured Session. A leading expert on improving work, family and personal interrelationships, Kossek has published dozens of articles. Join the conversation on flexible types of occupations, organizational cultures and work-life preferences, with exercises and case studies linking to personal health, stress management, well-being and productivity, to gain practical strategies and tools to enhance quality of life- at work and at home.

Focus Level: Strategic/Tactical—20/80

Thursday , 10:15 am to 11:30 am

401(k) Auto Enroll/Auto Increase: The Impact on Retirement Preparation
Workshop Code: B06TH2

When Nationwide added Auto Enroll/Auto Increase features to its 401(k) plans, the participation rate jumped from 74 to 94 percent and a nearly 10 percent increase in associates' overall preparedness for retirement. Nationwide shares these striking results, and how they are measured, with attendees to demonstrate how action by the company can provoke action from employees to create greater satisfaction and a win-win outcome.

Focus Level: Strategic/Tactical—50/50

What Should I Do? - Guidance That Gets Results
Workshop Code: B08TH2

When it comes to benefits, employees are constantly asking the same question: What should I do? Find out how employers are combining behavioral research, employee data, technology and storytelling to provide personalized guidance, without crossing the line to giving advice, for employees. Recent case studies help participants learn about the current and future education and enrollment strategies and decision-making tools that employers are using today to enable smart choices and get great results.

Focus Level: Strategic/Tactical—50/50

The Real Facts of Life: When Faulty Perception of Health Risks Meets Reality
Workshop Code: B19TH2

Growing health hazards are plaguing the U.S. workforce, and many employees are dangerously unaware of their health risks. Denial and a faulty perception of health can lead to higher costs to organizations, while the truth can change behaviors, spark leadership, improve lives and lower costs. This presentation details how Domino's Pizza educated its population on real health risks and engaged employees to change. Connect with employees to provide powerful information and encourage successful action.

Focus Level: Strategic/Tactical—50/50

The College Hiring Conundrum
Workshop Code: C02TH2

Every spring, thousands of freshly minted bachelor, master and Ph.D. degree recipients head into the job market to organizations anxious to hire the best and brightest-and willing to pay what's needed to land them. But increasingly, as the rise in salaries for new hires overtakes the rate of growth in merit increases, employees with a year of experience are earning less than those coming on board, causing problems up the line. Examine how companies are handling this issue, including recent changes in college hiring rates for select degrees, increasing merit rates and how 2008 is stacking up.

Focus Level: Strategic/Tactical—30/70

Reinventing Sales Rewards
Workshop Code: C19TH2

Gain valuable insight a detailed case study of how Motorola moved from a highly decentralized sales compensation strategy to a global strategy that features competitive compensation models and best-in-class practices for incentive administration and governance. Learn to create a common global sales job hierarchy, establish corporate policies, gain executive-level support and implement practical organizational structures and systems to support administration and governance.

Focus Level: Strategic/Tactical—40/60

Globalizing Pay Programs: Moving from Market Reference Points to a Global Program
Workshop Code: C22TH2

The process for centralizing and globalizing pay programs can be daunting. This presentation discusses how and why Tellabs moved from a salary structure and pay administration system based on market reference points to a global classification system and salary pay ranges. The changes were many and a business case for each transition was necessary. Hear stakeholder requirements, the timeline, and challenges and solutions from strategy to implementation to future implications.

Focus Level: Strategic/Tactical—50/50

Are Your Stock Plans Working? Measuring the Effectiveness of Equity Compensation Programs
Workshop Code: C34TH2

With the new accounting expense plus greater shareholder scrutiny, equity compensation plan sponsors are asking, "What are we really getting out of these programs?" This workshop reveals findings of the Equity Compensation Effectiveness Survey, including how well employees understand how the equity compensation plan works, and how plans affect employee attitudes and turnover intentions. By interpreting individual company results and an explanation of conducting a meaningful survey, participants learn strengths and weaknesses in program design, implementation, and employee communication and education.

Focus Level: Strategic/Tactical—70/30

A New Approach to Compensation Design and Assessment: Beyond Benchmarking
Workshop Code: E04TH2

External scrutiny from shareholders and the media, along with the SEC disclosure regulations, have increased the focus on ensuring that compensation programs are aligned with business and compensation objectives. This session explains how companies are going beyond market benchmarking of pay levels and practices to rigorously assess compensation programs based on key objectives specific to each company. By prioritizing competing objectives, participants walk away with a framework to evaluate compensation design to meet business objectives and be considered responsible in the current market environment.

Focus Level: Strategic/Tactical—60/40

What the Compensation Committee Wants
Workshop Code: E10TH2

Today's Compensation Committees are looking for new approaches to managing their role to avoid risky situations. For HR professionals who support the committee, learn how to most effectively work with committee members to meet changing needs and avoid conflicts of interest. Walk away with tools to achieve greater understanding among group members by anticipating their questions, and how to deal with thorny, politically charged situations.

Focus Level: Strategic/Tactical—80/20

Talent Management and Total Rewards: Making the Gears Mesh
Workshop Code: T24TH2

Almost every company has a performance appraisal program. Some have structured procedures to help them spot high-potential contributors early on and retain this top talent. A few even know who their A, B and C players are, with systems in place to manage each group. But behind the scenes, these systems might not be working well or integrated into the total rewards process. In this Total Rewards Featured Session, Dick Grote, bestselling author and consultant, shares what the nation's best-managed and most admired companies are doing to manage talent, performance and total rewards.

Focus Level: Strategic/Tactical—30/70

The Latest and Best of Work-Life Research: The Kanter Award
Workshop Code: W02TH2

If you need the latest and best data to make the business case for work-life endeavors, hear the "Best of the Best" from more than 2,000 studies reviewed for the Kanter Award for Excellence in Work/Family Research. The award is given annually to the best research article published in a peer-reviewed scientific journal during the prior year. The presentation features this year's award winner along with bits and bytes from among the 20 finalists. The purpose of the award is to raise awareness of excellent work-life research that practitioners and researchers can use to inform their work.

Focus Level: Strategic/Tactical—70/30

Making Flexible Work for Hourly and Non-Exempt Employees
Workshop Code: W07TH2

Though recent research about the positive business and employee impacts of flexibility has focused on management and professional workers, evidence shows that flexibility can have equal or even more powerful outcomes for lower-wage workers. This workshop presents findings from a new study of six organizations where flexibility has been successfully implemented, with practical information and tools for HR and line managers about what makes flexibility possible and profitable for this segment of the workforce. Get 'road-tested' solutions for flexible scheduling and policies across different industries.

Focus Level: Strategic/Tactical—50/50

Take the Work-Life Quiz: What You Need to Know to Be Effective
Workshop Code: W15TH2

How do you stack up on work-life knowledge-workplace flexibility, health and wellness or culture change initiatives? Emerging professionals or those who want a better understanding of work-life should take this boot camp-style quiz to learn the fact-based information needed for work-life success. Forget old assumptions. With dynamic discussion, this presentation provides critical work-life research and statistics for creating effective work-life strategies as well as communicating the benefits of these evidence-based initiatives to employees, managers and senior leaders.

Focus Level: Strategic/Tactical—30/70

Thursday , 1:30 pm to 2:45 pm

Helping Employees Make Wiser Health Care Decision Through Wellness Programs
Workshop Code: B04TH3

One way to handle escalating employer health care costs is by offering a corporate wellness program - reducing the overall demand for medical services. In this Featured Benefits Session, Don R. Powell, Ph.D., shares his research showing that companies providing wellness programs reduce health care costs and absenteeism. This bestselling author is considered an authority on the design and implementation of community and corporate health education programs. With his best-practice approach, attendees learn the components of a successful wellness program; how to maximize program participation; addressing high-risk and low-risk employees; and how to evaluate the effectiveness of a wellness program.

Focus Level: Strategic/Tactical—40/60

Managing Global Sales Compensation Plans: Cultural Differences and the Effect on Sales Compensation Design
Workshop Code: C04TH3

As more and more companies look outside of North America to grow revenue, the difficult task of managing a global sales force and sales compensation plans is becoming more challenging. Country work councils may provide solutions. This presentation explores why companies need to manage sales compensation through country work councils with various cultural differences to ensure consistent and effective behavior. With their truly global perspective, Avaya shares how it addressed sales compensation and governance and the techniques used.

Focus Level: Strategic/Tactical—50/50

The New ABC's of Non-Qualified Deferred Compensation
Workshop Code: C08TH3

The world of non-qualified deferred compensation has changed dramatically. The rules most compensation managers and executives are familiar with have been revised with new regulation to incorporate more risk on the individual deferring the compensation and more accountability and administration on the plan sponsor. Learn the pitfalls to be aware of, the most often used designs, and outline a process for developing and evaluating a deferred compensation plan within individual organizations.

Focus Level: Strategic/Tactical—30/70

What to Expect From Incentive & Recognition Programs: Effects on Employee Attitudes
Workshop Code: C15TH3

Researchers at the Brigham Young University Marriott School of Management recently surveyed the relationship of popular HR programs and recognition practices to employee attitudes - about job satisfaction, organizational commitment and employee engagement. They discovered that while some programs were more popular than others, all had strikingly similar effects on employee attitudes. This informative workshop provides insights into popular HR programs and recognition practices, illustrating how fostering positive employee attitudes does not necessarily depend on which incentives are offered, but how well they are executed.

Focus Level: Strategic/Tactical—80/20

Everything You Wanted to Know About Basic Compensation: 8 Pointers for 2008!
Workshop Code: C16TH3

Gain a solid foundation of knowledge in compensation if you are new to the profession, need a refresher or your job function has changed. Receive a full overview of the basic highlights for successfully managing your compensation system in 2008! Attendees leave with tips on how to create job descriptions, how to complete a market study with accurate data, how to create salary ranges and hints on how to successfully budget, administer and communicate their plan for 2008/2009.

Focus Level: Strategic/Tactical—10/90

A Practical Approach to Managing Global Compensation
Workshop Code: C26TH3

McGraw-Hill Education has employees dispersed globally representing a workforce that is increasingly mobile. Managing compensation globally entails complex strategies that cover diverse cultures, regulations, philosophies, currencies and cost of living. Compensation planning is the responsibility of McGraw-Hill managers within the global business units. The goal is to streamline the compensation process and link it to performance, allowing each unit to drive alignment, motivation and retention of top talent. Hear how McGraw-Hill is replacing a complex spreadsheet-based system with an advanced compensation management solution, how to identify obstacles and bring managers into the process to support integrated talent management.

Focus Level: Strategic/Tactical—100/0

4 Brands + 3,000 Stores + 150K Employees: Creating Simple Pay Solutions
Workshop Code: C31TH3

Gap Inc. operates more than 3,100 stores and employs nearly 150,000 team members around the world. Payroll is Gap Inc.'s largest operating expense. In this session, Gap Inc. and Hay Group present how they implemented a new pay approach for the field operations group. This new structure, based on precise, local market data, was put into operation across nearly 2,700 store locations within six months. Attendees can appreciation of the complexities in leading such a project, mistakes to avoid, and a better understanding of local market data.

Focus Level: Strategic/Tactical—60/40

The Ins and Outs of Designing Performance-based Equity Programs
Workshop Code: E12TH3

With the move from stock options to time-based restricted stock over the past few years, many companies are now considering performance conditions for the vesting of part or all of their restricted stock. Mercer research shows how and why companies are moving toward more of a performance-based equity and are keen on enhancing their pay-for-performance philosophy. Make sure the plan is designed and executed well by exploring the advantages and disadvantages of alternative measures, and calibrate performance goals, including how to balance financial measures and stock price measures.

Focus Level: Strategic/Tactical—40/60

MM. MM. Good for the Long-Term: Campbell Soup's Compensation Strategy
Workshop Code: E14TH3

Like many companies, Campbell prior to fiscal 2007 had used a combination of stock options and time vesting restricted stock. Beginning with the current fiscal year, they evolved to performance-restricted stock with shares granted having a relative market measure and a financial goal. Hear the journey Campbell's management, compensation committee and independent consultant took to get to this answer. Brainstorm a set of guiding principles linking the interests of executives and shareholders that provide a framework for assessing a company's long-term compensation strategy and choices.

Focus Level: Strategic/Tactical—50/50

The Employment Value Proposition: Total Pay and a Whole Lot More
Workshop Code: T04TH3

Organizations need an employment value proposition - a statement of why the work experience at their organization is superior to other organizations - to alleviate the pressure on pay as the primary method to attract, retain and motivate employees. Before embarking on aggressive hiring and growth, Arrowstream, a supply chain management provider, crafted an employment value proposition to support a culture of employee and company growth. Come and learn about Arrowstream's four tenets and their unique pay policies to keep employee retention at 97 percent.

Focus Level: Strategic/Tactical—30/70

Rewards Transformation: Linking Talent and Rewards to Drive Business Results
Workshop Code: T10TH3

In a global market, organizations have to look at how total rewards packages are designed and drive measurable business value. Rewards Transformation is a new approach to this problem, looking at the rewards package based on three critical concepts: total rewards, rewards dialogue and critical workforce segments. Armed with this data, HR and management can conduct robust conversations with specific groups to make modifications to the rewards package to maximize the value of rewards delivered to employees and the resulting ROI.

Focus Level: Strategic/Tactical—60/40

Employer of Choice as a Total Rewards Exercise
Workshop Code: T17TH3

Gaining recognition as an Employer of Choice is a Total Rewards endeavor. Join this panel of WorldatWork Board members whose companies are on the "Best Of" lists as they illustrate how a successful award application takes a Total Rewards approach and explain what it takes and how many functions they cut across to be identified as Employers of Choice. Position your company as a great place to work.

Focus Level: Strategic/Tactical—50/50

Aligning Human Resources and Compensation Strategy with Key Business Objectives Achieves Results
Workshop Code: T19TH3

With the ultimate goal of operating as a unified and coordinated organization to meet increasing global competition, learn how a decentralized manufacturing company with eight U.S. subsidiary operations developed a methodology to implement coordinated compensation and benefits programs, succession planning, executive development, and overall human resources policy development systems. See tangible evidence on how the human resources function can play a critical role in producing bottom-line operating goals and objectives.

Focus Level: Strategic/Tactical—70/30

The Virtual Workplace: Making Success a Reality
Workshop Code: W01TH3

The workplace of today and tomorrow is loaded with an evolving vocabulary - "telework," "virtual work," "hoteling," "e-work," "hot-desking" and more. Leading companies are embracing the commercial reality of reducing real estate costs while responding to customer demands and an increasingly diverse workforce and global economy. Be part of this natural evolution with the expertise to manage dispersed workers without losing momentum, productivity or connectivity. Hear cutting-edge information on how to make remote work really work by harnessing productivity, modifying communication styles and achieving outstanding results.

Focus Level: Strategic/Tactical—50/50

Telling It Like It Is: The State of the U.S. Workplace and Implications for Employers
Workshop Code: W17TH3

Families & Work Institute unveils its latest cutting-edge research on how U.S. employers of all sizes are addressing the changing needs of today's workforce and workplace. The research findings provide trend data on changes over the past nine years in employer practices, policies, programs and benefits in many of the seven categories of work-life effectiveness. Expert panelists share their perspectives on the implications of these research findings for businesses and other organizations including academia. Use this data to propose strategic change to decision makers and retain top talent.

Focus Level: Strategic/Tactical—60/40

Thursday , 3:15 pm to 4:30 pm

Life After AWP: A New Way to Set PBM Contract Terms
Workshop Code: B11TH4

With settlement pending of a class action lawsuit, AWP (average wholesale pricing) will no longer serve as the industry source for setting prescription drug pricing. As a result, all buyers, including group health plans, will have to reset their PBM contract terms to a new source of pricing. Familiarize plan sponsors with current alternatives and explore new drug pricing methods. This session provides employers with tools to implement more precise contracting methodologies that are verifiable and competitive.

Focus Level: Strategic/Tactical—50/50

Developing A Total Time-Off Strategy
Workshop Code: B14TH4

Many employers are surprised to learn that they may be spending as much on time-off benefits as they are on health care benefits. Using data from Hewitt's Managing Time Off 2007 survey, explore best practices in the design and implementation of time-off programs, including vacation, holidays, sick time, PTO banks, sabbaticals, disability and leaves of absence. Discuss key issues to consider when designing a total time-off strategy, and learn how employers are using absence management strategies to maximize the effectiveness of their time-off programs and to minimize costs.

Focus Level: Strategic/Tactical—50/50

Compensation Without Calories - The Sequel
Workshop Code: C07TH4

Have some fun and learn a methodology that can save half the time, labor and cost of your current compensation processes. Truly become a business partner with LEAN. Walk away from this session with a complete project plan that can: increase employee satisfaction; reduce staff; reduce the cost of the compensation process and improve cycle time from 28 days to less than 30 minutes.

Focus Level: Strategic/Tactical—50/50

Planning to Win With People at McDonald's: Global Compensation Philosophy and Process
Workshop Code: C09TH4

Learn how McDonald's was able to drive senior leadership accountability and front-line manager effectiveness and involvement with a new compensation application. The benefits realized have been many: streamlining administrative work; eliminating fragmented processes and multiple tools; strengthening the linkage between performance and rewards; global execution of one key tool and process for the compensation programs; and facilitating information sharing and knowledge transfer. Participants learn to leverage technology and ignite change in a mature organization to develop creative approaches toward a global process without having global data.

Focus Level: Strategic/Tactical—50/50

Riding Into the Danger Zone: Top 10 Worst Practices in Compensation
Workshop Code: C12TH4

Chris Crawford from Longnecker & Associates shares experiences of emerging worst practices in compensation as well as how to avoid such pitfalls. Some of these dangerous practices include: Compensation packages developed around personal needs; reporting the minimum SEC requirements; management conducting board of director compensation; exclusive use of stock options; and more. Attendees discover ways to transition poor compensation practices and to develop best practices that counter the worst.

Focus Level: Strategic/Tactical—50/50

Helping the Sales Organization Succeed: How to Structure, Nurture and Pay the Front-Line Sales Manager
Workshop Code: C27TH4

"Why can't we get the sales manager role right?" Many companies have asked themselves this question. They've spent time and money on recruiting, training, territory realignment and new compensation plans to improve their sales effectiveness. Unfortunately, they've missed a key element: the front-line sales manager. Based on Mercer research, explore how leading organizations structure, nurture, pay and leverage the sales "leader" role with critical philosophy and practice. Partner with sales to get the most out of this critical, but often overlooked, sales leadership role.

Focus Level: Strategic/Tactical—40/60

FLSA Overtime Exemption Standards - Four Years Later
Workshop Code: C32TH4

Leave this session understanding how the FLSA Overtime Exemption Standards, released in August 2004, have been interpreted by the Department of Labor and federal courts. This session highlights the most difficult exemption determination challenges experienced by compensation professionals and identifies those job classifications under attack in the federal courts. Use the material and options from this presentation to assist in your day-to-day compliance activities

Focus Level: Strategic/Tactical—50/50

CEO Pay: The Latest Numbers, Trends and Performance Linkages
Workshop Code: E07TH4

Presenting the findings of The Wall Street Journal/Hay Group 2008 CEO Compensation Survey, this session includes the latest CEO pay information on approximately 200 of the largest U.S.-based public companies. Data and analysis focuses on the connection between CEO pay and company performance, including salary, bonus and long-term incentives trends, mix of pay, and absolute compensation levels. Plan for future years and be aware of the new approaches and programs among this group of companies.

Focus Level: Strategic/Tactical—70/30

Executive Compensation 101: Boot Camp
Workshop Code: E09TH4

With executive pay being a major shareholder and media issue, executive compensation can be daunting to practitioners, particularly those who are new to the profession or role, or just need a refresher. This boot camp workshop provides an overview of the executive compensation function, with an emphasis on how executive pay programs should flow seamlessly from organizational strategy and objectives. Develop an executive compensation philosophy to serve as a guidepost, and learn the basics of annual and long-term incentive plan design. In addition, workshop participants hear the major legal, tax and accounting issues.

Focus Level: Strategic/Tactical—50/50

Building an Effective Relationship With Your Board Compensation Committee
Workshop Code: E17TH4

Hear the do's and don'ts of building an open, engaged and effective working relationship with the board compensation committee. In a panel discussion, learn the steps to help committees make well-informed decisions on performance evaluation, incentive design and more. Serve the committee by consistently improving the quality of the data provided- by showing a complete picture and facilitating discussions of unresolved issues.

Focus Level: Strategic/Tactical—20/80

Great Place, Great People: How One of the Best Became Even Better
Workshop Code: T06TH4

Repeatedly named in "Best Places to Work" lists, Baptist Health South Florida launched its "Great Place, Great People" initiative to improve its already stellar work environment. Engaging leaders from all eight entities of the organization working in cross-disciplinary teams, the organization developed breakthrough strategies to build upon its status and create a work environment that is second to none. Discover how to engage leaders to create a culture of commitment to total rewards and work-life excellence with cost-effective strategies.

Focus Level: Strategic/Tactical—80/20

Building a Human Capital Strategy to Drive and Sustain Profitable Growth
Workshop Code: T14TH4

Cost-cutting may have done the trick in the past, but now businesses are ready for the new organizational imperative: driving profitable, top-line growth. They're looking to expand globally, develop new products and services, and engage their customers. This session shows participants how to identify key opportunities in human capital solutions at both the enterprise and business-unit level, as well as demonstrates the best ways to turn business strategy into people initiatives. Gain techniques for engaging leadership in the discussion and approval process, and steps to effectively deploy talent to success.

Focus Level: Strategic/Tactical—80/20

Communicating Total Rewards to the Generations
Workshop Code: T16TH4

Communicating total rewards to up to four different generations focuses on the various reward strategies used to target and retain specific age groups of the workforce. Because employers have finite resources to compete for talent, they must understand the generations and what matters most to them to discover what they can do to motivate different generations of workers. Apply the most valued rewards strategies and motivators, and most preferred work styles, for each set of workers.

Focus Level: Strategic/Tactical—80/20

Overcoming the Implementation Gap: How 20 Leading Companies are Making Flexibility Work
Workshop Code: W03TH4

Interested in how to make flexible work arrangements more user-friendly? Come hear compelling findings from conversations with human resource representatives, managers and employees of 20 leading companies. Learn from case studies of implementation, even with reluctant managers who were later won over by successful programs. Discussion centers on the importance of understanding the unique needs of employees, getting an accurate picture of the organizational culture, and facilitating organizational changes that must precede successful flexibility programs.

Focus Level: Strategic/Tactical—50/50

Getting the Balance Right: Work-Life Challenges for International Assignees
Workshop Code: W08TH4

With globalization, pressure and the demands on people to serve their business with drive and commitment become even stronger, especially for executives. But dedication of people's lives to their working environment brings pressures on employees and their families. Results of a major survey into work-life issues for employees and their families transferred to international assignments help attendees understand different work-life programs to develop for global executives compared to their peers in the home location, especially relating to technology, stress and wellness on working life and balance.

Focus Level: Strategic/Tactical—50/50

Friday Workshops

Friday , 8:30 am to 9:45 am

Biometrics: The Next Step to Wellness-Driven Health Plans
Workshop Code: B12F1

Through biometrics, Miles Kimball Company has held down the cost of health care premiums with minimal plan design changes, resulting in a health care savings of more than $3.1 million. Annual health risk assessments are used to measure biometrics that look at overall health to determine the "payback" to employees in their paychecks. Discover the difference between a traditional wellness plan and a biometric results-based plan, along with the constraints and other legal issues to consider when building the plan.

Focus Level: Strategic/Tactical—50/50

How DuPont's Global Sales Compensation Design Continues to Drive Business Results (Three Years Later)
Workshop Code: C21F1

DuPont, a $27.4 billion global materials science company, is transforming its sales and marketing functions through sales compensation. More than 80 roles were newly categorized, sales compensation plan design guidelines were developed, and those guidelines are implemented across various countries. Boil down the 15 key sales compensation plan design decisions and provide guidance to improve business results.

Focus Level: Strategic/Tactical—50/50

ROI of Incentive Compensation
Workshop Code: C33F1

With spot awards, short-term incentives and, in certain industries, long-term equity compensation awards, more employees than ever before receive some form of incentive compensation. While organizations intuitively believe these programs contribute to a pay-for-performance culture and corporate success, the amount firms are spending on these programs is increasing to the point where intuition isn't enough - management is demanding proof. Discuss the true costs of incentive compensation programs and examine ways the effectiveness of the programs can be measured. Intel's Stock Design Program Manager will present a case study describing how Intel has measured the ROI of its equity compensation program.

Focus Level: Strategic/Tactical—50/50

The New ROX Index
Workshop Code: E11F1

Press reports are replete with examples of what the media depicts as modern-day robber barons. Somewhat surprisingly then, a new Exequity study showed that some of the most pilloried CEOs delivered shareholder returns that handily beat many of the paragons of virtuous executive pay. Companies can't always tell if they're paying for performance because 95% of pay analyses simply look at whether executives are awarded "competitive pay opportunities." Exequity analyzed the proxy disclosures under the new rules with an eye toward comparing relative measures of shareholder value added to the "real cost" of the executive team. Through measuring the total value forwarded by the company to an executive - through all vehicles of compensation, including equity appreciation - and comparing this expenditure to the company's change in shareholder value over the year, we can derive a fundamentally new way of looking at compensation, the company's "return on executives" or ROX. Attendees will learn how the ROX analysis works, determine whether it makes sense for their own pay-for-performance assessment, and transform the way they think about the appropriateness of their executive pay package.

Focus Level: Strategic/Tactical—50/50

The Multi-Generational Workforce: Does It Have an Impact on Total Rewards?
Workshop Code: T11F1

For the first time in U.S. history, employees spanning four generations are actively working side by side. These four distinct generations have differing needs, expectations and wants in the employment deal, and employers need to think creatively about how to measure the value of total rewards. Learn what the innovators are doing to adjust their total rewards strategies to help retain key contributors as the talent challenge continues. Join this lively discussion to see the world of total rewards through the eyes of a multi-generational work team.

Focus Level: Strategic/Tactical—70/30

Drive Better Business Performance: Designing and Implementing a Global Total Rewards Strategy at HP
Workshop Code: T20F1

This presentation discusses the realities of designing and implementing a total rewards strategy, in a global company known for innovation, advancement and reinvention, to drive better business performance. By aligning business strategy with workforce strategy and examining what other global enterprises are doing, participants dig into the specifics of HP's case study and learn the challenges and pitfalls of designing a global total rewards strategy. Focus on how the strategy was developed and how the team decided to look at the world to drive total rewards design decisions.

Focus Level: Strategic/Tactical—50/50

Teamwork Innovations at Marriott: Enhancing Engagement, Work-Life Effectiveness and Flexibility
Workshop Code: W10F1

In the 24/7 work environment, maintaining high-quality customer service requires an engaged workforce from all departments committed to business success. By developing a Teamwork Innovations Process for flexibility with property management teams across the country, Marriott, with WFD, has reduced overwork and inefficiencies while improving quality of life for managers. Learn how properties have engaged managers in improving practices, enhancing communication and collaboration across departments, and creating a more effective, flexible and supportive work environment.

Focus Level: Strategic/Tactical—70/30

Friday , 10:15 am to 11:30 am

Driving Continuous Improvement with Kaizen and Six Sigma
Workshop Code: B16F2

Serving the benefits needs of the world's largest automaker is no small task. With a number of providers to manage a massively shifting benefits landscape, GM turned to its primary benefits administrator, Fidelity Employer Services, to bring all critical stakeholders together for a three-day "kaizen process improvement event" to improve the medical enrollment process. Learn how GM, the labor union, the insurance carrier and Fidelity worked together to apply Six Sigma techniques to improve the process and continually measure and manage the improvements in a structured and disciplined way.

Focus Level: Strategic/Tactical—50/50

Top Trends in Equity Compensation for Domestic and Overseas Employees
Workshop Code: C24F2

Using key findings from the 2006 NASPP/Deloitte International Stock Plan Design Survey and the 2007 NASPP/Deloitte Domestic Stock Plan Design and Administration Survey, this presentation provides an overview of the top trends in equity-based compensation provided by U.S. companies to both domestic and international plan participants. In this session, compare domestic and international stock granting policies, plan design and administration and can assess and align equity plans with current global trends.

Focus Level: Strategic/Tactical—90/10

Why It's Impossible to Build the Perfect Sales Compensation Plan - And How to Build One That's as Close as Possible
Workshop Code: C28F2

Regardless of how much effort goes into designing a sales compensation plan, someone can always find some problem with it. The biggest reason behind this is that while everyone may agree on the principles that should guide the compensation plan design - simplicity, equity, motivation, alignment with strategy - trade-offs inevitably arise. This presentation offers practical frameworks and insights into navigating several common trade-offs in sales compensation plan design. With examples and case studies, attendees gain several practical approaches when they design their next sales compensation plan.

Focus Level: Strategic/Tactical—30/70

Using Executive Compensation Strategically at a Time of Transition
Workshop Code: E15F2

Executive compensation design can have the most impact at a time of strategic transition. In fact, if your executive compensation program is not aligned with shifts in your business strategy, the result can be, at best, a program that fails to further the strategy, and, at worst, a program that actually works against what the new strategy is trying to accomplish. Using Liz Claiborne as a case study, this session explores how to use compensation as a key communication tool and motivator of strategic changes.

Focus Level: Strategic/Tactical—90/10

Are We Really Communicating? Selling the Total Rewards Package Successfully!
Workshop Code: T12F2

Everyone agrees that communicating effectively with employees is a primary criteria for successfully designing and implementing a total rewards package, and achieving organizational goals. However, global research consistently tells us that most organizations do a poor job of communicating. There are a multitude of reasons ranging from corporate culture to just not knowing how to do it right! Discover a proven methodology for managing the communication process successfully with a game plan for achieving the three primary objectives: ensure understanding; get buy-in/change perceptions; and motivate the right behaviors.

Focus Level: Strategic/Tactical—50/50

Most Admired Reward Programs: Lessons Learned. A Panel Discussion.
Workshop Code: T23F2

Hay Group research with Fortune Magazine confirms Most Admired Companies excel at managing people, effectively attracting and retaining top talent, managing performance, and developing leaders. With plenty of time for questions and discussion in this panel session, probe what three Most Admired organizations do differently in terms of the design and execution of their reward programs. Measure the degree of alignment between reward programs and the culture and objectives of these companies, and discover the role managers take in implementing and sustaining rewards.

Focus Level: Strategic/Tactical—50/50

The Future of Total Rewards and Competitive Advantage: Employee Segmentation Comes of Age
Workshop Code: T27F2

The future of total rewards is going down a similar path as advertising: segmentation and customization for higher returns on investment, requiring employers to use the entire toolkit available to attract, retain and motivate. Put a fresh face on total rewards by exploring strategies companies must implement to segment employees according to competencies and job activities and tailor total rewards from a customized perspective. Push performance to higher levels, increase ROI in talent, and enable companies to employ their competitive advantage - their people - to achieve results.

Focus Level: Strategic/Tactical—50/50

Brave New Workplace
Workshop Code: W14F2

Explore the most important and innovative ways in which organizations are experimenting with employee work styles. The 8-hour day/5-day week is rapidly giving way to a variety of innovative approaches to satisfy the desires and demands of a diverse workforce. Everything is on the table as company panelists discuss the extraordinary variety of emerging practices and provide a frank appraisal of their own trials and successes in the evolving workplace. Discuss the trends most likely to survive and issues such as the impact on company culture and employee morale, fairness and the challenges of continuing to meet client needs.

Focus Level: Strategic/Tactical—20/80

World Focus Session
Sponsored by WorldWide Compensation
Friday, May 23
8:30AM – 11:30AM

Take an up-to-date look at global issues in real life, where balancing global consistency and leveraging local customization is crucial – and complex. In this exciting session, a panel of global professionals will tell their stories and engage in authentic dialogue with session participants in a moderated discussion about compensation and rewards in various countries.  Moderated by Ferrmin A Diez, CCP, Director AsiaPacific, Freescale Semiconductor. Panelists include Elizabeth Bastoni, Global Head Compensation & Benefits, The Coca-Cola Co; Mark Hudson, Reward Director – IST, BP Oil International Ltd; Yukio Sadamori, Manager International HR Department, Mitsui & Co Ltd

Please register for this event on your registration form or in My Workshops online.