Pay Grades And Job Value: How To Correctly Assemble All The Pieces Of The Compensation Puzzle
|Date / Time:
Now is the time of year when companies typically start looking at pay ranges and contemplate re-ranking jobs, moving positions, reviewing internal equity, or adding variable pay systems into their total reward compensation mix.
Regardless of whether you want to reward performance, time, or knowledge, determining pay grades is the first step to an equitable, competitive compensation system. Without determining pay grades properly, it wonít matter how good the salary survey data is: Compensation will either be too high or too low.
But proper determination of pay grades is often overlooked as many companies focus instead on salary survey data. Even if you have great data, the wage won't be right if you don't first determine the job's value to your organization.
- The laws that affect your compensation strategies, such as the Equal Pay Act
- What pay grades are, and the correct way to determine them
- How a salary structure, such as a set of pay grades and ranges, is built
- When to pay above market (and sometimes below)
- The key ways that pay grades influence your performance/merit pay programs
- How pay grades interact with variable pay, and why this connection matters
- When and how to conduct an internal equity review
- Strategies for addressing pay inequities, while minimizing your legal liability
- What to do if you discover pay discrepancies between genders ("gender inequity")
- Which employers are required to comply with Executive Order 11246 - and why they should get ready for increased anti-pay-bias enforcement efforts from the EEOC...and much more!
In just 90 minutes, you'll learn how to properly compensate the various jobs at your organization - and how to remedy any discrepancies you uncover. Register now for this informative event for HR professionals.
About Your Presenter:
David Wudyka, SPHR, MBA, BSIE, managing principal and founder of Westminster Associates, manages and oversees all company operations, including the design, development, and implementation of all client HR programs. His specialties include human resource analytics, audits of HR operations, employee retention strategies, and group incentive plans.
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This presentation is also available in a recorded format, in CD version, as shown in the pricing options below.
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versions are interactive, meaning that participants can ask questions in real time, plus are a very cost-effective form of training because 1) you receive fast, convenient learning without
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at work immediately after the session ends!
And though with recorded versions you do lose the ability to ask questions, you gain the ability to hear the presentation numerous
times and to share it with others in your office.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
|About The Provider:
||BLR® is the leader in helping organizations, and their employees, reduce safety, environmental and employment compliance-related legal exposure, stay on the right side of law, and achieve their full potential. We offer best-in-class compliance product and services that includes news, information & analysis, best practice guidance, employee training and turn-key tools delivered in a wide range of formats from online applications, live events and websites to books, CD's, Video, Posters and newsletters geared to all sized organizations and industries.
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