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About This Course:
If you've been reviewing your payroll and have started thinking about incorporating a step-based system, that is, a compensation structure with a standard progression of pay rates within the pay ranges established for a given job, you're not alone.

Many employers combine incentive performance pay with a step-based system to drive engagement and control payroll budgets. But when you do, you will want to do so armed with as much data and information as possible.

Join us for this webinar when our presenter, a seasoned compensation consultant, will provide an in-depth look at a step-based salary system, including pros and cons of setting them up, what the trends are in steps today, and how to both make a decision to move to the system and tips for making that change.

Our presenter will also provide solid tactics for communicating the change to your employees, and how to transition your current workforce over time to the new system.

Learning Objectives:
  • What a step-based salary system is and what it isn't
  • The top FIVE reasons why a company would move to a step-based salary system
  • The trend of today's step-based systems
  • How to integrate a step-based salary system with a comprehensive variable pay program to create a fully-functioning total cash compensation program
  • How to evaluate whether a step-based system might be right for your organization
  • An overview of the planning process of making the switch-how to communicate to employees and other stakeholders in your company
  • How to tailor your message to your different employee groups
  • The most likely areas of pushback you will receive-and how to counter them
  • What's next on the horizon for step-based systems: Is it truly the latest and greatest in total cash compensation systems?
  • And much more!
In just 90 minutes, you'll learn solid tactics for how to transition your current workforce over time to a new step-based compensation system.

About Your Presenter

John Rubino is the founder and president of Rubino Consulting Services. He has more than 30 years of experience designing and implementing human resources programs for a wide variety of organizations in the financial services, technology, manufacturing and public sectors-as both a practitioner and consultant. Prior to forming his own company, he was senior manager of consulting for Ernst & Young LLP and director of executive compensation for The Equitable Life Insurance Company.
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