Compensation Metrics and Programs: 10-Session Professional-Level Certification

John A. Rubino
  • Live Session
  • Certification
From $2,059.00
  • March 6, 2023, 1:30 pm   EST
Training Includes:
  • 10.0 HRCI, 10.0 SHRM
  • Compensation Metrics And Programs Certification
  • All resources and training materials
  • An on-demand recording will be available after the live presentation.

Human resources expert John A. Rubino will share a wealth of information to help you create a comprehensive, organizationally-aligned total cash compensation program. You will learn how to overcome high inflation and staffing shortages.

Benefits of Certification

  • Earn two valuable certifications that demonstrate your expertise
  • Align employee rewards with organizational success
  • Attract and retain top talent despite inflation and a hot job market
  • Communicate compensation strategies to management and employees
Monday, March 6 - Friday, March 17, 2023; 1:30 PM Eastern
10 Sessions scheduled for 60 minutes including question and answer period.

Training Overview

How deep is your understanding of compensation? Earn your professional-level certification.

You need to understand the dramatic effect of inflation on today’s compensation expectations and change course to retain employees and attract talent.

We are offering a soup-to-nuts super-seminar to give you the powerful tools you need to master compensation. First, a five-session deep dive will show you how to gather and use compensation metrics. Then, you will apply that information in a second five-session series to develop motivational cash reward programs (market analysis, traditional pay structures, broadbanding, and variable compensation).

This program will enable you to:

  • Earn two valuable certifications that demonstrate your expertise
  • Align employee rewards with organizational success
  • Attract and retain top talent despite inflation and a hot job market
  • Communicate compensation strategies to management and employees

Part I: Compensation Metrics Certification

  • Compensation program objectives
  • Methodology and design for a base pay structure
  • Pay range components and range spread calculations
  • Use of benchmark jobs for base pay structure design
  • Relevant metrics, formulas, and calculations
  • Practical applications and examples of compensation metrics

Session 1.2

  • Pay positioning for internal and external competitiveness
  • How to determine whether salary ranges are too wide or too narrow
  • Best practices for using compensation metrics to determine market targets
  • Key questions about pay practices and overall compensation philosophy

Session 1.3

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

Session 1.4

  • Computations and applications
  • How to identify data outliers, assess internal equity, and evaluate external competitiveness
  • Job evaluation and market survey data
  • Using quantitative HR applications for compensation measurements

Session 1.5

  • Six-step methodology for developing and implementing a base pay structure
  • Discussion of various strategic applications

Part II: Cash Compensation Programs Certification

Session 2.1: Market Analysis

  • Compensation program objectives
  • Strategic methodologies for building base pay structures
  • Job evaluation techniques
  • Techniques and protocols for interpreting salary market information
  • Approaches for dealing with high-demand jobs
  • Techniques for market pricing hybrid jobs

Session 2.2: Pay Structures

  • Pay structure design techniques and considerations
  • Creating a base pay policy line
  • Components and applications of pay grades
  • Market pricing and point factor approaches

Session 2.3: Pay Structures (Continued)

  • Hands-on, step-by-step exercises and pragmatic examples
  • Maintaining base pay structures and keeping them up-to-date
  • Salary compression and solutions
  • Geographic differentials

Session 2.4: Broadbanding

  • Broadbanding and how it differs from traditional pay structures
  • Defining control points and applying them to the broadbanding approach
  • Reasons for adopting broadbanding
  • Advantages and disadvantages of broadbanding
  • Transforming a traditional base pay structure to a broadbanding system
  • Examples of broadbanding applications

Session 2.5: Variable Pay

  • Eight-step design methodology for developing variable pay programs
  • Quantitative and qualitative performance measures
  • Cascading performance management approach
  • Variable schedules using target, threshold, and maximum payout criteria
  • Total cash variability approach
  • Business performance variability and the effect on payout cycling
  • Managed communication approach
  • Ten criteria for success and pitfalls to avoid

Invest in Second Chance Retake Insurance

We recommend purchasing our Second Chance Retake Insurance for $49 which allows you to take the exam a second time without having to retake the Course. Should you need to retake the exam without purchasing Insurance beforehand the retake fee is $75. For additional information please refer here or reach out to

Who Should Attend?

  • Human resources professionals
  • Total reward professionals
  • Compensation professionals
  • Business owners
  • Plant managers
  • Finance professionals
  • Operations managers
  • Employee relations staff
  • Division supervisors
  • Supervisors
  • Chief executives
  • Executive directors
  • Board members
  • Senior management
  • Managers
  • Development staff
  • Program directors
  • Hiring staff

Expert Presenter

John A. Rubino

  • President and founder of Rubino Consulting Services (RCS), a global human resources consulting company based in New York
  • Focuses on the design and implementation of corporate values/objectives and their linkage to human resources strategies, compensation analysis and program development, performance-driven incentive plans, sales compensation programs, performance management systems, management training programs, team dynamics, leadership skills, motivational training, and human resources communication programs
  • Previously senior manager of human resources consulting services for Ernst & Young LLP and director of executive compensation for The Equitable Life Insurance Company
  • Internationally acclaimed speaker, course developer, and seminar leader for WorldatWork and the American Management Association
  • Author of Developing Compensation Programs: Job Analysis, Evaluation and Classification and Communicating Compensation Programs: An Approach to Providing Information to Employees
  • Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), and Global Remuneration Professional (GRP), Senior Practitioner in Human Resources (SPHR), and a Master Reward Specialist (South Africa)
  • BA from Wagner College
  • MBA from the Lubin Graduate School of Business, Pace University


  • This program has been approved for 10.0 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
  • This program is valid for 10.0 PDCs for the SHRM-CP or SHRM-SCP.


Employers particularly appreciate CareerLearning certifications because they represent definitive confirmation of the mastery of the subject area.

Please follow these steps to earn your certification:

  • Attend all the training sessions in their entirety.
  • Gain access to the final exam at the conclusion of the last session.
  • Take the final exam and receive a score of 80% or better. 

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