Human Resources expert John A. Rubino will discuss the most critical executive compensation principles and detailed design elements. You will learn how to create an executive compensation plan that motivates organizational leaders, avoids criticism from other stakeholders, and adheres to current regulations.
Topics Covered Include
- Executive Rewards in a Total Rewards Strategy
- Tax and Regulatory Influences on Executive Compensation
- Executive Short-Term Incentives
- Executive Benefits and Perquisites
- Executive Long-Term Incentives
Are your executives paid enough? Too much? Earn your Executive Compensation Certification.
Most organizations are wrestling with executive compensation plans in 2023. As executives demand higher pay to address inflation, a faltering economy and increasing interest rates put pressure on organizations to reduce costs. At the same time, social justice movements have shined a bright spotlight on pay inequity.
Executive compensation is one of the most powerful – and expensive – tools your organization has for driving performance, fostering alignment, creating accountability, and communicating priorities to stakeholders. It is subject to significant oversight by boards, in-depth public disclosure, and intense scrutiny by investors and government regulators. You must show your organization’s sound governance by responding to the concerns of stakeholders and avoiding this frequent lightning rod for criticism.
Session 1 - Executive Rewards in a Total Rewards Strategy
- Who is an executive?
- Elements of executive rewards
- Developing an executive rewards strategy
- Base salary considerations
- Market survey benchmarking
- Performance measures, goals, metrics, and assessments
Session 2 - Tax and Regulatory Influences on Executive Compensation
- Forms of taxation
- Section 162(m) million dollar cap
- SEC rules and regulations
- Proxy disclosures
- Primary regulatory influences
- Introduction to short-term incentives
Session 3 - Executive Short-Term Incentives
- Short-term incentive approaches
- Basis for setting goals and performance measures
- Short-term incentive design framework for executives for all employees
- Pragmatic applications
- Step-by-step methodologies
- Specific design examples and case studies
Session 4 - Executive Benefits and Perquisites
- Strategic definitions of executive benefit programs
- Examples of perquisites offered to executives
- Golden parachutes for executives
- Introduction to long-term incentives
Session 5 - Executive Long-Term Incentives
- Long-term incentive programs, cash- and equity-based
- Eight forms of equity plans
- Considerations for equity-based rewards
- Equity valuation methodologies
- Pragmatic applications of long-term incentive programs
- Specific design examples and case studies
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Who Should Attend?
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 5.0 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
- This program is valid for 5.0 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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