Day 1: Reward Philosophy and Job Architecture

Total Reward Objectives

• Connect spending with required capability attraction
• Define the organization's intended market position
• Balance equity competitiveness and financial sustainability
• Articulate context-specific principles governing total rewards

Job Analysis and Classification

• Separate job requirements from individual incumbents
• Gather reliable evidence about role accountability
• Define job families and career paths
• Review job documentation before formal evaluation

Job Evaluation Method

• Choose factors reflecting genuine work value
• Define explicit levels within each factor
• Score independently before collective calibration
• Calibrate two roles with similar value

Day 2: Salary Structures and Market Interpretation

Selecting Market Data

• Define comparison markets matching required talent
• Examine sample quality and data currency
• Match jobs through actual role content
• Assess a salary survey's limitations

Grade and Range Design

• Group jobs with comparable organizational value
• Set midpoint values and range spreads
• Calculate overlap supporting progression and mobility
• Institute a simple job-family salary structure

Pay Position Diagnosis

• Compare actual salary with range midpoint
• Identify compression and distortion within ranges
• Analyze equity gaps across employee groups
• Compose a map of compensation risks

Day 3: Salary Reviews and Performance Incentives

Salary Increase Budget

• Allocate resources using position and performance
• Reduce bias arising from managerial discretion
• Test effects across different budget scenarios
• Prepare an explainable increase matrix

Short-Term Incentive Design

• Select measures participants can meaningfully influence
• Balance enterprise team and individual results
• Set thresholds targets and payment caps
• Stress-test incentives against unintended behavior

Variable Reward Controls

• Address exceptional and nonrecurring business outcomes
• Avoid rewarding exposure to unacceptable risk
• Define adjustment and recovery circumstances
• Critique a payment decision through committee

Day 4: Benefit Design and Employee Experience

Segment Needs Analysis

• Use preference and utilization data carefully
• Segment employees by relevant practical needs
• Examine access and fairness gaps
• Create benefit personas for different groups

Managing Benefit Portfolio

• Balance protection wellbeing flexibility and choice
• Evaluate core and voluntary benefits together
• Remove low-value or low-use options
• Design portfolios within a cost ceiling

Communicating Total Value

• Explain reward elements in understandable language
• Show value from noncash benefit components
• Avoid misleading promises and interpretations
• Finish a concise total reward statement

Day 5: Reward Strategy and Governance Lab

Cost and Risk Analysis

• Estimate direct and indirect package costs
• Test package sensitivity to workforce change
• Review legal and contractual reward obligations
• Document implementation risks and controls

Integrated Package Design

• Connect fixed pay incentives and benefits
• Define transition rules and temporary exceptions
• Select indicators monitoring equity and competitiveness
• Develop recommendations for one job population

Reward Committee Simulation

• Present alternatives costs and expected consequences
• Defend equity across politically sensitive cases
• Rebalance reward elements within approved ceiling
• Approve decisions communication and review plans

• Job evaluation and value-factor calibration through cases
• Market evidence analysis and practical salary structure design
• Incentive and benefit design within financial constraints
• A committee simulation approving total reward packages