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“The good news is that we’re still in the early stages of pay transparency, so starting to build a plan now will set you up for success moving forward.”

To do this, they will need employees from different cultures, backgrounds and experiences with different skill sets.

These penalties are set at $100 per employee for the first failure to file and $200 per employee for the second failure to file, said Patton.

“They help set more objective expectations and align goals with the real capabilities needed to deliver results,” Stella said.

Through case studies, examples, aspirational examples and discussion, you’ll learn how to creatively address data challenges and explore new data sets and methods.

Resources Short-Term Incentives (STI) Pay Program Design: Example Assessment of Incentive Plan Design; Long-Term Incentive (LTI) Dilution and Overhang Sample;Pay Program Design: Example Assessment of Long-Term Incentive Design;Example Considerations for Incorporating rTSR;Examples of Long-Term Incentive (LTI) Grant Results;Long-Term Incentive Grant Delegation for Approval;Long-Term Incentive Plan Delegation of Authority;Strengths and Challenges of Options, Restricted Stock, and Performance Shares; Performance Measures and Goal Setting Performance Plan Progress;Performance Scorecard Sample;Payout Leverage; Severance, Change in Control (CIC) and Employment Agreements Sample of Equity Terms and Conditions; Executive Benefits and Perquisites

You’ll learn to set your organization’s objectives in outsourcing arrangements, conduct request for proposal (RFP) and selection processes and navigate transition and conversion considerations.

It is also ideal for HR generalists or compensation specialists with limited benefits compliance knowledge who wish to expand their skill set.

The discretionary component of your pay transparency strategy sets your organization apart. 5.

Alan set upon building a better compensation solution by tapping into his 20 years of contacts in the comp space.