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Pay Grades and Job Value: How to Tackle Compensation Questions for Best Results - On-Demand

Pay Grades and Job Value: How to Tackle Compensation Questions for Best Results - On-Demand

Product Code: YHWA020718D

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Pay Grades and Job Value: How to Tackle Compensation Questions for Best Results -
On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Uncover vital tips for assembling pay grades and assigning job value.



As we ease into 2018, it’s likely time for compensation professionals to review pay ranges and think about re-ranking jobs, moving positions, reviewing internal equity, or adding variable pay systems into the total reward compensation mix. You might be hoping that a change in your pay grade structure will result in getting maximum productivity from your employees, and at the very least, retaining top talent.

Whether you want to reward performance, time, knowledge, skills, or competencies, determining pay grades is the first step to creating an equitable, competitive compensation system. Without accurate pay grade determination, it doesn’t matter how good your pay survey data is; your current compensation will likely be too high or too low.

In addition, you don’t want to break the bank when determining pay rates for certain jobs. It’s a balancing act that should be revisited regularly to make sure you have the best possible compensation program for your organization’s needs and to keep and attract the best employees.

Use this on-demand webinar to learn how to create an equitable, but competitive compensation system and attract and retain the best employees. J. Timothy O’Rourke, a seasoned expert on employee compensation, will reveal how to piece together the compensation puzzle for best results all around.

You’ll learn:

  • What job grades are and the correct way to determine them, for either creating or revising a pay structure 
  • How salary structures are built, with examples of different methods of putting them together 
  • When to pay above market—and when it makes sense to pay below 
  • Key ways that pay grades influence your performance/merit pay programs 
  • How pay grades interact with variable pay 
  • When and how to conduct an internal equity review 
  • How to address pay discrepancies and inequities without creating legal liability 
  • What to do about pay discrepancies between men and women in similar positions 
  • Laws to consider when putting a compensation policy in place 
  • And much more! 

About Your Presenter

J. Timothy O’Rourke 
President and CEO 
Matthews Young—Consulting

J. Timothy O’Rourke is the current Chairman, President and CEO of Matthews, Young – Management Consulting (MYMC). Mr. O’Rourke has held management positions in Systems/Programming, Operations Research, Personnel, and Marketing. He has also chaired Marketing, Operations, and Asset/Liability Management Committees with banks. In addition, Mr. O’Rourke has completed the North Carolina Bankers Association’s Advanced Management Program, and has received the American Compensation Association’s Certified Compensation Professional designation. He has published numerous articles on banking subjects and frequently speaks at financial institution forums.

He is a specialist in strategic planning, organizational design, management by objectives systems, executive compensation, salary administration, management incentives, and executive search and outplacement. In 1984, he joined Matthews, Young – Management Consulting to help executives grow their earnings and expand in size. Since 1998, as a Senior Principal, he has been responsible for delivery of all strategic, compensation, and search services to financial institutions. In this role, he managed compensation surveys, built an integrated database of salary information, and developed salary administration computer models for microcomputers, as well as salary administration, performance appraisal, and bonus and incentive compensation systems. Mr. O’Rourke continues to focus his attention on the strategic management of clients’ human assets. He is often called upon to speak on compensation issues, and conducts numerous strategic planning programs.

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