Training & Certification

Overview of upcoming 2017 WorldatWork Certification Training

Location: The Silver Cloud Hotel-Seattle Stadium 

1046 1st Ave S.  Seattle, WA 98134

Classes typically begin at 8:30 am and end by 5:00 pm

• Breakfast and lunch is provided both days

Register for a course:
To receive the NCRF member pricing; please login to the members only tab found on the home page or contact WorldatWork's Customer Relationship Services at 1-877-951-9191.  (Please indicate that you are a current member of NCRF when registering for your course's.


NCRF Courses for 2017:

February 1-2, 2017

(Wednesday & Thursday)

(C17 / GR17): Market Pricing - Conducting a Competitive Pay Analysis

This course will provide a consistent and effective methodology for market-pricing benchmark jobs within an organization. Participants will have an opportunity to develop their data utilization skills through classroom practicum exercises.

  • Review common compensation strategies, base pay structure design, and the establishment and use of a job worth hierarchy.
  • Discuss how market pricing can support an organization’s business strategy.
  • Discover data sources, data collection options, salary survey formats and use of job matching.
  • Learn how the data from salary surveys can help you develop the market rate for benchmark jobs.
  • Discuss the use of statistical analysis tools and aging, blending, weighting and slotting data.
  • Learn how to handle exceptions or special situations.
  • Find out how to communicate market pricing to upper management and your organization

What You Will Learn:

Market Pricing and Business Strategy

  • The total rewards design process
  • Compensation philosophy and strategy
  • Factors influencing compensation
  • Market position
  • Business life cycle
  • Compensation program objectives. Market Pricing Terminology and Base Pay Structure Design
  • Market-pricing terminology
  • Base-pay structure design
  • Market-based structure design steps
  • Market-based pay structure vs. pure market pricing approach
  • Market-based job evaluation and pay structure design: advantages and disadvantages

Survey Data and Submissions

  • Data sources: salary surveys
  • Decision factors
  • Survey data formats, statistical data points,
  • Selection and documentation
  • Accuracy of survey data and data integrity
  • Participating in surveys
  • Job matching Utilizing Survey Data
  • Utilizing survey data
  • Aging data
  • Blending
  • Adding a premium
  • Weighting market data
  • Modeling
  • Regression analysis.

Short-Term and Long-term Incentive Survey Data

  • Short-term incentives
  • Total cash compensation
  • Long-term incentives
  • Long-term incentive types
  • Total direct compensation Communication
  • The purpose of communication and Management’s role in the process
  • Communication with employees and upper management
  • Organization-wide communication

Who Should Attend?

This course is designed for compensation and HR professionals with an interest in/or responsibility for identifying competitive rates of pay, job evaluation and compensation program development.




    May 3-4, 2017

    (Wednesday & Thursday)


    (C2 / GR3): Job Analysis, Documentation and Evaluation

    This course examines the methods and processes that support job analysis, job documentation and job evaluation in order to attract and retain effective talent. You'll cover various methods of job evaluation including quantitative and market-based approaches. Exercises help you see how the methods outlined in the course can be put into practice in your organization.

    Review strategic concepts associated with job analysis, documentation and evaluation

    Learn how to approach job analysis planning and implementation

    Discuss job documentation and the necessary components and format for job description

    Examine market-based and content-based job evaluations with a focus on quantitative and non-quantitative approaches

    What You Will Learn:

    Job Analysis

    • Sources of job information
    • Job analysis communication
    • Possible sources of error Non-quantitative Job Evaluation Methods
    • Job-content evaluation methods
    • Ranking method
    • Classification method

    Job Documentation

    • Types of job documentation
    • Job descriptions
    • Job description format
    • Job description preparation Quantitative Job Evaluation Methods
    • Job-content evaluation methods
    • Compensable factors
    • Job-component method
    • Point factor method
    • Quantitative plan summary

    Market-Based Job Evaluation

    • Market-based job evaluation
    • Considerations in data collection Selection and Implementation Issues
    • Selecting a job-evaluation strategy
    • Implementation issues




    Sept. 13-14, 2017

    (Wednesday & Thursday)

    (C12 / GR6): Variable Pay — Improving Performance with Variable Pay

    This course presents the fundamentals of variable pay and focuses on: compensation strategy, variable pay, and the design and implementation of incentive, recognition and bonus plans.

    Learn about the three categories of variable pay.

    Identify common business strategies and objectives for achieving them.

    Examine internal and external factors.

    Discuss the activities for designing the structure of the plan.

    Find out aspects to consider in establishing target performance and payouts.

    Learn about funding and distribution of plan earnings.

    Discover how to implement, communicate and evaluate the success of your plan.

    What You Will Learn:

    Supporting Business Objectives through Variable Pay

    • Elements of compensation
    • Business strategy
    • Business strategy drives business objectives
    • Business lifecycle
    • Variable pay helps achieve business objectives

    Developing a Variable Pay Plan

    Phase 1: Pre-Design

    • Considering internal and external factors
    • Obtaining management support
    • Identifying the design team.

    Phase 2: Design

    • Determining plan objectives and plan type
    • Defining eligibility
    • Selecting performance measures

    Three categories of variable pay

    • Incentive plans:

    Short-term incentive plans (profit-sharing, performance-sharing, individual performance-based)

    Long-term incentive plans (equity- and non-equity based)

    • Bonus plans (referral, sign-on, retention, project completion)
    • Recognition plans (spot awards, managerial recognition, nominations, organization-wide recognition)

    Phase 3: Funding and distribution

    • Determining performance targets and payouts
    • Funding the plan
    • Distributing plan earnings

    Final approval

    Implementation and Evaluation

    Plan implementation

    • Selecting the implementation team
    • Developing the communication plan
    • Introducing the plan and coordinating plan administration
    • Plan evaluation (determining plan effectiveness, why plans fail, evaluation outcomes)

    Who Should Attend?

    This course is designed for HR professionals responsible for designing, assessing or maintaining variable pay programs.



    Oct. 18-19, 2017

    (Wednesday & Thursday)


     

    (ACE): Advanced Concepts in Executive Compensation **

    This course concentrates on strategic issues affecting executive compensation and key technical aspects of the regulatory environment. It covers U.S. accounting, taxation, securities issues, performance measures, long-term and short-term incentives and other aspects of executive compensation. The goal of this seminar is to enable participants to effectively interact with board of directors as well as internal or external tax, financial, legal and planning professionals. Please note that this course focuses on the design and administration of programs prevalent in publicly owned/traded companies.

    Gain an understanding of the roles and responsibilities of corporate governance to safeguard and increase value of shareholder investments.

    Acquire a deeper understanding of accounting and tax considerations for executive compensation.

    Obtain an overview of major securities regulations and their requirements.

    Take a detailed look at the proxy statement including disclosure requirements and components of public communication.

    Discuss the appropriate use of performance measures and essential plan design concepts for short-term incentive plans.

    Examine the factors that influence long-term incentive vehicles and design alternatives.

    Review other executive compensation issues.

    What you will learn:

    Executive Compensation and Corporate Governance

    • Executive compensation review
    • Corporate governance
    • Board of directors
    • Shareholder Advanced Accounting and Taxation
    • Taxation
    • Accounting for equity-based compensation
    • Option pricing valuation models
    • Earnings per share

    Advanced Securities Law

    • SEC Section 16
    • SEC Rule 10(b)5
    • Sarbanes-Oxley Act
    • SEC proxy disclosure requirements Executive Compensation Issues
    • Deferred compensation
    • Employment contracts
    • Director compensation
    • Stock ownership guidelines

    Long-Term Incentives and Executive Performance

    • Review of long-term incentives
    • Factors affecting LTI selection
    • Stock options
    • Stock appreciation rights
    • Restricted stock
    • Other long-term incentives (performance shares, performance unit plans, phantom stock) Performance Measurement and Short-Term Incentives
    • Performance measures
    • Short-term incentive plan design: Goal setting, funding, payout approaches, payment alternatives
    • Final consideration

    Who Should Attend?

    This course is intended for HR, finance and legal practitioners who work in executive compensation, consultants who advise companies on executive compensation, and members of the compensation committee of the board of directors who oversee executive compensation.




      Not a NCRF member yet? Click here to find out the benefits of membership and how to join.

      Just want to read more about the WorldatWork courses hosted by NCRF? click here

      As a member of NCRF, you may attend WorldatWork certification courses in Portland. We have a reciprocation agreement with Columbia Willamette Compensation Group and you may attend their classes at the NCRF member rate. Check out their website for upcoming classes:  http://www.cwcg.org/

      2017 Training Cost

      Course and Exam: Includes tuition, course material and certification exam

      • $1,350 NCRF and CWCG members (10% discount off W@W Member price!)

      • $1,495 W@W members

      • $2,200 non-members

      Course Only - 2 day: Includes tuition and course material

      • $1,255 NCRF and CWCG members (10% discount off W@W Member price!)

      • $1,390 W@W membership only

      • $2,085 non-members

      ** ACE Pricing: Includes tuition and course material

      • $1,125 NCRF, CWCG, and W@W members 

      • $1,680 non-members

      Exams: 

      Exams for the certification courses are offered via computer based testing (CBT) through an external vendor. https://www.worldatwork.org/waw/cbt/faq.html

      Register for a course:

      To receive the NCRF member pricing; please login to the member only area or contact WorldatWork's Customer Relationship Services at 1-877-951-9191.  (Please indicate that you are a current member of NCRF when registering for your course(s).) 


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