4 Tips for Developing Your Compensation Plan in 2012

Summary

In this session we'll discuss the basics of leading the organization through the process of creating a compensation philosophy that will support the organization's mission, vision and values in a new 2012 economy.  We'll also discuss how to create a compensation policy which will be the building block for your compensation program.  The philosophy and policy work hand in hand to help the organization set the goals for the compensation program (the “why”) and describe the company’s policy in regards to compensation (or the “how”).  This is the critical first step in establishing a formal compensation program will meet its objective of supporting the organizational mission and strategic plan.

Objectives

- Participants will learn to differentiate between a compensation philosophy and policy.
- Participants will learn how to write an effective compensation philosophy that will support the organization’s mission, vision and values.
- Participants will learn how to write a compensation policy that will address the why and the how of administering the compensation program.

 Who Should Attend?

- Owners
- Executives
- Managers
- HR Professionals

Presenter: Stacey Carroll, PayScale
HRCI Credits: TBD
Event Type: Leadership Series

About Stacey:
Stacey Carroll, M.B.A., CCP, SPHR, is the director of professional services and education at PayScale.com. She is an adjunct professor in the College of Business and Economics at Western Washington University, as well as a highly-regarded presenter and educator at major HR conferences, including National SHRM & NHRMA, and in PayScale's online HR webinar series. Ms. Carroll earned her Professional in Human Resources (PHR) in 1999, her Senior Professional in Human Resources (SPHR) in 2006 and her Certified Compensation Professional (CCP) in 2011. She has worked in human resources for the last 12 years at companies such as Nordstrom, Trendwest Resorts, CH2M Hill and Western Washington University. Ms. Carroll has held numerous roles with increasing responsibility within human resources and has expertise in benefits and compensation administration, as well as employee relations.