Build a concise people policy for fair pay structures that colleagues can follow without further explanation.
Designing Fair Pay and Compensation Structures
A working programme in fair pay structures for managers who have to deliver with existing resources.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for fair pay structures that managers quietly work around has already failed. People decide what this part of people management and development really means by watching who gets promoted. The programme works equally well for those formalising the people management and development capability for the first time and those improving an existing approach. Post-incident reviews keep identifying weaknesses in fair pay structures that were visible long before the incident. They acquire practical criteria for judging when the practice within people management and development is working and when it is only appearing to. Improvement in this part of people management and development stalls when it depends on one capable individual rather than a defined method. It treats fair pay structures as an operating discipline and equips participants to run it as one. Exercises escalate in difficulty, ending with the ambiguous situations that make this strand of people management and development hard in practice. The programme ends where implementation begins, with this part of people management and development broken into steps someone can start on Monday.
Expected Learning Outcomes
Identify the failure points in fair pay structures most likely to cause loss, and control them first.
Plan succession and continuity for the roles most exposed to fair pay structures.
Select indicators that show whether fair pay structures is improving, and reject those that only look useful.
Handle exceptions to fair pay structures consistently and document the reasoning.
Integrate fair pay structures with reward, development and performance processes.
Address the equity and inclusion implications of fair pay structures deliberately.
Who Should Attend
Internal communications staff explaining fair pay structures to the workforce.
Newly appointed managers taking on fair pay structures for the first time.
Reward and compensation staff whose frameworks interact with fair pay structures.
Recruitment and resourcing staff affected by fair pay structures.
Staff seconded into improvement work on fair pay structures.
Legal and compliance advisers reviewing fair pay structures.
Course Modules
Fair pay structures: fairness, equity and consistency
2 sessions · 8 pointsSession 1Making fair pay structures work when resources are constrained
- Set the annual review point for fair pay structures and who attends.
- Pilot changes to fair pay structures in one area before wider rollout.
- State the purpose of fair pay structures in one sentence a new manager would understand.
- Collect evidence on the present handling of fair pay structures before proposing changes.
Session 2The cost of fair pay structures and how to present it
- Prepare the summary of fair pay structures that senior management will read.
- Measure the effect of fair pay structures on retention and performance, not activity.
- Identify the data the organisation already holds that bears on fair pay structures.
- Record the rationale for each significant choice made about fair pay structures.
Fair pay structures: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Explaining fair pay structures so people believe it
- Compare intended and actual outcomes of fair pay structures honestly.
- Design the communication for fair pay structures around the questions people will actually ask.
- Identify where judgement in fair pay structures is legitimate and where it is not.
- Check that fair pay structures still works when volumes rise unexpectedly.
Session 2The conversation about fair pay structures managers most often avoid
- Confirm that those complying with fair pay structures understand why it exists.
- Confirm that contractual obligations around fair pay structures are understood.
- Test the procedure for fair pay structures against a realistic scenario.
- Test the policy on fair pay structures against three real cases from the past year.
Fair pay structures: capability across the management line
2 sessions · 8 pointsSession 1What to measure in fair pay structures and what to ignore
- Define who decides on fair pay structures and who may only recommend.
- Estimate the cost of fair pay structures and the cost of leaving it unchanged.
- Identify single points of dependency in fair pay structures and reduce them.
- Agree what will be standardised in fair pay structures and what will not.
Session 2Keeping records on fair pay structures that are lawful and useful
- Compare the cost of fair pay structures with the cost of its absence.
- Set the consistency check that catches uneven application of fair pay structures.
- Check that fair pay structures complies with current labour regulation in every location.
- Record what was learned when fair pay structures did not go as planned.
Fair pay structures: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1What your existing data already says about fair pay structures
- Train line managers on fair pay structures rather than handling every case centrally.
- Set escalation thresholds for fair pay structures that work out of hours.
- Document the reasoning for every exception granted under fair pay structures.
- Verify six months later that changes to fair pay structures have held.
Session 2Costing fair pay structures honestly, including the cost of inaction
- Build the competence framework that supports fair pay structures.
- Script the difficult conversation fair pay structures requires and rehearse it.
- Set out how exceptions to fair pay structures are requested and approved.
- Ask employees what fair pay structures feels like from their side.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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