Certification Information

Section III - Total Compensation

  • TOTAL COMPENSATION

    Total Compensation Strategy
    RPC:119 Identifies and develops the philosophy, strategy and policy with respect to the total compensation package consistent with the organization’s goals.
    119.01 Elements of total compensation.
    119.02 Compensation goals
    119.03 Linkage of compensation with organizational goals, strategies, and environment
    119.04 Principles of effective compensation systems design and administration
    119.05 Current organizational issues
    119.06 Industry best practices
    119.07 Global trends and issues
    119.08 Relevant legislation and regulations including collective agreements
    119.09 Process, issues, and techniques involved in developing and administering a compensation system
    119.10 The organization’s financial capabilities
    119.11 Techniques to determine total compensation costs
    RPC:120 Evaluates the total compensation strategy to ensure it is consistent with the objectives of attracting, motivating and retaining the qualified people.
    120.01 General labour market trends and issues
    120.02 Industry best practices
    120.03 Survey design, administration and techniques for analysis of data
    120.04 Attraction and retention philosophy and strategies
    120.05 Principles and methods to maintain internal equity and external competitiveness
    120.06 Principles of effective compensation systems design and administration
    120.07 Relevant legislation and regulations and their effect on compensation
    120.08 Motivation theories and applications
    120.09 Administration and maintenance of HR information
    120.10 Compensation goals
    120.11 Linkage with organizational goals, strategies, and environment
    120.12 Techniques to determine total compensation costs
    120.13 The organization’s strategic plan and financial capabilities
    RPC:121 Monitors the competitiveness of the total compensation strategy on an ongoing basis.
    121.01 General labour market trends and issues
    121.02 Survey design, administration and techniques for analysis of data
    121.03 Attraction and retention philosophies and strategies
    121.04 Principles and methods to maintain internal equity and external competitiveness
    121.05 Principles of effective compensation systems design and administration
    121.06 Relevant legislation and regulations including collective agreements
    121.07 Administration, maintenance and analysis of HR information
    121.08 Organization’s competitive environment
    121.09 Compensation goals
    121.10 Techniques to determine total compensation costs
    Compensation Programs
    RPC:122 Recommends the appropriate mix of base and variable compensation.
    122.01 Principles of effective compensation systems design and administration
    122.02 The organization’s strategic plan and financial capabilities
    122.03 Compensation trends and issues
    122.04 Relevant legislation and regulations, including collective agreements
    122.05 Industry best practices
    122.06 Theoretical and applied aspects of motivation
    122.07 Compensation goals
    122.08 Linkage with organizational goals, strategies, and environment
    122.09 Types of compensation programs (job based, skill/competency based, performance based
    122.10 Techniques to determine total compensation costs
    RPC:123 Establishes compensation policies and procedures in compliance with the legal framework and company objectives.
    123.01 Principles of effective compensation systems design and administration
    123.02 The organization’s strategic plan and financial capabilities
    123.03 HR policies, procedures and processes
    123.04 Relevant legislation and regulations, including collective agreements
    123.05 Theoretical and applied aspects of motivation
    123.06 Compensation goals
    123.07 Linkage with organizational goals, strategies, and environment
    RPC:124 Develops and implements effective job evaluation procedures.
    124.01 Principles and methods of job analysis, documentation, and evaluation
    124.02 Industry best practices
    124.03 The organizations strategy and financial capabilities
    124.04 HR policies, procedures, and processes
    124.05 Relevant legislation and regulations including collective agreements.
    124.06 Legal and regulatory environment and reporting requirements regarding all aspects of compensation including employment and pay equity, federal contractors program)
    124.07 Various methods and techniques for determining relative job worth and maintaining internal equity (qualitative and quantitative)
    124.08 Methods and procedures to prepare job descriptions
    124.09 Methods to identify job requirements and specifications
    124.10 Compensation goals
    RPC:125 Monitors the competitiveness of the compensation program relative to comparable organizations.
    125.01 Sources of market data
    125.02 Benchmarking
    125.03 Survey design, administration and techniques for analysis of data
    125.04 The organization’s strategy and financial capabilities
    125.05 HR policies, procedures, and processes
    125.06 Relevant legislation and regulations including collective agreements
    125.07 Administration, maintenance and analysis of automated HR information
    125.08 Relevant statistical and analytical techniques, including regression analysis
    125.09 Components included in total compensation, including types of employee benefits (e.g., standardized and flexible benefits plans)
    125.10 Techniques to determine total compensation cost
    RPC:126 Recommends job price and pay ranges based on relevant internal and external factors.
    126.01 Principles of effective compensation systems design and administration
    126.02 Compensation goals and the organization’s pay policy
    126.03 Job pricing and pay structures
    126.04 Relevant statistical and analytical techniques including regression analysis
    126.05 The competitiveness of current compensation relative to the market and related issues
    126.06 Issues related to internal equity and relative job worth
    126.07 The organization’s strategy and financial capabilities
    126.08 Relevant Legal and regulatory environment including collective agreements
    126.09 Trends in labour force characteristics (e.g., labour force growth, employment trends and rates, unemployment, participation rates, occupational distribution of the workforce, and compensation)
    126.10 Administration, maintenance and analysis of automated HR information
    126.11 Procedures for the collection, manipulation, and analysis of information
    126.12 Principles and methods of job analysis, documentation, and evaluation
    Benefits
    RPC:127 Recommends benefit plans most suited to organizational needs.
    127.01 Trends and issues related to employee benefits
    127.02 Compensation goals and the organization’s pay policy
    127.03 Employee and labour market demographics
    127.04 Industry best practices
    127.05 Survey design, administration and techniques for analysis of data
    127.06 Strategies to attract and retain employees
    127.07 Needs analysis
    127.08 Types of employee benefits and alternate benefit delivery and administration systems
    127.09 Relevant legal and regulatory environment, including taxation laws al and government sponsored benefits
    127.10 Procedures for the collection, manipulation, and analysis of information
    127.11 Relevant statistical and analytical techniques including regression analysis
    127.12 Principles of effective compensation systems design and administration
    127.13 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system)
    127.14 Administration, maintenance and analysis of automated HR information
    RPC:128 Provides for delivery of payroll services in compliance with applicable legislation, company policy and advises the organization on related matters.
    128.01 Relevant legal and regulatory environment, including taxation laws
    128.02 Related HR policies and procedures
    128.03 Contractual obligations such as collective agreements, and outside contractors
    128.04 Principles of effective payroll and benefit administration
    128.05 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system)
    128.06 Sources of relevant information/expertise on legislation and Revenue Canada requirements
    128.07 Fundamental accounting principles and practices
    128.08 Organization’s operations and financial systems
    128.09 Alternative methods to provide payroll services, including external service providers
    128.10 Cost benefit analysis
    128.11 Administration, maintenance and analysis of automated HR information
    RPC:129 Ensures compliance with legally required programs.
    129.01 Relevant legal and regulatory environment, including taxation laws
    129.02 Sources of relevant information/expertise on legislation and Revenue Canada requirements
    129.03 Implication of new and proposed legal and regulatory changes upon payroll and benefits services, their administration and reporting
    129.04 Organization’s operations and financial systems
    RPC:130 Performs an analysis of organizational and employee needs related to benefit plans.
    130.01 Employee demographics
    130.02 Industry best practices
    130.03 Survey design, administration and techniques for analysis of data
    130.04 Strategies for attracting and retaining employees
    130.05 Needs analysis
    130.06 Implication of new and proposed legal and regulatory changes upon payroll and benefits services, their administration and reporting
    130.07 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system)
    130.08 The organization’s strategic plan and financial capabilities
    130.09 Benchmarking
    130.10 Relevant legal and regulatory environment, including taxation laws
    130.11 Principles of effective payroll and benefits administration
    130.12 Compensation goals
    130.13 Link of compensation with organizational goals, strategies, and environment
    130.14 Cost-benefit analyses (including audits, utility analysis, and impact studies)
    130.15 Administration, maintenance and analysis of automated HR information
    RPC:131 Develops specifications for the acquisition and day-to-day management of employee benefit programs.
    131.01 Industry best practices
    131.02 Alternate payroll and benefit delivery systems
    131.03 Relevant legal and regulatory environment, including taxation laws and reporting requirements
    131.04 Components of an acceptable RFP
    131.05 Process, issues, and techniques involved in developing and administering a compensation system
    131.06 Principles of effective payroll and benefit administration
    131.07 Compensation goals
    131.08 Link of compensation with organizational goals, strategies, and environment
    131.09 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system
    131.10 HRMS concepts and techniques
    RPC:132 Ensures the effectiveness and efficiency of benefit programs.
    132.01 General trends and issues related to employee benefits and their effect on current benefit programs
    132.02 Industry best practices
    132.03 Employee demographics
    132.04 Principles of effective payroll and benefit administration
    132.05 Strategies for attracting and retaining employees
    132.06 Relevant legal and regulatory environment, including taxation laws and reporting requirements
    132.07 Survey design, administration and techniques for analysis of data
    132.08 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system
    132.09 Procedures for the collection, manipulation, and analysis of information
    132.10 Cost benefit analysis
    132.11 Organization strategy and financial capabilities
    132.12 Compensation goals
    132.13 Link of compensation with organizational goals, strategies, and environment
    132.14 Administration, maintenance and analysis of automated HR information
    RPC:133 Manages the transition to new benefit plans.
    133.01 Employee demographics
    133.02 Strategies and practices for effective change management
    133.03 Alternate benefit delivery systems
    133.04 Relevant legal and regulatory environment
    133.05 Communication theories, tools, techniques, and processes
    133.06 Sources of external expertise
    133.07 Proposed changes and their effect on current benefit programs
    133.08 Collective agreements and other contractual requirements
    133.09 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system
    133.10 Administration, maintenance and analysis of automated HR information
    RPC:134 Integrates the basic benefit programs with disability management.
    134.01 Relevant legal and regulatory environment
    134.02 Employer-sponsored and statutory benefits
    134.03 Industry best practices
    134.04 Program/policy development
    134.05 Organization culture
    134.06 Reporting requirements
    134.07 Principles and practices of effective disability management
    134.08 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system)
    134.09 Methods of accommodating employee needs (e.g., flexible hours, job sharing, child care)
    134.10 The economic, legal, technical, and moral impact of OHS
    134.11 Ergonomics
    Pensions
    RPC:135 Develops specifications for the acquisition or redesign of pension plans, and their administration.
    135.01 Organizational strategy and financial capabilities
    135.02 Compensation goals
    135.03 Employee demographics
    135.04 Industry best practices
    135.05 Strategies for attracting and retaining employees
    135.06 Relevant legal and regulatory environment
    135.07 Types of pension plans and alternate pension design models
    135.08 Sources of external expertise
    135.09 Implications of taxation and government sponsored pension plans on pension design
    135.10 Components of an acceptable RFP
    135.11 Principles of effective pension design and administration
    135.12 Financial models and techniques for calculating and funding pension obligations
    135.13 Procedures for the collection, manipulation, and analysis of information
    RPC:136 Reviews pension proposals submitted by third parties and evaluates the information received.
    136.01 Organizational strategy and financial capabilities
    136.02 Compensation goals
    136.03 Employee demographics
    136.04 Industry best practices
    136.05 Principles of effective pension design and administration
    136.06 Types of pension plans and alternate pension design models
    136.07 Sources of external expertise
    136.08 Implications of taxation and government sponsored pension plans on pension design
    136.09 Relevant legal and regulatory environment
    136.10 Procedures for the collection, manipulation, and analysis of information
    136.11 Financial models and techniques for calculating and funding pension obligations
    RPC:137 Recommends pension plans most suited to organizational needs.
    137.01 Organizational strategy and financial capabilities
    137.02 Compensation goals
    137.03 Employee demographics
    137.04 Industry best practices
    137.05 Principles of effective pension design and administration
    137.06 Collective agreements and other contractual requirements
    137.07 Types of pension plans and alternate pension design models
    137.08 Implications of taxation and government sponsored pension plans on pension design
    137.09 Relevant legal and regulatory environment
    137.10 Financial models and techniques for calculating and funding pension obligations
    RPC:138 Manages the transition to a new or revised pension plan.
    138.01 Industry best practices
    138.02 Relevant legal and regulatory environment
    138.03 Employee demographics
    138.04 Proposed changes and their effect on current pension plans, their funding and administration
    138.05 Communication theories, tools, techniques, and processes
    138.06 Sources of external expertise
    138.07 Strategies and practices for effective change management
    138.08 Collective agreements and other contractual requirements
    138.09 Administration, maintenance and analysis of automated HR information
    RPC:139 Provides information and counseling to pension plan participants.
    139.01 Issues and concerns of employees (pre and post retirement)
    139.02 Principles and practices of effective retirement planning
    139.03 Influences on retirement income ( taxation, government sponsored and organization pension plans)
    139.04 Communication theories, tools, techniques, and processes
    139.05 Pension and benefit provisions for retiring employees
    139.06 Relevant legal and regulatory environment
    139.07 Design and delivery of training programs
    RPC:140 Administers the reporting, funding and fiduciary aspects of the pension plan(s).
    140.01 Employee demographics
    140.02 Financial models and techniques for calculating and funding pension obligations
    140.03 Relevant legal and regulatory environment
    140.04 Financial markets and how they affect pension plan funding
    140.05 Sources of external expertise
    140.06 Foundations and techniques of financial and management accounting
    140.07 Procedures for the collection, manipulation, and analysis of information
    140.08 Types of pension plans
    Payroll Administration
    RPC:141 Establishes payroll guidelines based on relevant legislation, tax laws, company policy, and contractual pay requirements.
    141.01 Sources of relevant information/expertise on legislation and Revenue Canada requirements
    141.02 Effect of HR policies and procedures on payroll
    141.03 Collective agreements and other contractual requirements
    141.04 Organization’s business operations and culture
    141.05 Relevant legal and regulatory environment
    141.06 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system)
    141.07 Principles of effective payroll and benefit administration
    RPC:142 Ensures accurate and timely delivery of pay.
    142.01 Relevant legal and regulatory environment
    142.02 Effect of HR policies and procedures on payroll
    142.03 Collective agreements and other contractual requirements
    142.04 Organization’s business operations and culture
    142.05 Automated payroll and benefit systems (external and internal)
    142.06 Methods of managing compensation systems (including budgeting, cost control, and monitoring, auditing and evaluating effectiveness of pay system)
    142.07 Administration, maintenance and analysis of automated HR information
    RPC:143 Ensures pay records are accurate and complete.
    143.01 Relevant legal and regulatory environment
    143.02 Effect of HR policies and procedures on payroll
    143.03 Collective agreements and other contractual requirements
    143.04 Automated payroll and benefit administration systems (internal and/or external)
    143.05 Fundamental accounting principles and practices
    143.06 Administration, maintenance and analysis of automated HR information