ADP Compensation: Job Evaluations and Pay Structures Course

Lesson 1 • Legal and Regulatory Compliance Basics

Covers equal pay obligations, overtime classification rules, and recordkeeping requirements. Grounds students in compliance before designing any pay program.

Lesson 2 • Total Rewards Framework Overview

Defines direct pay, benefits, and non-monetary rewards as an integrated system. Establishes vocabulary used throughout the course.

Lesson 3 • Key Stakeholders in Compensation Decisions

Maps the roles of HR, finance, legal, and line managers in pay decisions. Clarifies accountability and approval workflows students will navigate.

Lesson 1 • Data Collection Methods

Covers interviews, questionnaires, observation, and work diaries as primary collection tools. Students select methods appropriate to job type and organizational context.

Lesson 2 • Writing Effective Job Descriptions

Teaches the standard components of a job description and how to write clear, measurable duty statements. Accurate descriptions reduce evaluation bias and legal risk.

Lesson 3 • Maintaining and Auditing Job Documentation

Establishes a review cycle to keep job content current as roles evolve. Connects documentation accuracy to pay equity audit outcomes.

Lesson 4 • Purpose and Scope of Job Analysis

Defines job analysis and its downstream uses in evaluation, recruiting, and performance. Positions it as the data-collection phase before any pay decision.

Lesson 1 • Point-Factor Evaluation Systems

Teaches the most widely used quantitative method, including factor selection, weighting, and scoring. Students build a point-factor plan from scratch.

Lesson 2 • Ranking and Classification Methods

Covers whole-job ranking and grade classification as simple, low-cost evaluation approaches. Students apply each method and identify their limitations.

Lesson 3 • Internal Equity and Job Worth Concepts

Defines internal equity and explains why consistent job valuation prevents pay compression and legal exposure. Sets the conceptual stage for all evaluation methods.

Lesson 4 • Selecting and Implementing an Evaluation Method

Guides students through a decision framework for choosing the right method given organizational size, complexity, and resources. Covers rollout planning and change management.

Lesson 1 • External Equity and Market Positioning

Defines external equity and explains how market positioning decisions affect attraction and retention. Connects market data to the pay philosophy established in Chapter 1.

Lesson 2 • Analyzing and Aging Survey Data

Explains statistical measures used in survey analysis and how to age data to the current date. Students calculate weighted averages and apply aging factors.

Lesson 3 • Job Matching and Leveling Techniques

Teaches how to match internal jobs to survey benchmarks accurately. Proper matching prevents overpaying or underpaying relative to the market.

Lesson 4 • Presenting Market Pricing Results

Covers how to format and communicate market pricing findings to leadership and managers. Clear presentation builds confidence in data-driven pay decisions.

Lesson 1 • Broadbanding and Alternative Structures

Covers broadband, career band, and market-referenced structures as alternatives to traditional grades. Students evaluate trade-offs in flexibility, control, and transparency.

Lesson 2 • Setting Range Midpoints and Spreads

Explains how to anchor midpoints to market data and calculate range spreads by job level. Students build a midpoint progression that reflects market movement.

Lesson 3 • Grouping Jobs into Pay Grades

Teaches how to cluster jobs with similar evaluation scores or market values into grades. Students apply grade-width decisions and test for internal consistency.

Lesson 4 • Validating and Finalizing the Structure

Guides students through costing the new structure and identifying employees outside range. Final validation ensures the structure is affordable and legally defensible.

Lesson 1 • Reporting and Analytics in ADP

Teaches how to build standard and custom compensation reports and interpret key metrics. Data-driven reporting supports executive decisions and compliance audits.

Lesson 2 • Building Pay Structures in ADP

Demonstrates how to create, edit, and publish grade and range structures within ADP. Students build a complete structure and slot employees into the new ranges.

Lesson 3 • Market Pricing Workflows in ADP

Covers importing survey data, mapping benchmarks, and generating market pricing reports within ADP. Students complete an end-to-end market pricing cycle in the platform.

Lesson 4 • Configuring Job Evaluation in ADP

Walks through setting up evaluation plans, factor libraries, and scoring templates in ADP. Students configure a point-factor plan and score a set of test jobs.

Lesson 1 • Pay Equity Fundamentals

Defines pay equity, distinguishes equal pay from pay equity, and explains the business and legal case for proactive analysis. Frames the analytical work that follows.

Lesson 2 • Preparing Data for Equity Analysis

Covers data extraction, cleaning, and variable selection for a statistically valid equity study. Clean, complete data is the prerequisite for defensible findings.

Lesson 3 • Identifying and Remediating Pay Gaps

Guides students from gap identification to root-cause analysis and correction planning. Remediation must be systematic, documented, and budget-conscious.

Lesson 4 • Documenting and Reporting Equity Findings

Covers how to structure an equity audit report for legal, executive, and manager audiences. Proper documentation protects privilege and supports ongoing monitoring.

Lesson 1 • Annual Compensation Planning Cycle

Walks through the full merit, promotion, and market adjustment cycle from budget to payout. Students build a planning timeline and budget model.

Lesson 2 • Communicating Compensation Programs

Covers total compensation statements, manager toolkits, and employee-facing communication strategies. Transparent communication increases perceived pay fairness.

Lesson 3 • Aligning Compensation to Business Strategy

Shows how compensation levers support growth, transformation, and talent strategy goals. Students map pay programs to specific business objectives.

Lesson 4 • Compensation Governance Structures

Defines the roles of compensation committees, approval hierarchies, and policy frameworks. Strong governance ensures consistency, fairness, and audit readiness.