Certified Total Rewards Fellow

The CTRF designation is granted to those whose mastery of total rewards competencies is evidenced by real experience in a top role, knowledge and insights displayed through peer discussion, and attested by ATRI Industry Panel members, recognized among Asia’s total reward authorities. They are deemed total rewards champions, and competent to lead the rewards function in a large, complex organisation, in Asia.

CTRF Certification Pathways

There are two pathways to CTRF certification, each requiring extensive experience in top HR or Rewards roles:

Honorary CTRF Certification

One is based on recognition of competence, for individuals already regarded as total rewards authorities or champions, as attested by three ATRI panel members, usually in conjunction with teaching, presenting, supporting total rewards development or certification, or other contributions seen as “giving back” to the rewards profession. Honorary CTRF certification is generally on the basis of nomination and consensus of at least three ATRI Industry Panel members, that the individual meets the competency requirements.

Developmental CTRF Pathway

The developmental pathway is more broadly accessible and suited for those with sufficient experience who wish to further challenge themselves to deepen and broaden their competence in the most advanced rewards competencies and build their networks with other emerging total rewards leaders in the Asia region. The developmental pathway occurs through a series of roundtable sessions co-facilitated by two ATRI Panel Members (or CTRF holders). There are no PowerPoint slides, no exam. Just active discussion around the competencies needed to be effective top total rewards leaders. Each roundtable session is 4.5 hours (including a generous 30-minute break to attend to urgent matters.) Sessions are spaced at least three weeks apart to accommodate intensely busy schedules.

Competency Requirement for Developmental CTRF

A CTRF should be competent in most of the following, to effectively perform top HR or rewards roles in a large, complex organization. These competencies will be developed and assessed at the CTRF level. No one is expected to be highly competent in all areas, but all must have a general awareness and understanding of all.

Roundtable Topics

Topic A: Drive Total Reward Strategy (TRS)

Total reward strategy exists when practices are rational and intentional, rather than based on history, prevalence or fad. This module involves presentation of key competencies, sharing of experience, insights and tips from facilitators, with active discussion and sharing from participants.

  1. Understand the business model, life cycle and priorities, and their people implications
  2. Determine how rewards can best support business and people objectives
  3. Articulate and communicate a total rewards philosophy and strategy
  4. Assess current and future desired state, and build the case for change
  5. Develop alternatives, and make compelling reward recommendations
  6. Make better decisions and support change with analytics
  7. Use benchmarking and stories to support decisions

Topic B: Manage and Develop Regional or Global Rewards (RGR)

An effective regional or global rewards function ensures philosophical consistency, regulatory compliance, internal governance, alignment to culture and values, efficiency, internal equity and mobility. This module involves presentation of key competencies, sharing of experience, insights and tips from facilitators, with active discussion and sharing from participants.

Topic C: Design and Manage Executive Compensation (EC)

Executive compensation enables the organization to attract, retain and focus key management, in turn enabling effective overall management of the organization. This module involves presentation of key competencies, sharing of experience, insights and tips from facilitators, with active discussion and sharing from participants.

Topic D: Reward Gig, Remote, Agile and Mobile Work (GRAM)

The future of work we’ve talked so much about arrived faster than expected. Our reward strategies must change to address non-traditional work arrangements in terms of contract type, location factors, agile work and mobility. This module involves presentation of key competencies, sharing of experience, insights and tips from facilitators, with active discussion and sharing from participants.

Additional topics are available, to suit the development priorities of participants, including Pay for Value, Support Health and Wellness, Use Analytics to support HR and Business Decisions. A Hackathon is held in final session if a participant seeks peer input on a real work-related challenge.

Assessment

Competency assessment is instead based primarily on active participation, contribution during the roundtable and recognition of prior learning (RPL), as evidenced in the form of resume/CV or LinkedIn profile. There is no exam. It is not necessary to first be certified at CTRS or CTRP levels. A highly experienced person may directly seek CTRF certification without prior ATRI certification. Candidates must have a minimum of eight (8) years of relevant practical experience, including corporate, consulting, academic or service provider experience, as long as there is sufficient evidence of real-world competency in a range of areas within the competency framework. Upon the concurrence of three (3) ATRI Industry Panel members, an individual may be conferred certification as a Certified Total Rewards Fellow.