When evaluating a larger number of jobs

When there is a need for accurate market data

When the cost of simple ranking becomes prohibitive

When there is insufficient information on job content

Values

Behavior

Knowledge

Working conditions

Identify what information (critical data) needs to be collected about the jobs (based on the type of job evaluation plan used)

Determine the sources of information to be used and who will conduct the data collection

Develop a communication plan

All of the above

The principles that guide the design, implementation and administration of a compensation program

Pay strategery

What the organization believes about how people should be payed

Test maker... prepare to meet your maker.

Ranking and classification

Job component and point factor

Market-based and job content

To develop a job worth hierarchy

To document work methods and processes for training purposes

To provide a basis for performance appraisal based on job-related standards

Describe the project to any third-party representatives

To discuss the various approaches; discuss joint participation if appropriate

To document work processes for training purposes

To define the level of coaching needed by supervisors

To define the scope of any follow-up studies

True

False

Classification

Job component

Point factor

Market pricing

The final step in the base pay structure design.

Is built after the job worth hierarchy is created.

Is used as framework for pay decisions.

None of these

All of these