Beruflich Dokumente
Kultur Dokumente
Chapter 11
Part 4 Compensation
Formal written questionnaire surveys are the most comprehensive, but telephone surveys and newspaper ads are also sources of information.
Benchmark job: A job that is used to anchor the employers pay scale and around which other jobs are arranged in order of relative worth.
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Benchmarks jobs.
A job that is used to anchor the employee pay scale and around which other jobs are arranged in order of relative worth. Standard positions that are commonly defined among different organizations.
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Professional associations.
Many employers use surveys published by consulting firms, professional associations, or government agencies. For example the U.S department of Labor's Bureau of Labor Static's conducts three annual surveys: (1)area wage surveys; (2) industry surveys and;(3)professional,administrative,technical,a nd clerical surveys.
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Internet.
A rapidly expanding array of internet-based options makes it easy for anyone to access published compensation survey information. Salary.com Wageweb.com Cnnmoney.com
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Salary Surveys(Tokyo)
National Sales Executive Professional ServicesConsultant Mgmnt IV Senior Sales Rep. SoftwareEngineer IV (Sys) SystemsEngineer IV (App)
14,214,103 Yen
8,695,082 Yen
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Compensable factor
A fundamental, compensable element of a job, such as skills, effort, responsibility, and working conditions.
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Rank jobs.
For example, give each rater a set of index cards from lowest to highest. some managers use an alteration method" for making procedure more accurately.
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Grades are jobs that are similar in difficulty but otherwise different. such as secetaries,mechanics.
Jobs are classed by the amount or level of compensable factors they contain.
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Grade definition.
Written descriptions of the level of say,resposibilty & knowledge required by jobs in each grade. similar jobs can then combined into grades or classes.
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This is a summary chart of the key grade level criteria for the GS-7 level of clerical and assistance work. Do not use this chart alone for classification purposes; additional grade level criteria are in the Webbased chart.
Figure 113
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Degree of Factor
Job Factor
1 Education 2 Responsibility 3 Physical effort 4 Working conditions
Weight
50 % 30 % 12 % 8%
1
50 30 12 8
2
100 70 24 24
3
150 110 36 40
4
200 150 48
5
250
60
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Figure 114
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Wage Structure
Note: This shows overlapping wage classes and maximumminimum wage ranges.
Figure 115
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Federal Government Pay Schedule: Grades GS-8GS-10, New York, Northern New Jersey, Long Island, January 2000
Source: info@fedamerica.com.
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Total Compensation
Base Pay
Short-term incentives
Long-term incentive
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Compensable factors focus on problem solving, creativity, job scope, and technical knowledge and expertise. Firms use the point method and factor comparison methods, although job classification seems most popular. Professional jobs are market-priced to establish the values for benchmark jobs.
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Experiential Exercise
Ranking these jobs
Data EntryOperator Web master VicePresident, Information System ApplicationsProgrammer Chief Programming Analyst Help Desk Operator Database Manager Information System Manager Software Engineer
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Ranking
Data Entry Operator$17,053 $21,894 $26,385 Help Desk Operator$25,042 $34,713 $43,830 Applications Programmer$31,890 $43,482 $54,378 Webmaster$50,140 $71,646 $92,004 Chief Programming Analyst$57,315 $77,007 $95,466
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