2 A Compensable Factor Skill (50%) B D E F G H I K L M...

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2 A Compensable Factor Skill (50%) B D E F G H I K L M Job Evaluation for Front Desk Receptionist Education Level Degree (1,2,3,4) Weight Points 1 High School/GED 2 Associates 4 Education Level 1 25% 25 5 Degree of Technical Skills 1 25% 25 5 Responsibility (30%) 3 Bachelors 4 Masters/Graduate Scope of Control BImpact of Job 1 10% 10 2 20% 40 Effort (20%) 0 Degree of Problem Solving 1 10% 10 1 Task Complexity 1 10% 10 2 120 Points 2 How to handle outliers 1. Green Circle Employees-those that fall below the range. Ontion 1-Outlier Minimiza 13 14 Compensable Factor Job Evaluation for Admin Assistant (HR) 15 Degree (1,2,3,4) Weight Points 16 Skill (50%) 17 Education Level 2 25% 25 18 Degree of Technical Skills 2 25% 25 19 Responsibility (30%) 20 Scope of Control 21 Impact of Job 1 10% 10 3 20% 60 22 Effort (20%) 23 Degree of Problem Solving 2 10% 20 24 Task Complexity 2 10% 20 25 160 Points 26 Option 1: Outlier Minimization Option 2: Market-based Pay Option 3: Market & Performance-based Pay 2. Red Circle Employees-those that are paid above the range Option A: Do Nothing Option B: Set Increases by Position in Range Option C: Freeze Base Pay and Offer Performance-based Bonuses Option D: Freeze Base Pay Option E: Decrease Base Pay A constant midpoint progression should be maintained. A consistent midpoint progression in the salary structure means there is equal and consistent pay increases between salary grades as employees move up from one range or position to the next. Consistent midpoint 27 Compensable Factor Job Evaluation for Operations Analyst 28 Degree (1,2,3,4) Weight Points progression also helps when job promotions or salary increases are given to employees. Skill (50%) 29 30 Education Level 4 25% 100 31 Degree of Technical Skills 4 25% 100 32 Responsibility (30%) 33 Scope of Control 34 Impact of Job 3 15% 45 4 15% 60 35 Effort (20%) 36 Degree of Problem Solving 4 10% 40 37 Task Complexity 4 10% 40 38 385 Points 201 39 40 Compensable Factor Job Evaluation for Benefits Manager 41 Degree (1,2,3,4) Weight Points 42 Skill (50%) 43 Education Level 3 20% 60 44 Degree of Technical Skills 3 30% 90 45 Responsibility (30%) 46 Scope of Control 47 Impact of Job 4 10% 40 4 20% 80 48 Effort (20%) 49 Degree of Problem Solving 3 15% 50 Task Complexity 3 5% 45 15 330 Points 51 53 Compensable Factor Job Evaluation for Payroll Assistant 54 Degree (1,2,3,4) Weight Points 55 Skill (50%) 56 Education Level 3 10% 30 57 Degree of Technical Skills 2 40% 80 58 Responsibility (30%) 59 Scope of Control 60 Impact of Job 1 5% 5 2 25% 50 61 Effort (20%) 62 Degree of Problem Solving 3 10% 63 Task Complexity 2 10% 30 20 64 215 Points 2 A Compensable Factor Skill (50%) B D E F G H I K L M Job Evaluation for Front Desk Receptionist Education Level Degree (1,2,3,4) Weight Points 1 High School/GED 2 Associates 4 Education Level 1 25% 25 5 Degree of Technical Skills 1 25% 25 5 Responsibility (30%) 3 Bachelors 4 Masters/Graduate Scope of Control BImpact of Job 1 10% 10 2 20% 40 Effort (20%) 0 Degree of Problem Solving 1 10% 10 1 Task Complexity 1 10% 10 2 120 Points 2 How to handle outliers 1. Green Circle Employees-those that fall below the range. Ontion 1-Outlier Minimiza 13 14 Compensable Factor Job Evaluation for Admin Assistant (HR) 15 Degree (1,2,3,4) Weight Points 16 Skill (50%) 17 Education Level 2 25% 25 18 Degree of Technical Skills 2 25% 25 19 Responsibility (30%) 20 Scope of Control 21 Impact of Job 1 10% 10 3 20% 60 22 Effort (20%) 23 Degree of Problem Solving 2 10% 20 24 Task Complexity 2 10% 20 25 160 Points 26 Option 1: Outlier Minimization Option 2: Market-based Pay Option 3: Market & Performance-based Pay 2. Red Circle Employees-those that are paid above the range Option A: Do Nothing Option B: Set Increases by Position in Range Option C: Freeze Base Pay and Offer Performance-based Bonuses Option D: Freeze Base Pay Option E: Decrease Base Pay A constant midpoint progression should be maintained. A consistent midpoint progression in the salary structure means there is equal and consistent pay increases between salary grades as employees move up from one range or position to the next. Consistent midpoint 27 Compensable Factor Job Evaluation for Operations Analyst 28 Degree (1,2,3,4) Weight Points progression also helps when job promotions or salary increases are given to employees. Skill (50%) 29 30 Education Level 4 25% 100 31 Degree of Technical Skills 4 25% 100 32 Responsibility (30%) 33 Scope of Control 34 Impact of Job 3 15% 45 4 15% 60 35 Effort (20%) 36 Degree of Problem Solving 4 10% 40 37 Task Complexity 4 10% 40 38 385 Points 201 39 40 Compensable Factor Job Evaluation for Benefits Manager 41 Degree (1,2,3,4) Weight Points 42 Skill (50%) 43 Education Level 3 20% 60 44 Degree of Technical Skills 3 30% 90 45 Responsibility (30%) 46 Scope of Control 47 Impact of Job 4 10% 40 4 20% 80 48 Effort (20%) 49 Degree of Problem Solving 3 15% 50 Task Complexity 3 5% 45 15 330 Points 51 53 Compensable Factor Job Evaluation for Payroll Assistant 54 Degree (1,2,3,4) Weight Points 55 Skill (50%) 56 Education Level 3 10% 30 57 Degree of Technical Skills 2 40% 80 58 Responsibility (30%) 59 Scope of Control 60 Impact of Job 1 5% 5 2 25% 50 61 Effort (20%) 62 Degree of Problem Solving 3 10% 63 Task Complexity 2 10% 30 20 64 215 Points