7. Which job evaluation method has compensable factors, weights reflecting the importance of each factor and has factor degrees numerically scaled?

A. Classification

B. Point Factor

C. Ranking

D. Benchmarking

E. Market Pricing

8. In addition to the incumbent, the best individual (or party) to contact to clarify task statements for purposes of a job description is which of the following?

A. Human resource specialist

B. Immediate supervisor of the analyzed position

C. A customer served by this position

D. A grievance specialist

E. Top management

9. Which of the following best describes a compensable factor?

A. A statement that describes tasks which are performed on a job

B. Skills used in solving problems on a job

C. Physical working conditions surrounding a job

D. Abstract qualities and features which organizations value that relate to many kinds of jobs

E. A job evaluation system useful only for nonexempt jobs

10. Job descriptions

A. Must be briefer for managerial jobs than other jobs

B. Are usually longer than job analysis information collected to create them

C. Should be written by someone outside the organization

D. Should include the name(s) of all persons currently holding the job

E. Includes information about the tasks and skills a person needs to perform a job

11. Compared to other job evaluation methods what is a disadvantage of the ranking system?

A. It is more time consuming than other job evaluation systems

B. It is more complex than other job evaluation systems

C. It is hard to explain how it works to employees compared to other job evaluation systems

D. It is more expensive compared to other job evaluation systems

E. It is more impractical in large organizations compared to other job evaluation systems