Based on your job evaluation plan and process developed in Assignment 1, Part One, you now will:

• Group jobs into bands that reflect the similar value
• Establish a salary structure, based on current salaries and the applicable market data

GRADING FOR THE ASSIGNMENT:

Key topics	Possible Marks
Description of the group jobs into bands or levels of work that reflect similar value. This incorporates a summary of the reasons for your levels of work outcome from Assignment 1, Part One.	10
Establish a salary structure, based on market data provided, balanced with the current salaries paid. Include a description of how you considered the various external market data references.	40
Provide an analysis of the proposed salary structure, including the compa-ratios, and identify any green or red-circled employees.	25
Identify any required adjustments to the current salaries including the annual cost and how much this represents out of the total salary costs.	15
Report presentation, supporting reasons for your resulting plan and clarity of how it is described. Typos are a distraction from your important points, so make sure to use the spell check function.	10

SUCCESSFUL ASSIGNMENTS:

The base pay structure for the Canadian Restore Company should balance the internal levels of work hierarchy from Assignment 1, Part one, with external market competitiveness. The market data used should reflect Canadian Restores compensation philosophy and make sense when plotted against the internal job values. Increasing point values in each level of work should have a similar increasing pay structure values.

Please note that if the market rates are lower than what the internal hierarchy suggests, go with the internal structure recognizing the market is not a duplicate of the Canadian Restore organization structure and levels of work.

A clear overview of how you developed your salary structure is helpful for the reader to understand what to look for. Remember the concepts of range spread, overlap, inter grade differentials are important elements in pay structure design. Explaining through an example is one of the most effective ways to make these technical concepts easier to follow.

A proposed structure with a few green and red-circles is expected; more than 10% of the jobs having this results calls into question the value of the proposed structure. While implementing pay structures will result in some adjustments consider the % of total payroll that will be acceptable range of increased costs, given the size of the payroll and overall revenue/ profitability.