Section I $-$ Internal Consistency

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Section I $-$ Internal Consistency

In Section I, your compensation team will focus on building an internally consistent compensation system. As mentioned earlier, an internally consistent compensation system design will clearly define the relative value of each e$-$sonic sample job, creating a job hierarchy and an objective rationale for pay differences. To gain a clearer understanding of the proper design of internally consistent job structures, please consult Chapter $6$ of Strategic Compensation.

Your consulting team is offered a sample of e$-$sonic jobs in Section I. Currently, e$-$sonic employs $100$ people and will be hiring many more. However, for the purpose of this simulation, you are asked to work with the sample of jobs offered $($see Appendix $2$ for sample jobs$).$ Limiting the number of jobs removes one level of complexity from the simulation and allows your team to focus on learning the foundations of compensation system design. The framework you develop classifying sample jobs can easily be adapted in the future to include all e$-$sonic positions.

Section I Outline

A$.$ Create Job Descriptions

B$.$ Create Job Structures

C$.$ Build Point Evaluation Method

Select benchmark jobs.

Choose compensable factors based upon benchmark jobs.

Define factor degree statements.

Determine weights for each compensable factor.

D$.$ Calculate Point Values for E$-$sonic Jobs

Determine point values for each compensable factor.

Use job evaluation worksheet to calculate point values for each position.

Distribute points for each compensable factor across degree statements.

Rate Jobs using the point method.

Individually Rate Jobs to ensure reliability.

Resolve any discrepancies in point totals.

Rank jobs in each job structure according to results of your point