By Roger J. Plachy
A step by step source which publications reimbursement and human assets execs in designing and imposing an efficient pay programme. It indicates tips to hyperlink pay to functionality via targeting genuine effects accomplished, and the way to tie the pay programme into the organization's strategic plans.
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Extra resources for Building a fair pay program: a step-by-step guide
Sample invitation to join task force179Figure 23. Task force member scoring sheet187Figure 24. Job evaluation task force objectives192Figure 25. Rules for evaluating jobs196Figure 26. Sample pay survey form217Figure 27. General view of a pay structure230Figure 28. Job grade points produced by 16 percent intervals between job grades233Figure 29. Scatter plot of job evaluation points and market mean235Figure 30. Practice scatter plot for step 2236Figure 31. Scatter plot of job evaluation points and market mean in Table 11 without widely varying jobs N and S237Figure 32.
What you see in the "photograph" is one reality; but there are other realitiesthe reality of what would have been there to be "photographed" if the structure had been updated, plus the reality of what was hidden during the picture-taking session. You will use a technical skill to understand the job content as it is presented, to identify the qualifications for a job, and to write a description of the job in acceptable Page 8 language. You will use a professional skill when you add the question: Is what I am seeing the best way for it to be?
Results-oriented job description: Quality assurance analystInformation systems101Figure 9. Results-oriented job description: Vice presidentSales102Figure 10. Some verbs describing job actions107Figure 11. Flow of job results from one job to the next109Figure 12. Job description worksheet110Figure 13. Job description with job qualifications section120Figure 14. Equal Employment Opportunity affirmative action categories133Figure 15. One bank's initial proposal for a transition to the job family concept134Figure 16.