A set of compensable factors are identified as determining the worth of jobs. Typically the compensable factors include the major categories of: Show
Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade.
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GroupingAfter ranking, the jobs should be grouped to determine the appropriate salary levels.SoftwareInteractivePoint-Method Program (https://hr-software.net/cgi/JobEvaluation.cgi)Free web-based job evaluation point-method software.my Breathing Lab Activity1.docx Final Big Data LabEx-2.docx C236 Study Guide SV - Current.xlsx EXIT EXAM CONCEPTS.docx August 2020 304SE (Final exam).docx PNUR 205 COP Week 11 docx.docx BA231_Dawson_Desiree_WK7_Lender & Bidder Law udget Report.docx
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A job evaluation plan is a tool that helps your startup determine the internal value of a job in order to assign the appropriate salary level. The job evaluation plan defines the compensable factors used to assess the relativity of jobs within an organization. The job relativity can be aligned with the external worth of the same jobs by reviewing benchmark data (described in more detail below). Primary compensable factors of a job evaluation planThe point factor method is the most commonly used approach to job evaluation. This method identifies four primary compensable factors used to determine pay. These factors include:
Tailoring the compensable factors for your startupWhen identifying compensable factors, ensure that employees as well as management are part of the job evaluation process so that you gain their buy-in. To be useful in comparing jobs, compensable factors should possess the following attributes:
Creating a job evaluation planA job analysis describes a job. A job evaluation involves a means to compare jobs in terms of what the organization wants to “pay for” or to decide what is of value to them. Creating a job evaluation plan involves a number of steps:
Ontario pay equity legislation and job evaluation requirementsAll organizations in Ontario with 10 or more employees are responsible to ensure that they meet Ontario’s pay equity legislation, so it is necessary for even small companies in the province to have a job evaluation plan. Having a job evaluation plan will enable you to compare female and male jobs according to their job value, to ensure pay equity. Another method of job evaluation, market pricing, while easier to implement, does not meet Ontario’s Pay Equity Act requirements without the addition of an internal job-based valuation system. Getting started with job evaluations at your startupJob evaluation is often seen as a cumbersome, complicated and time-consuming process, especially for small companies without a human resources (HR) staff to support it. Employees may regard it as a “black box” that generates a mystifying salary rate. The good news is that with some guidance, the job evaluation process can be simplified and understood by executives and employees. If you are unsure where to start, create standard job descriptions for each employee that include the compensable factors mentioned above. This will act as the foundation for your job evaluation plan. It is highly recommended to seek the advice of an HR professional who has experience with job evaluation. Summary: By comparing different compensable factors, a job evaluation plan helps you assess the value of one job relative to another in order to assign the appropriate salary level; in Ontario, such a plan is required by law if you have 10 or more employees. |