Relationship between compensable factors and job specifications

What is the relationship between compensable factors and job specifications? - Zeal Writers

Job Descriptions Form Basic Considerations Common Misconceptions 6. Point Method conduct Job Analysis Determine Compensable Factor Scale internal equity, refers to the pay relationships among different jobs. the employees and hamper the work of the organization. Relationship between Compensable Factors and Job Specification. Compensable. Answer to What is the relationship between compensable factors and job specifications?.

How often does the possibility of loss or error occur? Set that keyboard aside! Your job descriptions are already written. Is there anything in the work environment that is unusually hazardous or uncomfortable?

For what percentage of the time is the incumbent exposed to such conditions? Mental, physical, and visual demands. What degree of concentration is required?

Compensable Factors Definition | Human Resources (HR) Dictionary | MBA

Are there special physical demands? To what extent is the incumbent responsible for confidential information? What would be the consequences of unwarranted disclosure? To what extent are integrity and discretion important?

Job Evaluation: Scope, Process & Methods

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Prewritten job descriptions in the Job Descriptions Encyclopedia now come with pay grades already attached. Click here to try the program at no cost. Another enhancement was the updating of pay grades for each job. Compensation matrix A device that formally incorporates both individual performance ratings and pay equity into the process of determining individual pay increase percentages.

Other things being equal, individuals receive greater percentage pay increases 1 the higher their performance evaluation scores, and 2 the lower they are in their salary ranges. The Compensation Matrix embraces two principles. The first principle is that principles of merit require that higher performing employees should receive greater pay increase percentages than those who perform less well.

10 Critical "Compensable Factors" in Job Descriptions - HR Daily Advisor

The second principle is that standards of equity dictate that when individuals are at similar levels of performance, those individuals at the bottom of a salary range should receive higher percentage pay increases than individuals at the top of the salary range.

Degree level Levels within a compensable factor that are defined on a continuum from the minimum amount of a compensable factor that is required by a job to the maximum amount of a compensable factor that is required by a job. Using a supervisory responsibilities compensable factor as an example, if a job does not require an individual to exercise supervision over others, then that job would receive a lower degree level rating than a job that requires supervision of a specific unit or department.

Conversely, a job that requires general administration over multiple units would receive a higher degree level rating than a job that requires supervision of a small number of full-time employees.

It is important to keep in mind that when determining the degree level of a job, only the minimum requirements and essential duties and responsibilities of the job be considered, not the attributes of the individual in the job.

Each degree level within a compensable factor has an associated number of job evaluation points that, when totaled for each job, creates an internal hierarchy of jobs and, used in combination with salary survey datacan help to determine the salary range of a job. Essential duties and responsibilities The parts of a job that cannot be assigned to another employee, or activities that an individual that holds the position must be able to perform unaided or with the assistance of a reasonable accommodation as defined by the Americans with Disabilities Act.

Green-circled Green-circled refers to the relationship between an individual's actual pay with their assigned pay grade and salary range. If an employee is "green-circled," this indicates that the individual is being paid at a rate that is below the minimum of the salary range associated with the pay grade their job has been assigned to. Internal hierarchy The relationship among jobs at an organization that is based on the content of the work performed and each job's relative contribution to achieving the organization's objectives.

Job Work consisting of responsibilities and duties that are sufficiently alike to justify being covered by a single job description. A job refers to the combination of duties and responsibilities that are carried out by a person in that job, not the person, and as such, a job may be assignable to more than one employee i.

Job analysis The systematic process of collecting information related to the specific nature of a job that provides the knowledge needed to define jobs, write job descriptionsand conduct job evaluation.

What is the relationship between compensable factors and job specifications?

Job description A summary of the most important features, or essential duties and responsibilitiesof a job. A job description identifies the nature of the work that is performed, specific duties and responsibilities, outcomes of the performance of these duties and responsibilities, and the employee characteristics education, experience, skills, etc. Job evaluation A systematic procedure designed to aid in establishing pay differentials among jobs using a set of compensable factors contained in a job evaluation plan.

During job evaluation, a job is assigned a degree level on each compensable factor in the job evaluation plan based on the amount or extent of a compensable factor that is required by a job. Job evaluation is based strictly on the minimum requirements and essential duties and responsibilities of a job, and not on the level of performance of an individual in a job.

Job Evaluation at the University was carried out by several committees of job incumbents and supervisors that have knowledge of the jobs they were asked to evaluate. Job evaluation plan The job evaluation plan is a document that contains the compensable factorsdegree levelsand job evaluation points that are used in job evaluation. Each job family at the University has its own job evaluation plan because of the unique nature of the work that is performed by the jobs in each job family.

Compensable Factors

A job is evaluated using the job evaluation plan that is associated with the job family that it belongs to. Job evaluation points The numerical representation of a degree level.

Once job evaluation has been completed, the points for each degree level are summed for a joband the total job evaluation points for all jobs are used to create an internal hierarchy of jobs. The total job evaluation points for a job can also be used to determine the salary range for jobs that do not have salary survey data by using benchmark jobs, or jobs that have salary survey datato establish a dollar value per job evaluation point.

Job family A group of jobs involving work of the same nature but requiring different skill and responsibility levels. Jobs at the University have been divided into four different job families. Job Family 1includes all administrative support and clerical employees and nonexempt accounting, bookstore, and library employees.

Job Family 2 includes crafts, trades and service workers. Job Family 3 includes computer operators, programmers, technicians, and Information Technology employees.