Using the Point Method
These are described as characteristics of jobs that are valued by the organization and differentiate jobs from one another.
What are "compensable factors"
This is a regression line that relates job evaluation points to market pay (in dollars) for the benchmark jobs.
What is the "market line".
This is a grouping of jobs of similar value to the organization, typically grouped by point totals.
What is "pay grade".
This is the difference between the range midpoints of adjacent pay grades in a pay structure, expressed in dollars.
What is "intergrade differentials".
This biggest drawback to the point method of job evaluation is that the process of selecting relevant factors and applying particular weights is "what"?
What is "subjective".
This is described as the extent to which a measuring instrument actually measures what we intend it to.
What is "validity"?
This is the intended pay policy for the organization, generated by adjusting the market line for the intended pay level strategy of the organization (match, lead, or lag).
What is the "pay policy line".
This is the minimum and maximum pay rates (in dollars) for jobs in a particular pay grade.
What is a "pay range".
This is calculated by dividing the intergrade differential (expressed in dollars) of each pay grade by the midpoint (in dollars) of the previous pay grade.
What is "intergrade differential percentage".
Ambiguous factor definitions, inconsistent factor and degree definitions, and inconsistent degree statements are all examples of which pitfall?
What is "inconsistent construct formation".
This is the extent to which a measuring instrument consistently produces the same measurement result when measuring the same thing.
What is "reliability".
This is a statistic that measures the extent to which plots of two variables on a graph fall in a straight line.
What is the "correlation coefficient".
This is a method used to establish pay grade widths, in which the point spreads are equal for all pay grades.
What is the "equal interval approach".
This is the difference between the maximum and the minimum pay level, in dollars, for a given pay range.
What is the "range spread".
When factor titles or definitions sound different but are actually quite similar, "this" pitfall can occur.
What are "factor overlaps".
This is a job in the firm's job evaluation system for which there is a good match in the labour market data.
What is a "benchmark job".
These can be used to estimate the total compensation of the proposed system. (pg 286)
What are "pay policy graphs".
This is a method used to establish pay grade sizes, in which each pay grade increases in width by a constant number of points from the preceding pay grade.
What is the "equal increase approach".
This is the percentage calculated by dividing the range spread for a given pay range by the minimum for that pay range.
What is the "range spread percentage".
When a degree statement is worded in a way that evaluates its hierarchy but not its actual individual responsibilities, this is referred to as what?
What is "hierarchical grounding".
This is a job in the market data that matches a benchmark job within the firm's job evaluation system.
What is a "market comparator job".
To ensure that compensable factors reflect their importance to the organization, each factor must be "this". (pg. 278)
What is "weighted".
This is the practice of reducing the number of pay grades by creating large or "fat" grades, sometimes known as "bands".
What is "broadbanding".
This is the amount of pay increase necessary to be considered significant by employees receiving the increase.
What is the "just noticeable difference (JND)".
When a job receives a higher or lower evaluation than it should because the job incumbents are predominantly from one gender, it is referred to this.
What is "gender bias".