Designing a Pay Structure

Topics: Employee benefit, Problem solving, Wage Pages: 10 (1626 words) Published: November 13, 2014


Designing a Pay Structure
Bianca Humphrey
Indiana Wesleyan University
Course
Instructor
11/07/2014

I have read and understand the plagiarism policy as outlined in the syllabus and the sections in the Student Bulletin relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.

Introduction

Write a paragraph for the introduction.

There are several ways to design a pay structure. Each organization has to determine what approach is best for them based on business strategy, culture and work content. In this template I will design a pay structure that will fit the needs of my business. It is important when designing a pay structure to make sure the benchmark jobs are identified throughout the internal structure as much as possible, not just at low or high levels of the organization. If this is not done the pay structure may be biased toward the lower or higher job levels. This design below is created to help eliminate bias.

Task A1: Job Description – Benefits Manager

Write a paragraph to speak on the job description and to locate it in Appendix A.

Task A2: Identified Compensable Factors and Defined Degrees

SKILL
RESPONSIBILITY
EFFORT

 
 
Education Level
Scope of Control
Degree of Problem Solving
1) High School/GED
1) zero
1) zero
2) Associates
1) minimum
1) minimum
2) Bachelors
1) average
2) average
1) Masters/Graduate
1) expert
 4) expert
 
 
 
Degree of Technical Skills
Impact of Job
Task Complexity
1) zero
1) zero
1) zero
2) minimum
3) minimum
1) minimum
1) average
1) average
2) average
1) expert
1) expert
 4) expert

Task B: Rationale for Assigning Degrees and Calculation of Job Evaluation Points

Explain the rationale for assigning degrees and calculating the job evaluation points and describe your selection of degrees.

Job evaluation is the process of methodically establishing a structure or hierarchy of jobs within an organization. This is based on a systematic consideration of job content and requirements. The purpose of the job structure, or hierarchy, is to provide a basis for the development of a wage structure. The job structure, however, is only one of the determinants of the wage structure, with other factors becoming increasingly more important. Based on the information fond on O Net I was able to determine the level of education and skills needed for each position.

Job Evaluation Worksheet ~ Front Desk Receptionist

Compensable Factor
Degree (1, 2, 3, 4)
Weight
Points
Skill (50%)
 
 
 
- Education Level
1
25%
25
- Degree of Technical Skills
1
25%
25
Responsibility (30%)

- Scope of Control
 1
10%
10
- Impact of Job
 2
20%
40
Effort (20%)

- Degree of Problem Solving
1
10%
10
- Task Complexity
1
10%
10
 

 
120

Job Evaluation Worksheet ~ Administrative Assistant

Compensable Factor
Degree (1, 2, 3, 4)
Weight
Points
Skill (50%)
 
 
 
- Education Level
1
25%
25
- Degree of Technical Skills
2
25%
50
Responsibility (30%)

- Scope of Control
1
10%
10
- Impact of Job

20%
20
Effort (20%)

- Degree of Problem Solving
1
10%
10
- Task Complexity
1
10%
10
 

 
145

Job Evaluation Worksheet ~ Operations Analyst

Compensable Factor
Degree (1, 2, 3, 4)
Weight
Points
Skill (50%)
 
 
 
- Education Level
3
25%
75
- Degree of Technical Skills
2
25%
50
Responsibility (30%)

- Scope of Control
1
10%
10
- Impact of Job
2
20%
20...
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