Question 1

Which of the following would NOT be considered a way to make job value rigorous and systematic?

Accepted Answer

A)  documentation 
B)  objectivity 
C)  generalizability 
D)  acceptability 
E)  reliability 
A)  documentation 
B)  objectivity 
C)  generalizability 
D)  acceptability 
E)  reliability D

Question 2

Employee and management commitment, trust, and acceptance of the results is likely to come from which of the following?

Accepted Answer

A)  Focusing solely on the results 
B)  The internal pay structure 
C)  The fairness of the design process 
D)  The job value 
E)  Stakeholder consultation 
A)  Focusing solely on the results 
B)  The internal pay structure 
C)  The fairness of the design process 
D)  The job value 
E)  Stakeholder consultation C

Question 3

Value is one of the four universal compensable factors.

Accepted Answer

A) True 
 B)False  False

Question 4

Job value may include all the following EXCEPT: ____. and/or, or i (minimum wage).

Accepted Answer

A)  its value in the external market 
B)  external market rates 
C)  its relationship to some other set of rates that have been agreed upon through collective bargaining 
D)  its relationship to government legislation 
E)  its relationship to a set of rates that have been agreed upon through a negotiation process 
A)  its value in the external market 
B)  external market rates 
C)  its relationship to some other set of rates that have been agreed upon through collective bargaining 
D)  its relationship to government legislation 
E)  its relationship to a set of rates that have been agreed upon through a negotiation process

Question 5

_____ are defined based on the strategic direction of the business and how the work contributes to that strategy.

Accepted Answer

A)  Factor weights 
B)  Factor degrees 
C)  Compensable factors 
D)  Job benchmarks 
E)  Pursuable features 
A)  Factor weights 
B)  Factor degrees 
C)  Compensable factors 
D)  Job benchmarks 
E)  Pursuable features

Question 6

Selecting benchmark jobs from each level ensures coverage of the entire work domain, thus helping to ensure the _______ of the decisions based on the job evaluation

Accepted Answer

A)  validity 
B)  objectivity 
C)  accuracy 
D)  credibility 
E)  acceptability 
A)  validity 
B)  objectivity 
C)  accuracy 
D)  credibility 
E)  acceptability

Question 7

Describe the four universal compensable factors required in pay equity legislation across Canada.

Accepted Answer

The four universal compensable factors r

Question 8

What are the aspects that determine the usefulness of compensable factors?

Accepted Answer

Compensable factors are the specific ele

Question 9

_____ is the process of determining and quantifying the relative values of jobs in an organization

Accepted Answer

A)  Job processing 
B)  Job structuring 
C)  Job evaluation 
D)  Factor weighting 
E)  Job description 
A)  Job processing 
B)  Job structuring 
C)  Job evaluation 
D)  Factor weighting 
E)  Job description

Question 10

Job descriptions are an output of job evaluation.

Accepted Answer

A) True 
 B)False

Question 11

What are the advantages and disadvantages of the three most common job evaluation methods?

Accepted Answer

The three most common job evaluation met

Question 12

Point plans have become less popular due to pay equity legislation requirements.

Accepted Answer

A) True 
 B)False

Question 13

Who should be involved in job evaluation?

Accepted Answer

Job evaluation is a systematic process u

Which of the following would NOT be considered a way to make job value rigorous and systematic?

Employee and management commitment, trust, and acceptance of the results is likely to come from which of the following?

Value is one of the four universal compensable factors.

Job value may include all the following EXCEPT: ____. and/or, or i (minimum wage).

_____ are defined based on the strategic direction of the business and how the work contributes to that strategy.

Selecting benchmark jobs from each level ensures coverage of the entire work domain, thus helping to ensure the _______ of the decisions based on the job evaluation

Describe the four universal compensable factors required in pay equity legislation across Canada.

What are the aspects that determine the usefulness of compensable factors?

_____ is the process of determining and quantifying the relative values of jobs in an organization

Job descriptions are an output of job evaluation.

What are the advantages and disadvantages of the three most common job evaluation methods?

Point plans have become less popular due to pay equity legislation requirements.

Who should be involved in job evaluation?

The Pay Model

Strategy-The Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Pay Structures

Defining External Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Roles of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 5: Job-Based Pay Structures and Job Evaluation

Which of the following would NOT be considered a way to make job value rigorous and systematic?

Employee and management commitment, trust, and acceptance of the results is likely to come from which of the following?

Value is one of the four universal compensable factors.

Job value may include all the following EXCEPT: ____. and/or, or i (minimum wage).

_____ are defined based on the strategic direction of the business and how the work contributes to that strategy.

Selecting benchmark jobs from each level ensures coverage of the entire work domain, thus helping to ensure the _______ of the decisions based on the job evaluation

Describe the four universal compensable factors required in pay equity legislation across Canada.

What are the aspects that determine the usefulness of compensable factors?

_____ is the process of determining and quantifying the relative values of jobs in an organization

Job descriptions are an output of job evaluation.

What are the advantages and disadvantages of the three most common job evaluation methods?

Point plans have become less popular due to pay equity legislation requirements.

Who should be involved in job evaluation?

The Pay Model

Strategy-The Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Pay Structures

Defining External Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Roles of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters