Exam 5: Job-Based Structures and Job Evaluation

Research shows that __ factor(s)account(s)for 98-99% of the variance in job evaluation plans.

All of the following is true regarding "compensationitis" except it is __________

Research shows that a sound job evaluation process and instrument is not susceptible to influence by one group or person.

Compensable factors based upon the work itself provide the best rationale for pay differences.

Which of the following is not a characteristic of a benchmark job?

Which of the following is not a factor indicating a pay structure is aligned?

A small organization is most likely to use _____ for job evaluation.

After factor weights have been assigned,factors can be scaled.

Research shows that weights assigned to compensable factors have affect the resulting pay structure.

Which of the following is the correct sequence?

The first major decision in job evaluation is to:

Most factor scales have between _____ degrees.

Common characteristics of the point method include all of the following except:

Each compensable factor degree should be equidistant from the adjacent degrees.

What are the steps in designing a point plan?

Compensable factors and weights are derived using all the jobs in the job family to which the pay structure will be applied.

In the classification method,total points for each job determines its position in the structure.

A disadvantage of the classification method is that the basis for comparison is not called out.

Which seems more important: the design process or the internal pay structure?

Views of job evaluation include all except __________