Question 1

Which statement best reflects the relationship between the minimum wage and a living wage?

Accepted Answer

A)  They are the same. 
B)  A living wage tends to be higher than the minimum wage. 
C)  The minimum wage tends to be higher than a living wage. 
D)  A living wage is two times the minimum wage. 
A)  They are the same. 
B)  A living wage tends to be higher than the minimum wage. 
C)  The minimum wage tends to be higher than a living wage. 
D)  A living wage is two times the minimum wage.

Question 2

You have been asked to provide rationale for clustering jobs into so-called pay grades.What is NOT likely to be included in your rationale?

Accepted Answer

A)  Clustering of organization tends to reduce labour costs. 
B)  It facilitates the administrative process; one pay range can cover several jobs. 
C)  Slight changes in job content do not necessarily trigger a review. 
D)  It accounts for the fact job evaluations are to a large degree subjective in nature. 
A)  Clustering of organization tends to reduce labour costs. 
B)  It facilitates the administrative process; one pay range can cover several jobs. 
C)  Slight changes in job content do not necessarily trigger a review. 
D)  It accounts for the fact job evaluations are to a large degree subjective in nature.

Question 3

What does the market line determine?

Accepted Answer

A)  whether the firm should lead,lag,or match the market 
B)  the relationship of job evaluation results to market pay rates 
C)  the relationship of job evaluation results to a firm's pay grades 
D)  a pay rate based on a market survey 
A)  whether the firm should lead,lag,or match the market 
B)  the relationship of job evaluation results to market pay rates 
C)  the relationship of job evaluation results to a firm's pay grades 
D)  a pay rate based on a market survey

Question 4

Which term refers to the actual minimum and maximum pay rate,in dollar terms,for all the jobs that fall in a particular pay grade?

Accepted Answer

A)  pay range 
B)  broad banding 
C)  market anchor 
D)  step progression 
A)  pay range 
B)  broad banding 
C)  market anchor 
D)  step progression

Question 5

After plotting a regression (market line),you determine that the slope is very steep.What possible conclusion can you make from observing the slope of the regression line?

Accepted Answer

A)  The correlation coefficient is approaching -1 (negative one). 
B)  There is too much spread in job evaluation points between low-value and high-value jobs. 
C)  There is not sufficient spread in job evaluation points between low-value and high-value jobs. 
D)  Lower-value jobs appear to be compensated above market rates. 
A)  The correlation coefficient is approaching -1 (negative one). 
B)  There is too much spread in job evaluation points between low-value and high-value jobs. 
C)  There is not sufficient spread in job evaluation points between low-value and high-value jobs. 
D)  Lower-value jobs appear to be compensated above market rates.

Question 6

Reliability of the job evaluation system means that the system will produce the same results even if different evaluators are used.

Accepted Answer

A) True 
 B)False

Question 7

Which practice is a threat to the integrity of the job evaluation system?

Accepted Answer

A)  wider pay grades as the system goes up 
B)  equal dollar differences between the range midpoint and the range minimum,and between the range midpoint and the range maximum 
C)  wider range spreads for higher pay grades 
D)  excessive overlaps between pay ranges 
A)  wider pay grades as the system goes up 
B)  equal dollar differences between the range midpoint and the range minimum,and between the range midpoint and the range maximum 
C)  wider range spreads for higher pay grades 
D)  excessive overlaps between pay ranges

Question 8

What are the key considerations in establishing pay grades and pay ranges?

Accepted Answer

Issues in establishing pay grades includ

Question 9

In exploring solutions to job evaluation problems,what is NOT one of the main steps?

Accepted Answer

A)  Check that benchmark jobs are equivalent to market comparator jobs. 
B)  Determine if the wrong factors have been included in the job evaluation system. 
C)  Adjust the point totals of the outlier jobs to improve the correlation coefficient. 
D)  Examine whether jobs have been badly evaluated. 
A)  Check that benchmark jobs are equivalent to market comparator jobs. 
B)  Determine if the wrong factors have been included in the job evaluation system. 
C)  Adjust the point totals of the outlier jobs to improve the correlation coefficient. 
D)  Examine whether jobs have been badly evaluated.

Question 10

After several evaluators apply the job evaluation system to a heavy-duty mechanic job,you find significant discrepancies in the weights associated with each compensable factor.What is NOT likely to be a reason for the discrepancies?

Accepted Answer

A)  factor definition being used by the evaluators 
B)  job information provided to the evaluators 
C)  evaluators using the wrong benchmarks 
D)  degree of definition provided to the evaluators 
A)  factor definition being used by the evaluators 
B)  job information provided to the evaluators 
C)  evaluators using the wrong benchmarks 
D)  degree of definition provided to the evaluators

Question 11

Which of the following is NOT a job evaluation compensable factor required by pay equity legislation in Ontario?

Accepted Answer

A)  skill 
B)  effort 
C)  working conditions 
D)  market comparability 
A)  skill 
B)  effort 
C)  working conditions 
D)  market comparability

Question 12

Identify and briefly describe the main steps in developing a job evaluation system using the point method.

Accepted Answer

The main steps in developing a point met

Question 13

A pay grade is the same as a pay range.

Accepted Answer

A) True 
 B)False

Question 14

What does a -1 (negative one)correlation coefficient mean?

Accepted Answer

A)  There is a positive relationship between job evaluation points score and pay levels. 
B)  There is an inverse relationship between job evaluation points score and pay levels. 
C)  Your regression equation has a very steep upwards slope. 
D)  There is very little relationship between job evaluation points score and pay levels. 
A)  There is a positive relationship between job evaluation points score and pay levels. 
B)  There is an inverse relationship between job evaluation points score and pay levels. 
C)  Your regression equation has a very steep upwards slope. 
D)  There is very little relationship between job evaluation points score and pay levels.

Question 15

Which of the following is an inevitable outcome of broad banding?

Accepted Answer

A)  There are increased labour costs,as everyone is paid more for specific jobs. 
B)  It decreases the level of flexibility within the pay grades. 
C)  It tends to lead to "skinny" pay grades. 
D)  Jobs with significantly different scores end up in the same "band." 
A)  There are increased labour costs,as everyone is paid more for specific jobs. 
B)  It decreases the level of flexibility within the pay grades. 
C)  It tends to lead to "skinny" pay grades. 
D)  Jobs with significantly different scores end up in the same "band."

Question 16

What is generally NOT considered an advantage of the point method of job evaluation?

Accepted Answer

A)  It gives the relative value of jobs. 
B)  It helps to establish internal equity among jobs. 
C)  It helps to establish market rates for jobs. 
D)  It has a high degree of precision. 
A)  It gives the relative value of jobs. 
B)  It helps to establish internal equity among jobs. 
C)  It helps to establish market rates for jobs. 
D)  It has a high degree of precision.

Question 17

Discuss the advantages and disadvantages of the point method of job evaluation.

Accepted Answer

The advantages of this system include a

Question 18

The two methods for deriving factor weightings are statistical analysis and expert judgment.

Accepted Answer

A) True 
 B)False

Question 19

Which statement best describes the use of job evaluations and pay equity in Ontario?

Accepted Answer

A)  Multiple plans can be used for a bargaining unit in unionized organizations. 
B)  A single plan is required for a bargaining unit in unionized organizations. 
C)  The job evaluation system must use between 8-12 compensable factors. 
D)  If the organization is not unionized,Ontario legislation requires the use of different plans for blue-collar and white-collar jobs. 
A)  Multiple plans can be used for a bargaining unit in unionized organizations. 
B)  A single plan is required for a bargaining unit in unionized organizations. 
C)  The job evaluation system must use between 8-12 compensable factors. 
D)  If the organization is not unionized,Ontario legislation requires the use of different plans for blue-collar and white-collar jobs.

Question 20

Which approach for deriving factor weights tends to be seen as being rather complex and difficult to understand?

Accepted Answer

A)  the "a priori" method 
B)  the statistical analysis method 
C)  the testing and functional method 
D)  the benchmark scallion method 
A)  the "a priori" method 
B)  the statistical analysis method 
C)  the testing and functional method 
D)  the benchmark scallion method

Which statement best reflects the relationship between the minimum wage and a living wage?

You have been asked to provide rationale for clustering jobs into so-called pay grades.What is NOT likely to be included in your rationale?

What does the market line determine?

Which term refers to the actual minimum and maximum pay rate,in dollar terms,for all the jobs that fall in a particular pay grade?

After plotting a regression (market line),you determine that the slope is very steep.What possible conclusion can you make from observing the slope of the regression line?

Reliability of the job evaluation system means that the system will produce the same results even if different evaluators are used.

Which practice is a threat to the integrity of the job evaluation system?

What are the key considerations in establishing pay grades and pay ranges?

In exploring solutions to job evaluation problems,what is NOT one of the main steps?

After several evaluators apply the job evaluation system to a heavy-duty mechanic job,you find significant discrepancies in the weights associated with each compensable factor.What is NOT likely to be a reason for the discrepancies?

Which of the following is NOT a job evaluation compensable factor required by pay equity legislation in Ontario?

Identify and briefly describe the main steps in developing a job evaluation system using the point method.

A pay grade is the same as a pay range.

What does a -1 (negative one)correlation coefficient mean?

Which of the following is an inevitable outcome of broad banding?

What is generally NOT considered an advantage of the point method of job evaluation?

Discuss the advantages and disadvantages of the point method of job evaluation.

The two methods for deriving factor weightings are statistical analysis and expert judgment.

Which statement best describes the use of job evaluations and pay equity in Ontario?

Which approach for deriving factor weights tends to be seen as being rather complex and difficult to understand?

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters

Exam 8: Evaluating Jobs: the Point Method of Job Evaluation

Which statement best reflects the relationship between the minimum wage and a living wage?

You have been asked to provide rationale for clustering jobs into so-called pay grades.What is NOT likely to be included in your rationale?

What does the market line determine?

Which term refers to the actual minimum and maximum pay rate,in dollar terms,for all the jobs that fall in a particular pay grade?

After plotting a regression (market line),you determine that the slope is very steep.What possible conclusion can you make from observing the slope of the regression line?

Reliability of the job evaluation system means that the system will produce the same results even if different evaluators are used.

Which practice is a threat to the integrity of the job evaluation system?

What are the key considerations in establishing pay grades and pay ranges?

In exploring solutions to job evaluation problems,what is NOT one of the main steps?

After several evaluators apply the job evaluation system to a heavy-duty mechanic job,you find significant discrepancies in the weights associated with each compensable factor.What is NOT likely to be a reason for the discrepancies?

Which of the following is NOT a job evaluation compensable factor required by pay equity legislation in Ontario?

Identify and briefly describe the main steps in developing a job evaluation system using the point method.

A pay grade is the same as a pay range.

What does a -1 (negative one)correlation coefficient mean?

Which of the following is an inevitable outcome of broad banding?

What is generally NOT considered an advantage of the point method of job evaluation?

Discuss the advantages and disadvantages of the point method of job evaluation.

The two methods for deriving factor weightings are statistical analysis and expert judgment.

Which statement best describes the use of job evaluations and pay equity in Ontario?

Which approach for deriving factor weights tends to be seen as being rather complex and difficult to understand?

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters