Deck 7: Evaluating Jobs: the Job Evaluation Process

Question 1

Two methods for job analysis are observation and interviews.

Answer 1

True

Question 2

A job description is determined from a careful process of job evaluation.

Answer 2

False

Question 3

Under Ontario pay equity legislation,going through the pay equity process is unnecessary if your firm has no female job classes.

Answer 3

True

Question 4

Which of the following is not a key element needed for a useful job description?

A) a brief statement of job objectives
B) the range of pay
C) a list of the major job duties
D) the conditions under which the work is performed

Question 5

The job evaluation process focuses on how to evaluate individual employee performance to produce a solid foundation for a merit pay system.

Question 6

The methods for job analysis that are summarized in the text include: observation,interviews,random polling,and functional job analysis.

Question 7

The five major job evaluation methods fall into either a "whole job" or quantitative category.

Question 8

Which of the following statements is an example of job specifications?

A) arranges meetings and schedules out of town travel
B) possession of a valid driver's licence.
C) answers telephones and personal inquiries
D) reports to the head of the department

Question 9

Two methods of job evaluation are ranking/paired comparison and classification/grading.

Question 10

What do job specifications focus on?

A) job activities
B) reporting structure
C) employee qualifications
D) performance

Question 11

Job descriptions are derived from job specifications.

Question 12

Pay equity legislation does not apply to Ontario firms that employ less than 100 employees.

Question 13

Which of the following statements best defines job analysis?

A) determination of necessary employee qualifications
B) a summary of duties and other job issues
C) the process for gathering information for job descriptions
D) a committee driven process for ranking the value of different jobs

Question 14

What does job evaluation determine?

A) he relative contribution made by each job to the success of the organization
B) how good a job employees are doing
C) what changes to the job description are necessary
D) the correct qualifications for employees to be able to perform the job well

Question 15

Which of the following factors is not a function of determining what each employee should be paid?

A) the performance of the employee doing that job
B) the relative importance of the employee's job to the organization
C) the value placed on that job by the employee
D) the value placed on that job by the labour market

Question 16

The "job to job" method for pay equity job comparison applies only to public sector,not private sector,organizations in Ontario.

Question 17

This process is used to determine the relative importance of the employee's job to the organization:

A) job analysis
B) market analysis
C) performance appraisal
D) job evaluation

Question 18

What does the job evaluation process produce?

A) pay grades and ranges
B) a hierarchy of jobs
C) job descriptions
D) job market data

Question 19

Which of the following concepts best explains why a compensation specialist is likely to earn more money working for a human resources consulting firm than for a food distribution company?

A) pay equity
B) pay differentials
C) relative value
D) labour supply

Question 20

Which of the following is not a valid purpose for conducting job evaluation?

A) to control employee performance
B) to control wage costs
C) to create an equitable pay structure
D) to create perceptions of equitable pay among those covered by the system

Question 21

Which of the following conditions will have a negative impact on the success of the job evaluation committee?

A) The terms of reference must be spelled out for the committee.
B) Technical and clerical support resources need to be provided.
C) The committee needs training in job evaluation and group dynamics.
D) The committee has freedom to use pay grade information.

Question 22

Which of the following procedures is not required under the Ontario Pay Equity Act?

A) identify job classes by gender
B) collect job information
C) compare jobs using gender neutral system
D) check for performance appraisal biases

Question 23

Which of the following factors is not considered to be one of the four factor categories required under pay equity legislation?

A) effort
B) skill
C) experience
D) working conditions

Question 24

Which of the following would be an example of gender bias?

A) using simpler terms to describe female dominated job
B) not reporting job changes as they occur
C) using technical jargon to describe jobs
D) analyzing the job holder instead of the job

Question 25

Which of the following is not one of the key issues in managing the job evaluation process?

A) Who conducts the job evaluations.
B) Which jobs should be changed.
C) What appeal mechanisms are to be established.
D) How should the job evaluation results be applied.

Question 26

If possible what is the most effective way to deal with your red-circled employees who are performing very well?

A) Freeze their pay at their current level until salary scales catch up.
B) Reduce their pay to the maximum of the job's pay range.
C) Add temporary duties to their jobs that would justify their current pay level.
D) Offer a buyout severance package.

Question 27

Which job evaluation method is like sorting books among a series of carefully labelled shelves in a bookcase?

A) ranking
B) paired comparison
C) classification
D) factor comparison

Question 28

Which job evaluation method would be least useful for high-involvement firms with large numbers of jobs?

A) point
B) factor comparison
C) ranking
D) classification

Question 29

Since your company is newly created,you do not have any job descriptions.Which of the following methods of job analysis will you need to use?

A) interviews
B) questionnaires
C) functional
D) observation

Question 30

Which of the following is not a valid reason to re-evaluate jobs?

A) Labour market conditions change significantly.
B) The strategy of the organization changes.
C) A new performance system is implemented.
D) There is a high level of appeals.

Question 31

Which job analysis method produces a series of statements that,taken together,describe the job?

A) functional job analysis
B) interviews
C) questionnaires
D) observation

Question 32

Which of the following is not one of the methods of job evaluation discussed in the text?

A) ranking method
B) forced distribution method
C) factor comparison method
D) statistical/policy capturing method

Question 33

This method of job analysis is useful only as a supplement to other methods.

A) observations
B) interviews
C) questionnaires
D) functional job analysis

Question 34

This term is used to describe key characteristics of jobs that are valued by organizations and differentiate jobs from one another.

A) core job dimensions
B) job facts
C) compensable factors
D) benchmarks

Question 35

Which of the following is not a potential pitfall in conducting job analysis?

A) analyzing the jobholder rather than the job
B) gender bias
C) use of technical language
D) use of incorrect bench mark jobs

Question 36

Which of the following job evaluation methods uses human judgement to establish the job hierarchy?

A) factor comparison
B) ranking
C) point
D) statistical policy capturing

Question 37

Which of the following practices cannot be used to achieve pay equity?

A) Pay levels for male comparator jobs will be lowered.
B) All positions in a job class will receive the same adjustments in dollar terms.
C) Each female job class must receive a yearly adjustment until pay equity is achieved.
D) Inequitable female job classes with the lowest job rate must receive a greater adjustment.

Question 38

Which job evaluation method is based on assigning numbers to compensable factors?

A) point
B) factor comparison
C) classification
D) statistical/policy capturing

Question 39

Pay differences are not considered pay inequities if they are due to "permissible differences." Which of the following is not a permissible difference?

A) Differences due to formal seniority system
B) Differences due to a temporary training/development assignment
C) Differences due to merit compensation plan
D) Differences due to special arrangements between an employee and the employer

Question 40

Which of the following job dimension items examines the physical and social environment of the job?

A) mental process
B) information input
C) work output
D) job context

Question 41

What should a job description contain if it is to be useful for job evaluation?

Question 42

Under Ontario Pay Equity legislation,briefly discuss the job evaluation methods that can be used for comparing female and male job classes.

Question 43

What key procedures need to be worked out to ensure the job evaluation process is effectively conducted and managed?

Question 44

Briefly explain the purpose of job evaluation and the nature of "relative worth".

Question 45

Identify and briefly explain the main methods used to obtain the information necessary for effective job evaluation.