HRESS 2203: Compensation and Benefits Analysis Report, Winter 2020

This report analyzes the compensation and benefits practices at Eastern Provincial University. It begins by evaluating the strengths and weaknesses of existing job descriptions for various roles, including clerks, draftspersons, ground workers, and laboratory technologists, offering recommendations for improvement. The report then develops a job evaluation system using the point method and four basic factor categories (skill, effort, responsibility, and working conditions) to create a job hierarchy. This system assigns points based on these factors and summarizes the findings in a table. Finally, the report applies the Ontario Pay Equity Act to assess whether pay equity exists for female job classes within the university, considering the annual salaries of different job classes and identifying potential gender biases. The analysis highlights the importance of fair compensation, job evaluation, and pay equity in the workplace.

Running Head: COMPENSATION AND BENEFITS
Compensation and Benefits
Name of the students
Name of the University
Author Notes

2COMPENSATION AND BENEFITS
Table of Contents
Introduction................................................................................................................................3
Part 1..........................................................................................................................................3
Chapter 8....................................................................................................................................8
Conclusion................................................................................................................................14

3COMPENSATION AND BENEFITS
Introduction
The aim of this section is to conduct an analysis of the job description of the Eastern
Provincial University. The number of professors who have been appointed in the university,
counts about 900 approximately. On other hand there are approximately 1,500 non academic
staff who have been recruited. The paper therefore seeks to determine the strengths and the
weakness of the job description and thereby suggest recommendation in this respect.
Part 1
Job role: Clerk Stenographer I
Strength Weakness
 Task with limited complexities
 Healthy working relation with the
students
 Work requiring normal speed and
accuracy
 Responsible for acute transcription
 Experience desirable but not
essential
 The distance between different level
of employees are large
 Little initiative in guidance or
judgement

Job Description Job Quality Experience
Typing of the class
assignment and
usage of special
quality in
transcribing
Type
Class assignments
Technical paper
Special vocabulary Completion of class
12, word processing
Relay to the calls,
record the messages,
reverting to the
simple questions.
Relay to calls
Reply to messages
Answer simple calls
Communication skill Completion of class
12
Store and retrieve
material
Arrange
alphabetically
Numerically
geographical
spreadsheet Completion of class
12, word processing
Duplicating and Reproduce copies Completion of class

4COMPENSATION AND BENEFITS
reproducing by
photocopying
Technical
knowledge
(completion of class
12)
12, word processing
Copying and
transcribing from
dictating machine
Transcribing
material from the
dictating machine
Short hand , typing Completion of class
12, word processing
Prepare letters
including materials
from numerous
different sources
Prepare letter
Check the
completeness
Completion of class
12, word processing
Completion of class
12, word processing
Post the budget
related figures and
statistical account
Post budgets,
accounting and
statistical figure
Spreadsheet Completion of class
12,
Deliver mails to the
pattern pre-
determined
Deliver across routes
open or short
Completion of class
12
Completion of class
12
Transcribe from
different
corresponding
material
Good grasp over
vocabulary and
common language
Completion of class
12, word processing
Completion of class
12, word processing
Recommendation
 It would be recommended that the disparity between the worker and the ones
belonging in the hierarchy should be decreased
 Job roles need to be assigned according to the experience
 Proper training needs to be provided in accordance to the job, specially the letter,
statistical data and the ones requiring certain specialization
Job role: Draftsperson I
Strength Weakness
 Technological advancement
 Close relation with the supervisors
 Appropriate direction from the
leader
 Work allocated in accordance to the
position

Job description job quality experience

5COMPENSATION AND BENEFITS
Interpret to produce
CADD information
Interpret the records
that are existing
Produce for the
CADD information
Interpretative 2 year diploma in
architecture
CADD drawing Prepare rough
sketches, notes,
instructions
creative Computer mediated
design, course of
drafting
Record information Share the filling and
the information
managing
specialized Science technologist
Assist Assist the physical
staffs, consultants
and the professional
engineers
Experienced in
engineering and
technology related
Science
technologists
Familiarity with the
equipment’s
Develop a
competence to the
technological
equipment
Experienced in
engineering and
technology related
Science
technologists
Assist the
verification of the
sites
Verification of the
facilities and the
campus building
Experienced in
engineering and
technology related
Engineering and
associated technical
program
Training Participate in the
CADD related
programs
Completion of
twelve
Completion of
twelve
Communication and
interaction
Professional matter
communication and
interaction
Experienced in
engineering and
technology related
Science
technologists
Assist site survey Assists the seniors
and the stuffs
specialized in the
surveys
Experienced in
analysis
Science
technologists
Recommendation
 People should be provided duties in accordance to their qualification
 Proper training specialized in nature needs to be implemented
 Information and data analyst needs to be incorporated
Job role: Ground worker I

6COMPENSATION AND BENEFITS
Strength Weakness
 Properly assisted works
 The work is routine in nature and
supervised
 Not incrementation is referred
 No specialized duties
Job description Job Quality experience
Watering Water flowerbeds
and lawns
Experience preferred
but not essential
Grade 9
Trimming Trimming the lawns
using mowers
Experience preferred
but not essential
Grade 9
Hoeing Hoe the weeds in the
areas around
Experience preferred
but not essential
Grade 9
cleanup General clean up
related works
Experience preferred
but not essential
Grade 9
Pruning Removing the
branches that have
been broken
Experience preferred
but not essential
Grade 9
Use hand mediated
machines
Use trimmers not do
able by the
electronic machines
Experience preferred
but not essential
Grade 9
Assisting Planting flowers,
shrubs, grass and
trees
Experience preferred
but not essential
Grade 9
Assisting Sodding operation
Removing grass
Preparing soil
Spreading peat moss
Experience preferred
but not essential
Grade 9
Maintenance Taking care of small
machinery’s
Experience preferred
but not essential
Grade 9
Recommendation
 Bringing about the scope of appraisal in their job
 Provide different opportunities
 Involve with members of higher standards
Job role: Laboratory technologist I
Strength Weakness
 Involves certified technologists
 Involves full working technologists
 Specialized in jobs
 Subjected to general supervision,
requires specialized supervision,

7COMPENSATION AND BENEFITS
Job description Job Quality Experience
Diagnostic Analysis Specialized and
routine basis
Specialized in nature 1 year experience,
diploma from a
technical school,
certified from
registered
technologists
Standardize Prepare the reagents
and other chemical
for
Specialized in nature 1 year experience,
diploma from a
technical school,
certified from
registered
technologists
Scientific equipment Execute the
operation, maintain
and control the
procedure
Specialized in nature 1 year experience,
diploma from a
technical school,
certified from
registered
technologists
Sample entry Perform the sample
entry related
reporting, recording,
and putting the down
the results
Specialized in nature 1 year experience,
diploma from a
technical school,
certified from
registered
technologists
Assist The teaching
program, prepare
materials
Specialized in nature 1 year experience,
diploma from a
technical school,
certified from
registered
technologists
Assist Introduce the new
staffs to their job
Specialized in nature 1 year experience,
diploma from a
technical school,
certified from
registered
technologists
Assist Research
experiments,
standardized, and
different forms of
analysis
Specialized in nature 1 year experience,
diploma from a
technical school,
certified from
registered
technologists
Requisition Prepare purchase
and receive, order,
and store the
Specialized in nature 1-year experience,
diploma from a
technical school,

8COMPENSATION AND BENEFITS
supplies of different
tools
certified from
registered
technologists
Recommendation
 The specialized nature of the work needs to be recognized
 Additional benefits on the basis of the qualification and experience needs to be
provided
Chapter 8
1. Using the point method and the four basic factor categories, develop a job
evaluation system for the “Eastern Provincial University” case in the Appendix.
Then apply your system to the different jobs to derive a single hierarchy of jobs.
Summarize this information in a table similar to Table 8.2.
Four different job roles as they have been discussed in the course of the case
explicated the job scenario of the Eastern Provincial University. As such the
methods of ‘Point’ and ‘four factors’ can be utilized in order to discuss the job
roles that have been designed for the workers of the concerned university(Wall et
al., 2014)
Job role Skill Effort Responsibility Working
conditions
Clerk
Stenographer I
Type
Class
assignments
Technical
paper
Special
vocabulary
Accuracy Attention to
details
Relay to
calls
Communicati knowledge Exposure to

9COMPENSATION AND BENEFITS
Reply to
messages
Answer
simple calls
on skill harsh
comments,
accountability
Arrange
alphabetical
ly
Numericall
y
geographica
l
Technologica
l knowledge
Accuracy Time contraint
Prepare
letters
including
materials
from
numerous
different
sources
Knowledge Accuracy,
informative
Time
constraint,
attention to
details
Post
budgets,
accounting
and
statistical
figure
Spreadsheet,
data handling
Accuracy Accountability
, attention to
details, time
constraints
Transcribin
g material
from the
dictating
machine
Typing,
listening
Attention,
accuracy
Attention to
details, time
constraints
Transcribe
from
different
correspondi
ng material
Mental
demand:
repetitive
Attention,
accuracy
Time
constraint,
work pressure
Draftsperson
I
Interpret the
records that
are existing
Produce for
the CADD
information
Intensity Accuracy. Attention to
details,
accountability
Prepare
rough
sketches,
creative Accuracy accountability

10COMPENSATION AND BENEFITS
notes,
instructions
Assist the
physical
staffs,
consultants
and the
professional
engineers
Intensity of
communicati
on
coordination Prone to
hazards
Participate
in the
CADD
related
programs
Communicati
on
coordination Intensity of
mind
Assists the
seniors and
the stuffs
specialized
in the
surveys
analysis coordination Intensity
Ground
worker I
Water
flowerbeds
and lawns
labor Labor,
maintenance
Physical effort
Trimming
the lawns
using
mowers
labor Labor,
maintenance
Physical effort
General
clean up
related
works
labor Labor,
maintenance
Physical effort
Planting
flowers,
shrubs,
grass and
trees
labor Labor,
maintenance
Physical effort
Laboratory
technologist I
Specialized
and routine
basis
diagnosis
Accuracy,
mental
intensity,
knowledge
accountability Mental effort
Execute the
operation,
Accuracy, accountability, Working

11COMPENSATION AND BENEFITS
maintain
and control
the
procedure
mental
intensity,
knowledge
accuracy pressure
Prepare the
reagents
and other
chemical
for
Accuracy,
mental
intensity,
knowledge
accountability,
accuracy
Hazards in the
technical
sector
Perform the
sample
entry
related
reporting,
recording,
and putting
the down
the results
Accuracy,
mental
intensity,
knowledge
Accountability,
accuracy
Presence of
mind and the
mental effort
investment
The
teaching
program,
prepare
materials
Accuracy,
mental
intensity,
knowledge
accountability Mental skill
Introduce
the new
staffs to
their job
Accuracy,
mental
intensity,
knowledge
accountability
Communicatio
n
Job
title
Educa
tion
Exper
ience
Men
tal
skill
Me
ntal
effo
rt
Physi
cal
effort
s
Accu
racy
Cont
act
Sup.
Resp
Job
Haza
rds
Job/
Work
enviro
nment
Tot
al
poi
nts
Labora
tory
technol
ogist
210 150 125 100 40 80 60 75 30 30 90
0
Clerk
person
200 90 125 100 50 80 75 20 30 30 81
0
Drafts 135 150 125 100 30 80 60 75 15 30 80

12COMPENSATION AND BENEFITS
person 0
Groun
ds
worker
45 15 35 35 55 45 10 0 0 10 25
0
Analysis Justification
The assigned position of the employees has been assigned according to their
contribution to the job and the asset they possess. The position of the laboratory
technologist is a demanding one as the position required the technicians to bring
about their knowledge as well as conduct training session. They have a higher rate
of facing hazards in the job scenario. On the other hand the clerks and the draft
person require almost similar kind of mental effort with a lesser amount of
professional knowledge to handle the responsibility required for the area. Three of
these positions need to maintain similar rate of accuracy as all their position is
marked by their crucial response. However, on the contrary to these three
positions the position of the ground worker would require less professional
knowledge. The requirement is lesser as compared to the other positions in respect
to the mental skill, effort and other aspects. However, the greater contribution of
the job role would be greater in respect to the physical labor.
2. After completing Question 1, apply the procedures required under the Ontario Pay
Equity Act to determine whether pay equity exists for the female job classes at
Eastern Provincial University. The following are the annual salaries in the four job
classes (as of 2012):
Clerk Steno I: $36,341; II: $47,379; III: $69,057 (Job class 95 percent female)
Draftsperson I: $41,179; II: $47,379; III: $58,522 (Job class 80 percent male)
Grounds Worker I: $29,721; II: $36,341; III: $41,178 (Job class 85 percent male)
Medical Laboratory Technologist I: $47,379; II: $58,522 (Job class 90 percent female)
Irrespective of the nature of the job concerned it has become evident that the organization has
maintained certain amount of hierarchy in the job. However, there are certain amount of

13COMPENSATION AND BENEFITS
equity in the structure followed by the university in concern. The importance of the basic pay
structures denotes the movement of a basic salary within the structure considered. Such a
predefined structure also allows certain movement of the salary within the quoted structure.
The job of the pay grade is to group similar kind of job under the same scale (McDonald &
Thornton, 2015).
As such the function of the job evaluation is to derive the hierarchical ground based
on which the work is divided. However, the job that has gender bias that proved to be crucial
for the organization. However, there are six ways through which the bias in the gender can be
noted. Certain families of the job has been kept delineated. The job that has been valued in
the domain of the male is not considered to be of any values in the domains of the female. As
such the confusion involves the general stereotypes regarding the attributes of the females. As
such there has been a long-drawn ignorance regarding the factors that are found in the job
structures mostly predominated by women. As such the bias is also noted in the degree
statement as well as in the degree statements. However, needless to say that certain job roles
and their evaluation comes up with results that are confusing in their attributes. as such it
becomes difficult to determine their values and in turn they contribution of the individuals
involved in the job role. In this respect it needs to be noted that the bias has been a common
place as far as job and their consequent payroll is concerned. Needless to say, till the
contemporary times, debate continues among the feminist groups regarding the fact that most
of the female workers are not granted proper(Kaiser & Wallace, 2016).
According to the work of researchers it has been seen that the lack of proper job
related training is capable of giving rise to the factor of bias in the process of evaluation of
job. There are a long drawn tendencies of subscribing to the job related bias that has been
predominant since the past. The bias is also seen in the role where the job conducted by
women are frequently looked upon as the ones that requires lower involvement of skills. As

14COMPENSATION AND BENEFITS
such these low skill jobs do not require any special talent as the talent that is required for the
completion of the job is rested with the individuals who are female. As such the argument
those are being generally given in favor of the line of the argument (Koch, D'Mello &
Sackett, 2015).
The case of the Eastern Provincial university has explicated in front of us the job role
and their pay structure. As such the structure looks like
Clerk Steno I: $36,341; II: $47,379; III: $69,057 (Job class 95 percent female)
Draftsperson I: $41,179; II: $47,379; III: $58,522 (Job class 80 percent male)
Grounds Worker I: $29,721; II: $36,341; III: $41,178 (Job class 85 percent male)
Medical Laboratory Technologist I: $47,379; II: $58,522 (Job class 90 percent female)
According to the data presented it can be seen that the two job roles that are predominated by
female are the ones of the Clerk and the ones of medical laboratory technologist. As such the
job evaluation values have exhibited that the work of the medical laboratory technologists
have scored 900, while the clerks have scored 810 and the draftsmen 800. As such in terms of
hierarchy the Medical laboratory technologists rank the supreme. Such hierarchical position
of the job role has been reflected in the overall pay structure. The medical laboratory
technologists earn $47,379 whereas the Draftsperson earns $41,179 and the clerks earn
$36,341.
From the job evaluation table and from the job structure, it has been evident that the
pay structure of the university maintains certain level of equity in its attributes. The Ontario
payment equity act has established that there should an equity maintained in order to pay the
people their deserved salary on the basis of the job that they undertake. It is a legislation that
urges every employer to adhere to it in order to eliminate bias from its organization scenario.

15COMPENSATION AND BENEFITS
Conclusion
After the conclusion of the report the first part has elucidated how the job roles of the
four broad categories can be segregated into different structures and as such such
segmentation or the evaluation allows us to divide them according to their hierarchy, on the
basis of the factors of the expertise and the values that are being demanded of the job. As
such the point value and the four-factor matrix has allowed the researcher to establish the
hierarchy that is present amount the job structures in consideration. The values that have been
ascribed to the job roles has exhibited its accordance to the salary structure and a close
evaluation of the system has exhibited that the organization maintains equity in its pay
structure as it has been suggested in the Ontario equity act.

16COMPENSATION AND BENEFITS
References
Kaiser, R. B., & Wallace, W. T. (2016). Gender bias and substantive differences in ratings of
leadership behavior: Toward a new narrative. Consulting Psychology Journal:
Practice and Research, 68(1), 72.
Koch, A. J., D'Mello, S. D., & Sackett, P. R. (2015). A meta-analysis of gender stereotypes
and bias in experimental simulations of employment decision making. Journal of
Applied Psychology, 100(1), 128.
McDonald, J. A., & Thornton, R. J. (2015). “Coercive Cooperation”? Ontario'S Pay Equity
Act Of 1988 And The Gender Pay Gap. Contemporary Economic Policy, 33(4), 606-
618.
Wall, D., Goodyear, H., Singh, B., Whitehouse, A., Hughes, E., & Howes, J. (2014). A new
tool to evaluate postgraduate training posts: the Job Evaluation Survey Tool
(JEST). BMC medical education, 14(1), 210.