BUS 320 Winter 2019: Compensation and Benefits Assignment

This report provides a comprehensive analysis of compensation and benefits, specifically focusing on job evaluation within the context of Eastern Provincial University. The assignment outlines the development of a job evaluation system based on the point method, identifying compensable factors such as skill, effort, responsibility, and working conditions. It includes scaling and weighting these factors to create a rating chart and subsequently applies this system to various job positions, including Clerical Stenographer, Machine Operator, Grounds Worker, and Nursery and Landscaping Manager, to determine a job hierarchy based on total point values. The report also discusses the application of the system, arriving at a total point value for each position and arranging the positions in order of total points to create a job hierarchy.

Running head: COMPENSATION AND BENEFITS
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Compensation and Benefits
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COMPENSATION AND BENEFITS
Introduction
In job evaluation system, a comprehensive job evaluation ensures that workers
promotional structure and pay are equitable according to the company’s system. Job
evaluation involves identification of key factors associated with the company’s work and
point value assigning to these factors. In determination of the wage rate, there should be a
summation of the points (Campion et al,2017). The point method is very reliable and
systematic for evaluation in mid-sized and large organizations. The points are summed up to
get the wage rate structure for the job. Jobs that have similar points have the same pay under
this method. The procedure for the point method is
1. Selection of the key job. Identification of common factors are all identified according
to the job, the effort, the skill and the responsibility
2. The major factors are then divided into a number of sub-factors while each sub factor
is expressed and defined clearly. Skill, effort and responsibility are the key factors
measured in this case.
3. Finding the maximum number of points that is assigned to each job.
4. Once the total points are expressed, the points are converted into money value for
determining the wage rate.
Job evaluation methods
Job evaluation is used by HR managers in classifying, ranking and comparing jobs
functions. Ranking of jobs is done from the highest to the lowest. , in the order of how a task
is difficult or depending on the value of the company. In classification of jobs based on the
roles, the evaluation can categorize as managers, executives, office personnel, production
personnel and support staff (Collie et al, 2016). Based on job factors, we can categorize them
as mental effort, working conditions and physical effort. The point system is used to we can
identify common factors such as effort, accountability, skills and attributes. Define sub
factors and point value for each one.
(a) Identify the compensable factors for the system
The following are some of the job evaluation ranking using the point based on the roles.
1. Clerical Stenographer 1
The kind and level of work in this job is to perform a number of clerical works which are not
as complex. In the levels of competence and skill, the above job requires taking short hand
dictation and transcribing it. They are also required to copy and type assignments from hard
or soft copy. These requires just the normal speed and accuracy of typing and transcribing.
The employees should maintain a respectful and courteous environment within the structure
of employment (Shortland, 2018).. The typical duties of the clerical officer include
1. Typing of correspondence
2. Acting as a receptionist in the front office desk
3. Filing and retrieval of materials filed in alphabetical order
4. Photocopy and transcribing of materials.
5. Posting of figures in the budget accounts and accounting records.
6. Transcribe correspondence and preparation of letters in short and long term.
Sample summary rating for the point method of job evaluation
Excell Book 1:

COMPENSATION AND BENEFITS
2. Machine operator
The work of a machine operator in job evaluation is to operate all the mowers for cutting
open areas and playing fields. He or she will also be in charge of tree spade transplanting and
operate large equipment such as the bob cat and the snowplow. The machine operator will
also be used to maintain work on all equipment but will put more emphasis on power
machines (Faour,et al, 2017). The desirable qualifications for the machine operator include
the following
1) Several years of experience including as a supervisor
2) Considerable knowledge or basic knowledge on horticulture identification
3) Aptitude in electrical and electronics handling
4) Ability to do rigorous manual labor
3. Grounds worker 1
Employee in this category carry out gardening and maintenance of the campus grounds. Their
duties and responsibilities include
1. Watering the lawns
2. Trim the lawns where the mowers cannot access
3. Performing of general environmental clean up
4. Sodding of the grass which includes uprooting of the old grasses
5. Doing of minor maintenance of small machinery
6. Planting of grass and flowers
7. Pruning of branches
4. Nursery and Landscaping manager
The primary function of the nursing, pruning and landscaping manager is to
1. Read and interpret the blue print information
2. Supervision of application of herbicides, insecticides and fungicides
3. Supervise landscaping in a specific area
4. Performing a full range of horticultural duties like pruning and landscaping
5. Diagnose the various types of tree diseases while treating them.
6. Applications of transplanting, budding and grafting of trees.
7. Familiarity with all the duties required to be known by the person required in nursery
maintenance
(b) scale factors to be considered in job evaluation
There are various factors that affect job evaluation. They include the duties and
responsibilities of the job one is performing. If the job is technical and requires a person with
experience then the evaluation will be a little bit upgraded to people with higher qualification
or work experience (Islam, 2018).. While evaluating, knowledge of the job, skill and the
abilities to perform the specific job is also considered. The management and supervisory

COMPENSATION AND BENEFITS
abilities and responsibilities also affect the job evaluation. There are also factors such as
education, credentials and experience. In this method of evaluation, the evaluator will
consider the academic levels and the experience. The higher the education and experience,
the more a person is qualified to take big positions such as management positions. These set
of compensable factors are also linked to the payment including the bonuses.
Most of the management and supervisors are also evaluated differently from the rest
of the job groups or levels (Williams, & Anderson, 2019).
(d) Apply your system to arrive at a total point value for each position, and then arrange the
positions in order of total points
Conclusion
For the four jobs listed the planning manager will earn the most due to the number of
points that the point method gives to the manager. The second to be awarded the most money
is machine operator due to the experience he bring (Lippel,et al,2016). The clerical officer
and the grounds man will follow in that order. The higher the education and experience, the
more a person is qualified to take big positions such as management positions. These set of
compensable factors are also linked to the payment including the bonuses. While evaluating,
knowledge of the job, skill and the abilities to perform the specific job is also considered. The
management and supervisory abilities and responsibilities also affect the job evaluation. Most
of the management and supervisors are also evaluated differently from the rest of the job
groups or levels

COMPENSATION AND BENEFITS
References
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Faour, Mhamad, Joshua T. Anderson, Arnold R. Haas, Rick Percy, Stephen T. Woods, Uri
M. Ahn, and Nicholas U. Ahn. "Prolonged preoperative opioid therapy associated
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Islam, S. (2018). BRAC Bank Limited: brief process of the compensation benefits.
Lippel, K., Eakin, J. M., Holness, D. L., & Howse, D. (2016). The structure and process of
workers’ compensation systems and the role of doctors: a comparison of Ontario and
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Shortland, S. (2018). International assignment reward policies: the importance of
compensation and benefits to women’s expatriate participation. Routledge.
Williams, L., & Anderson, J. (2019). The unique financial situation of a Primary Reservist:
Satisfaction with compensation and benefits and its impact on retention. Journal of
Military, Veteran and Family Health, 5(S1), 101-110.

COMPENSATION AND BENEFITS