Compensation and Benefits Analysis: Eastern Provincial University Jobs

This report provides a detailed analysis of compensation and benefits within Eastern Provincial University, focusing on twelve different job descriptions including clerical stenographers, draftspersons, grounds workers, and medical laboratory technologists. The analysis examines the strengths and weaknesses of each job role, offering recommendations for improvement. The report also includes a table with compensating factors, evaluating each job based on skill, effort, responsibility, working conditions, education, experience, job hazard, and mental and physical effort. The author suggests changes to job descriptions to allow employees to handle bigger assignments based on experience and provides recommendations to increase the scope of work for some roles. The report is supported by references to academic literature on compensation and benefits.

Running head: COMPENSATION AND BENEFITS
1
Compensation & Benefits
Name:
Institution:
Date:

COMPENSATION AND BENEFITS
Compensation and Benefit
Chapter 7
Examine the job descriptions in the 12 jobs in Eastern Provincial state University, what are
their strengths and weaknesses and what would you change about the jobs?
1. Clerk Stenographer 1
This employees perform a limited task of clerical work which includes shorthand dictation
and transcribing the content. They may only require the use of non-technical terms and
dictions in transcribing,
Strengths and weaknesses
a) They are only limited to working on some tasks and only type and conduct simple
clerical duties under close supervision.
b) They require very close supervision and is only responsible for the accurate
transcription of the already typed material (Budd, 2017).
Recommendation
I would change the limits set on this job tasks and description as the employee can handle
bigger assignments based on experience.
2. Clerical Stenographer 2
Employee in this job category perform rather complex tasks and may require transcription of
shorthand dictions that may require complex vocabularies. Their work is supervised by
academic staff of the university or senior clerical staffers (Brinch, Hernæs, and Jia, 2017).
Strengths and weaknesses
a) Their work is not limited to smaller tasks or simply simple clerical duties. They have
a broad job description.
b) Their weakness is that they have close supervision which may limit or hinder their
creativity in transcription.
Recommendation
I would change the limits set on this job tasks and description as the employee can handle
bigger assignments based on experience.
3. Clerical stenographer 3
Perform complex clerical duties, however, their tasks require a broader sense of
understanding of the departmental duties. They perform complex transcription of shorthand
dictations. They perform secretarial duties to heads of bigger departments in the university
(Lollo, & O’Rourke, 2020)..
Strengths and weaknesses

COMPENSATION AND BENEFITS
a) They have a higher scope of work and perform their duties without close monitoring
and supervision.
b) They have a greater latitude of supervision of the other clerks and their work is not
subjected to intense scrutiny by the department heads.
Recommendation
They should be given more powers to supervise the junior clerks 1 and 2.
4. Draftsperson 1.
For this classification, employees use the Computer Assisted Design Drafting (CADD) to
sketch and design engineering and architectural works that have been assigned to by their
superiors.
Strengths and weaknesses
a) They are only limited to working on some tasks and only type and conduct simple
drafting and CADD duties under close supervision.
b) They require very close supervision and is only responsible for the accurate design of
the already sketched material.
Recommendation
I would change the limits set on this job tasks and description as the employee can handle
bigger assignments based on experience.
5. Draftsperson 2
Employees in this classification use complex computer aided draft designs assigned by their
superiors and their work is generally differentiated from their juniors due to the complexity of
their work.
Strengths and weaknesses
a) Their work is not limited to smaller tasks or simply simple CADD techniques and
duties. They have a broad job description.
b) Their weakness is that they have close supervision which may limit or hinder their
creativity in from their superiors (Mabaso, & Dlamini, 2017)..
Recommendation
I would change the limits set on this job tasks and description as the employee can handle
bigger assignments based on experience.
6. Draftsperson 3
Employees in this category are responsible for supervision, allocation and management of
staff in the design department. They take their instructions from the design or facility
manager.

COMPENSATION AND BENEFITS
Strengths and weakness
a) Their work is not limited to design work only. They have a broad job description.
b) Their weakness is that they have close supervision mainly from the facility engineers
or the architects on the design.
Recommendation
I would change the limits set on this job tasks and description as the employee can handle
bigger assignments based on experience (Patiar, & Wang, 2020).
7. Grounds worker 1
Employees in this category are responsible for simple gardening and grounds work involving
landscaping. The work does not require a lot of skills.
Strengths and weaknesses
1. It is tedious and pays little amounts compared to other jobs
2. The people involved are illiterates or semi-literate.
Recommendation
Only requires a little skill and excellence from one to be promoted to Ground worker 2.
8. Grounds worker 2
Employees in this category are responsible for leading a group of gardeners 1 and conducting
simple gardening and grounds work involving landscaping. The work does not require a lot
of skills.
Strengths and weaknesses
1. It is tedious and pays little amounts compared to other jobs
2. The people involved are illiterates or semi-literate.
Recommendation
Increasing his scope of work may be important due to their excellence in service
9. Grounds worker 3
Involved in supervision of the grounds work team. He is the lead head of the entire workforce
in the grounds work department.
Strengths and weaknesses
a) Has more managerial responsibility than technical.

COMPENSATION AND BENEFITS
10. Medical Laboratory Technologists 1
The medical laboratory technologists in the university is responsible for the wellness of the
student through doing laboratory tests for ill students.
Strengths and weaknesses
a) He is responsible for simple tests and laboratory procedures and has a simple scope of
work (Venz, Pundt, & Sonnentag, 2018)..
Recommendation
Their scope should be increased as they gain more experience on their work.
Task 8
Compensating Factors
Job
Title
a b c d e f g h i
sk
ill
Eff
ort
Responsi
bility
Worki
ng
condit
ions
Educa
tion
Experi
ence
Job
haz
ard
Men
tal
effo
rt
Physi
cal
effor
t
Tot
al
poi
nts
Clerk 1 10
0
100 100 100 100 100 100 100 100 900
Clerk 2 15
0
150 150 150 100 150 100 150 150 125
0
Clerk 3 20
0
200 200 200 100 200 100 200 200 160
0
Draftsp
erson 1
10
0
100 100 100 100 100 100 100 100 900
Draftsp
erson 2
15
0
150 150 150 100 150 100 150 150 125
0
Draftsp
erson 3
20
0
200 200 200 100 200 100 200 200 160
0
grounds
worker
1
10
0
100 100 100 100 100 100 100 100 900
grounds
worker
2
15
0
150 150 150 100 150 100 150 150 125
0
grounds
worker
3
20
0
200 200 200 100 200 100 200 200 160
0
Medical
technolo
10
0
100 100 100 100 100 100 100 100 900

COMPENSATION AND BENEFITS
gist 1
Medical
technolo
gist 2
15
0
150 150 150 100 150 100 150 150 125
0
Medical
technolo
gist 3
20
0
200 200 200 100 200 100 200 200 160
0

COMPENSATION AND BENEFITS
References
Budd, J. W. (2017). The effect of unions on employee benefits and non-wage compensation:
monopoly power, collective voice, and facilitation. In What Do Unions Do? (pp. 160-
192). Routledge.
Brinch, C.N., Hernæs, E. and Jia, Z., 2017. Salience and social security benefits. Journal of
Labor Economics, 35(1), pp.265-297.
Jinks, L. (2019). Why Pay More? The Effects of Increased Wage Replacement Benefits in
Workers’ Compensation. J Econ Lit, 1-60.
Lollo, N., & O’Rourke, D. (2020). Factory benefits to paying workers more: The critical role
of compensation systems in apparel manufacturing. PloS one, 15(2), e0227510.
Mabaso, C. M., & Dlamini, B. I. (2017). Impact of compensation and benefits on job
satisfaction. Research Journal of Business Management, 11(2), 80-90.
Patiar, A., & Wang, Y. (2020). Managers' leadership, compensation and benefits, and
departments’ performance: Evidence from upscale hotels in Australia. Journal of
Hospitality and Tourism Management, 42, 29-39.
Venz, L., Pundt, A., & Sonnentag, S. (2018). What matters for work engagement? A diary
study on resources and the benefits of selective optimization with compensation for
state work engagement. Journal of Organizational Behavior, 39(1), 26-38.

COMPENSATION AND BENEFITS