Exercise 70- Wagesim Essay

1891 Words Jul 30th, 2012 8 Pages
Item 1
To: Mary Wallace-Vice President
From: Wage & Salary Division
Re: Request for pay increase/promotion
Susan Anthony sounds like she would be a good candidate for promotion. However, while Mrs. Anthony has the time in grade to be promoted, we require some more paperwork showing that she is proficient in the areas you have stated. Once we have received this paperwork we will be more than happy to endorse her for this promotion (Nkomo, Fottler, & McAfee, 2011).

Additional Action:
Follow up with Mary Wallace to make sure that the proper paperwork is delivered in order to promote Mrs. Anthony to Senior Assistant.

Item 2
To: Kelly Actor
From: Wage & Salary Division
Re: Request for pay increase
Mrs. Actor, while
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Additional Action:
Further instruction on grade level and salary ranges is needed for all supervisors.
Item 7
To: Chris Markley, Supervisor
From: Human Resources, Compensation Administration
Re: Pay Question
Dear Mr. Markley,
The company uses job evaluation and point factor methods to determine pay structure for its employees. Job evaluation is a method of measuring the relative worth of each job in the organization compared to all the other jobs, based on an objective analysis of duties and responsibilities of the position (Nkomo, Fottler, & McAfee, 2011, p. 214). This method of evaluation, evaluates the job and not the employee. Jobs are scored or weighted based on the importance of compensable factors. Compensable factors are the characteristics of jobs that an organization values and chooses to pay for (Noe, Hollenbeck, Gerhart, & Wright, 2010, p. 507). Mack scores it jobs on the following factors: freedom of action, accountability, contacts with employees and customers, physical effort required, unusual working conditions, research responsibilities, and supervision or management responsibilities. Summing the scores on the compensable factors provides an internally oriented assessment of relative job worth in the organization (Noe et al., 2010, p. 507). The more points a job scores, the more valuable it is to the organization. Based on the total points, jobs are assigned to a

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