C2 C2: Job Analysis, Documentation and Evaluation Questions and Answers

Market pricing

Ranking

Job component

Point factor

Job analysis and job documentation

Job Evaluation and Base pay structure

Analyze the job

None of the above

Government publications

Direct observation

Technical consultation

Structured questionnaire

True

False

Incumbents

Analysts

Supervisors

All of the above

True

False

True

False

Organizational charts

Employment applications

The employee's supervisor

They can provide a more objective and consistent approach to analyzing job content

They may have the most detailed information about their own duties and responsibilities

They can provide important validation of incumbent input

None of the above.

Fixed, Variable

Discretionary, fixed

Fixed, Changeable

Discretionary, Non-Discretionary

Progams that an employer uses to supplement the cash compensation an employee receives.

Cash provided by an employer to an employee for services rendered.

A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to help employees achieve success within and outside the workplace

All of the above.

None of the above.

Provides key information abut the nature of and level of work performed.

Creates a job worth hierarchy using market data or job content

Illustrates where each job fits, relative to other jobs.

Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).

E None of these

All of these

True

False

They differ by job groups/levels.

They are limited to the local market of operations.

They are usually defined in terms of organization type. Ex nonprofit, privately owned, corporation.

The principles that guide the design, implementation and administration of a compensation program

Pay strategery

What the organization believes about how people should be payed

Test maker... prepare to meet your maker.

Identify what information (critical data) needs to be collected about the jobs (based on the type of job evaluation plan used)

Determine the sources of information to be used and who will conduct the data collection

Develop a communication plan

All of the above

They should be implemented prior to any planned reorganizations.

They should be designed to achieve certain desired outcomes based on the developers' impressions of the job.

They should be kept up to date.

They should be developed on an as-needed basis.