Wednesday, December 11, 2013

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[IWS] WorldatWork: JOB EVALUATION AND MARKET PRICING PRACTICES [December 2013]

IWS Documented News Service

_______________________________

Institute for Workplace Studies----------------- Professor Samuel B. Bacharach

School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies

Cornell University

16 East 34th Street, 4th floor---------------------- Stuart Basefsky

New York, NY 10016 -------------------------------Director, IWS News Bureau

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WorldatWork (Total Rewards Association)

 

JOB EVALUATION AND MARKET PRICING PRACTICES [December 2013]

http://www.worldatwork.org/waw/adimLink?id=74254

[full-text, 21 pages]

 

This report summarizes the results of an August 2013 survey of WorldatWork members to measure the growing trend in the use of market pricing to evaluate job worth.

 

Table of Figures

 

Demographics

Figure 1: Sector…………………………………………………………………………………………….…………… 3

Figure 2: Organization size………………………………………………………………………………….………… 3

Figure 3: Industry……………………………………………………………………………………………………….. 4

Figure 4: Region………………………………………...…………………………………………..………………….. 5

Figure 5: Annual voluntary turnover ………...………………………………………………..….………………….. 5

 

Results and Analysis

Figure 6: Compensation philosophy………………………………………………………………………………..… 7

Figure 7: Up-to-date position, job or role descriptions……………………………………………………………… 7

Figure 8: Frequency position, job or role descriptions are updated………………………………..……………… 8

Figure 9: Primary method of job evaluation used by job type……………………………………….………..…… 8

Figure 10: Position evaluator by job type……………………………………………………………………..……… 8

Figure 11: Job evaluation prompt…………………………………………………………………………..….……… 9

Figure 12: Job evaluation schedule…………………………….……………………………..……………………… 9

Figure 13: Alphanumeric code to represent jobs or positions within the HR/payroll system…………………… 10

Figure 14: Job or position code……………………………………………………...……...………………………… 10

Figure 15: “Smart” code implementations……………………………………….…………………………………… 11

Figure 16: Primary job-evaluation plan effectiveness…………………….………………………………………… 11

Figure 17: Types of salary survey data cuts typically used………..….…………………………………………… 12

Figure 18: Percent of jobs directly matched to survey model jobs………...……………………………………… 12

Figure 19: Number of surveys typically used for each job when conducting a market pricing analysis…….… 13

 

 

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