Deck 7: Evaluating Jobs: the Job Evaluation Process

Question 1

Organizations need to answer a series of questions in order to conduct job evaluations effectively.What question would a job evaluation process NOT address?

A) Who conducts the job evaluations?
B) Which jobs should be changed?
C) What appeal mechanisms are to be established?
D) How should the job evaluation results be applied?

Answer 1

B

Question 2

Which of the following practices can NOT be used to achieve pay equity?

A) Pay levels for male comparator jobs will be lowered.
B) All positions in a job class will receive adjustments in dollar terms.
C) Each female job class must receive a yearly adjustment until pay equity is achieved.
D) Inequitable female job classes with the lowest job rate must receive a greater adjustment.

Answer 2

A

Question 3

Which job evaluation method is intended mainly for management and executive jobs?

A) ranking
B) job classification
C) Hay Plan
D) expert method

Answer 3

C

Question 4

The job evaluation process focuses on how to evaluate individual employee performance to produce a solid foundation for a merit pay system.

Question 5

Which statement would NOT describe an appropriate usage of job descriptions?

A) determining necessary employee qualifications
B) creating questions in the interview process
C) supporting the development of business level strategies
D) developing training plans

Question 6

There are four main methods of conducting job analysis: interviews,observation,questionnaires,and functional job analysis.

Question 7

Job analysis is derived from job specifications,which in turn are the foundation of all job evaluation systems.

Question 8

Red-circling applies to employees who are below the pay range for their jobs.

Question 9

Under Ontario pay equity legislation,going through the pay equity process is unnecessary if your firm has no female job classes.

Question 10

Which of the following is NOT a valid reason to re-evaluate jobs?

A) Labour market conditions change significantly.
B) The strategy of the organization changes.
C) A new performance system is implemented.
D) There is a high level of appeals.

Question 11

Which job evaluation method has historically been popular with government civil service organizations?

A) ranking
B) classification/grading
C) factor comparison
D) paired comparison

Question 12

The Position Analysis Questionnaire focuses on behaviours that make up a job.

Question 13

As a human resource professional,you have been asked by your organization to develop a job description for the heavy-duty mechanic role.What are you likely NOT to include in the job description?

A) some statement describing the conditions under which the mechanic will work under
B) the appropriate pay grades,ranges,and future pay increase scales
C) the level of skill and certification required for the role
D) the fact that the mechanic will be working under the supervision of a senior technician

Question 14

Two methods of job evaluation are ranking/paired comparison and classification/grading.

Question 15

The Ontario Pay Equity Act covers all employers in the province.

Question 16

Of the four main methods used to conduct job analysis,interviews and questionnaires are by far the most effective when dealing with organizations that do not currently have examples of jobs to be reviewed.

Question 17

A job description serves several purposes,including providing guidance in the selection and recruitment process.

Question 18

What is the term generally used to describe employees who are below the pay ranges for their jobs?

A) green-circled
B) red-circled
C) targeted for promotion
D) discriminated

Question 19

Which term is used to describe key characteristics of jobs that are valued by organizations and differentiate jobs from one another?

A) core job dimensions
B) job facts
C) compensable factors
D) benchmarks

Question 20

Which statement provides the best example of a job specification?

A) arranging meetings and scheduling out-of-town travel
B) possessing a valid driver's licence
C) answering telephones and personal inquiries
D) reporting to the head of the department

Question 21

The textbook identifies several methods that may be used when comparing female and male job classes.Which method would you consider to be inappropriate?

A) proxy
B) job-to-job
C) equality
D) proportional value

Question 22

One of the shortcomings associated with job analysis in dynamic work environments is the potential for obsolete data to be used for a variety of human resource decisions.What proactive steps would you recommend to an organization facing this issue?

A) Update job descriptions systematically.
B) Stop conducting job analysis.
C) Contract out most of your human resource functions.
D) Allow each manager in the organization to create actual job descriptions.

Question 23

Which of the following is NOT a valid purpose for conducting job evaluation?

A) to control employee performance
B) to control wage costs
C) to create an equitable pay structure
D) to create perceptions of equitable pay among those covered by the system

Question 24

Which evaluation method uses questionnaires to capture time spent on certain activities and the importance of those activities to the successful completion of the job?

A) point
B) factor comparison
C) classification
D) statistical/policy capturing

Question 25

Which job analysis method is used for organizations that are being created or when new jobs are introduced?

A) observation
B) interviews
C) questionnaires
D) functional job analysis

Question 26

Carlos decides to use a time-and-motion study to gather information about a particular job.What kind of job analysis method is Carlos using?

A) observations
B) interviews
C) questionnaires
D) functional job analysis

Question 27

Mario performs his job at a very high standard.Unfortunately,a job evaluation process determined that he is currently being paid at a level below the minimum in a new pay scale.Which statement best describes Mario's current position in the new pay scale?

A) Mario would be classified as a "constructive employee."
B) Mario would be classified as an "exception-to-the-pay-scale" employee.
C) Mario would be classified as a "green-circled employee."
D) Mario would be classified as a "red-circled employee."

Question 28

Which job evaluation method is like sorting books among a series of carefully labelled shelves in a bookcase?

A) ranking
B) paired comparison
C) classification
D) factor comparison

Question 29

XYZ.Inc.uses a group of judges to examine its job descriptions and determine the value of these jobs to the organization.What job evaluation method is XYZ Inc.using?

A) point method
B) functional job analysis
C) ranking method
D) policy capturing method

Question 30

Which procedure is NOT required under the Ontario Pay Equity Act?

A) identifying job classes by gender
B) collecting job information
C) comparing jobs using gender neutral system
D) checking for performance appraisal biases

Question 31

Because your company is newly created,you do not have any job descriptions.Which method of job analysis will you need to use?

A) interviews
B) questionnaires
C) functional
D) observation

Question 32

Joel,whose pay was above the pay range,was forced to take a substantial pay cut.He has decided to challenge his employers in the courts.What will he likely claim?

A) discrimination
B) constructive dismissal
C) demotion
D) red-circling

Question 33

You have been asked to present to management potential drawbacks associated with using a job analysis process at your company.Which of the following would likely NOT be included in your list of drawbacks?

A) analyzing the jobholder rather than the job
B) gender bias
C) use of technical language
D) use of incorrect benchmark jobs

Question 34

An Ontario-based organization asks you to recommend a job evaluation method that may meet pay equity legislation.What job evaluation method are you likely NOT to recommend?

A) point
B) factor comparison
C) ranking
D) classification

Question 35

Which of the following is NOT one of the methods of job evaluation discussed in the textbook?

A) ranking method
B) forced distribution method
C) factor comparison method
D) statistical/policy capturing method

Question 36

The textbook introduces four main approaches to conducting job analysis.Which approach would you NOT likely use to collect information on the teller role at an existing Canadian bank?

A) Observe several bank tellers performing their jobs.
B) Perform a functional job analysis.
C) Interview several tellers at a local branch.
D) Provide questionnaires to several tellers.

Question 37

In Ontario,once completed,pay equity plans should be shared with employees,including both process and outcomes.Which of the following organizations would be exempt from posting their pay equity plans?

A) a global manufacturer in Ottawa employing 250 workers
B) a car manufacturer employing 1,000 workers at its Toronto plant
C) a food processing factory employing 200 full-time employees
D) a farming operation in Ontario employing 25 employees annually

Question 38

Which process is used to determine the relative importance of the employee's job to the organization and the placing of those jobs in the same hierarchy level?

A) job analysis
B) market analysis
C) performance appraisal
D) job evaluation

Question 39

What do job specifications focus on?

A) job activities
B) reporting structure
C) employee qualifications
D) performance

Question 40

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?

A) job analysis
B) job evaluation
C) job description
D) job specifications

Question 41

Identify and briefly explain the main methods used to obtain the information necessary for effective job evaluation.

Question 42

With reference to Ontario pay equity legislation,briefly discuss the job comparison methods that can be used for comparing female and male job classes.

Question 43

Briefly explain the purpose of job evaluation and the nature of "relative worth."

Question 44

What should a job description contain if it is to be useful for job evaluation?

Question 45

What key procedures need to be worked out to ensure the job evaluation process is effectively conducted and managed?