Question 1

A living wage is the same as the minimum wage.

Accepted Answer

A living wage is not the same as the minimum wage. The living wage is the amount of income a person or family needs to meet their basic needs and be able to participate fully in society, which may be higher than the minimum wage set by government regulations.

Question 2

The following are hypothetical points provided to the following jobs: ∙ heavy-duty mechanic: 900
∙ human resource specialist: 900
∙ technician: 900
The organization sees these positions as having equal value from a base pay perspective; hence,there is no difference in pay.What term best describes the grouping of these jobs?
A) pay grade
B) range tightness
C) pay range
D) pay structure

Accepted Answer

A pay grade is a grouping of jobs that are considered to be of equal worth or value within an organization. In this scenario, the heavy-duty mechanic, human resource specialist, and technician are considered to be of equal value, and therefore would be grouped together in the same pay grade. Pay grades are often used as a basis for determining salary ranges and compensation structures within an organization.

Question 3

One possible solution to excessive pay scale overlaps is to ensure that the maximum pay in a lower scale is less than the midpoint of the next higher pay scale

Accepted Answer

This is a common method used by organizations to prevent excessive pay overlaps and to promote a clear career progression model. By establishing clear pay ranges with defined maximums and midpoints, employees can clearly see the potential for growth and advancement in the organization. Additionally, this helps to ensure that employees are paid fairly for their skills and experience, without overlapping or undervaluing their contributions.

Question 4

The final step in developing a job evaluation system using a point method requires that the job hierarchy scheme meet certain criteria,including validity and market fit.

Accepted Answer

The final step in developing a job evaluation system using a point method is to ensure that the job hierarchy scheme meets certain criteria, including validity and market fit. This is true, as these criteria are important to ensure that the job evaluation system accurately reflects the value of the different jobs within an organization and is competitive with external labor markets.

Question 5

Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process?
A) excessive range in the degree statements
B) excluding factors often associated with female dominated positions
C) biased job descriptions
D) separate job families

Accepted Answer

Excessive range in the degree statements is not a source of gender bias in developing a point method job evaluation process. Gender bias typically arises from excluding factors often associated with female-dominated positions, biased job descriptions, and creating separate job families that may segregate roles traditionally held by one gender. Excessive range in degree statements refers to the breadth of criteria within the evaluation, which does not inherently introduce gender bias.

Question 6

In calibrating job evaluation results with the market,we select "key" organizational jobs for market comparisons.What are these "key" jobs called?
A) benchmark jobs
B) market comparators
C) market calibrators
D) compensable jobs

Accepted Answer

Benchmark jobs are the key organizational jobs used for market comparisons in the job evaluation process. These jobs are carefully selected to represent the range of jobs within an organization and are used to establish the relative value of other jobs in the organization.

Question 7

Broad banding results in fewer jobs in a pay grade.

Accepted Answer

The answer of Broad banding results in fewer jobs in...

Question 8

Assume that options (a),(b),(c),and (d)below represent degree 1,2,3,and 4,respectively,for the formal education factor on your summary rating chart for the point method of job evaluation.Based on the degree definitions,which of the following degrees is arranged out of place on the chart?
A) degree 1: completion of high school
B) degree 2: one year of post-secondary education
C) degree 3: three year college diploma or university degree
D) degree 4: completion of grade 9

Accepted Answer

Degree 4: completion of grade 9 is arranged out of place on the chart as it represents the lowest level of formal education, whereas degree 1 (completion of high school) should be the first level of formal education.

Question 9

The two methods for deriving factor weightings are statistical analysis and expert judgment.

Accepted Answer

Statistical analysis involves analyzing data and applying statistical techniques to determine the weightings. Expert judgment involves using the knowledge and opinions of subject matter experts to determine the weightings.

Question 10

Which of the following is NOT a job evaluation compensable factor required by pay equity legislation in Ontario?
A) skill
B) effort
C) working conditions
D) market comparability

Accepted Answer

Market comparability is not a job evaluation compensable factor required by pay equity legislation in Ontario. The other three factors (skill, effort, and working conditions) are required by the legislation.

Question 11

Four main categories of compensable factors are used widely in industry.Which of the following could be included in the skill category?
A) John is often exposed to chemicals.
B) Marie needs to solve a variety of problems at work.
C) Dwayne is held accountable for error rates.
D) Dolores often has to be able to lift 25 kg boxes.

Accepted Answer

The skill category typically includes factors such as problem-solving ability, creativity, and knowledge or expertise in a specific field. Option B clearly refers to a skill factor as Marie needs to solve a variety of problems at work. Options A, C, and D refer to other categories: A refers to working conditions (health and safety), C refers to responsibility/accountability, and D refers to physical demands.

Question 12

Which statement best describes the use of job evaluations and pay equity in Ontario?
A) Multiple plans can be used for a bargaining unit in unionized organizations.
B) A single plan is required for a bargaining unit in unionized organizations.
C) The job evaluation system must use between 8-12 compensable factors.
D) If the organization is not unionized,Ontario legislation requires the use of different plans for blue-collar and white-collar jobs.

Accepted Answer

In Ontario, for unionized organizations, a single job evaluation plan is required for each bargaining unit to ensure consistency and fairness in evaluating jobs and determining pay equity. This approach helps to maintain standardized criteria for evaluating different positions within the same bargaining unit.

Question 13

The primary drawback associated with using the point method of job evaluation is that it provides an illusion of a scientific process when in fact the method relies significantly on the judgment of evaluators in selecting appropriate weights

Accepted Answer

The statement accurately reflects the limitations of the point method of job evaluation. While it may seem like a systematic approach, the subjective judgment of evaluators in assigning point values can introduce biases or inaccuracies in the final results.

Question 14

Job evaluations help to establish internal equity.

Accepted Answer

Job evaluations assess the relative value, complexity and importance of different jobs within an organization, which helps to ensure that employees are fairly compensated for the work they do, based on their qualifications, experience, and the level of responsibility they hold. By creating a fair and transparent system for evaluating and compensating employees, job evaluations can help to establish internal equity, which is essential for creating a positive and motivating work environment, and for attracting and retaining talented employees.

Question 15

Reliability of the job evaluation system means that the system will produce the same results even if different evaluators are used.

Accepted Answer

Reliability refers to the consistency of results even when different evaluators are used. Therefore, if the job evaluation system is reliable, it should produce the same results regardless of who conducts the evaluation.

Question 16

After several evaluators apply the job evaluation system to a heavy-duty mechanic job,you find significant discrepancies in the weights associated with each compensable factor.What is NOT likely to be a reason for the discrepancies?
A) factor definition being used by the evaluators
B) job information provided to the evaluators
C) evaluators using the wrong benchmarks
D) degree of definition provided to the evaluators

Accepted Answer

The use of wrong benchmarks may cause discrepancies in the weights associated with each compensable factor. Therefore, it is likely to be a reason for the discrepancies. A, B, and D are less likely since factor definition, job information, and degree of definition provided to the evaluators are important factors that should be considered when applying a job evaluation system.

Question 17

A pay grade is the same as a pay range.

Accepted Answer

A pay grade refers to a level within an organization's salary structure, while a pay range includes the minimum and maximum salary that can be earned for a particular position or level. They are related but not exactly the same thing.

Question 18

What type of gender bias problem is exemplified by the belief that "any of the skills needed to work with young children should not be highly rated because care giving comes natural to women"?
A) ignoring factors found in female jobs
B) confusing job content with stereotypes
C) biased job descriptions
D) differential evaluation of factors

Accepted Answer

This type of gender bias problem is exemplified by confusing job content with stereotypes, where the belief that care giving is natural to women ignores the fact that this skill set is actually acquired through training and experience. The assumption that women have these skills inherently can lead to discrimination in hiring and promotion practices.

Question 19

Under pay equity legislation,organizations need to evaluate three out of the four main categories of compensable factors in evaluating jobs.

Accepted Answer

Under pay equity legislation, organizations are typically required to evaluate all main categories of compensable factors in evaluating jobs, which generally include skill, effort, responsibility, and working conditions.

Question 20

You have been asked to provide rationale for clustering jobs into so-called pay grades.What is NOT likely to be included in your rationale?
A) Clustering of organization tends to reduce labour costs.
B) It facilitates the administrative process; one pay range can cover several jobs.
C) Slight changes in job content do not necessarily trigger a review.
D) It accounts for the fact job evaluations are to a large degree subjective in nature.

Accepted Answer

Clustering jobs into pay grades primarily aims to streamline administrative processes, ensure slight job changes don't require constant review, and acknowledge the subjective nature of job evaluations. It does not inherently aim to reduce labor costs, as this is more a consequence of broader strategic decisions regarding compensation and not a direct result of clustering jobs into pay grades.

Quiz 8: Evaluating Jobs: the Point Method of Job Evaluation

A living wage is the same as the minimum wage.

One possible solution to excessive pay scale overlaps is to ensure that the maximum pay in a lower scale is less than the midpoint of the next higher pay scale

The final step in developing a job evaluation system using a point method requires that the job hierarchy scheme meet certain criteria,including validity and market fit.

Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process?

In calibrating job evaluation results with the market,we select "key" organizational jobs for market comparisons.What are these "key" jobs called?

Broad banding results in fewer jobs in a pay grade.

Assume that options (a) ,(b) ,(c) ,and (d) below represent degree 1,2,3,and 4,respectively,for the formal education factor on your summary rating chart for the point method of job evaluation.Based on the degree definitions,which of the following degrees is arranged out of place on the chart?

The two methods for deriving factor weightings are statistical analysis and expert judgment.

Which of the following is NOT a job evaluation compensable factor required by pay equity legislation in Ontario?

Four main categories of compensable factors are used widely in industry.Which of the following could be included in the skill category?

Which statement best describes the use of job evaluations and pay equity in Ontario?

The primary drawback associated with using the point method of job evaluation is that it provides an illusion of a scientific process when in fact the method relies significantly on the judgment of evaluators in selecting appropriate weights

Job evaluations help to establish internal equity.

Reliability of the job evaluation system means that the system will produce the same results even if different evaluators are used.

After several evaluators apply the job evaluation system to a heavy-duty mechanic job,you find significant discrepancies in the weights associated with each compensable factor.What is NOT likely to be a reason for the discrepancies?

A pay grade is the same as a pay range.

What type of gender bias problem is exemplified by the belief that "any of the skills needed to work with young children should not be highly rated because care giving comes natural to women"?

Under pay equity legislation,organizations need to evaluate three out of the four main categories of compensable factors in evaluating jobs.

You have been asked to provide rationale for clustering jobs into so-called pay grades.What is NOT likely to be included in your rationale?