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with equal evaluation results should be paid the same. Identify general representation (% male and female employees) in each group. The wage to job evaluation point ratio should be based on the wages paid for male dominated jobs since they are presumed to be free of discrimination.
7.Top down: upper management determines pay and allocates it “down” to each subunit for the plan year. Control Salary Level- current year’s wage increase, ability to pay, competitive market pressures, turnover effects, cost of living Bottom up: individual employees’ pay for the next plan year is forecasted and summed to create an organization’s salary budget Control Salary Level- instruct managers in compensation policies and techniques, distribute forecasting instructions and worksheets, provide consultation to mangers, check data and compile reports, analyze forecasts, review and revise forecasts and budgets with management, monitor budgeted verse actual increases8.Red circle: range maximums Green circle: range minimums 9.Openness will engender goodwill and will eliminate misperception of the pay system by employees. They tend to overestimate the pay of those in lower level jobs and underestimate those in higher level jobs. Need to explain the rationale on which the pay system is based, range of information for an employee’s job, and information on typical increases for a given level of performance10. The average rates actually paid divided by range mid-point