海氏薪酬標(biāo)桿-在線瀏覽
2025-02-03 06:10本頁面
【正文】 the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions: ? Thinking Environment ? Thinking Challenge Step 3: Evaluate Jobs (Cont’d) Accountability the latitude to take action and mit resources and the measured effect of the job on the anization: ? Freedom to Act ? Impact on End Results ? Magnitude (Moary Value of Impact) Step 3: Evaluate Jobs (Cont’d) The result of the job evaluation process is a ranking of positions from top to bottom: Step 3: Evaluate Jobs (Cont’d) P r o b l e m T o t a l P o s t i o n I n c u m b e n t K n o w H o w S o l v i n g A c c o u n t a b i l i t y P o i n t sM a n a g e r J . D o e F I 3 3 0 4 E 3 ( 3 8 ) 1 1 5 E 3 C 1 5 2 571S u p e r v i s o r S . S m i t h E I 3 2 3 0 D 3 ( 3 3 ) 7 6 D 2 P 1 1 5 421S y s t e m s S p e c i a l i s t B . B r o w n E I 2 2 3 0 D 3 ( 3 3 ) 7 6 D 2 C 7 6 382Step 4: Conduct Internal Equity Analysis Internal consistency of pay levels can be assessed by matching dollars to points: Base Salary Practice Internal Equity Assessment $ Points Step 5: Conduct Market Pricing Analysis Njit’s pay levels will then be pared to appropriate petitive markets ., Regional panies, education sector, not for profits... Annual Dollars (000’s) Client Points 140 120 100 80 60 40 20 0 0 240 480 720 960 90th Percenti
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