COMPETENCIES
3041.01.2 : Job Evaluation
The graduate evaluates the value of jobs and capabilities within an organization, producing a job-value structure that enables internal reward equity.
3041.01.3 : Market Positioning
The graduate interprets market reward surveys to anchor pay levels and pay mixes for benchmark jobs.
3041.01.4 : Pay Systems
The graduate evaluates pay types and systems with consideration for their motivational foundations.
INTRODUCTION
A well-thought-out compensation plan is essential in giving a company an advantage in competitive hiring markets to attract and retain a quality workforce. In this assessment, you will apply your knowledge of total rewards to create an organizational rewards structure. This structure should consider organizational strategy, HR strategy, and the external business environment.
SCENARIO
You are the human resources manager of Endothon Company, which helps its clients eliminate paper use by automating their business processes. Endothon is implementing a new software program and faces the challenge of hiring additional staff to help sell and support the program.
The company has been in business for five years and currently has 20 employees working on a variety of software applications for clients. Endothon will likely double in size during the next six months and add even more employees by the end of the year.
The first round of hires will include three new positions: one brand manager and two product sales representatives. Because Endothon is located in a geographic area in California where the job market is ultracompetitive, recruiting quality candidates will be challenging.
Also, the organization’s partners feel that the current job-value structure and pay policy as well as the lack of a formal system of variable pay are outdated. You must define the company’s compensation strategy to allow Endothon to be competitive in the workplace and to attract and retain a quality workforce.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
Note: You have been provided with the following attachments: “Brand Manager Job Description,” “Current Job-Value Structure,” “Market Rewards Survey,” and “Product Sales Representative Job Position.” These attachments must be used as you complete this assessment. It is also recommended that you consult the websites provided and integrate any relevant coursework resources into this assessment.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless specified in the task requirements. All other submissions must be file types that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).
· For this task, the file size of your submission must be no more than 200 MB. Your submission must be submitted as a Word, Pages, or PDF file. Your file name may only contain letters, numbers, spaces, and the following symbols: ! – _ . * ‘ ( )
A. Revise the attached “Current Job-Value Structure” to enable internal reward equity by doing the following:
• Update the salary information for the 20 current employees, as necessary.
• Add in the three new positions, one brand manager and two product sales representatives, with their anticipated salaries.
Note: You must base your revisions on the attached “Brand Manager Job Description,” “Market Rewards Survey,” and “Product Sales Representative Job Description.”
1. Justify the salaries and placement of the three new positions, one brand manager and two product sales representatives, within the revised job-value structure.
B. Create a pay grade and ranges table that addresses the current and new roles by using your revised job-value structure and all other attachments.
1. Describe a strategy to address the original salaries found in the attached “Current Job-Value Structure” that might now be outside the proposed ranges.
Note: If the original salaries are not outside the proposed ranges in your pay grade and ranges table, describe a strategy that you would use if they were.
2. Justify the pay grades and ranges in the table, commenting on attraction and retention strategies.
C. Recommend one distinct variable pay option to motivate employees in three different pay ranges from part B, including a justification of why each recommendation would motivate individuals in that particular pay range.
Note: One distinct variable pay option should be provided for each pay range.
D. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
E. Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
Compensation and Benefits: Endothon Task
Course Code: C236
Student Name:
Student ID:
Date:
Program Mentor Name:
A. Revise the following to include the three new positions and their salaries, as well as to show any changes to existing salaries.
|
Position Title |
Current Pay Rate |
|
Partner 1 |
$150,000.00 annually |
|
Partner 2 |
$150,000.00 annually |
|
Partner 3 |
$150,000.00 annually |
|
Lead software designer 1 |
$120,000.00 annually |
|
Software designer 1 |
$117,220.00 annually |
|
Software designer 2 |
$90,100.00 annually |
|
Software designer 3 |
$90,000.00 annually |
|
Software designer 4 |
$85,000.00 annually |
|
Human resources manager 1 |
$75,900.00 annually |
|
Software designer 5 |
$75,897.00 annually |
|
Software designer 6 |
$70,000.00 annually |
|
Operations supervisor 1* |
$55,000.00 annually |
|
Customer service representative 1 |
$32.50 hourly |
|
IT technician 1 (help desk) |
$25.75 hourly |
|
Administrative assistant 1 – billing |
$24.50 hourly |
|
IT technician 2 (help desk) |
$21.10 hourly |
|
Administrative assistant 1 – general |
$19.65 hourly |
|
IT technician 3 (help desk) |
$15.50 hourly |
|
Customer service representative 2* |
$15.38 hourly |
|
Customer service representative 3 |
$11.50 hourly |
A1. Justify the placement and salaries of the three new positions.
1.
2.
3.
B. Using the 23 positions, create a pay grade and ranges table.
Reference the Supporting Document, “Endothon Original Job-Value Structure.” Review this document as an example, which has a pay grade and ranges table created from the original job-value structure (Note: For creating your new table below, Endothon is now a larger Company anticipating growth). In creating your new pay grade and ranges table below, the principles of overlapping pay grades and consistent progression from one grade to another must be used.
|
Pay Grade |
Positions |
Minimum |
Midpoint |
Maximum |
B1. Describe a strategy to address original salaries now found outside the proposed ranges.
Strategy:
B2. Justify your pay grades and ranges, commenting on attraction and retention strategies.
C. Recommend one distinct variable pay option for each of three pay grades, including a justification of why each recommendation would motivate individuals in that particular pay grade.
Recommendation 1:
Justification 1:
Recommendation 2:
Justification 2:
Recommendation 3:
Justification 3:
References
Acknowledge sources using in-text citations and references for content that is quoted, paraphrased, or summarized.
1
XYT1: Compensation Strategy
XYT1: Compensation Strategy Brand Manager Job Description
PAGE 1
PAGE 2
Brand Manager Job Description
TITLE: Brand manager
REPORTS TO: Partners
JOB PURPOSE: The brand manager manages design and production of planned marketing programs.
RESPONSIBILITIES:
· Plans and conducts market research to identify opportunities for increased sales
· Maintains customer database and approves the use of internal and external mailing lists
· Reviews analysis of marketing surveys on current and new product concepts in order to recommend future product development
· Provides post-event reports, analysis, and regular status reports on marketing programs
· Plans, promotes, and executes sales meetings as well as community and goodwill events
· Helps establish and maintain consistent corporate image throughout product lines, promotional materials, and events
· Assists in establishing strategic marketing plans to achieve corporate objectives for products and services
· Develops and executes marketing programs to achieve stated objectives regarding revenue, profitability, and market share
· Communicates with outside advertising agencies on ongoing campaigns
· Helps manage marketing budget
· Plans and oversees execution of promotional activities including print, electronic media, trade show, direct mail, point-of-purchase displays, and signage
· Manages development, production, and distribution of promotional and collateral materials to support sales and marketing programs
· Analyzes marketing programs and adjusts strategy and tactics to increase effectiveness
QUALIFICATIONS:
· Bachelor’s degree in information systems, computer science, marketing, business, or a related field with coursework in information technology/systems
· 5+ years’ product marketing management experience in a software development technology-driven company
· 3+ years’ knowledge and experience in a marketing leadership role
XYT1: Compensation Strategy
XYT1: Compensation Strategy Brand Manager Job Description
PAGE 1
PAGE 2
Current Job-Value Structure
The following current positions at Endothon Company are listed based on pay rate from high to low:
|
Position Title |
Current Pay Rate |
|
Partner 1 |
$150,000.00 annually |
|
Partner 2 |
$150,000.00 annually |
|
Partner 3 |
$150,000.00 annually |
|
Lead software designer 1 |
$120,000.00 annually |
|
Software designer 1 |
$117,220.00 annually |
|
Software designer 2 |
$90,100.00 annually |
|
Software designer 3 |
$90,000.00 annually |
|
Software designer 4 |
$85,000.00 annually |
|
Human resources manager 1 |
$75,900.00 annually |
|
Software designer 5 |
$75,897.00 annually |
|
Software designer 6 |
$70,000.00 annually |
|
Operations supervisor 1* |
$55,000.00 annually |
|
Customer service representative 1 |
$32.50 hourly |
|
IT technician 1 (help desk) |
$25.75 hourly |
|
Administrative assistant 1 – billing |
$24.50 hourly |
|
IT technician 2 (help desk) |
$21.10 hourly |
|
Administrative assistant 1 – general |
$19.65 hourly |
|
IT technician 3 (help desk) |
$15.50 hourly |
|
Customer service representative 2* |
$15.38 hourly |
|
Customer service representative 3 |
$11.50 hourly |
* Benchmarked job
XYT1: Compensation Strategy
XYT1: Compensation Strategy Market Rewards Survey
Market Rewards Survey
|
Position |
Frequency |
10% |
25% |
Median |
75% |
90% |
|
Customer service representative: Confer with customers by telephone or in person to provide information about products or services, take or enter orders, cancel accounts, or obtain details of complaints. |
Hourly Yearly |
$11.58 $24,086 |
$13.97 $29,057 |
$17.84 $37,107 |
$23.36 $48,589 |
$29.95 $62,296 |
|
Operations supervisor: Supervise the work of office, administrative, or customer service employees to ensure adherence to quality standards, deadlines, and proper procedures. Correct errors or problems. |
Yearly |
$35,270 |
$45,060 |
$57,450 |
$72,920 |
$93,210 |
|
Marketing manager: Identify, develop, or evaluate marketing strategy based on knowledge of establishment objectives, market characteristics, and cost and markup factors. Formulate, direct, or coordinate marketing activities or policies to promote products or services, working with advertising or promotion managers. |
Yearly |
$75,890 |
$107,370 |
$155,690 |
$201,580 |
$208,000 |
|
Advertising and promotions manager: Plan, direct, or coordinate advertising policies and programs. Produce collateral materials, such as posters, contests, coupons, or giveaways, to create extra interest in the purchase of a product or service for a department, for an entire organization, or on an account basis. |
Yearly |
$43,770 |
$66,290 |
$99,100 |
$143,320 |
$204,530 |
|
Sales: Sell business goods or services (requires a technical background equivalent to a baccalaureate degree in engineering). Sell products requiring extensive technical expertise and support for installation and use, such as material-handling equipment, numerical-control machinery, and computer systems. |
Yearly |
$63,690 |
$83,340 |
$110,460 |
$148,920 |
$208,000 |
|
Software developer: Research, design, develop, and test operating systems-level software, compilers, and network distribution software for medical, industrial, military, communications, aerospace, business, scientific, and general computing applications. Set operational specifications as well as formulate and analyze software requirements. May design embedded systems software. Apply principles and techniques of computer science, engineering, and mathematical analysis. |
Yearly |
$78,690 |
$98,850 |
$125,810 |
$157,010 |
$189,610 |
|
Human resources manager: |
Yearly |
$67,660 |
$90,760 |
$124,340 |
$162,620 |
$208,000 |
PAGE 1
PAGE 5
The following Positions are listed based on pay rate from high to low:
|
Position Title |
Current Pay Rate |
|
CEO |
$100,000.00 annually |
|
Lead software designer 1 |
$90,000.00 annually |
|
Operation and Administration Supervisor |
$75,000.00 annually |
|
Software designer 1 |
$70,000.00 annually |
|
Software designer 2 |
$65,000.00 annually |
|
Software designer 3 |
$60,000.00 annually |
|
IT technician 1 (help desk) |
$25.00 hourly |
|
Customer service representative 1 |
$25.00 hourly |
|
IT technician 2 (help desk) |
$15.75 hourly |
|
Customer service representative 2 |
$15.50 hourly |
|
Administrative assistant |
$15.38 hourly |
Original Pay Grade and Range Table
|
Pay Grade |
Positions |
Minimum |
Midpoint |
Maximum |
|
5 |
CEO |
$100,000 |
$125,000 |
$150,000 |
|
4 |
Operation and Administration Supervisor, Lead Software Designer |
$75,000 |
$95,000 |
$110,000 |
|
3 |
Software designer 1, Software designer 2, Software designer 3 |
$60,000 |
$75,000 |
$90,000 |
|
2 |
Customer service representative 1, IT technician 1 (help desk) |
$40,000 |
$55,000 |
$70,000 |
|
1 |
Administrative Assistant, Customer Service Representative 2, IT technician 2 (help desk) |
$25,000 |
$37,500 |
$50,000 |
·
We recommend you convert the hourly wage to an annual salary.
·
Note the overlapping pay grades and logical progression from one grade to another.
XYT1: Compensation Strategy
XYT1: Compensation Strategy Brand Manager Job Description
PAGE 1
PAGE 2
Product Sales Representative Job Description
TITLE: Product sales representative
REPORTS TO: Partners
JOB PURPOSE: The product sales representative cultivates new client relationships and expands existing relationships.
Responsibilities:
· Develops new streams of consulting revenue through new and existing sales channels
· Converts existing transactional business into long-term contract business
· Contributes to marketing efforts
· Builds and manages a sales funnel
· Works with marketing department on developing marketing plans specific to consulting services
· Represents company at industry trade shows and conferences
· Networks to develop new leads
· Effectively communicates verbally and in writing
· Possesses the ability to execute on initiatives
· Demonstrates proven track record of business development skills
· Demonstrates proven track record of successful account management
· Exhibits sound decision-making skills in high-pressure situations
· Possesses excellent follow-up and closing skills
· Effectively collaborates with other departments on key initiatives
Minimum Qualifications:
· Bachelor’s degree in business management or business administration
· 3+ years’ product sales experience
· 1+ years’ sales management experience
· Working knowledge of MS Office and associated applications required
· Ability to travel up to 50% of the year
Endothon Task
C236: Compensation and Benefits
Welcome to Compensation and Benefits the Endothon Task .or Task 1.
In This Task you will use information from Topics 2, 6 and 9 in the MyEducator e-test.
As the HR Manager for a start-up software company, you will determine salaries for new positions and create the company’s pay grade and range table and pay policies.
1
Getting Started
Task Instructions
Task Attachments
Current Job-Value Structure
Market Rewards Survey
Brand Manager Job Description
Product Sales Job Description
Original Job-Value Structure
Rubric
Task Template
Essential Tools
To get started go to the Resource Index in the your Welcome email or in the course tips in the course of study. In the Resource Index you will find the Quick Start Guide, the Template and you will find the supporting documents as well as the slides to this recording. The supporting documents include.
The Current Job-Value Structure- which is a list of the current 20 employees and what they currently make
Market Reward Survey, which is a snap shot of a salary survey. At the very least the evaluators will expect you to make your salary decisions based on the information provided in the this salary survey. You can use other salary surveys. You will not provided reference information and in text citations for quoted salaries.
You will find two job descriptions for the positions that you will be hiring
A Brand Manager and Two Product Sales Representatives. The Product sales Representatives have the same job description.
The Original Job Value Structure is a sample of the original Job Value Structure and pay grade and range table when Endothon was a smaller company. This is just an example for your to review. You will not use it or the information to create your pay grade and range table. Instead you will use the current Job value structure.
A template is provided and should be used to complete the Task.
It should be noted that the Directions including the Scenario and the Rubric are located in the COS in the VIEW Task Tab as well as the supporting documents. The quick start guide is located in the Resource Index only.
2
Endothon Background
Your role = HR Manager at a growing software company in CA
Your Company = Endothon
5 years new
20 employees
Likely double in size in 6 months
Your To-Do list
Hire a Brand Manager
Hire two Product Sales Representatives
Update/create pay policy to attract and retain a quality workforce
Let’s get started. You are the new HR Manager for Endothon a growing software company that is 5 years new and located in California. The specific location in CA is up to you. Endothon is 5 years news and currently has 20 employees. Endothon’s goal is to double in size in 6-18 months.
Your to do list is to hire and determine the salary for a new brand manager and two product sales reps.
You will create or update the pay policies and create a new pay grade and range table.
You do not have a budget and that is by design. There are 2 reasons for not having a budget. Sometimes when you go into a small or startup company, They will not have an exact budget they will say this what pay people, these are our bills and what expect to make. From there you determine basically what the budget is. The other reason is that this is a performance assessment and if we gave you the numbers than everybody would be the same. And we cannot have that. Your constraint is logical and make strong business decisions and justify those decisions. The partners are equivalent to your executive level. so no one makes more money than the partners or are placed in the same pay grade as the partners. It should be noted that I will use Pay and salary . interchangeability especially when discussing pay grade and range table
3
Prompt A: Revise the Current Job-Value Structure
Use the Endothon Template or copy and paste the Current Job-Value Structure into your task
Read job descriptions for new positions
Review Market Rewards Survey, looking for comparable jobs
You can also consult the web links in the task and other online sources (salary.com, job boards)
You have the flexibility to decide if you want to meet, lead or lag the market as a whole or by position Topic 2.4.
Decide where to insert 3 new positions in the table based on the salary you will offer each
Make changes to existing positions’ salaries as necessary
| Position Title | Current Pay Rate |
| Partner 1 | $150,000.00 annually |
| Partner 2 | $150,000.00 annually |
| Partner 3 | $150,000.00 annually |
| Lead software designer 1 | $120,000.00 annually |
| Software designer 1 | $117,220.00 annually |
| Software designer 2 | $90,100.00 annually |
| Software designer 3 | $90,000.00 annually |
| Software designer 4 | $85,000.00 annually |
| Human resources manager 1 | $75,900.00 annually |
| Software designer 5 | $75,897.00 annually |
| Software designer 6 | $70,000.00 annually |
| Operations supervisor 1* | $55,000.00 annually |
| Customer service representative 1 | $32.50 hourly |
| IT technician 1 (help desk) | $25.75 hourly |
| Administrative assistant 1 – billing | $24.50 hourly |
| IT technician 2 (help desk) | $21.10 hourly |
| Administrative assistant 1 – general | $19.65 hourly |
| IT technician 3 (help desk) | $15.50 hourly |
| Customer service representative 2* | $15.38 hourly |
| Customer service representative 3 | $11.50 hourly |
The first thing you will want to do is download the template and save it to your computer. You will respond to each prompt in the template. We have already recreated the Current Job Value Structure for you in the template. In Prompt A you will be updating the current job value structure so you must have the current job value structure in your paper. Start wit looking over the existing salaries. Read the job descriptions for the Brand Manager and the Two product sales reps. Review the marker reward survey looking for comparable positions. You can also review additional salary boards There are some supplemental links available in Review Task Tab in the COS if you want to review other salaries. Use of these links is optional. But at the very least you must use the market reward survey. Now if you want to use the optional resources in addition to the market reward survey that is fine you will include that in your justification and any direct salaries that use from those sources will need in text citations and reference sheet. You have the flexibility to decide where do you want to positions Endothon. Do you want to meet the market, lead the market or lag the market. For purposes of our discussion, I will try to meet the market or be slightly below the market. When you look at comparable positions for the Brand Manager, you will see an advertising manager and Marketing Manager. I have made the decision that in my version of Endothon, the Brand manger is going to be responsible for Marketing, Sales and Advertising. I am going to align with the Marketing Manager but I also want to review existing salaries. I want to review internal equity. I am going to pay my brand manager 120,000. My two product sales reps have the same job description I will pay them both the same 90,000. But if one had more experience than the other so I could Pay one 90,000 and the other 85,000. Then I will inset them into the current job value structure where they fall numerically so for example, I will insert a row between Partner 3 and the Lead software designer and add my brand manager. Then I will do the same thing for each product sales rep. Then I will look at my other positions do I want to change any others. You can change as many positions as you like, or you do not have to change any. Remember your constraint is logic. For example I am going to try to meet the market. Currently anybody I will bring them is a close to the median of the market or slightly below everybody else I will phase them in over the next 3 years. Sometimes student will say I started to change my salaries and got overwhelmed then do not make those changes. You do not have to change all the salaries. Just those that need to be changed for logical reasons maybe the partners need to be paid more. I am looking at other positions, The CSR1, $ 67,600 which is over the market for CSR and double what 2 and 3 make. I could decide to cut their salary or decide that have more responsibilities maybe they supervise CSR 2 & 3. For my purposes of CSR 1 will supervisor 2 and 3 . I am going to raise my HR manager salary to $118,000 because that is line with the market and they are going to be responsible for doubling the size of the company and acquiring Talent. I must update my Current Job –value structure to reflect these changes.
4
Prompt A1
Justify the salaries and placement of the 3 new positions
5
Factors to Consider
Reward level strategies (meet, lead or lag)
Minimum requirements for each job
Responsibilities of each job
Location
Industry
Internal equity among positions
Prompt B: Create a Pay Grade and Ranges Table
Must Haves
Pay grades
Pay ranges (minimum, midpoint, and maximum)
Principles of Overlap/Progression (Topic 6.6)
All 23 positions placed in pay range, salary must fall between minimum and maximum
Tips
Convert all salaries to annual salaries
Keep ranges consistent/progressively larger for each grade
A minimum of 3 grades is necessary but can not have 23
Establish your grade levels and ranges first and then go back and slot the positions into the appropriate pay grades
6
Prompt B: Use the Current Job-Value Structure
Determine top salary dollar amount or
Determine logical pay grades by market value and position importance
Creating hierarchy
Review each grouping lowest paid and highest paid position
Use Principle of Overlap and Consistency/Progression to build pay grade
Tips
Partners are executive level
Pay grade naming convention keep it simple
Current Job Value Structure reflects updates
| Position Title | Current Pay Rate |
| Partner 1 | $150,000.00 annually |
| Partner 2 | $150,000.00 annually |
| Partner 3 | $150,000.00 annually |
| Lead software designer 1, HR manager, Brand manager | $120,000.00 annually |
| Software designer 1 | $117,220.00 annually |
| Software designer 2 | $90,100.00 annually |
| Software designer 3 | $90,000.00 annually |
| Product sales reps 1-2 | $90,000.00 annually |
| Software designer 4 | $85,00.00 annually |
| Software designer 5 | $75,897.00 annually |
| Software designer 6 | $70,000.00 annually |
| Operations supervisor 1* | $55,000.00 annually |
| Customer service representative 1 | $32.50 hourly=$67,600. |
| IT technician 1 (help desk) | $25.75 hourly=$53,560. |
| Administrative assistant 1 – billing | $24.50 hourly=$50,960. |
| IT technician 2 (help desk) | $21.10 hourly=$43,888. |
| Administrative assistant 1 – general | $19.65 hourly=$40,872. |
| IT technician 3 (help desk) | $15.50 hourly=$32,240. |
| Customer service representative 2* | $15.38 hourly=$31,990. |
| Customer service representative 3 | $11.50 hourly=$23,920. |
7
Prompt B: Pay Grade and Range Table
| Pay Grade | Positions | Minimum | Midpoint | Maximum |
| 6 | Partners 1-3 | |||
| 5 | Brand Manager, Lead Software Designer, HR Manager | |||
| 4 | Software Designer 1-3, Product Sales Reps 1-2 | |||
| 3 | Software Designer 4-6 | $70,000 | ||
| 2 | OPS Supervisor, CSR1 | $50,000 | $68,500 | $87,000 |
| 1 | CSR 2-3, Help Desk 1-3, Admin Billing, Admin General | $23,000 | $41,500 | $60,000 |
Span= amount of money between maximum – minimum
$60,000-$23,000=$37,000
Calculate the midpoint
Determine span=$60,000-$23,000=$37,000/2=$18,500
$23,000+$18,500=$41,500
Overlap Principle=maximum of lower pay grade (1) must be larger than minimum of pay grade directly above(2)
Overlap cannot be too great use midpoint as the guide
8
Prompt B1: Strategy for a Red Circle or Green Circle Employee
Topic 6.7
Green Circle Rates refer to employees whose pay is below the range for their job.
Red Circle Rates refers to employees whose pay is above the range for their job.
Additional optional resources;
https://www.payscale.com/compensation-today/2012/04/pay-ranges
http://www.compensationcafe.com/2011/01/grandfathering-red-circled-jobs.html
http://www.astronsolutions.net/green-circle-rates/
Identify a red circle or green circle employee and provide your strategy (solution).
If you don’t have a red circle or green circle employee in your task, offer a strategy (solution) for either.
9
Prompt B2
Factors to Consider
Why did you select the number of grades in your table?
What is your reason for grouping different positions together into similar pay grades?
How did you decide the ranges for each grade?
Did you justify salary changes?
How does your table encourage employees to stay and grow with the company?
How does your table appeal to prospective employees?
Justify the pay grades and ranges in your table, explaining how they address attraction and retention
10
Prompt C: Variable Pay Options
Variable pay options
Pick three different grade levels and look at the types of employees in each grade level (i.e., executive, mid-level, entry-level).
Think about a variable pay option that will motivate the types of employees in each of the grade levels you select.
Topic 9.
You should have a total of three different variable pay options.
Justification
Explain how each variable pay option will motivate the specific level of employee or specific position.
Note: If positions are very different in the grade (i.e., product sales reps and software designers), more than 1 variable pay option will be required.
Tip: Entry-level employees will be motivated differently from mid-level or executive level employees.
11
Finishing Touches
Cite non-WGU sources, proofread, edit, and review the rubric.
Cite Non-WGU sources, proofread carefully for professional communication, edit and review and proof against the rubric. If you use only the WGU resources MyEducator, the scenario, the job description, market reward survey and intext and a reference sheet are not required.
12
