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7/28/2019 From Job Classification PMS Team
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FromJob Classification
toPerformance and Compensation
Management
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Job Evaluation
2 major objectives:
1. Establish a logical hierarchy of jobs
2. Establish the proper relative distance
between jobs within the hierarchy
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The common elements of Job
Accountability
Know How
Problem Solving
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The common elements of Job
Accountability - Job exists to achieve end results
Know How - To carry accountability job holdersneed to be equipped with a fund of skills andexperience
Problem Solving - In utilizing know-how toachieve end results job holders must address
and resolve problems
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Evaluation Criteria
The KNOW-HOW required to SOLVE thePROBLEM and achieve results forwhichit
is ACCOUNTABLE
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Hay Job Evaluation
Know-How score in Hay Points
+
Problem Solving score in Hay Points+
Accountability score in Hay Points
=
Job Evaluation in Hay Points
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Job Class System
Job Class Sub-class Hay Points Range
A
B
C
D
E
A-1
A-2
A-3
B-1
B-2
B-3
C-1
C-2
C-3
D-1
D-2
D-3
E
275 - 350
351 - 425
426 - 500
501 - 550
551 - 600
601 - 675
676 - 765
766 - 870
871 - 985
986 - 1080
1081 - 1185
1186 - 1300
1301 and above
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Performance Management
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Best practices in PerformanceManagement
TheFunctions
OfAppraisals
CoachingAnd
Guidance
Feedback
AndCommunication
CompensationAnd
Reward
Termination
AndLegal
Obligation
StaffingDecision andProfessionalDevelopment
Improvement
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Performance ManagementProcess
Step one: Performance Planning
Step two: Interim Reviews of Progress AgainstObjectives . Providing feedback and coaching
Step three: Conducting the FormalPerformance Review.
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Performance ratingdistribution
0%
10%
20%
30%
40%
50%
60%
Rating 1 Rating 2 Rating 3 Rating 4 Rating 5
Top 100 companies
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Objectives of CompensationManagement
Internal equity
External competitiveness
Affordability
Recognition Motivation
Legislative compliance
Proper communication Continuous review
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Compensation Principles
Performance-based pay
Competitive pay
Ownership Leveraged pay
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Elements of Total Compensation(TCM)
Base Salary
Annual Incentive (AIP)
Stock (LTIP) Special Rewards
Benefits
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Base salary increaseconsiderations
How has the employee performed ?
How does the performance compare tothat of their peers ?
Where does the employees salary fall inthe salary range ?
How does the salary compare to that oftheir peers ?
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Merit Increase Guidelines
1
2
3
4
5
Ratings
SalaryRange
Compa-Ratio
Entry Market Premium
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D9
Q3
Med
Q1
D1
0
20000
40000
60000
80000
100000
0 200 400 600 800 1000 1200
Hay Point
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7/1/2013 18
Merit Increase GuidelinesCountry
Inflation % Source
40,000
12% 10% 8%
10%80,000
8% 6%
8% 6% 4%
6%60,000
4% 2%
0% 0% 0%
Ratings
Salary Range Entry Market Premium
65% - 85% 85% - 115% 115% - 135%
OUOutstanding
VGVery Good
GDGood
AVAverage
PRPoor