Instructions: https://purdueglobal.brightspace.

com/d2l/le/content/253824/viewContent/15582037/View

Rubric https://kapextmediassl-a.akamaihd.net/business/GB520/GB520ET/GB520M3_Competency_Assessment

Case https://kapextmediassl-a.akamaihd.net/business/GB520/GB520_1707D/GB520_Unit4_Case_Study.pdf
nt/15582037/View

M3_Competency_Assessment_Checklist_2003D.pdf

B520_Unit4_Case_Study.pdf
 Task A: Create a complete job description for the benefits manager position using O*NET or another similar web application.

Job Description - Benefits Manager

Job Title Benefits Manager

Job Summary Plan, direct, or coordinate compensation and benefits activities within the organization.

Job tasks Design, evaluate, and modify benefits policies to ensure that programs are current, comp
Analyze compensation policies, government regulations, and prevailing wage rates to de
Administer, direct, and review employee benefit programs, including the integration of b
Fulfill all reporting requirements of all relevant government rules and regulations, includ
Formulate policies, procedures and programs for recruitment, testing, placement, classifi

Work context Indoor, environmentally controlled; telephone; contact with others.

Job-relevant knowledge needed
Personnel and Human Resources — Knowledge of principles and procedures for personn
Administration and Management — Knowledge of business and management principles
English Language — Knowledge of the structure and content of the English language incl
Customer and Personal Service — Knowledge of principles and processes for providing cu
Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and the

Skills needed Active Listening — Giving full attention to what other people are saying, taking time to u
Reading Comprehension — Understanding written sentences and paragraphs in work-rel
Speaking — Talking to others to convey information effectively.
Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses o
Judgment and Decision Making — Considering the relative costs and benefits of potentia
b application.

within the organization.

ograms are current, competitive, and in compliance with legal requirements.

evailing wage rates to develop competitive compensation plan.
uding the integration of benefit programs following mergers and acquisitions.
s and regulations, including the Employee Retirement Income Security Act (ERISA).
esting, placement, classification, orientation, benefits and compensation, and labor and industrial relations.

d procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel inf
management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production
the English language including the meaning and spelling of words, rules of composition, and grammar.
processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services,
lculus, statistics, and their applications.

e saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
nd paragraphs in work-related documents.

ngths and weaknesses of alternative solutions, conclusions, or approaches to problems.

s and benefits of potential actions to choose the most appropriate one.
negotiation, and personnel information systems.
ership technique, production methods, and coordination of people and resources.

quality standards for services, and evaluation of customer satisfaction.

pting at inappropriate times.

 Task B: Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs

EXAMPLE
Compensable Factor Job evaluation for Front Desk Receptionist Job evaluation for Administrative Assistant

Degree (1,2,3,4) Weight Points Degree (1,2,3,4) Weight

Skill (50%)
Education level 1 25% 25 2 25%
Degree of Techical skills 1 25% 25 2 25%

Responsibility (30%)
Scope of Control 1 10% 10 2 10%
Impact of Job 2 20% 40 2 20%

Effort (20%)
Degree of Problem Solving 1 10% 10 2 10%
Task Complexity 1 10% 10 2 10%
100% 120 100%

Rationale:
- Some formal education and word /
spreadsheet processing skills required

- Greater scope and impact of the job due

to interactions with executives

- Greater complexity faced and problem-

solving needed when dealing with
executive schedules and needs
 and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs.

Administrative Assistant Job evaluation for Payroll Assistant Job evaluation for Operational Analyst

Points Degree (1,2,3,4) Weight Points Degree (1,2,3,4) Weight Points Degree (1,2,3,4)

50 2 25% 50 3 25% 75
50 2 25% 50 3 25% 75

20 1 10% 10 2 10% 20
40 2 20% 40 2 20% 40

20 1 10% 10 2 10% 20
20 2 10% 20 3 10% 30
200 100% 180 100% 260

ation and word /
sing skills required
impact of the job due
executives
y faced and problem-
n dealing with
and needs
Rationale:
- Some formal education and
financial / payroll skills are required
- Relatively low job impact
- Some task complexity faced when
dealing with complex payroll
situations
Rationale:
- Formal education and
understanding of engineering and
mathematical concepts are needed
- Moderate level of impact given
interactions with managers and
inputs into decision-making
- Faces complex tasks, prepares
reports, and needs to use sound logic
to make recommendations
Job evaluation for Benefits Manager

Degree (1,2,3,4) Weight Points

3 25% 75
3 25% 75

2 10% 20
2 20% 40

2 10% 20
2 10% 20
100% 250

Rationale:
- Formal education and skillset in HR
field needed

- Impactful role on the organization

given HR topics relating to
compensation, benefits and legal
rammifications

- Complex tasks, cost-benefit

tradoffs, and interactions with
various business units
 Task C: If there were any outliers (i.e., extreme data points) in the data, what would you recommend doing with them? From this point forwa

I would recommend removing any outliers from the data, to get a more accurate read.

Base Pay
Company Role # of Job Incumbents Min Avg Max
A Front Desk Receptionist 1 $21,000 $21,000 $21,000
B Front Desk Receptionist 2 $21,000 $22,000 $23,000
C Front Desk Receptionist 1 $18,000 $18,000 $18,000
D Front Desk Receptionist 2 $20,000 $21,000 $22,000
E Front Desk Receptionist 2 $18,000 $18,500 $19,000
F Front Desk Receptionist 1 $17,500 $17,500 $17,500
A Admin Assistant 4 $21,000 $25,000 $28,000
B Admin Assistant 4 $27,000 $31,000 $34,500
C Admin Assistant 3 $29,000 $30,000 $32,000
D Admin Assistant 5 $28,000 $33,000 $34,000
E Admin Assistant 4 $27,000 $29,000 $30,000
F Admin Assistant 4 $27,000 $28,000 $30,000
A Operations Analyst 2 $50,000 $55,000 $60,000
B Operations Analyst 4 $54,000 $57,000 $59,000
C Operations Analyst 3 $54,000 $56,000 $58,000
D Operations Analyst 5 $52,000 $58,500 $61,000
E Operations Analyst 3 $57,000 $59,000 $61,000
F Operations Analyst 3 $53,000 $54,000 $55,000
A Payroll Assistant 2 $34,000 $35,000 $36,000
B Payroll Assistant 3 $32,000 $34,000 $35,000
C Payroll Assistant 1 $35,000 $35,000 $35,000
D Payroll Assistant 3 $33,000 $35,000 $37,000
E Payroll Assistant 2 $35,000 $36,000 $37,000
F Payroll Assistant 2 $27,000 $29,000 $31,000
A Benefits Manager 1 $62,000 $62,000 $62,000
B Benefits Manager 2 $61,000 $61,500 $62,000
C Benefits Manager 1 $60,000 $60,000 $60,000
D Benefits Manager 3 $62,000 $64,000 $65,000
E Benefits Manager 2 $62,000 $63,000 $64,000
F Benefits Manager 1 $66,000 $66,000 $66,000
mend doing with them? From this point forward, assume no extreme data points exist in the dataset.

Weighted mean calculations

$19,944

$29,458

$56,875

$34,909
Outliers, much lower compared to market - ignore for analysis

$62,900
 Task D: Conduct a simple regression in Excel to create a market pay line by entering the job evaluation points (on the X axis) and the respe

(From Task B) (From Task C)

Job title Job evaluation points Weighted avg market base pay
Front Desk Receptionist 120 $19,944
Admin Assistant 200 $29,458
Operations Analyst 180 $56,875
Payroll Assistant 260 $34,909
Benefits Manager 250 $62,900

Weighted avg market base pay

based on job evaluation points
$70,000

$60,000

$50,000
f(x) = 162.912745467093 x + 7908.99915302089
$40,000 R² = 0.254138202750224

$30,000

$20,000

$10,000

$0
100 120 140 160 180 200 220 240 260 280
on the X axis) and the respective weighted average market base pay (on the Y axis) for each benchmark job.

Task E: What is your R squared (variance explained)? Is it sufficient to proceed?

R2 is 0.25, which means the Job evaluation points are only a 25% predictor of the role's base pay - not very high.
This means that this regression equation is NOT sufficient to proceed, in terms of predicting base pay for other roles.

Task F: Calculate the predicted base pay for each benchmark job.
Task G: Because your company wants to lead in base pay by 3%, adjust the predicted pay rates to determine the base pay rate you will offe

(From Task B) Task F Task G

Job title Job evaluation points Predicted base pay Our company's base pay (3% higher)
Front Desk Receptionist 120 $27,458 $28,282
Admin Assistant 200 $40,491 $41,706
Operations Analyst 180 $37,233 $38,350
Payroll Assistant 260 $50,266 $51,774
Benefits Manager 250 $48,637 $50,096
ay - not very high.
se pay for other roles.

rmine the base pay rate you will offer for each benchmark job.

pay (3% higher)

 Task H: Create pay grades by combining any benchmark jobs that are substantially comparable for pay purposes. Clearly label your pay gr

(From C)
Job title Weighted avg market base pay Pay grade
Front Desk Receptionist $19,944 1
Admin Assistant $29,458 1
Operations Analyst $56,875 2
Payroll Assistant $34,909 1
Benefits Manager $62,900 2

Grade 1 combined Front Desk Receiptionist, Admin Asistant and Payroll assistant roles as they are clearly lower-paying than th
Grade 2 combined Operations Analyst and Benefits Manager roles as they are higher-paying than the rest of the group, and do

Task I: Use your answer to Task H to determine the pay range (i.e., minimum and maximum) for each pay grade.

Pay grade Min Max Rationale

Grade 1 $18,000 $37,000 Determined this range using the min and max pay
Grade 2 $50,000 $66,000 Determined this range using the min and max pay
urposes. Clearly label your pay grades and explain why you combined any benchmark jobs to form a grade.

re clearly lower-paying than the other group, and require less formal education.
n the rest of the group, and do require formal education and face complex tasks.

ge using the min and max pay from the 3 roles in this pay grade from the survey data.
ge using the min and max pay from the 2 roles in this pay grade from the survey data.