A. Provides key information abut the nature of and level of work performed.

B. Illustrates where each job fits, relative to other jobs.

C. All of these

D. Creates a job worth hierarchy using market data or job content

E. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
E None of these

A. Define the degree levels within each compensable factor

B. Determine the dependent and independent variables in theregression analysis for each degree level

C. Define as many levels as possible within each factor to ensure an adequate degree of distinction.

D. Define thebudge that will be needed

A. Understandable, Affordable

B. Understandable, Legally defensible

C. Internally equitable, Externally competitive

D. Externally equitable, Internally competitive

A. The principles that guide the design, implementation and administration of a compensation program

B. What the organization believes about how people should be payed

C. Pay strategery

D. Test maker... prepare to meet your maker.

A. None of these

B. Illustrates where each job fits, relative to other jobs.

C. All of these

D. Helps establish a salary structure.

E. Forms the basis forgrouping jobs of similar value together.

A. When the cost of simple ranking becomes prohibitive

B. When evaluating a larger number of jobs

C. When there is a need for accuratemarket data

D. When there is insufficient information on job content

A. All of these answers.

B. Compensation that changes regularly

C. Compensation contingent on performance.

D. Compensation contingent on discretion.