(solution) Milestone Two Guidelines and Rubric Section 1: Internally

(solution) Milestone Two Guidelines and Rubric Section 1: Internally

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Milestone Two Guidelines and Rubric
Section 1: Internally Consistent Job Structures
Section 1 introduces you to the specification of internally consistent job structures. Through writing job descriptions, the development of job structures, and both
the development and implementation of a point evaluation method to quantify job differences objectively, you build the framework for internal equity.
In Section 1, you will focus on building an internally consistent compensation system. An internally consistent compensation system design will clearly define the
relative value of each e-sonic sample job, creating a job hierarchy and an objective rationale for pay differences.
As an e-sonic consultant, you are offered a sample of e-sonic jobs in Section 1. Currently, e-sonic employs 100 people and will be hiring many more. However, for
the purpose of this simulation, you are asked to work with the sample of four jobs offered (see Appendix 2 for sample jobs, located in the MyManagementLab
project tab). Limiting the number of jobs removes one level of complexity from the simulation and allows you to focus on learning the functions of compensation
system design. The framework you develop classifying sample jobs can easily be adapted in the future to include all e-sonic positions.
Section 1 Outline:
1. Create Job Descriptions
2. Create Job Structures
3. Build Point Evaluation Method
a) Select benchmark jobs.
b) Choose compensable factors based upon benchmark jobs.
c) Define factor degree statements.
d) Determine weights for each compensable factor.
4. Calculate Point Values for e-Sonic Jobs
a) Determine point value for each compensable factor.
b) Use the job evaluation worksheet to calculate point values for each position.
c) Distribute points for each compensable factor across degree statements.
d) Rate jobs using point method.
e) Individually rate jobs to ensure reliability.
f) Resolve any discrepancies in point totals.
g) Rank jobs in each job structure according to results of your point evaluation.
The Internally Consistent Job Structures section is fully described in the MyManagementLab Building Strategic Compensation Systems casebook for faculty and
students, linked in the MyLab course menu. Follow the explanations and outline to complete this milestone. Section 1: Internally Consistent Job Structures is due
at the end of Module Five. Rubric Requirements of submission: Each section of the final project must follow these formatting guidelines: 5?7 pages, double spacing, 12-point Times New Roman
font, one-inch margins, and discipline-appropriate citations.
Instructor Feedback: Students can find their feedback in the Grade Center.
Critical Elements
Section 1: Internally
Consistent Job
Structures Integration and
Application
Critical Thinking Writing
(Mechanics/
Citations)
Comments: Exemplary
Provides in-depth job
structures with all of the
elements of Section 1 of the
Building Strategic
Compensation Project
documentation
(45-50)
All of the course concepts are
correctly applied
(18-20)
Draws insightful conclusions
that are thoroughly defended
with evidence and examples
(18-20)
No errors related to
organization, grammar and
style, and APA citations
(9-10) Proficient
Provides all job structures with
most of the elements of Section
1 of the Building Strategic
Compensation Project
documentation Needs Improvement
Provides most job structures
with some of the elements of
Section 1 of the Building
Strategic Compensation Project
documentation Not Evident
Does not provide job structures
with elements of Section 1 of
the Building Strategic
Compensation Project
documentation (40-44)
Most of the course concepts
are correctly applied
(16-17)
Draws informed conclusions
that are justified with evidence (35-39)
Some of the course concepts
are correctly applied
(14-15)
Draws logical conclusions, but
does not defend with evidence (0-34)
Does not correctly apply any of
the course concepts
(0-13)
Does not draw logical
conclusions (16-17)
Minor errors related to
organization, grammar and
style, and APA citations
(8) (14-15)
Some errors related to
organization, grammar and
style, and APA citations
(7) (0-13)
Major errors related to
organization, grammar and
style, and APA citations
(0-6) Value
50 20
20 10 Total 100%