Exam 7: Evaluating Jobs: the Job Evaluation Process

The five major job evaluation methods fall into either a "whole job" or quantitative category.

Which of the following factors is not a function of determining what each employee should be paid?

The job evaluation process focuses on how to evaluate individual employee performance to produce a solid foundation for a merit pay system.

Pay differences are not considered pay inequities if they are due to "permissible differences." Which of the following is not a permissible difference?

The "job to job" method for pay equity job comparison applies only to public sector,not private sector,organizations in Ontario.

What does the job evaluation process produce?

Which job analysis method produces a series of statements that,taken together,describe the job?

Which of the following procedures is not required under the Ontario Pay Equity Act?

Which of the following is not a valid reason to re-evaluate jobs?

This process is used to determine the relative importance of the employee's job to the organization:

What does job evaluation determine?

Which of the following is not a potential pitfall in conducting job analysis?

Which job evaluation method would be least useful for high-involvement firms with large numbers of jobs?

Under Ontario pay equity legislation,going through the pay equity process is unnecessary if your firm has no female job classes.

What do job specifications focus on?

This method of job analysis is useful only as a supplement to other methods.

A job description is determined from a careful process of job evaluation.

Which of the following is not a key element needed for a useful job description?

Which of the following is not one of the key issues in managing the job evaluation process?

This term is used to describe key characteristics of jobs that are valued by organizations and differentiate jobs from one another.