C2 Sample Questions Answers

Ranking and classification

Job component and point factor

Market-based and job content

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

Creates a job worth hierarchy using market data or job content

Illustrates where each job fits, relative to other jobs.

Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).

E None of these

All of these

Non-discretionary compensation that does not vary according to performance or results.

Non-discretionary compensation that varies according to performance or results.

Compensation that never changes

Compensation that is targeted only to certain groups.

Job Analysis, Job documentation, Job Evaluation, Job worth heirarchy, Base pay structure

Analyze the job, Document the job, Evaluate the job, Job worth heirarchy, Base pay structure

Analyze the job, Evaluate the job, Job worth heirarchy, Base pay structure

Analyze the job, Document the job, Job worth heirarchy, Base pay structure

None of these

Market pricing

Ranking

Job component

Point factor

Compensation contingent on discretion.

Compensation contingent on performance.

Compensation that changes regularly

All of these answers.

Government publications

Direct observation

Technical consultation

Structured questionnaire

Compensation, Benefits, Work-life, Performance & recognition, Development and career opportunities

Compensation, Engagement, Work-life, Performance & Recognition, Development and career opportunities

Pay, Engagement, Work-life, Performance & Recognition, Development and career opportunities

Fulfillment, Engagement, Work-life, Performance & Recognition, Development and career opportunities

Knowledge, skills and abilities

Effort and behaviors

Duties and responsibilities

Working conditions

When evaluating a larger number of jobs

When there is a need for accuratemarket data

When the cost of simple ranking becomes prohibitive

When there is insufficient information on job content

Internally equitable, Externally competitive

Externally equitable, Internally competitive

Understandable, Legally defensible

Understandable, Affordable

Values

Behavior

Knowledge

Working conditions

Classification

Job component

Point factor

Market pricing

The systematic, formal study of the job

Sed to determine whether a job is exempt or nonexempt

Used to identify essential job functions and hiring requirements

Used describe the project to any third-party representatives

All of the above.

It ranks jobs based on the level of complexity of the work.

It requires a high degree of technical knowledge of the job.

It is a whole-job rather than a factor-based job evaluation method.

It is difficult and expensive to implement.

Progams that an employer uses to supplement the cash compensation an employee receives.

Cash provided by an employer to an employee for services rendered.

A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to help employees achieve success within and outside the workplace

All of the above.

None of the above.

A systematic process for obtaining important and relevant information about each distinct role played by one or more employees. This includes duties and responsibilities, and worker characteristics.

A basis for performance appraisal based on job-related standards.

He systematic, formal study of a job

None of the above

All of the above