Final test & Certificate

Choose the best answer for each question.

To pass: at least 8 of 10 correct.

1. Question 1. What is the most important principle of job evaluation?

   AEvaluate the JOB, not the person currently holding itBEvaluate based on the jobholder's tenureCEvaluate based on current market pay

2. Question 2. How do job analysis, job description and job evaluation differ?

   AThey answer: what the role does — how it's written up — what it's relatively worthBThey're three names for the same thingCThey differ only in who performs them

3. Question 3. Why isn't a JD that just lists activities enough?

   AScale, complexity and scope of accountability aren't visible, so it can't be scoredBBecause it's too shortCBecause it isn't on the right template

4. Question 4. What must you state first when interviewing to gather job information?

   AThat this describes the ROLE, not the PERSON, and what the output is forBHow long the interview will takeCWho will read the notes

5. Question 5. Why is the point-factor method the most widely used?

   ABecause it can EXPLAIN why role A ranks above role BBBecause it's the fastestCBecause it needs no panel

6. Question 6. What are the four factor groups typically used in scoring?

   AKnowledge & skill, problem solving, accountability & impact, working conditionsBTenure, qualifications, performance, potentialCSalary, bonus, benefits, allowances

7. Question 7. When must factor weights be fixed?

   ABefore scoring beginsBAfter scoring, to calibrate the resultCAfter benchmarking against the market

8. Question 8. Why should panel members score independently before discussing?

   ABecause discussing first lets the loudest voice anchor the groupBBecause it's fasterCBecause regulations require it

9. Question 9. What are the three parts of a pay range?

   AMinimum, midpoint and maximumBBase pay, allowances and bonusCGrade, step and coefficient

10. Question 10. How should you handle someone paid above their grade maximum?

    AHold their current pay and let the range catch up over successive review cyclesBCut them back to the maximum to fit the systemCMove them into a higher grade