Is an individual’s workload considered in determining what the job is worth?

The purpose of position evaluation and market pricing is to determine what should be the appropriate salary range for a given position or job. An employee’s workload is not considered in determining what the job is worth. This is a different type of review, often referred to as a staffing analysis, to consider employee workload, how to best allocate employee resources, and/or the number of employees needed to meet specific goals and service levels.

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1. What is the targeted completion date for the Classification and Compensation Study?
2. Which government jurisdictions were selected to be included in the study and why?
3. Will the study address pay compression issues?
4. Is the study examining compensation and classification for current employees or new hires?
5. Will the study analyze any potential income disparities or inequities that might be based on gender or race?
6. Will the study’s analysis of compensation include employee benefits?
7. Is the study intended to help employees with their pay or is it intended to reduce employees’ pay?
8. Will the study possibly result in new classifications, or will it be restricted to just potential reclassifications?
9. Is an individual’s workload considered in determining what the job is worth?
10. Will PRM Consulting staff meet with City employees individually, or as a group, to gather job information for updating the job descriptions?
11. In revising the job descriptions, will the study consider the fact that some employees may not have good writing skills, while others may be prone to self-promotion and exaggeration?
12. Will employees be able to see the results of the study?