PSYC 499 Case Study 1 Grading Rubric Student: Criteria Points Possible Points Earned Instructor’s Comments Content · A comprehensive introduction is provided. · Sufficient background information is contained. · A brief theoretical explanation is provided. · A treatment plan is identified. · Summary and conclusions are thorough. 50 Readability · Spelling and grammar are correct. · Sentences are complete, clear, and concise. · The flow of the paper is well-structured. · Your ability to communicate clearly and effectively about a specific case is demonstrated. 20 Format and Logistics · The paper demonstrates your knowledge of the “language” of the field (current APA). · The paper is 3–4 pages. · Case Study 1 was submitted on time. 20 Total 90 OL 325 Milestone One Guidelines and Rubric The Strategic Analysis The development of a strategic analysis guides all decisions made regarding your compensation systems throughout the project. The strategic analysis reveals firm-specific challenges, objectives, and initiatives that allow you to align the goals of a compensation system effectively with those of the company strategy. The strategic analysis allows you to better understand the external market challenges e-sonic faces in addition to its internal capabilities. As a consultant, a thorough understanding of e-sonic’s business environment allows you to better align your competitive system design with e-sonic’s goals, challenges, and objectives. Follow the outline below when completing this portion of the project. Strategic Analysis Outline: 1. Executive Summary (Concisely conveys the project objectives and main findings. The executive summary is completed last, but included first in the strategic analysis.) 2. Strategic Analysis a) Identification of e-sonic’s industry based on the North American Industry Classification System (NAICS) b) Analysis of e-sonic’s external market environment i. Industry Profile ii. Competition iii. Foreign Demand iv. Long-Term Industry Prospects v. Labor-Market Assessment c) Analysis of Internal Capabilities i. Functional Capabilities ii. Human Resource Capabilities The Strategic Analysis 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. The Strategic Analysis section is due at the end of Module Three. 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. Critical Elements Exemplary (100%) Proficient (85%) Needs Improvement (55%) Not Evident (0%) Value The Strategic Analysis Provides in-depth analysis that includes an executive summary and the strategic analysis with all of the elements of the outlines ...

1. PSYC 499
Case Study 1 Grading Rubric
Student:
Criteria
Points Possible
Points Earned
Instructor’s Comments
Content
· A comprehensive introduction is provided.
· Sufficient background information is contained.
· A brief theoretical explanation is provided.
· A treatment plan is identified.
· Summary and conclusions are thorough.
50
Readability
· Spelling and grammar are correct.
· Sentences are complete, clear, and concise.
· The flow of the paper is well-structured.
· Your ability to communicate clearly and effectively about a
specific case is demonstrated.
20
Format and Logistics
· The paper demonstrates your knowledge of the “language” of
the field (current APA).
· The paper is 3–4 pages.
· Case Study 1 was submitted on time.
20

2. Total
90
OL 325 Milestone One Guidelines and Rubric
The Strategic Analysis
The development of a strategic analysis guides all decisions
made regarding your compensation systems throughout the
project. The strategic analysis reveals
firm-specific challenges, objectives, and initiatives that allow
you to align the goals of a compensation system effectively with
those of the company strategy.
The strategic analysis allows you to better understand the
external market challenges e-sonic faces in addition to its
internal capabilities. As a consultant, a
thorough understanding of e-sonic’s business environment
allows you to better align your competitive system design with
e-sonic’s goals, challenges, and
objectives. Follow the outline below when completing this
portion of the project.
Strategic Analysis Outline:
1. Executive Summary (Concisely conveys the project
objectives and main findings. The executive summary is
completed last, but included first in the
strategic analysis.)

3. 2. Strategic Analysis
a) Identification of e-sonic’s industry based on the North
American Industry Classification System (NAICS)
b) Analysis of e-sonic’s external market environment
i. Industry Profile
ii. Competition
iii. Foreign Demand
iv. Long-Term Industry Prospects
v. Labor-Market Assessment
c) Analysis of Internal Capabilities
i. Functional Capabilities
ii. Human Resource Capabilities
The Strategic Analysis 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. The Strategic Analysis section is due
at the end of Module Three.
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.

4. Critical Elements Exemplary (100%) Proficient (85%) Needs
Improvement (55%) Not Evident (0%) Value
The Strategic
Analysis
Provides in-depth analysis that
includes an executive summary
and the strategic analysis with
all of the elements of the
outlines provided in the
Building Strategic
Compensation Project
documentation, demonstrating
a complete understanding of all
concepts
Provides in-depth analysis that
includes an executive summary
and the strategic analysis with
most of the elements of the
outlines provided in the
Building Strategic
Compensation Project
documentation
Provides an analysis that
includes an executive summary
and the strategic analysis with
some of the elements in the
outlines provided in the
Building Strategic
Compensation Project

5. documentation
Does not provide an analysis
that includes an executive
summary and/or the strategic
analysis with elements in the
outlines provided in the
Building Strategic
Compensation Project
documentation
50
Integration and
Application
All of the course concepts are
correctly applied
Most of the course concepts
are correctly applied
Some of the course concepts
are correctly applied
Does not correctly apply any of
the course concepts
20
Critical Thinking Draws insightful conclusions
that are thoroughly defended
with evidence and examples

6. Draws informed conclusions
that are justified with evidence
Draws logical conclusions, but
does not defend with evidence
Does not draw logical
conclusions
20
Writing
(Mechanics/
Citations)
No errors related to
organization, grammar and
style, and APA citations
Minor errors related to
organization, grammar and
style, and APA citations
Some errors related to
organization, grammar and
style, and APA citations
Major errors related to
organization, grammar and
style, and APA citations

7. 10
Total 100%
OL 325 Milestone Three Guidelines and Rubric
Section 2: External Competitiveness
Section 2 shifts your focus outside of the firm to understand its
relationship with the external marketplace. You will use market
survey data to compare pay
rates of positions inside the firm with those in the marketplace
to establish the foundations of market-competitive pay. The
analysis of market data also leads
you to the determination of appropriate pay-policy mixes for
each of its job structures. In this section, you are asked to use
CompAnalysis software developed by
Howard Weiss at Temple University, which is also available in
MyManagementLab.
In Section 2 of this simulation, you will shift your focus from
concentrating on e-sonic’s internal consistency to its external
competitiveness. First, you will be
introduced to the tools compensation professionals use to
allocate total compensation most effectively within job
structures. Many employees are unaware that
their total compensation consists of much more than just base
pay. Compensation professionals allocate total pay (for
example, base pay, benefits, and different

8. types of incentives) to motivate employees in different ways.
You will use some of these tools to develop pay policy mixes
for each e-sonic job structure. Next,
you will consider pay policy level decisions for each job
structure.
You will then use CompAnalysis (the included software
program) to conduct an external market survey. Specific
instructions provided with the software program
will guide you through the steps involved in the compensation
survey exercise. Finally, you will report survey findings,
interpreting regression analysis results
generated by the software, and provide an explanation of major
decisions reached.
IMPORTANT: Users of the CompAnalysis software must set the
macros to a low level in order for the software to work. If the
macros are set on too high of a
security level, then the software will be disabled and not work
properly. In order to do this, navigate to the "Tools" menu,
click "Macros", then "Security". Lower
the security level, save the spreadsheet, close it completely, and
then re-open.
Section 2 Outline:
Executive Summary Findings
1. Determine Appropriate Pay-Policy Mix
2. Pay-Policy Level Decisions
3. Compensation Survey
a) Choose competitors based upon industry, size, and union
status.
b) Select benchmark jobs for each structure using benchmark
job descriptions.

9. c) Reconcile differences using the benchmark job comparison
sheet.
d) Update salary data for inflation using CPI-U.
4. Implementation of Salary Survey Results
a) Report and interpret results of regression analysis for each
job.
b) Integrate external and internal structures by creating pay
grades and ranges.
c) Evaluate and summarize decisions made for each job
structure.
The External Competitiveness section is fully described in the
MyManagementLab Building Strategic Compensation Systems
casebook for faculty and students,
linked in the course menu. Follow the explanations and outline
to complete this milestone. Section 2: External Marketplace is
due at the end of Module Six.
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.
Critical Elements Exemplary (100%) Proficient (85%) Needs
Improvement (55%) Not Evident (0%) Value

10. Section 2: External
Competitiveness
Provides in-depth market
competitiveness report with all
of the elements of the outline
provided in Section 2 of the
Building Strategic
Compensation Project
documentation
Provides market
competitiveness report with
most of the elements of the
outline provided in Section 2 of
the Building Strategic
Compensation Project
documentation
Provides market
competitiveness report with
some of the elements of the
outline provided in Section 2 of
the Building Strategic
Compensation Project
documentation
Does not provide market
competitiveness report with
elements of the outline provided
in Section 2 of the Building
Strategic Compensation Project
documentation
50

11. Integration and
Application
All of the course concepts are
correctly applied
Most of the course concepts
are correctly applied
Some of the course concepts
are correctly applied
Does not correctly apply any of
the course concepts
20
Critical Thinking Draws insightful conclusions
that are thoroughly defended
with evidence and examples
Draws informed conclusions
that are justified with evidence
Draws logical conclusions, but
does not defend with evidence
Does not draw logical conclusions
20
Writing
(Mechanics/

12. Citations)
No errors related to
organization, grammar and
style, and APA citations
Minor errors related to
organization, grammar and
style, and APA citations
Some errors related to
organization, grammar and
style, and APA citations
Major errors related to
organization, grammar and style,
and APA citations
10
Total 100%
OL 325 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

13. 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

14. 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.
Critical Elements Exemplary (100%) Proficient (85%) Needs
Improvement (55%) Not Evident (0%) Value

15. Section 1: Internally
Consistent Job
Structures
Provides in-depth job
structures with all of the
elements of Section 1 of the
Building Strategic
Compensation Project
documentation
Provides all job structures with
most of the elements of Section
1 of the Building Strategic
Compensation Project
documentation
Provides most job structures
with some of the elements of
Section 1 of the Building
Strategic Compensation Project
documentation
Does not provide job structures
with elements of Section 1 of
the Building Strategic
Compensation Project
documentation
50
Integration and

16. Application
All of the course concepts are
correctly applied
Most of the course concepts
are correctly applied
Some of the course concepts
are correctly applied
Does not correctly apply any of
the course concepts
20
Critical Thinking Draws insightful conclusions
that are thoroughly defended
with evidence and examples
Draws informed conclusions
that are justified with evidence
Draws logical conclusions, but
does not defend with evidence
Does not draw logical
conclusions
20

17. Writing
(Mechanics/
Citations)
No errors related to
organization, grammar and
style, and APA citations
Minor errors related to
organization, grammar and
style, and APA citations
Some errors related to
organization, grammar and
style, and APA citations
Major errors related to
organization, grammar and
style, and APA citations
10
Total 100%