1Business Plan RX Direct PharmacyBusiness Plan RX Direct P

1
Business Plan: RX Direct Pharmacy
Business Plan: RX Direct Pharmacy
Executive Summary
The healthcare sector's ever-changing dynamics call for
constant improvement in the quality of care and treatment
services. The current changes in care delivery, application of
technology, and increased healthcare demands have resulted in
the revolving and growing roles of professional nurses in
administering medical care services(Anderson & Amar, 2017).
Trends of that sort demand the implementation of effective
strategies to address such changes. Healthcare providers are in
direct contact with their patients, thus, play crucial roles in
enhancing the attainment of improved patient and organizational
outcomes(Anderson & Amar, 2017).
Rx Direct Pharmacy is the future of pharmacy care. An online
pharmacy was created in 2021 by six eager and ambitious
student pharmacists from Notre Dame of Maryland School of
Pharmacy. Rx Direct Pharmacy is a healthcare company
designed to provide all pharmacy needs directly to the patient in
the comfort, convenience, and privacy of their own homes. We
have a mission of providing affordable and accessible quality
health care safely and directly to our patients whenever and
wherever. More than ever, with the COVID-19 pandemic
unwaning, there is an increased need for virtual health care
services. Rx Direct Pharmacy aims to help minimize the
unnecessary visits to the nearest local pharmacy for the average
individual, lower transportation costs to pharmacies, and
increase the ease with which prescription medications reach
patients. Rapid technological advancement is presenting both
challenges and opportunities in the administration of care and
treatment services. The migration from the traditional manual
system to electronic health record (EHRs) management systems

has led to improved medical services administration(Jetley &
Zhang, 2019). Strategies of that sort aresignificant in enhancing
patients' experiences and satisfaction as far as the provision of
care and treatment services are concerned (Jetley & Zhang,
2019). Various EHRs systems are now available, including the
Kareo software application. As Jetley& Zhang (2019) stated,
EHR is a digital version of the manual paper. The software is
critical in managing the day-to-day aspects of patient care such
as patient records, prescriptions, diagnosis, billing, treatment,
etc.Besides, it offersvital portals for ensuring direct
communications with the relevant stakeholders such as patients
and professional healthcare workers. The patients may be
interested in booking appointments, accessing the diagnostic
outcomes, making payment, or even filling in some electronic
forms. EHR systems tend to be broad-based and cover all
aspects of administering patients' logistics within the pharmacy.
At the moment, various software application platforms such as
theKareo software system, which is widely used in nursing
practice, especially in primary care settings, are existing.
In Rx Direct Pharmacy, the functional features of the Kareowill
be vital in the administration of healthcare services. Loading
the patients' data into the Kareo software will enable
thehealthcare providers to track individual patients' health
records, including the management of their bills (Jetley &
Zhang, 2019). The administrator of Rx Direct Pharmacy will
determine each patient's outstanding dues hence facilitating
appropriate action. Other than tracking the patients' health
records and data, the softwarewill be utilized in analyzing and
reporting, a feature that enables the healthcare providers to
generate different kinds of reports(Jetley & Zhang, 2019). It
will also be utilized in sorting outpatients with payment dues to
avoid running into a liquidity crisis.
Besides, multidisciplinary collaboration and teamwork are
critical components of an effective healthcare delivery system.
The Kareo has a built-in feature that will enablethe healthcare
providers to communicate with each other in a timely

fashion(Jetley & Zhang, 2019). The approach is critical in the
improvement of medical services, thus, enhanced patient and
organizational outcomes. Due to the ever-increasing cost of the
medical services, the installation of Kareo software will allow
the pharmacyto avoid non-payments arising from the health
insurance companies' rejection (Jetley & Zhang, 2019). The
software tool can enable the administrator to communicate with
the health insurance companies to ascertain patients' eligibility
for insurance cover before administering medical
services(Jetley & Zhang, 2019). Performance is a vital indicator
in assessing the quality of care and treatment services. Kareo
has a customizable dashboard that aids the healthcare providers
in displaying, tracking, and analyzing the patients' data. It also
facilitates the creation of performance and productivity
regulations within the primary care settings(Jetley & Zhang,
2019).
Background Information
Our virtual pharmacy's target population can be global
potentially, but to start, we would like to focus on various parts
of Baltimore, Maryland. Baltimore city is one of the cities with
a high population of underprivileged communities. Baltimore
city is at position 87 out of the 100 major cities in terms of
median household incomes. Approximately two out of every ten
residents live below the poverty line. The low-income earners
whose residence is in rural areas are factors associated with
various adverse health outcomes. Finding time and means to
focus on healthcare can be a luxury that some residents can not
afford. For the elderly or impaired, traveling back and forth
between healthcare facilities can be an overwhelming task. Rx
Direct Pharmacy can make pharmacy services more accessible,
which will positively affect the city's residents' overall health.
Rx Direct Pharmacy will be providing services where vital will
be performed, such as pulse, blood pressure, and blood glucose.
Besides, we will provide vaccinations, education on medication
usage, and medication adherence by providing pillboxes to
patients in need.

We chose the Baltimore, Maryland area as our fulfillment center
location because of Maryland's patient demographic. Maryland's
population is predominantly adults ages 33-54, children ages 0-
18, and elderly patients ages 65 and up. Since the population is
very diverse, there will be a need for pharmacy services
regularly. With the current healthcare issues Americans are
facing; this population will benefit significantly from the
pharmacy expertise that Rx Direct Pharmacy can provide. Rx
Direct pharmacy will offer many unique services to its patients.
For instance, it will provide a wide drug formulary with
medications that cater to patients of all ages, especially the
elderly patients with hypertension, hypercholesterolemia,
diabetes, and other common chronic medical conditions in the
population. Rx Direct Pharmacy will provide traditional
prescription filling services. Our patients will have access to
licensed pharmacists that will assist patients on how to best use
their medications, provide counseling, perform medication
reviews, give vaccinations and perform blood pressure checks.
Rx Direct Pharmacy will also establish a working relationship
with our patients, other healthcare providers and recommend
any possible medication changes directly to the patient's
primary provider. Rx Direct Pharmacy will offer a mobile app
for patients to track their prescription information, prescription
delivery updates, medical information. Also, they will be able
to request virtual consultations other services that our on-call
pharmacist can provide to the patient in the comfort of their
home. The ever-increasing technological reality makes it
possible for families to utilize the mobile app to request
prescription refills or other pharmacy services for their not-so-
tech-savvy elders, which will help minimize medication
adherence issuesthat arise if this population were to use the
local neighborhood pharmacy.References
Anderson, C. M., & Amar, A. F. (2017). Overview of the Robert
Wood Johnson Foundation Nurse Faculty Scholars program: A
Commentary. Nursing outlook, 65(3), 265-266.
Jetley, G., & Zhang, H. (2019). Electronic health records in IS

research: Quality issues, essential thresholds and remedial
actions. Decision Support Systems, 126, 113137.
1
Internally Consistent Compensation System at E-Sonic
Caroline Oti
Internally Consistent Compensation System
Following constant and maximum thoughts and conclusions,
four jobs have been
developed according to great interest in them. The position of
an office manager is of much
responsibility and keeps normal operations of the organization
running. From the office manager,
the executive assistant follows in rank but their functions are
quite many as substituted by the
administrative assistant. As a person who is actively serving in
law enforcement duties, I have
not really seen such positions in the workplaces I’ve served in,
although I deeply believe there is
a similarity of such positions with those in the sectors I have
served. Choosing the administrative
assistant was driven by the fact that there is a close relation to

my past jobs. The position of a
copy writer is the last that I chose which is an interesting
position (Joseph, M., 2015).
Writing job descriptions requires much knowledge and is as
well an important skill for all
professions. There is need for E-Sonic to develop absolute
descriptions of every job they post
and make sure that marketing is easy as well as promoting the
brand name E-Sonic (Glassdoor,
2018). Below, is a list of summaries of different jobs, duti es of
every job, and specifications of
work for every position within E-Sonic. The list consists of the
office manager then, the
2
administrative assistant followed by the executive assistant, and
ends with the copy writer all in
the order of ranking from the highly to the lowly ranked.
Job Descriptions
� Office Manager:
Summary of the Job: The office manager has the responsibility
of organizing and

prioritizing all daily operations to motivate productive
operations within E-Sonic’s
office settings.
Job duties: Must ensure that all of the equipment including fax
machines, copiers, and
computers are regularly and well maintained. Also, maintenance
of the budget in the
office and realizing any opportunities that save overhead costs,
are the responsibilities
of the office manager.
Specifications of Work: As the office manager, one must
possess a diploma from a
recognized high-school as a minimum and basic knowledge in
management as well as
be familiar with the methods of managing professional office
settings.
� Administrative Assistant:
Summary of the Job: This employee is entitled with
management of E-Sonic’s clerical
tasks that arise every day.
Job duties: Must have special skills especially in multi-tasking,
interpersonal skills are
also a requirement, and must be able to effectively perform in a

vigorous environment
of the profession that experiences constant changes.
Specifications of Work: Must be a holder of at a minimum a
recognizable high-school
diploma, although a college degree is more desirable. Records
keeping skill is a
requirement for this position.
� Executive Assistant:
Summary of the Job: The executive assistant handles the tasks
delegated by the
administrative assistant and other tasks within the office.
Job duties: This employee is entitled with the execution of
clerical duties and analysis
of data for presentation purposes and decision making by the
management of E-Sonic.
3
Specifications of Work: To successfully perform as the
executive assistant, one must
have an experience for a minimum of five years as an executive
in a closely similar

profession. A recognizable college degree is also a requirement.
� Copy Writer:
Summary of the Job: In this position, a copy writer comes up
with marketing
advertisements both in hard copies or online for the promotion
of E-Sonic’s music
platform that enable online streaming.
Job duties: The responsibilities are editing ads to a clear,
relatable and concise format
that the potential consumers understand with ease. Also, they
should be able to develop
marketing strategies that can be incorporated for production.
They should as well advice
the management on pitch ideas in marketing.
Specifications of Work: A degree (four year in college) is the
minimum requirement
for this position. The specialization should be in advertising and
marketing. A portfolio
must be provided of the completed tasks of marketing products
through ads.
Job Structures
Administrative

Positions
Customer Service Software
Handling
Marketing
Office Manager Customer Service
Director (DCS)
Software
Development
Director (DSD)
Chief Marketing
Officer (CMO)
Administrative
Assistant (AS)
Customer Service
Specialist (CSS)
Software Project
Manager (SPM)
Marketing Director

(MD)
Executive Assistant
(EA)
Customer Service
Manager (CSM)
Software Engineer
(SE)
Market Research
Analyst (MRA)
Office Assistant
(OA)
Customer Service
Agent (CSA)
Software testing
Specialist (STS)
Creative Director
(CD)
(Martocchio, 2016)

4
Build Point Evaluation Method
Coming up with the market rates for the mentioned positions in
the organization
is important since through them, decisions on hiring, payments,
promotions, pay rises
and compensations are planned. The chosen jobs will be
evaluated and the for the
administrative assistant position, internal benchmarking is
applicable since it is easy in
terms of research and application, the organization’s
management will be in a position
of matching all of the assistants against job performance
(Joseph, M., 2015)
Competitive benchmarking is essential for the Copy Writer’s
position since it will
allow comparison of similar products as well as systems
provided by other companies
like Spotify and Pandora. The office manager position as well
as the one for the
executive can be evaluated or benchmarked easily through
functional benchmarking

because through it, similar practices or functions in the industry
can be compared to
those in E-Sonic (Martocchio, 2016).
The compensational considerations are the evaluations in the
jobs where pay rates
can be created by professionals (Martocchio, 2016). There are
specialists who based on
two considerations decide on different compensation aspects.
The considerations are:
Job relation that describes a distinct job which must showcase
the work. The other
consideration is what influence can promote the tactics of the
organization.
Nonetheless, evaluation of the values as well as objectives of E-
Sonic is the best way of
defining compensable factors (Martocchio, 2016).
Factor Degree Statements
These statements are developed around, working conditions,
skills, and
accountability levels. The skills are based on technical, personal
skills, managerial
expertise or knowledge, and experience at work. E-Sonic
requires that the employees

stand accountable on the mandate of coming up with decisions
as well as performance
where applicable. The organization is firmly devoted to the
creation of an online
platform of music streaming that not only meets the
expectations of customers but its
own are also considered (Joseph, M., 2015).
5
Calculation of Point Values for E-Sonic Jobs
Compensable Factor
(CF)
Relative Value (%) Total Points
Achievable
Total Points for
every Compensable
Factor (CF)
Management/
Administrative

expertise
40 1250 1250 * .40= 500
Time Management 30 1250 1250 * .30= 375
Oral/Writing 20 1250 1250 * .20= 250
Computer
Application
Knowledge
5 1250 1250 * .5= 62.5
Financial Analysis
Skills
5 1250 1250 * .5= 62.5
(Martocchio, 2016).
Compensable
Factor (CF)
Relative
Value
(%)
Total Points

for every
Compensable
Factor (CF)
Maximum
1 2 3 4 5
Management/
Administrative
Expertise
40 500 100 200 300 400 500 500
Time
Management
30 375 75 150 225 300 375 375
Oral and or
Writing
20 250 50 100 150 200 250 250
6

Computer
Literacy
5 62.5 12.5 25 37.5 50 62.5 62.5
Financial
Investigation
Skills
5 62.5 12.5 25 37.5 50.0 62.5 62.5
Totals 100% 1250 250 500 750 1000 1250 1250
(Martocchio, 2016)
For the Administrative Assistant: 200 + 200 + 37.5 + 25 = 462.5
For the Executive Assistant: 375 + 50 + 250 + 62.5 + 62.5 = 810
Positions Ranking at E-Sonic According to the Results of Point
Evaluation
The table below can be reviewed applying the point method for
ranking positions at
E-Sonic.
Administrative Customer Service Software Marketing
Office Manager
(1200)

Customer Service
Director (DCS)
(1100)
Software
Development
Director (DSD)
(1250)
Chief Marketing
Officer (CMO)
(1250)
Executive Assistant
(EA)
(810)
Customer Service
Specialist (CSS)
(862.5)
Software Project
Manager (SPM)

(862.5)
Marketing Director
(MD) (1112.5)
Administrative
Assistant (AS)
(462.5)
Customer Service
Manager (CSM)
(610)
Software Engineer
(SE)
(800)
Market Research
Analyst (MRA) (750)
Office Assistant
(294.5)
Customer Service
Agent (CSA) (380)

Software testing
Specialist (STS)
(640)
Creative Director
(CD)
(930)
7
References
Purba c. B & Wachyuni i. &. (2020). The reactions over
employee engagement viewed from
compensation organizational justice, work-life balance and
mediated by job satisfaction
variable.
Barcelona, D, & Joseph, M. (2015). Strategic Compensation A
human resource management
approach (10th ed.). Pearson Education.
(2018, June 4). Glassdoor Job Search. Find the job that fits your
life. Writing job Descriptions
Best Practices. Retrieved December 3, 2018.

from http://www.glassdoor.com/employers/blog/5-tips-on-
writing-great-job-descriptions/
Martocchio, J. J. (2016). Strategic Compensation: A Human
Resource Management Approach,
Student Value Edition. New York: Prentice Hall.
http://www.glassdoor.com/employers/blog/5-tips-on-writing-
great-job-descriptions/
https://www.amazon.com/Strategic-Compensation-Resource-
Management-Approach/dp/0134321081
https://www.amazon.com/Strategic-Compensation-Resource-
Management-Approach/dp/0134321081
Running Head: JOB COMPENSATION AND MIXES
1
Executive Summary
JOB COMPENSATION AND MIXES 2
The paper discusses the company profile for the e-sonic
Company, which falls under the
Computer Manufacturing industry. It further details several
factors that impact its businesses
externally. Some of the factors discussed are competition,
innovation, technological change, the

impacts of international piracy, and human resources. The paper
compares the various
compensation strategies for leading companies like Amazon and
eBay. It proposes that the
e-Sonic Company can overcome the external obstacles through
the right job mixes and good pay
for its employees.
Milestone 3, Section 2: External Factors
E-Sonic is a company located in Rosh Haayin, Israel. It is part
of the computer
manufacturing industry. It has a total of 25 employees across all
its locations. The Company
generates revenue of about three million in sales. It falls under
the computer manufacturing
industry and deals with electronic computer system software
development. The study aims to
look at all the marketing conditions externally and develop a
compensation program for all the
employees who work within the Company.
External Factors

External factors have tangible impacts on the compensation
strategy at the Company. The
online music industries have been affected by numerous
challenges, including illegal music
downloads and international piracy, which has forced the e-
music company's profit to decline
(Berg et al., 2007). Also, innovation has been defining for the
online music industries.
Companies like Amazon have been able to expand their market
share solely because of their
innovative strategies. Apart from innovation, competition has
been phenomenal for the e-music
industries. Competition has been intensified by the ever-
evolving technology, making access to
technological products easier. Further, technological
advancements have led to increased markets
because of the increased internet connectivity around the world.
Most people now own
smartphones or have access to one. Lastly, human resource has
also affected the success of the
e-music industry.
a. Competition from other Firms
Competitiveness in the e-music industry has rapidly increased.
Some of the prominent

industry companies are Amazon, iTunes, Dell, and eBay.
Competition in the e-music sector has
increased due to the reduction in the cost of retailing physical
music devices such as the Discs.
Also, the price for paying suppliers and different employees
working in the various retails has
subsided. Overall, when the internet is used correctly, it allows
the companies to reduce the
physical retailing cost of the physical music media (Berg et al.,
2007). In realizing the many
profits that come with online music sales, the industry's leading
companies have launched
several strategies to attract consumers to their companies.
Competition has been fuelled by the
e-music giant companies like Amazon and all small companies
like Napster. With increasing
technological developments, some companies can readily
acquire computers and other
technological devices at relatively low prices (Berg et al.,
2007). Such companies have affected
the market because they offer downloads of music to customers

freely. The free download has
been a challenge to e-Sonic Company since it has primarily
intensified competition. Consumers
can listen to music on the internet and download them and store
them on mobile devices for
future use. Therefore, the competitive nature of the e-music
industry as a result of new
companies offering free download music industry has affected
the businesses of e-Sonic. Apart
from the free download, some companies like Amazon and eBay
have an established marketing
strategy that ensures consumer loyalty, making it difficult for e-
Sonic to get new customers.
b. Technological Change
Another external factor that affects e-sonic Company is
technological change. Since the
1990s, technology has rapidly evolved, and contemporarily,
there are new products in the market
that support the e-music industry (Berg et al., 2007). For
instance, many people around the world
have smartphones that can connect to the network, unlike
before. Thee-sonic Company needs to
tap into the market through various favorable marketing
strategies to utilize the expanded

market. Internet connectivity around the world has also been
increased, which implies that most
people can now connect to the internet and purchase e-music.
Therefore, the technological
improvement that has been witnessed over the years provides an
opportunity for e-sonic to
expand its markets and attract new customers.
c. Innovation
Innovation is another key that drives success for the e-music
industry. The success of
e-music depends on how much the companies give to consumers
during business transactions.
For instance, in 2018, Amazon music launched innovative Alexa
features (TelecomDrive
Bureau, 2018). The available voice feature is found only on
Amazon Prime music in its mobile
app and Echo family devices. With the innovation, amazon
users use voice instead of words to
play their favorite songs at convenience (TelecomDrive Bureau,
2018). The innovation has had

significant impacts on Amazon's marketing strategies as it has
enhanced access to Amazon
music. The eBay company has also engaged in various
innovation programs that have propelled
the Company to become one of the world's largest online music
shops. Hence, for the e-Sonic
Company, innovation is inevitable since the external markets
are mainly being influenced by
innovation.
d. Identifying a Market Niche
Moreover, another external factor that affects the e-music
industry is the focus. Focus
refers to specializing in one key feature and delivering the best
on it. For instance, the e-music
sector could focus on providing cultural music that only covers
a specific region. Still, the
Company could provide music with a global following (Berg et
al., 2007). The strategies for
each of the pieces focus on the global one demanding more
techniques to compete for markets
with other companies offering e-music. Focus helps the
Company to serve a small segment
efficiently and effectively. For instance, if the e-Sonic
Company focuses on providing music in

high demand by the youth, it could give very efficient and
effective music experiences for the
youth (Berg et al., 2007). On the other hand, if the Company
only focuses on cultural music, it
will provide the best experience for the people from the
respective culture. The result will be
increased utilization of the available markets, and thus, high
sales volume increased consumer
loyalty and sales volume.
e. International Piracy
The main external factor affecting the success of e-sonic is
international piracy
and illegal music download. Global piracy is robbery or access
of online music without
authorization from the Company. Therefore, some people have
accessed e-Sonic online music
without payment, making the Company operate at a loss.
Another challenge has been the illegal
download of the music. Online companies earn profits when
clients pay for music downloads.

However, if they do not pay for the download, the online music
industry's sales revenue
decreases.
Further, illegal music download could have implications on the
general sales volume.
That is because the freely downloaded music could be shared
with clients at relatively lower
prices than the usual download prices. Therefore, international
music piracy and illegal
download impacts the way e-Sonic should pay other employees
f. Human Resource and Compensation
Human resource is another essential element that defines the
success of e-music
industries. Human resource is needed to deliver on the company
objectives in the market.
Consequently, the employees have to be fully skilled in the
industry to offer quality service to the
customers and drive innovation. Some of the e-music industry
jobs are software development
engineers, quality assurance engineers, finance managers,
project managers, and music
publicists. The human resource has to be motivated through
good pays (Hawke, 2017). For

instance, the Amazon Company pays its employees an average
of $53000 to $62000 annually
('Amazon Music Salaries,' n.d). The average pay for the
employee at eBay is around $127000,
which is far above the employees at Amazon. On the other hand,
the employee salary at e-sonic
is below that of Amazon and eBay.
Compensating Employees at E-Sonic
After analyzing the human resource and their compensation in
the standout companies in
the same industry with e-Sonic, it is indisputable that the
Company needs to find new ways to
compensate the employees. A good employer is willing to
compensate the employees for their
excellent work at the Company (Hawke, 2017). Therefore, the e-
sonic Company needs to raise
the annual pay for its employees to match those of other
industry companies (Hawke, 2017).
Introducing paying rise will positively impact the
competitiveness of the e-Sonic Company at it
will encourage the staff to put that extra effort. It will also

increase innovation and expand its
market.
Conclusively, the e-music industry is affected by international
pirating, competition,
human resources, and innovation. To expand its market within
and abroad, e-Sonic Company
needs to motivate its employees by enhancing compensation.
Like other companies, it should
source employees with diverse expertise to tap into the new
markets.
References
Amazon music salaries.
(n.d.). Glassdoor. https://www.glassdoor.com/Salary/Amazon-
Music-Salaries-E6036_D_
KO7,12.htm
Berg, A., Fransson, J., & Sorendal, F. (2007). Competitiveness
in the Music
Industry [Unpublished doctoral dissertation]. Jonkoping.
Hawke, S. (2017, February 14). E-sonic compensation

project. HubPages. https://discover.hubpages.com/business/e-
Sonic-Compensation-Proje
ct
Telecomdrive Bureau. (2018, August 29). Amazon Prime Music
launches innovative voice
controls powered by Alexa. Telecom
Drive. https://telecomdrive.com/amazon-prime-music-launches-
innovative-voice-controls
-powered-by-alexa/
https://www.glassdoor.com/Salary/Amazon-Music-Salaries-
E6036_D_KO7,12.htm
https://www.glassdoor.com/Salary/Amazon-Music-Salaries-
E6036_D_KO7,12.htm
https://discover.hubpages.com/business/e-Sonic-Compensation-
Project
https://discover.hubpages.com/business/e-Sonic-Compensation-
Project
https://telecomdrive.com/amazon-prime-music-launches-
innovative-voice-controls-powered-by-alexa/
https://telecomdrive.com/amazon-prime-music-launches-
innovative-voice-controls-powered-by-alexa/

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
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
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
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
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
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
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
Some errors related to
Major errors related to
10
Total 100%

OL 325: Final Project Guidelines and Rubric
Overview
Acting as a recently hired compensation consultant, you will
assist the burgeoning online music firm e-sonic to develop an
internally consistent and market-
competitive compensation system that recognizes the
achievements of individual contributors. The major portion of
the project is divided into three milestones,
which will build upon the previous milestone. The milestones
are submitted in Modules Three, Five, and Six. The final
version of the entire project will be due at
the end of Module Seven.
Sample report outlines are included in the project text found in
MyManagementLab. Each of the sections for this assignment
will be submitted via Brightspace.
Outcomes
The project helps students to meet the following course
outcomes:
• Students will gain an understanding of the evolution and
administration of compensation and benefit programs for
organizations
• Students will explore wage theory, principles and practices,
unemployment security, worker income security, group
insurance, disability insurance,

and pension plans and how these compensation and benefit
items are balanced to provide incentive and recruitment of a
high-performance
workforce
• The connection between the organization’s mission,
objectives, policies, and the implementation and revision of
their respective compensation and
benefit systems will be analyzed to gain a deeper understanding
of the importance of such systems to the organization’s overall
human resource
management
• At the conclusion of this course, students will be able to
demonstrate the acquisition and application of theories and
concepts that support the
enhancement and proficiency in 7 primary competencies:
strategic approach, research, teamwork, communication,
analytical skills, problem solving,
and legal and ethical practices
Preparation
1. Read the Building Strategic Compensation Project narrative
linked in the course menu of the MyManagementLab home
page. Note: Section 3:
Recognition of Individual Achievements WILL NOT be
included in the course project. In addition, you will not be using
the Compensation Analysis
Software shown as a resource in MyManagementlab. Instead,
you will be using crowd sourced external competitive salary
data from the websites listed
below in the Milestone Three area.

Milestones
Milestone One: 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.
The strategic analysis is fully described in the
MyManagementLab Building Strategic Compensation Systems
casebook for faculty and students, linked in the
course menu in MyLab. Follow the explanations and outline to
complete this milestone.
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
Each section of the final project should be 5–7 pages in length.
The Strategic Analysis section is due at the end of Module
Three. It will be graded with the
Milestone One Rubric.
Milestone Two: Section 1: Internally Consistent Job Structures
Section 1 introduces you to the specification of internally
consistent job structures. Through writing job descriptions, the
development of job structures, and
both the development and implementation of a point evaluation
method to quantify job differences objectively, you bui ld 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
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.
Section 1: Internally Consistent Job Structures is due at the end
of Module Five. It will be
graded with the Milestone Two Rubric.
Milestone Three: Section 2: External Competitiveness
Section 2 shifts your focus outside the company to compare pay
rates of positions inside the firm with similar positions in the
external market place. The shift to
outside the company will move you away from the previous
focus on e-sonic’s internal consistency to external
competitiveness. Conducting an analysis of
external market data will support your decisions about
appropriate pay-policy mixes for job structures in the company.
In section 2 of Milestone Three, you will be introduced to tools
compensation professionals use to allocate total compensation
within job structures. Total
compensation includes base pay, benefits and varied incentives
used to attract and retain employees. During the simulation you
will use some of these tools to
develop pay policies for each e-sonic job structure.
In order to conduct your external market survey you will use
web-based salary sites developed by the US Bureau of Labor
Statistics and Glassdoor.com. These
websites develop salary pay ranges based off of actual pay data
from professionals working in specific jobs and potentially
represent the most current pay for
the job titles at e-sonic. For your final project, you will follow
the steps outlined below:

https://www.bls.gov/bls/blswage.htm
https://www.glassdoor.com/Salaries/index.htm
Section 2 Outline:
Executive Summary Findings
1. Determine Appropriate Pay-Policy Levels for E-sonic Jobs
2. External Market Review
a) Research market competitiveness using the free salary
websites listed above, which provide salary data by title and
region.
b) Research trends about cost of living adjustments in e-sonic
locations. Apply some discussion around leading, lagging or
matching the market to
the salary data you found in your market salary research. We
are assuming that the salary research you are using is similar to
benchmark jobs. As
such, you can also incorporate the discussion of whether jobs
you researched would match the benchmark jobs or require more
or less
experience and talent than the benchmark job.
c) Update salary data for inflation using CPI-U.
3. Implementation of Salary Survey Results
a) Create pay grades and ranges by integrating external market
data with internal pay grades.
b) Evaluate and summarize decisions made for each job
structure.

Section 2: External Marketplace is due at the end of Module
Six. It will be graded with the
Milestone Three Rubric.
Final Submission:
The final project is due at the end of Module Seven. This
version will include all revisions based on feedback from your
instructor to the Executive
Summary/Strategic Analysis, Section 1: Internally Consistent
Job Structures, and Section 2: External Competitiveness. It
should be prefaced with a 1–2-page
historical perspective on compensatio n and close with a 1–2-
page summary of how you used strategic approach, research,
communication, analytical skills, and
problem-solving to present a compensation package tailored for
e-sonic. Each section of the final project should be 5–7 pages in
length. This submission will be
graded with the Final Project Rubric (below).
Final Project Rubric
Requirements of submission: Each section of the final project
must follow these formatting guidelines: 5–7 pages per section,
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
Historical

Perspective
Meets “Proficient” criteria and
includes pertinent facts that
demonstrate a sound grasp of
the historical perspective
Describes compensation in the
U.S., including several facts
from a historical perspective
Describes compensation in the
U.S., including facts from a
historical perspective, but may
have gaps in the chronology
Does not present a historical
perspective of compensation in
the U.S.
10
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

documentation, demonstrating
a complete understanding of all
concepts
Provides in-depth analysis that
most of the elements of the
documentation
Provides an analysis that
some of the elements in the
documentation
Does not provide an analysis
that includes an executive
summary and/or the strategic
analysis with elements in the
documentation
20
Section 1: Internally
Consistent Job
Structures

Provides in-depth job structures
with all of the elements of
documentation
Provides all job structures with
most of the elements of Section
1 of the Building Strategic
documentation
Provides most job structures
with some of the elements of
documentation
Does not provide job structures
with elements of Section 1 of
documentation
25
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
documentation
Provides market
some of the elements of the
outline provided in Section 2 of
documentation
Does not provide market
elements of the outline
provided in Section 2 of the
Building Strategic Compensation
Project documentation
25
Summary Presents a 2-page summary
explaining in depth use of
strategic approach, research,
communication, analytical skills,
and problem-solving to present
a compensation package
tailored for e-sonic

Presents a 1-2-page summary
explaining use of Strategic
Approach, research,
Presents a 1-2-page summary
explaining use of some of the
elements such as strategic
approach, research,
Does not present a summary
explaining use of strategic
approach, research,
10
Writing
(Mechanics/
Citations)
No errors related to
style, and citations

Minor errors related to
Some errors related to
Major errors related to
10
Total 100%
Executive Summary
Rx Direct Pharmacy is the future of pharmacy care. It is an
online pharmacy created in 2021 by six eager and ambitious
student pharmacists from Notre Dame of Maryland School of
Pharmacy. Rx Direct Pharmacy is a healthcare company
designed to provide all pharmacy needs directly to the patient in
the comfort, convenience, and privacy of their own homes. Our
mission is to provide affordable, and accessible quality health
care safely and directly to our patients whenever, and wherever.
Now more than ever with the COVID-19 pandemic unwaning,
there is increased need for virtual health care services. Rx
Direct Pharmacy aims to help minimize the unnecessary visits
to the nearest local pharmacy for the average individual , lower
transportation costs to pharmacies, and increase the ease with
which prescription medications reach patients. As long as our
patients have access to internet connection, they will be able to

review their patient medication history, help keep track of their
medication refills, and that all their immunizations are up to
date.
We chose the Baltimore, Maryland area as our fulfillment center
location because of Maryland’s patient demographic.
Maryland’s population is predominantly adults ages 33-54,
children ages 0-18, and elderly patients ages 65 and up
respectively. This is a very diverse population that will need
pharmacy services regularly, and with the current health-care
issues Americans are facing, this population will benefit greatly
from the pharmacy expertise that Rx Direct Pharmacy can
provide. Rx Direct pharmacy offers many unique services to
our patients such as a wide drug formulary with medications
that cater to patients of all ages, but particularly elderly patients
with hypertension, hypercholesterolemia, diabetes and other
common chronic medical conditions in the population. Rx
Direct Pharmacy will provide traditional prescription filling
services, our patients will have access to licensed pharmacists
that will assist patients on how to best use their medications,
provide counseling, perform medication reviews, give
vaccinations and perform blood pressure checks. Rx Direct
Pharmacy will also establish a working relationship with our
patients, other healthcare providers and recommend any
possible medication changes directly to the patient's primary
provider. Rx Direct Pharmacy will offer a mobile app for
patients to keep track of their prescription information,
prescription delivery updates, medical information, to request
virtual consultations with pharmacists, and to request for any
other services that our on-call pharmacist can provide to the
patient in the comfort of their home. And with our increasingly
technological reality, families can utilize the mobile app to
request prescription refills or other pharmacy services for their
not so tech-savvy elders which will help minimize medication
adherence issues that could otherwise arise if this population
were to use the local neighborhood pharmacy.

Background
The target population for our virtual pharmacy can be global
potentially, but to start we would like to focus in various parts
of Baltimore, Maryland. Baltimore is a city with a large amount
of underprivileged communities. They rank 87th out of 100
major cities in terms of median household incomes.
Approximately 2 out of every 10 residents live below the
poverty line. Poverty or low-income status, residence in rural
areas are factors associated with a variety of adverse health
outcomes. Finding time and means to focus on healthcare can be
a luxury that some residents can not afford. For the elderly or
impaired traveling back and forth between health care facilities
it can be an overwhelming task. Rx Direct Pharmacy can make
pharmacy services more accessible which will have a positive
effect on the overall health of the city’s residents. Rx Direct
Pharmacy will be providing services where vitals will be
performed such as pulse, blood pressure, and blood glucose. In
addition we will provide vaccinations, education on medication
usage and medication adherence by providing pill boxes to
patients that are in need.
1

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