2. TASK A:
Job Title: Benefits Manager
Job Summary: Plan, direct, or coordinate compensation and benefits activities of an
organization by designing, evaluating and modifying benefits policies to ensure that
programs are current, competitive and in compliance with legal requirements.
Accountable for analyzing compensation policies, government regulations, and
prevailing wage rates to develop competitive compensation plan. Fulfill all reporting
requirements of all relevant government rules and regulations, including the Employee
Retirement Income Security Act (ERISA). Responsible for the direct preparation and
distribution of written and verbal information to inform employees of benefits,
compensation, and personnel policies. Administer, direct, and review employee benefit
programs, including the integration of benefit programs following mergers and
acquisitions.
Essential Responsibilities
1. Administers employee benefits programs such as retirement plans; basic hospital,
medical, surgical, and major medical plans; term life insurance plans; temporary
disability programs; and accidental death policies.
2. Evaluates and compares existing company benefits with those of other employers by
analyzing other plans, surveys, and other sources of information. Plans,
develops, and/or participates in area and industry surveys. Analyzes results of
surveys and develops specific recommendations for review by management.
3. Develops specifications for new plans or modifies existing plans to:
•maintain company's competitive position in labor market, and
•obtain uniform benefit package for all company locations, where possible.
4. Recommends classes of eligible employees for new or modified plans. Develops
census data and solicits insurance companies for quotations. Evaluates
quotations and makes recommendations to management. Develops company
cost information for new plans and makes recommendations to management
concerning sharing of cost between employer and employee.
5. Installs approved new plans and changes by preparing announcement material,
booklets, and other media for communicating new plans to employees. Conducts
employee meetings and arranges for enrollment of employees in optional plans.
Conducts employee benefit seminars for local personnel. Revises and reissues
all communications material on benefits from time to time. Advises and counsels
management and employees on existing benefits.
3. 6. Prepares and executes, with legal consultation, benefit documentation such as
original and amended plan texts, benefit agreements and insurance policies.
Instructs insurance carriers, trustees, and other administrative agencies outside
the company to effect changes in benefit program. Ensures prompt and accurate
compliance.
7. Assists in development of company bargaining proposals for employee benefits and
analyzes union benefits demands. Obtains and prepares cost data for company
and union proposals and final settlements.
8. Assures company compliance with provisions of Employee Retirement Income
Security Act. Supervises preparation of reports and applications required by law
to be filed with federal and state agencies, such as Internal Revenue Service,
Department of Labor, insurance commissioners, and other regulatory agencies.
Reviews and analyzes changes to state and federal laws pertaining to benefits, and
reports necessary or suggested changes to management. Coordinates company
benefits, with government sponsored programs.
9. Assures that existing and new benefit programs are adaptable to standardized
computer and reporting systems. Develops benefit information and statistical and
census data for actuaries, insurance carriers, and management.
10. Handles benefit inquiries and complaints to ensure quick, equitable, courteous
resolution. Maintains contact in person, and by phone or mail, with hospitals,
physicians, insurance companies, employees, and beneficiaries to facilitate
proper and complete utilization of benefits for all employees.
11. Supervises maintenance of human resources records. Supervises maintenance of
enrollment, application, and claims records for all benefit plans.
Job Context
Indoor, environmentally controlled; computer; contact with others
Knowledge, Skills, and Abilities
● Knowledge of principles and procedures for personnel recruitment, selection,
training, compensation and benefits, labor relations and negotiation, and
personnel information systems.
● Knowledge of business and management principles involved in strategic
planning, resource allocation, human resources modeling, leadership technique,
production methods, and coordination of people and resources.
● Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their
applications.
● Knowledge of laws, legal codes, court procedures, precedents, government
regulations, executive orders, agency rules, and the democratic political process.
4. ● Knowledge of economic and accounting principles and practices, the financial
markets, banking and the analysis and reporting of financial data.
● Knowledge of principles and processes for providing customer and personal
services. This includes customer needs assessment, meeting quality standards
for services, and evaluation of customer satisfaction.
● Knowledge of administrative and clerical procedures and systems such as word
processing, managing files and records, stenography and transcription, designing
forms, and other office procedures and terminology.
● Knowledge of human behavior and performance; individual differences in ability,
personality, and interests; learning and motivation; psychological research
methods; and the assessment and treatment of behavioral and affective
disorders.
● Knowledge of principles and methods for curriculum and training design,
teaching and instruction for individuals and groups, and the measurement of
training effects.
● Giving full attention to what other people are saying, taking time to understand
the points being made, asking questions as appropriate, and not interrupting at
inappropriate times.
● Understanding written sentences and paragraphs in work related documents.
● Talking to others to convey information effectively.
● Using logic and reasoning to identify the strengths and weaknesses of alternative
solutions, conclusions or approaches to problems.
● Judgment and Decision Making — Considering the relative costs and benefits of
potential actions to choose the most appropriate one.
● Managing one's own time and the time of others.
● Understanding the implications of new information for both current and future
problem-solving and decision-making.
● Motivating, developing, and directing people as they work, identifying the best
people for the job.
● Being aware of others' reactions and understanding why they react as they do.
● Communicating effectively in writing as appropriate for the needs of the
audience.
● Oral Comprehension
● Oral Expression
● Written Comprehension
● Written Expression
● Problem Sensitivity
● Speech Clarity
● Speech Recognition
● Deductive Reasoning
● Near Vision
● Mathematical Reasoning
5. TASK B
Job evaluation for front desk receptionist
Degree(1,2,3,4) Weight Points
Skill (50%)
-Education Level 1 25% 25
-Degree of Technical
Skills
1 25% 25
Responsibility (30%)
-Scope of Control 1 10% 10
-Impact of Job 2 20% 40
Effort (20%)
-Degree of Problem
Solving
1 10% 10
-Task Complexity 1 10% 10
120 points
Job evaluation for payroll assistant
Degree(1,2,3,4) Weight Points
Skill (50%)
-Education Level 2 25% 50
-Degree of Technical
Skills
1 25% 25
Responsibility (30%)
-Scope of Control 1 10% 10
-Impact of Job 3 20% 60
Effort (20%)
-Degree of Problem
Solving
2 10% 20
-Task Complexity 1 10% 10
175 points
Job evaluation for operations analyst
Degree(1,2,3,4) Weight Points
6. Skill (50%)
-Education Level 3 25% 75
-Degree of Technical
Skills
2 25% 50
Responsibility (30%)
-Scope of Control 1 10% 10
-Impact of Job 2 20% 40
Effort (20%)
-Degree of Problem
Solving
2 10% 20
-Task Complexity 2 10% 20
215 points
Job evaluation for benefits manager
Degree(1,2,3,4) Weight Points
Skill (50%)
-Education Level 3 25% 75
-Degree of Technical
Skills
2 25% 50
Responsibility (30%)
-Scope of Control 2 10% 20
-Impact of Job 3 20% 60
Effort (20%)
-Degree of Problem
Solving
2 10% 20
-Task Complexity 2 10% 20
245 points
Job Evaluation for Administration Assistant
Degree(1,2,3,4) Weight Points
7. Skill (50%)
-Education Level 2 25% 50
-Degree of Technical
Skills
2 25% 50
Responsibility (30%)
-Scope of Control 1 10% 10
-Impact of Job 2 20% 40
Effort (20%)
-Degree of Problem
Solving
2 10% 20
-Task Complexity 1 10% 10
180 points
TASK C
If there were any outliers within the data, we would recommend analyzing the data
because it would fail to represent the sample data.
Benchmark Job Weighted Mean
Front Desk Receptionist $19,944.44
Administration Assistant $29,458.33
Operations Analyst $56,875
Payroll Assistant $34,000
Benefits Manager $62,900
Task D
y= 368.76x - 26,479.67
8.
9. Task E
Our simple regression resulted in a R-squared or variance explained of .97. It is
sufficient to proceed.
Task F
Task G
Task H
Pay Grade Benchmark Job
A Front Desk Receptionist; The average pay is significantly lower in
10. comparison to the rest of the jobs. This position requires minimal office
duties and is an entry level position.
B Administrative Assistant
Payroll Assistant; These jobs were closer in the pay. Both positions are
similar in breadth scope. Both jobs include similar clerical functions but
they vary in that they specialize in one particular job.
C Operations Analyst
Benefits Manager; These jobs were also closer in average pay in
comparison rest of the benchmark jobs. Both positions are on a more
professional level of work requiring more skill, knowledge, experience, and
responsibilities. They also vary in specializing in one particular area.
Task I
Pay Grade A
Front Desk Receptionist $19,944.44
Average $19,944.44
Pay Grade B
Administrative Assistant $29,458.33
Payroll Assistant $34,000
Average $31,729.17
Pay Grade C
Operations Analyst $56,875
Benefits Manager $62,900
Average $59,887.50
Pay Grade A
Maximum (10% above) $21,938.88 (19,944.44*1.10)
Midpoint (Average) $19,944.44
Minimum (10% below) $17,950 (19,944.44*.90)
11. Pay Grade B
Maximum (10% above) $34,902.09 (31,729.17*1.10)
Midpoint (Average) $31,729.17
Minimum (10% below) $28,556.25 (31,729.17*.90)
Pay Grade C
Maximum (30% above) $77,840.75 (59,887.50*1.30)
Midpoint (Average) $59,887.50
Minimum (30% below) $41,921.35 (59,887.50*.70)
Task J
Yes, the pay structure does make good business sense because the organization is
offering competitive pay amongst other organizations in that region. In order to recruit it
would be wise to provide questionnaires to current employees to give insight to
employers on how to improve or retain employees.
