Excel Assignment Overview Just like the PowerPoint pro

Excel Assignment
Overview
Just like the PowerPoint project, you can complete this
assignment working together with a partner (only one). There is
no need
each partner to submit the assignment separately - just make
sure both names appear in the file name and in the payroll
register.
Java Jive imports coffee and tea from around the world.
Prepare) a worksheet that will calculate the weekly payroll for
Java Jive’s
five employees. The payroll register contains the following
headings:
Headings Description
Employee Name Employee’s Name (first, last)
Benefits Level The employer has two levels (1or 2)of benefit
coverage
Reg. Hours Hours worked at regular pay rate
O/T Hours Overtime hours worked at 1.5 times regular hourly
pay rate
Pay Rate Regular hourly pay rate
Gross Pay Total pay for weekly pay period

Dental Taxable benefit dental premiums paid by employer
weekly
Insurance Taxable benefit insurance premiums paid by employer
weekly
Medical Taxable benefit medical premiums paid by employer
weekly
Taxable Income Gross pay plus taxable benefits
Federal Tax Federal income tax withholding amount
Prov. Tax Provincial income tax withholding amount
Employ. Insurance Employment insurance withholding amount
Govt. Pension Government pension plan withholding amount
Total Deductions Total deductions
Net Amount Pay for pay period after all deductions
Instructions:
1. Open the attached “Excel Assignment.xlsx” file and name it
“LastName_FirstInitial - Excel Assignment.xlsx”.
2. Set the page orientation to landscape. Change the student
name(s) to your name(s).
3. Wrap the text in the column headings A4:J4 and A14:H14 in
Sheet 1 and set the column width to (approximately) 10 for
columns B to J.
4. Calculate the Gross Pay (F5:F9) using the following formula:

Pay Rate times Regular Hours plus 1.5 times Pay Rate times
O/T
Hours.
5. Display the Taxable Benefits (G5:I9) in the following way:
apply a formula/function to allocate and return the appropriate
weekly amount of Dental, Insurance, and Medical based on
his/her Benefits Level and the corresponding taxable benefit to
this code in Sheet 2. The assumptions, the taxable benefit rates,
and the tax rates (all in Sheet 2) may be subject to changes,
so all formulas should be created in a way so that they would
reflect any changes in Sheet 2 automatically.
6. Calculate the Taxable Income (Gross Pay plus Taxable
Benefits).
7. Use the Taxable Income (J5:J9) to automatically locate the
Federal and Provincial Tax withholdings from the Tax Table on
Sheet
2. For example: Federal Tax = Taxable Income * Federal Tax
%.
8. Calculate the Employ. Insurance and Govt. Pension
contributions based on the Gross Pay (Note: Gross Pay not
Taxable Income).
The contribution percentages are located in the Assumption area
in Sheet 2. Calculate the Total Deductions as a sum of all
deductions (Federal Tax, Provincial Tax, Employ. Insurance,
and Govt. Pension).
9. Calculate the Net Amount by subtracting the Total
Deductions from the Gross Pay.
10. Calculate the totals in B20:G20
11. Insert cheque number 121 in H15 and create a formula that

will automatically number all the rest of cheques in sequence.
12. Format the title as Arial 16 pt., bold, italic and merge and
centre it across columns A:J.
13. Format all dollar values as: number, 2 decimal places, 1,000
separators and no dollar sign.
14. Centre the contents of the Benefits Level (B5:B9) and the
Cheque No. (H15:H19) columns.
15. Format the borders and headings as shown in the example
below.
16. Create a customized header that displays “Payroll Register’
in the left box and the current date in the right box. Apply one
of
the pre-set footers that displays automatically the file name in
the centre box.
17. Centre the spreadsheet horizontally on the page.
18. Create a three dimensional Pie Chart on Sheet 1 (below the
second table) that shows the percent of Net Amount for each
employee. Include the following title: “Percentage of Net
Amount”. Add data labels that show percentages in the outside
end
of the data points. Show a legend that displays the names of all
employees. Pull out the wedge representing the employee
with the lowest percentage of net amount. Rotate the pie chart
so that the wedge you pulled out points at the lower-left
corner of the chart. Modify the Y-rotation and the Perspective
settings of the chart.

19. Preview Sheet 1. Make the necessary adjustments to ensure
that the spreadsheet can be printed on one page (if needed resize
the chart, change the page margins, etc.) and upload it to
eLearn.
Chapter 7
Rolling Out the Performance Management System
7-1
Copyright © 2019 Chicago Business Press

Overview
Preparation
Communication Plan
Appeals Process
Rater Training Programs
Pilot Testing
Ongoing Monitoring and Evaluation
7-2

Preparation
Rolling out refers not only to launching a new system from
scratch, but also, to revising and improving an existing one
7-3

Communication Plan Components
7-4

Communicating a Vision for Change
Why is a communication plan necessary in the rollout out a
performance management system?

7-5
Communication Plan

Communication Plan
Answers the Questions:
What is Performance Management (PM)?
How does PM fit into our strategy?
What’s in it for me?
How does it work?
What are my responsibilities?
How does PM relate to other initiatives?
7-6

Cognitive Biases That Affect
Communications Effectiveness
Selective Exposure
Selective Perception
Selective Retention
7-7

Selective Exposure
Tendency to expose our minds only to ideas with which we
already agree
E.g., only communicating with employees who agree that PM is
a good idea
7-8

Selective Perception
Tendency to perceive a piece of information as meaning what
we would like it to mean even though the information, as
intended by the communicator, may mean the exact opposite
7-9

Selective Retention
Tendency to remember only those pieces of information with
which we already agree
7-10

Minimizing Effects of Cognitive Biases
7-11

7-12
Involve Employees
People support what they help create
Higher the level of participation is in designing the system, the
greater the support for the system will be

7-13
Understand Employee Needs
Identify how to meet needs through PM
E.g., Are they interested in development activities that would
eventually lead to a promotion or a different job within the
organization?

7-14
Strike First
Create positive attitude toward PM
Do not set up expectations you cannot deliver
Provide evidence to counter some of the arguments that might
be used against the system

7-15
Provide Facts and Consequences
Clearly explain facts and what they mean or what the
consequences are
Do not let employees draw their own conclusions

7-16
Put it in Writing
Create documentation describing the system and post it where it
is accessible to everyone

7-17
Use Multiple Communication Channels
Face-to-face meetings; Virtual meetings; Email; TED talks;
Short video clips
Expose employees repeatedly to the same message

7-18
Use Credible Communicators
Communication should be delivered by people who are trusted
and admired within the organization
People regarded as key and powerful organizational players

7-19
Say It, and then, Say It Again
Repeat the information frequently
People can absorb only a small amount of information at a time,
and may be resistant to change

Appeals Process
Promote employee buy-in to PM system
Amicable/Non-retaliatory

Resolution of disagreements
Increases perception of the system’s fairness
7-20

Appeals Process
(continued)
Employees can question two types of issues:
Judgmental
Validity of evaluation
Administrative
Whether policies and procedures were followed
7-21

Recommended Appeals Process
7-22

Recommended Appeals Process
Level 1
HR reviews facts, policies, and procedures
HR reports to supervisor/employee
HR attempts to negotiate a settlement
Level 2
Arbitrator (panel of peers and managers)
Level 3
High-level manager—final decision
7-23

Company Spotlight
University of Lethbridge implemented a three-level appeals
process in their performance management system to increase
buy-in from employees and perceived fairness
Levels include:
1: Human Resource investigation
2: Performance Evaluation Committee investigation

3: Formal Grievance under collective bargaining guidelines
7-24

Quick Review
Preparation
Communication Plan
Appeals Process
Rater Training Programs
Pilot Testing
Ongoing Monitoring and Evaluation
7-25

All rights reserved. No part of this publication may be
reproduced, stored in a retrieval system, or transmitted, in any
form or by any means, electronic, mechanical, photocopying,
recording, or otherwise, without the prior written permission of
the publisher. Printed in the United States of America.
1-26

26
Sheet1Jave Jive Weekly Payroll RegisterEmployee
DataEarningsTaxable BenefitsEmployee NameBenefits
LevelRegular HoursO/T HoursPay RateGross
PayDentalInsuranceMedicalTaxable IncomeSalman
Rana23520.1703.5Emir Kirkan130523.75890.625Sandy
Lee240525.51211.25Naseem Pendalt12622.25578.5Lee
Simpson2523.1115.5DeductionsNet PayEmployee NameFederal
TaxProvincial TaxEmploy. InsuranceGovt. PensionTotal
DeductionsNet AmountCheque No.Salman RanaEmir
KirkanSandy LeeNaseem PendaltLee SimpsonTotal

Sheet2AssumptionsOvertime1.5Employ. Insurance5%Govt.
Pension3%Taxable Benefits ($ per week)Benefits Level
1Benefits Level
2Dental3.005.00Insurance5.0011.00Medical8.0018.00Tax
TableEarningsFederal Tax %Provincial
Tax%000200.0000500.0054800.00761,100.00981,300.0011101,
500.0013121,700.0016141,900.0020162,100.002418

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