This document provides an overview of the factor comparison and point methods for quantitative job evaluation. It includes examples of how to rank jobs based on compensable factors like mental requirements, physical demands, skills, responsibilities, and working conditions. Tables show rankings of sample jobs and constructing a job comparison scale. Diagrams illustrate defining degrees for factors and assigning evaluation points. The goal is to develop a standardized, objective way to determine the relative value of jobs to establish competitive pay plans.
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explicación que son los factores de riesgo físico
tres factores de riesgo
-iluminación
-temperatura extrema
-ventilación
forma de controlarlos
efectos en la salud
Achieving Higher Maturity & Capability Levels Crossing Horizontal and Ver...Luigi Buglione
One of the main buzzwords during last 20 years is “maturity model” (MM), moving from the original Crosby’s idea. A plenty of MMs was created also in Project Management with OPM3, PM2 and PMMM just to name a few. Even if most of such models have been discussed, there is room for new issues to observe (e.g. those MMs are proposed in a staged and not continuous representation, and there are no enough mappings available).
The paper focuses on the way to achieve improvements in organizational as well as process maturity with a 360° view, using jointly “horizontal” MMs (models containing all the processes to be sequentially executed in a value chain, as CMMI) and “vertical” MMs (models deepening a group of processes within the organization’s BPM, as PMI’s OPM3). The paper will discuss the way to combine assessment results using more MMs on the two dimensions, with a general-domain approach as well as examples from the Software/Systems Engineering domain, optimizing the effort for conducting those appraisals in an organization, as well as how to use them in the context of the IPMA Competency Baseline v3.0 and PMI Project Management Competency Development Framework v2.0.
Highlights from the Cannes Lions Health creative shortlist and conference talks. Best case studies, stories and examples from pharmaceutical and healthcare marketing in 2016.
Emerging Trends In Medical Device ManufacturingEWI
To continue a trajectory of steady growth, the global medical device industry must adapt to the dynamic changes disrupting the healthcare landscape. An aging population, a push for more personalized treatment, and the increasing availability of healthcare are some of the factors driving new markets and an expanding consumer base. In addition, regulatory scrutiny and federal initiatives like the medical device excise tax have levied extra pressure on R&D budgets.
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2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
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Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
2. Quantitative Job
Evaluation Methods
• Factor Comparison Job Evaluation Method
Step 1. Obtain job information
Step 2. Select key benchmark jobs
Step 3. Rank key jobs by factor
Step 4. Distribute wage rates by factor
Step 5. Rank key jobs according to wages
assigned to each factor
Step 6. Compare the two sets of rankings to
screen out unusable key jobs
Step 7. Construct the job-comparison scale
Step 8. Use the job-comparison scale
3. 8–3
1. Mental Requirements
Either the possessionof and/or the active
application of the following:
• (inherent) Mental traits, such as intelligence,
memory, reasoning, facility in verbal expression,
ability to get along with people, and
imagination.
• (acquired) General education, such as
grammar and arithmetic; or general
information as to sports, world events,etc.
• (acquired) Specialized knowledge, such as
chemistry, engineering, accounting,
advertising, etc.
4. 2. Skill Requirements
• (acquired) Facility in muscular coordination, as in operating
machines, repetitive movements, careful coordinations, dexterity,
assembling, sorting, etc.
• (acquired) Specific job knowledge necessary to the muscular
coordination only; acquired by performance of the work and not
to be confused with general education or specialized
knowledge. It is very largely training in the interpretation of
sensory impressions.
Examples
• In operating an adding machine, the knowledge of which key to
depress for a subtotal would be skill.
• In automobile repair, the ability to determine the significance of
a knock in the motor would be skill.
• In hand-firing a boiler, the ability to determine from the
appearance of the firebed how coal should be shoveled over
the surface would be skill.
5. 3.Physical Requirements
• Physical effort, such as sitting, standing, walking, climbing,
pulling, lifting, etc.; both the amount exercised and the
degree of the continuity should be taken into account.
• Physical status, such as age, height, weight, sex, strength,
and eyesight.
6. 4.Responsibilities
A. For raw materials, processed materials,tools, equipment, and property.
B. For money or negotiable securities.
C. For profits or loss, savings or methods’ improvement.
D. For public contact.
E. For records.
F. For supervision.
G. Primarily the complexity of supervision given to subordinates; the
number of subordinates is a secondary feature. Planning, direction,
coordination,instruction,control, and approval characterize this kind of
supervision.
H. Also, the degree of supervision received. If Jobs A and B gave no
supervision to subordinates, but A receivedmuch closer immediate
supervision than B, then B would be entitled to a higher rating than A in
the supervision factor.
To summarize the four degrees of supervision:
Highest degree—gives much—gets little
High degree—gives much—gets much
Low degree—gives none—gets little
Lowest degree—gives none—gets much
7. 5.Working Conditions
• Environmental influences such as
atmosphere, ventilation, illumination, noise,
congestion, fellow workers, etc.
• Hazards - from the work or its surroundings
• Hours
12. The Point Method of Job Evaluation
Step 1. Determine clusters of jobs to be evaluated
Step 2. Collect job information
Step 3. Select compensable factors
Step 4. Define compensable factors
Step 5. Define factor degrees
Step 6. Determine relative values of factors
13. FIGURE 11–A2 Example of One Factor (Complexity/Problem Solving)
in a Point Factor System
Level
Point
Value Descriptionof Characteristics and Measures
0 0 Seldom confronts problems not covered by job routine or organizational policy;
analysis of data is negligible. Benchmark: Telephone operator/ receptionist.
1 40 Follows clearly prescribed standard practice and demonstrates straightforward
application of readily understood rules and procedures. Analyzes noncomplicated
data by established routine. Benchmark: Statistical clerk, billing clerk.
2 80 Frequently confronts problems not covered by job routine. Independent judgment
exercised in making minor decisions where alternatives are limited and standard
policies established. Analysis of standardized data for information of or use by others.
Benchmark: Social worker, executive secretary.
3 120 Exercises independent judgment in making decisions involving nonroutine problems
with general guidance only from higher supervision. Analyzes and evaluates data
pertaining to nonroutine problems for solution in conjunction with others.
Benchmark: Nurse, accountant, team leader.
4 160 Uses independent judgment in making decisions that are subject to review in the final
stages only. Analyzes and solves nonroutine problems involving evaluation of a wide
variety of data as a regular part of job duties. Makes decisions involving procedures.
Benchmark: Associate director, business manager, park services director.
5 200 Uses independent judgment in making decisions that are not subject to review.
Regularly exercises developmental or creative abilities in policy development.
Benchmark: Executive director.
14. TABLE 11–A5 Evaluation Points Assigned to Factors and Degrees
First-Degree
Points
Second-Degree
Points
Third-Degree
Points
Fourth-Degree
Points
Fifth-Degree
Points
Decision making 41 82 123 164 204
Problem solving 35 70 105 140 174
Knowledge 24 48 72 96 123
![HUMAN RESOURCES
MANAGEMENT
HOW TO CREATE A MARKET-
COMPETITIVE PAY PLAN
Dyah Pramanik, MM
[ ]
Copyright © 2011 Pearson Education,
Inc. publishing as Prentice Hall
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