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Compensable factors
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Job Factors Used for Three Employee Groups in a Utility Company
Non-exempt Production
Non-exempt Clerical & Technical
Exempt
Education Education Education
Experience Experience Experience
Physical Demand
Mental or visual demand
Initiative and ingenuity Complexity of duties Resources
Planning
Problem solving
Supervision received Contacts
Supervision given Supervision given
Responsibility-equipment or process-material or product-safety of others-work of others
Responsibility-errors-contacts with others-confidential data
Working conditions Working conditions Working conditions
Hazards Safety
Source: Burgess, L. R. (1989). Compensation Administration. Columbus, OH: Merrill.
Point Plan for Production Workers
Factors 1st Degree
2nd Degree
3rd Degree
4th Degree
5th Degree
SKILL
Education 12 24 36 48 -
Experience 15 30 45 60 75
Complexity of duties 15 30 45 60 -
EFFORT
Physical demand 10 20 30 40 50
Mental, visual demand 10 20 30 40 50
RESPONSIBILITY
Consequence of errors 12 24 36 48 60
Safety of others 7 14 21 28 35
Work of others 7 14 21 28 -
JOB CONDITIONS
Working conditions 7 14 21 28 35
Hazards 5 10 15 20 25
Source: Burgess, L. R. (1989). Compensation Administration. Columbus, OH: Merrill.
Complexity of DutiesNational Electrical Manufacturers Association
1st DegreeSimple, repetitive duties where the employee is usually told what to do at frequent intervals. Little or no independent action or judgment required because duties are done under immediate supervision or are so standardized and simple as to involve little choice as to how to do them.
2nd DegreeRoutine duties where the employee works from detailed instructions. Standard procedure limits independent action and judgment to minor decisions not difficult to make because the choices are limited. Minor decisions involve items such as simple checking of work, obvious errors, when to ask for assistance.
3rd DegreePlan and perform a sequence of semi-routine duties working from standard procedures or generally understood methods. Some discretion, independent action and judgment are required to decide what to do, determine permissible variations from standard procedures, review facts in situations, determine action to be taken, within limits prescribed.
4th DegreePlan and perform difficult work where only general methods are available. Discretion, independent action and judgment are required regularly to analyze facts, draw conclusions, plan work, make decisions, evaluate situations, take or recommend action.
5th DegreePlan and perform complex work which involves new or constantly changing problems where there is little accepted method or procedure. Considerable ingenuity and judgment are required to plan work, deal with factors not easily evaluated, interpret results, make decisions which carry with them a great deal of responsibility.
Source: Burgess, L. R. (1989). Compensation Administration. Columbus, OH: Merrill.
Summary of Points by Job and FactorNational Electrical Manufacturers Association
Responsibility SupervisionJob Education Experienc
eComplexity Monetary Contact
with othersType Extent Working
ConditionsTotal
Points
Mail clerk 40 25 40 10 10 - - 10 135Typist 40 25 40 5 5 - - 10 125Keypunch operator 40 75 40 10 5 - - 15 185
Receptionist 40 50 40 5 20 - - 10 165
Nurse 80 75 60 20 20 - - 15 270Machine operator 60 100 60 10 10 - - 15 255
Secretary 60 100 60 10 10 - - 5 245Interviewer 80 125 60 20 20 - - 10 315Supervisor 80 125 60 40 20 20 5 10 360Sales engineer 100 150 80 60 60 - - 15 465
Source: Burgess, L. R. (1989). Compensation Administration. Columbus, OH: Merrill.
