PAY STRUCTURE, FINAL

PAY STRUCTURE ASSIGNMENT

ERI 360 H5 S - COMPENSATION

Bharat Pal Paula Bernal Noel Lewis(998623976) (998953789) (998540672)

Make an index

Organization’s Job Structure

Operations Office Support Communications Human Resources

CEO IT Assistant*Marketing and

Communications Manager

HR Manager

COO Receptionist* Communications Officer Benefits and Payroll Officer

Program Manager Security Guard* Communications Assistant*

Benefits and Payroll Assistant *

Program Lead Administrative Assistant*

Program Officer

Executive Assistant to CEO*

Staff Accountant*

* Signifies Benchmark Jobs.

Red and Underline for job evaluation is done and weighted mean salary is done

Red for only weighted mean salary is done and job description is left

Staff accountant

Job Summary Analyze financial information and prepare financial reports to determine or maintain record of assets, liabilities, profit and loss, tax liability, or other financial activities within an organization.

Department: office support Reports to: Office Manager

Duties and responsibilities

Prepare, examine, or analyze accounting records, financial statements, or other financial reports to assess accuracy, completeness, and conformance to reporting and procedural standards.

Report to management regarding the finances of establishment. Establish tables of accounts and assign entries to proper accounts. Develop, implement, modify, and document recordkeeping and accounting systems,

making use of current computer technology. Compute taxes owed and prepare tax returns, ensuring compliance with payment,

reporting or other tax requirements. Maintain or examine the records of government agencies. Advise clients in areas such as compensation, employee health care benefits, the

design of accounting or data processing systems, or long-range tax or estate plans. Develop, maintain, and analyze budgets, preparing periodic reports that compare

budgeted costs to actual costs. Provide internal and external auditing services for businesses or individuals. Analyze business operations, trends, costs, revenues, financial commitments, and

obligations, to project future revenues and expenses or to provide advice.

Knowledge and skills Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.

Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.

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 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 laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.

Ability to consider the relative costs and benefits of potential actions and educational programs to choose the most appropriate one.

Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.

Understanding the implications of new information for both current and future

problem-solving and decision-making.

Ability to listen to and understand information and ideas presented through spoken words and sentences.

Ability to apply general rules to specific problems to produce answers that make sense.

Ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).

Ability to communicate information and ideas in writing so others will understand.

Qualifications Bachelor’s degree in Commerce/Accounting Three to five years working in an accounting firm.

Location Greater Toronto Area

IT Assistant

Job summary

Provide technical assistance to computer users. Answer questions or resolve computer problems for clients in person, or via telephone or electronically. May provide assistance concerning the use of computer hardware and software, including printing, installation, word processing, electronic mail, and operating systems.

Department: Office Support Reports to: (Management) we should talk about this one

Duties and responsibilities Oversee the daily performance of computer systems. Answer user inquiries regarding computer software or hardware operation to resolve

problems. Enter commands and observe system functioning to verify correct operations and

detect errors. Set up equipment for employee use, performing or ensuring proper installation of

cables, operating systems, or appropriate software. Install and perform minor repairs to hardware, software, or peripheral equipment,

following design or installation specifications. Maintain records of daily data communication transactions, problems and remedial

actions taken, or installation activities. Read technical manuals, confer with users, or conduct computer diagnostics to

investigate and resolve problems or to provide technical assistance and support. Refer major hardware or software problems or defective products to vendors or

technicians for service.

http://www.onetonline.org/link/summary/15-1151.00

Develop training materials and procedures, or train users in the proper use of hardware or software.

Knowledge and skills

Knowledge and understanding of computer hardware and software components like circuit boards, applications and programming

Ability to provide top notch customer service by recognizing the needs of customers and meeting quality standards.

Ability to nalyze complex problems and evaluate options necessary to implement the right solution.

Actively listening to people by understanding the discussion points being made; asking questions with an active ear.

Knowledge of transmission, broadcasting, switching, control, and operation of telecommunications systems.


Knowledge of the practical application of engineering science and technology. This includes applying principles, techniques, procedures, and equipment to the design and production of various goods and services.

Qualifications College Certificate in Computer Science Minimum one year of experience working in computer science/IT department.


Receptionist

Job Summary

Answer inquiries and provide information to the general public, customers, visitors, and other interested parties regarding activities conducted at different departments, offices, and employees within the organization

Department: office support Reports to: Office Manager


Operate telephone switchboard to answer, screen, or forward calls, providing information, taking messages, or scheduling appointments.

Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations.

Transmit information or documents to customers, using computer, mail, or facsimile machine.

Hear and resolve complaints from customers or the public. Perform administrative support tasks, such as proofreading, transcribing handwritten

information, or operating calculators or computers to work with pay records, invoices, balance sheets, or other documents.

File and maintain records. Provide information about establishment, such as location of departments or offices,

employees within the organization, or services provided. Collect, sort, distribute, or prepare mail, messages, or courier deliveries. Process and prepare memos, correspondence, travel vouchers, or other documents.


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 the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

Ability to give 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.

Able to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

Ability to communicate effectively in writing and personally as appropriate for the needs of the organization.

Qualifications High School Diploma or Equivalent College Certificate in business or environmental science is an asset No previous experience is required.


Security Guard

Job Summary Guard, protect and prevent theft or violence in the company premises. Able to operate x-ray


and metal detector equipment. Report to supervisor on a day-to-day basis

Department: office support Reports to: Management


Tasks Monitor entrance and departure of employees, visitors and other outsiders to ensure

safety and guard against theft. Inform police, fire department or paramedics in case of emergency or presence of

suspicious unauthorized individuals. Using force when deemed necessary, especially against persons who violate the law

or premise rules and regulations. Constantly mobile and accessible to monitor visitors, patrons and employees to

ensure safety at all times. Write reports of daily activities and irregularities such as equipment or property

damage, theft, presence of unauthorized persons, or unusual occurrences. Operate detecting devices to screen individuals and prevent passage of prohibited

articles into restricted areas. Answer telephone calls to take messages, answer questions, and provide information

during non-business hours or when switchboard is closed. Warn persons of rule infractions or violations, and apprehend or evict violators from

premises, using force when necessary.


Deep knowledge of equipment, policies, laws and regulations of the state. High levels of alertness at all times to keep a watch on the surrounding environment

and look out for potential threat; actively listen to and answer people’s requirements. Quick thinking and decision making on the spot to help prevent possible threats and

breach of security. Good communication and writing skills.

Qualifications High School Diploma or Equivalent College certificate is an asset No previous experience required


Communications Assistant

Job Summary

The assistant often works with the director to promote positive media coverage, reply to media requests and organize press conferences. The communications department also works to ensure its organization's print and online presence is consistent with its branding guidelines regarding forestry education and awareness programs. As such, the assistant may be involved with writing, editing and overseeing the design of print and online materials such as newsletters, brochures and the website.

Department: office support Reports to: Communications Manager

Duties and responsibilities Document clients' progress toward meeting established treatment objectives. Perform support duties such as preparing materials, keeping records, maintaining

supplies, and scheduling activities. Collect and compile data to document clients' performance or assess program quality.


Test or maintain equipment to ensure correct performance. Conduct in-service training sessions, or family and community education programs.

Prepare charts, graphs, or other visual displays to communicate clients' performance information.


Excellent command of the English language including the meaning and spelling of words, rules of composition, and grammar.

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.

Excellent customer service skills to provide clients with the best service possible enhancing customer satisfaction.

Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.


Excellent communication skills as well as interpersonal skills to deal with different people and situations always providing a satisfactory customer experience

Qualifications Bachelor’s degree related to communications and public relations Master’s degree is an asset More than three of working experience


Administrative Assistant

Job Summary

Provide high-level administrative support by conducting research, preparing statistical reports, handling information requests, and performing clerical functions such as preparing correspondence, receiving visitors, arranging conference calls, and scheduling meetings. May also train and supervise lower-level clerical staff.

Department: office support Reports to: Management

Duties and responsibilities Prepare invoices, reports, memos, letters, financial statements and other documents, using word processing, spreadsheet, database, or presentation software.

Answer phone calls and direct calls to appropriate parties or take messages. Conduct research, compile data, and prepare papers for consideration and

presentation by executives, committees and boards of directors. Greet visitors and determine whether they should be given access to specific

individuals. Read and analyze incoming memos, submissions, and reports to determine their

significance and plan their distribution.


Perform general office duties, such as ordering supplies, maintaining records management database systems, and performing basic bookkeeping work

File and retrieve corporate documents, records, and reports. Open, sort, and distribute incoming correspondence, including faxes and email.

Make travel arrangements for executives.




Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.

Computers and computer systems proficiency (including hardware and software) to program, write software, set up functions, enter data, or process information.


Ability to Manage one's own time and the time of others.

Excellent writing and oral communication skills

Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.

Qualifications College diploma in business related programs More than two of working experience


Benefits and Payroll Assistant

Job Summary Compile and record employee time and payroll data. May compute employees' time worked, production, and commission. May compute and post wages and deductions, or prepare paychecks.

Department: office support Reports to: Benefits and Payroll officer

Duties and Review time sheets, work charts, wage computation, and other information to detect


responsibilities

and reconcile payroll discrepancies.

Process paperwork for new employees and enter employee information into the payroll system.

Verify attendance, hours worked, and pay adjustments, and post information onto designated records.

Compute wages and deductions, and enter data into computers. Record employee information, such as exemptions, transfers, and resignations, to

maintain and update payroll records. Process and issue employee paychecks and statements of earnings and deductions.

Keep track of leave time, such as vacation, personal, and sick leave, for employees. Compile employee time, production, and payroll data from time sheets and other

records.



Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

Knowledge of computer systems and the ability to work with word processing, data management, and spreadsheet and data analysis programs



Strong math skills, attention to detail and accuracy with calculations

Good spoken and written communication skills Knowledge of economic and accounting principles and practices, the financial

markets, banking and the analysis and reporting of financial data.

Qualifications High School diploma or equivalent College certificate in business/ bookkeeping/Human Resources is an asset More than two years of experience working in benefits and payroll department


Job Evaluation Sheet

COMPENSABLE FACTORSLevels

Minimum Low Moderate High

1. SKILL

a. Education and Training 0 30 60 90

b. Work Experience 25 50 75 100

c. Innovative Thinking 20 40 60 80

d. Customer Service Relationship 20 40 60 80

Total: /350

2. RESPONSIBILITY

a. Decision Making 25 50 75 100

b. Personal/Organizational Contacts 20 30 40 50

c. Leadership/Supervisory 0 30 60 90

d. Work Complexity 15 30 45 60

Total: /300

3. EFFORT

a. Judgment 20 30 40 50

b. Analytical Problem Solving 0 25 50 75

c. Exertion 5 20 35 50

d. Dexterity 10 15 20 25

Total: /200

4. WORK ENVIRONMENT

a. General Environment 10 20 40 60

b. Pressure 10 20 30 40

c. Task Interference 5 10 20 30

d. Requirement to travel 5 10 15 20

Total: /150

Total Points (out of 1000):

Explanation of critical Compensable Factors and Sub-factors

SKILL

A. Education and Training

This sub-factor measures the minimum level of formal education, specialized training, and professional licensing and certification required to perform the work.

Minimum (0 Points) High school diploma or equivalent education

Low (30 Points) High school diploma and technical training

Moderate (60 Points) Bachelor’s Degree (B.A. or B.S.) from four-year college or university or equivalent.

High (90 Points) Master’s Degree (M.A. or M. S. or M.B.A.) or equivalent and knowledge in a specialized field.

B. Work Experience

This sub-factor measures the minimum amount of job-related experience, whether gained inside or outside an educational institute, in order to be hired or promoted into the position.

Minimum (25 Points) No prior work experience required.

Low (50 Points) Requires less than 12 months of related experience

Moderate (75 Points) Requires one to four years of related experience. Requires a working knowledge of standard practices and procedures.

High (100 Points) Requires more than four years of related experience. Requires working knowledge of specialized practices, equipment, and procedures.

C. Innovative Thinking

This sub-factor measures the ability to create new, unique ideas that directly contribute to company’s objectives.

Minimum (20 Points) Job does not require any innovative techniques or practices.

Low (40 Points) Job requires employees to have an innovative mindset, though large-scale innovation is not required.

Moderate (60 Points)Job requires employees to be innovative in discovering solutions. While most innovations are small-scale, some tasks may require large-scale innovation.

High (80 Points) Employees must be highly innovative, large-scale innovation is necessary to complete projects successfully.

D. Customer Service Relationship

This sub-factor measures the scope and skill level of building and maintaining customer service relationships.

Minimum (20 Points)Requires normal courteous interaction and basic interpersonal skills and tact to communicate with others. Forwards complaints or non-routine inquiries or requests to someone else to handle.

Low (40 Points)

Requires moderate interpersonal and communication skills to ensure that customer requests or needs are met. Acknowledges and clarifies customer inquiries, requests, or complaints to ensure that needs are identified, documented and addressed.

Moderate (60 Points)

Assesses and diffuses problem situations and requires influencing others to reach consensus. Requires tact and diplomacy to handle difficult customer situations. Requires advanced interpersonal and communication skills to establish and maintain internal and external customer relationships. Explores alternatives and creative solutions to meeting the needs of the customer.

High (80 Points)

Anticipates customer needs and regularly motivates or influences others to deliver customer service excellence. May troubleshoot highly sensitive or confidential issues. Personally ensures problem resolution. Identifies barriers to effective customer service and sets customer service standards. Establishes a customer feedback system and holds self-accountable for customer service excellence within the department or program.

Responsibility

A. Decision Making

This sub-factor measures the extent of independent authority for making decisions and recommendations that affect policies, procedures and practices.

Minimum (25 Points)Performs simple tasks and duties using well-defined policies and procedures. Limited opportunity exists for exercising independent judgment and decision-making.

Low (50 Points)

Performs tasks and duties under general supervision, using established procedures and some innovation. Chooses from limited alternatives to resolve problems. Occasional independent judgment is required to complete work assignments.


Develops objectives, general policies and procedures for a specific program or functional area of responsibility within general scope of established operational goals and plans. Day-to-day work and decisions do not require direction or review by immediate supervisor. Frequently solves complex problems. Supervisor reviews end results.

High (100 Points)

Develops strategic direction, goals, plans, and policies for an area(s) of responsibility. Sets broad objectives and is accountable for overall results in respective area(s) of responsibility. Authority to make independent decisions on matters of significance. Requires high degree of independent judgment and problem solving of complex problems.

B. Personal/Organizational Contacts

This sub-factor measures the scope, frequency and purpose of relationships with others (internal and external).

Minimum (20 Points) Some contact with others (co-workers and customers). Purpose of contacts is to obtain and provide information to others.

Low (30 Points)

Regular contact with others, including customers and organizational personnel. Purpose of contacts is to explain, clarify, or interpret information. May handle confidential information and some complex matters.


Regular and substantial contact with others. Contacts usually involve discussions related to policies and programs and may include proposal or grant writing, negotiation with customers and the like. Handles sensitive, complex, and/or confidential information.

High (50 Points)

High-level contact with others in key positions. Contact usually involves several areas within the community, organization, government, business leaders, media, and dignitaries. Typically handles highly sensitive and/or confidential information.

C. Leadership/Supervisory

This sub-factor measures the degree of responsibility for other employees and direct control over the quantity and quality of other’s work.

Minimum (0 Points) No supervisory responsibility for employees.

Low (30 Points)Supervisors of a small department of direct reports. Confers with manager or director about human resources and operational issues. If no supervisory responsibilities, serves as single incumbent for critical function.


Manager of one department. May manage staff through supervisors and has some human resources responsibilities for direct reports. Organizes and directs the work activities of staff. Performs performance evaluations and makes disciplinary recommendations.

High (90 Points)

Responsible for overall direction of more than one distinct and independently structured department through subordinate associate or assistant directors. Has human resources responsibilities and authority to hire, discipline, and terminate staff. This position typically reports to a senior executive or board of directors.

D. Work Complexity

This sub-factor measures the variety, difficulty, and magnitude of tasks and responsibilities necessary to complete the work.

Minimum (15 Points)Tasks are highly interrelated and simple. Work consists of fairly standard procedures and tasks. May include a high percentage of manual duties. No responsibility for budget, revenues, and/or expenditure authority.

Low (30 Points)Tasks are multiple and focus more on single processes. Work is sometimes standardized and sometimes varied. No responsibility for budget, revenues, and expenditure authority.


Tasks are multiple and diverse with some interrelationship across processes. Handles some unrelated functions. Work requires the direct application of a variety of procedures, policies, and/or precedents. Some responsibility for budget and expenditure authority.

High (60 Points)

Tasks and responsibilities require integration of diverse functional areas and involve variables that are more abstract. Work is substantially complex and varied, and requires the interpretation of technical and detailed guidelines, policies, and procedures in combination. High-level responsibility for budget, revenues, and/or expenditure authority.

EFFORT

A. Judgment

This sub-factor is used to measure the extent of the mental effort required to make the choices or decisions inherent in the duties of the job.

Minimum (20 Points)

Decision-making is at a basic level and generally involves choices about how to get assigned work done safely and on time. Decisions are made within a framework of fairly detailed verbal or written instructions that provide little latitude for interpretation.

Low (30 Points)

Decision-making involves choices that can affect the quality, timeliness or accuracy of the work of the employee and/or the unit. Decisions typically involve choices as to which of a number of well-defined production or administrative standards, policies or procedures should be followed. Guidance and direction are available.


Decision-making normally involves the interpretation of program or production concepts or business principles, as well as existing precedents, standards, policies and procedures. Guidance and direction may be available.

High (50 Points)

Decision-making is at the conceptual level. Decisions often create precedents through innovative interpretation of production or administrative standards, policies or procedures. Situations that imply potential departure from those standards, policies or procedures require Management review and approval.

B. Analytical Problem Solving

This sub-factor measures the degree to which a job requires working through details of a problem, to reach a solution. Problem solving may include mathematical or systematic operations and can be a gauge of an individual’s critical thinking skills.

Minimum (0 Points) Job requires some analysis of data but does not require any complex critical thinking.

Low (25 Points)Moderate data analysis required performing the job. Employee will need to make some decisions pertaining to data and be able to interpret results. Though rare, complex issues might be encountered.

Moderate (50 Points)Job requires several critical thinking points. Interpretation of complex data maybe necessary at times. Employees need to be able to make creative decisions to solve problems.

High (75 Points)Tasks typically involve complex issues that are difficult to solve. Nearly all data requires multi-stage interpretation. Many problems require creative solutions not easily discovered.

C. Exertion

This sub-factor measures the degree of the type and amount of exertion that is inherent in the work. Whether as a result of physical effort, auditory and/or visual concentration or the requirement for awkward body mechanics.

Minimum (5 Points) There is some requirement for the employee to pay careful visual or aural attention to the work at hand in order to avoid or detect errors.

Low (20 Points)

There is a regular requirement for the employee to pay careful visual or aural attention to the work at hand in order to avoid or detect errors. There is some requirement for moving, bending, twisting or maintaining awkward or uncomfortable body positions while performing work.


There is a continuous requirement for the employee to pay careful visual and/or aural attention to the work at hand in order to avoid or detect errors. There is a regular requirement for moving, bending or maintaining awkward or uncomfortable body positions while performing work.

High (50 Points)

There is a continuous requirement for the employee to observe closely and/or listen intently in order to achieve very detailed results and/or detect the most subtle of flaws or errors. It may also involve high amounts of physically exhausting activities.

D. Dexterity

This sub-factor is used to measure the level of hand and eye co-ordination and muscular control required to perform the duties of the job.

Minimum (10 Points)The work requires a level of hand and eye co-ordination or muscular control sufficient to operate commonly used tools or equipment with little requirement for speed or precision.

Low (15 Points)

The work requires a level of hand and eye co-ordination or muscular control sufficient to operate tools or equipment with some need for speed or precision. This activity is part of the core function of the job although the employee may perform other tasks.


The work requires a level of hand and eye co-ordination or muscular control sufficient to operate tools or equipment that require(s) frequent adjustment while being used. This activity is part of the core function of the job, although the employee may perform other related tasks.

High (25 Points)The work requires a level of hand and eye co-ordination and muscular control sufficient to perform very precise and synchronized operations in an environment where speed and accuracy are critically important.

WORKING ENVIRONMENT

A. General Environment

This sub-factor measures the unavoidable physical demands, environmental elements and safety/hazardous conditions under which the work is performed.

Minimum (10 Points)

Work is performed within routine office environment with no exposure to hazardous or unpleasant conditions. Physical demands are usually limited to sitting or standing in one location most of the time. Some stooping, lifting or carrying lightweight objects may be required.

Low (20 Points)

Working conditions involves some exposure to moderate risk of accident and require following basic safety precautions. Physical demands include moderate physical activity that includes prolonged standing and/or walking, handling moderate weight objects and/or using or carrying equipment. Work may require routine travel.


Work involves heavy physical effort and exertion of various kinds with frequent exposure to unpleasant elements, such as extreme temperatures, chemicals, fumes, gases, loud noises, dirt, dust, smoke, etc. Movement may be restrained or confined.

High (60 Points)

Work involves strenuous physical activities of various kinds with continuous exposure to hazardous substances, potentially dangerous situations, unpleasant work conditions such as adverse weather conditions or extreme risk of accident or ill health.

B. Pressure

This sub-factor measures the degree of mental pressure placed upon the incumbent by the supervisor as a result of setting deadlines for various jobs and tasks.

Minimum (10 Points) Where deadlines exist, they are well planned and typically achievable. If conflicts arise, someone else will typically decide what must be done.

Low (20 Points)

Work is typically driven by deadlines that place pressure on the incumbent by forcing him/her to choose to do the right tasks in the right time frame. There is typically enough flexibility in the process to allow the employee to achieve the required priorities.

Moderate (30 Points) Employee is regularly faced with making critical decisions in the face of imminent deadlines.

High (40 Points) Employee is often forced to make immediate and extemporaneous decisions usually as a result of unforeseen or uncontrollable adverse events.

C. Task Interference

The sub-factor involves the degree of task assignment and the likeliness of change in assigned tasks and responsibilities.

Minimum (5 Points) No job irrelevant tasks are assigned to the employee.

Low (10 Points)Work may involve the assignment of additional tasks or re-assignment from one set of tasks to another. In such circumstances, the employee is usually in a position to manage the transition in an orderly fashion.


Work regularly involves the assignment of additional tasks or re-assignment from one set of tasks to another. While the employee can exercise some control over these changing priorities, the net effect may be disruptive.

High (30 Points)

Work continually involves the assignment of additional tasks or re-assignment from one set of tasks to another. The employee has little or no ability to manage these changing demands and the net effect may be highly disruptive.

D. Requirement to travel

This sub-factor measures the degree of travel required by the job for an employee to achieve high/her own individual goals and the organization’s goals.

Minimum (5 Points) The job requires no travelling whatsoever.

Low (10 Points) There is a requirement to travel but it typically consists of either short-haul day trips or reasonably well-planned trips of longer duration.

Moderate (15 Points) There is a requirement to travel that often involves travel at short notice for varying durations.

High (20 Points) There is unplanned or urgent travel for significant periods of time to local and/or foreign locations.


Job Name: Executive Assistant to CEO



1. SKILL





Total: 185/350

2. RESPONSIBILITY





Total: 95/300

3. EFFORT

a. Judgment 20 30 40 50




Total: 110/200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: 70/150

Total Points for Executive Assistant to CEO (out of 1000): 460


Job Name: Staff Accountant



1. SKILL





Total: 220/350

2. RESPONSIBILITY





Total: 125/300

3. EFFORT

a. Judgment 20 30 40 50




Total: 165/200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: 55/150

Total Points Staff Accountant (out of 1000): 575


Job Name: IT Assistant



1. SKILL





Total: 230/350

2. RESPONSIBILITY





Total: 85/300

3. EFFORT

a. Judgment 20 30 40 50




Total: 120/200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: 55/150

Total Points for IT Assistant (out of 1000): 490


Job Name: Receptionist



1. SKILL





Total: 140/350

2. RESPONSIBILITY





Total: 110/300

3. EFFORT

a. Judgment 20 30 40 50




Total: 95/200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: 40/150

Total Points for Receptionist (out of 1000): 385


Job Name: Security Guard



1. SKILL





Total: 90/350

2. RESPONSIBILITY





Total: 60/300

3. EFFORT

a. Judgment 20 30 40 50




Total: 90/200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: 110/150

Total Points for Security Guard (out of 1000): 350


Job Name: Communications Assistant



1. SKILL





Total: /350

2. RESPONSIBILITY





Total: /300

3. EFFORT

a. Judgment 20 30 40 50




Total: /200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: /150

Total Points Communications Assistant (out of 1000):


Job Name: Administrative Assistant



1. SKILL





Total: /350

2. RESPONSIBILITY





Total: /300

3. EFFORT

a. Judgment 20 30 40 50




Total: /200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: /150

Total Points for Administrative Assistant (out of 1000):


Job Name: Benefits and Payroll Assistant



1. SKILL





Total: /350

2. RESPONSIBILITY





Total: /300

3. EFFORT

a. Judgment 20 30 40 50




Total: /200

4. WORK ENVIRONMENT


b. Pressure 10 20 30 40



Total: /150

Total Points for Benefits and Payroll Assistant (out of 1000):

Salary survey and weighted means for each benchmark jobs.

Weighted mean salary of the Executive Assistant to CEO

Company Name(Number of salaries

provided)Average salary per year

Weighted annual salary per company (Calculation)

Weighted annual alary per company

(Amount)

Coho Management Services Society

(4 Salaries)$46,536 $46,536 X (4/14) = $13,296

EY(3 Salaries)

$46,933 $46,933 X (3/14) = $10,057

Accenture (3 Salaries)

$49,900 $49,900 X (3/14) = $10,693

Indigo Books and Music

(2 Salaries)$61,684 $61,684 X (2/14) = $8,812

CIBC(2 Salaries)

$44,819 $44,819 X (1/14) = $3,201

Total number of salaries provided = 14 Salaries Total weighted mean salary of the Executive Assistant to CEO = $46,059/year

Note: - All figures are rounded of to the last dollar. - Total Weighted mean salary = Sum of all weighted annual salary per company.

Weighted mean salary of the Staff Accountant





(Amount)

KPMG (20 Salaries)

$45,357 $45,357 X (20/71) = $12,776

EY (17 Salaries)

$48,012 $48,012 X (17/71) = $11,496

Deloitte (16 Salaries)

$46,019 $46,019 X (16/71) = $10,370

BDO Canada (13 Salaries)

$42,400 $42,400 X (13/71) = $7,763

PwC (5 Salaries)

$39,630 $39,630 X (5/71) = $2,791

Total number of salaries provided = 71 Salaries Total weighted mean salary of the Staff Accountant = $45,196/year


Weighted mean salary of the IT Assistant





(Amount)

Lakeland College (14 Salaries)

$45,370 $45,370 X (14/44) = $14,436

Medicine Hat College(2 Salaries)

$42,240 $42,240 X (2/44) = $1,920

Red Deer College(5 Salaries)

$42,846 $42,846 X (5/44) = $4,869

TD Securities(13 Salaries)

$64,323 $64,323 X (13/44) = $19,004

IBM (10 Salaries)

$75,916 $75,916 X (10/44) = $17,254

Total number of salaries provided = 44 Salaries Total weighted mean salary of the IT Assistant = $57,483/year


Weighted mean salary of the Receptionist





(Amount)

Extendicare(10 Salaries)

$45,876 $45,876 X (10/45) = $10,195

District of Lake Country

(10 Salaries)$50,568 $50,568 X (10/45) = $11,237

TransAlta (10 Salaries)

$53,889 $53,889 X (10/45) = $11,975

Skidegate Band(8 Salaries)

$48,073 $48,073 X (8/45) = $8,546

NorQuest College(7 Salaries)

$45,702 $45,702 X (7/45) = $7,109

Total number of salaries provided = 45 Salaries Total weighted mean salary of the Receptionist = $49,062/year


Weighted mean salary of the Security Guard





(Amount)

Century Casino Calgary(8 Salaries)

$39,390 $39,390 X (8/30) = $10,504

Paladin Security Group(7 Salaries)

$34,996 $34,996 X (7/30) = $8,166

Athabasca University (6 Salaries)

$52,328 $52,328 X (6/30) = $10,466

Garda World Security(5 Salaries)

$37,366 $37,366 X (5/30) = $6,228

G4S(4 Salaries)

$34,138 $34,138 X (4/30) = $4,552

Total number of salaries provided = 30 Salaries Total weighted mean salary of the Security Guard = $39,916/year


Weighted mean salary of the Communications Assistant





(Amount)

BC Assessment(5 Salaries)

$46,010 $46,010 X (5/27) = $8,520

Lakeland College(14 Salaries)

$38,396 $38,396 X (14/27) = $19,909

Red Deer College(5 Salaries)

$47,050 $47,050 X (5/27) = $8,713

St. Margaret’s School (2 Salaries)

$48,984 $48,984 X (2/27) = $3,629

University of Saskatchewan

(1 Salary)$42,503 $42,503 X (1/27) = $1,574

Total number of salaries provided = 27 Salaries Total weighted mean salary of the Communications Assistant = $42,345/year


Weighted mean salary of the Administrative Assistant





(Amount)

Lethbridge College(50 Salaries)

$51,022 $51,022 X (50/109) = $23,404

Athabasca University(18 Salaries)

$57,467 $56,467 X (18/109) = $9,324

United Nurses of Alberta

(14 Salaries)$65,582 $65,582 X (14/109) = $8,423

Grand Prairie Public School District (14 Salaries)

$33,869 $33,869 X (14/109) = $4,350

TransAlta (13 Salaries)

$53,102 $53,102 X (13/109) = $6,333

Total number of salaries provided = 109 Salaries Total weighted mean salary of the Administrative Assistant = $51,834/year


Weighted mean salary of the Benefits and Payroll Assistant





(Amount)

Saskatchewan’s Workers Compensation

Board(7 Salaries)

$46,889 $46,889 X (7/34) = $9,653

Athabasca University(6 Salaries)

$57,881 $57,881 X (6/34) = $10,214

Surrey School District(2 Salaries)

$50,523 $50,523 X (2/34) = $2,971

Lakeland College (14 Salaries)

$40,700 $40,700 X (14/34) = $16,758

Burnaby Public Library (5 Salaries)

$54,080 $54,080 X (5/34) = $7,952

Total number of salaries provided = 34 Salaries Total weighted mean salary of the Benefits and Payroll Assistant = $47,548/year


Documents

PAY STRUCTURE, FINAL