Job Evaluation and Structure of a Finance Department

Executive SummaryCornwall, Ontario, is a growing metropolis. Its Finance Department provides a wide-eyed range of financial services. However, its employees have great worry savvy their compensation package. In fact, they see little have-to doe with surrounded by their jobs and their pay. The goal of this report is to provide analyses and recommendations for a change in Cornwall?s Finance Department. Therefore, we completed dickens types of job rating analyses, the shew system and the be method. The point method gave a job structure of H, A, C, D, G, B, E, and F, while the ranking method had a job structure of A, H, C, D, G, E, B, and F. Since these are ii different results, we proceeded with a comparison of both pay models. We reason that the point method would be more effective for the city because:-It does not evidence inherent biases. -Its compensable factors are a clear rebuke of the organization?s values and agency because of the emphasis on skill and effort. -Wi thin the context of a nonionised municipal government, it is scoop to use a job evaluation method designed to determine relative internal worth. Therefore, we benchmarked the jobs and obtained fair annual salaries ranging from $33,250 to $152,750 (as shown in Appendix 4). We then went over murder issues and concerns of the point method.

Concerns were threefold: a plan of action must be followed, be of implementation must be evaluated, and employees and their northward must be an integral part of the change. 1.0.0. Organization visibility and introductionThe City of Cornwall is a municipality in Eastern Ontario located on the Canada/USA mould with a pop! ulation of 46,000. It is in the contract of a bigger region comprising over 110,000 people. The City of Cornwall prides itself in being a full service city by providing public safety, If you destiny to get a full essay, redact it on our website: OrderCustomPaper.com

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