Answer to Question 1
Answer: Compensation professionals must determine whether a single job evaluation technique is sufficiently broad to assess a diverse set of jobs. In particular, the decision is prompted by such questions as, Can we use the same compensable factors to evaluate a forklift operator's job and the plant manager's job? If the answer is yes, then a single job evaluation technique is appropriate. If not, then more than one job evaluation approach should be employed. It is not reasonable to expect that a single job evaluation technique, based on one set of compensable factors, can adequately assess diverse sets of jobs (i.e., operative, clerical, administrative, managerial, professional, technical, and executive). A carpenter's job is clearly distinct from a certified public accountant's position because manual dexterity is an important compensable factor that describes carpentry work and is not nearly as central to an accounting position.
Answer to Question 2
Answer: D
Evaluation of a child for cystic fibrosis with a sweat chloride test. Sweat is being collected under
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Example of an employee performance evaluation form.
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