CODESP - Cooperative Organization for the Development of Employee Selection Procedures Classification and Compensation Systems Questions and Answers Flashcards
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When a job classification specialist conducts a desk audit, what is the primary activity involved?
Answer: Interviewing the incumbent and supervisor to verify actual duties performed in a position
A desk audit involves the classification specialist interviewing the position's incumbent and supervisor at the work site to verify whether the duties performed match the current class description.
What is a 'class specification' (also called a class description) in a public sector classification system?
Answer: A written document outlining the duties, responsibilities, minimum qualifications, and distinguishing characteristics of a job class
A class specification is the official written description of a job class that defines its typical duties, distinguishing characteristics, and minimum qualifications used in recruitment and classification decisions.
Which principle guides the practice of allocating a position to a job class in public sector HR?
Answer: Positions are allocated based on the actual duties and responsibilities of the position, not the person in it
Position allocation is based on the duties and responsibilities of the job itself, not on who is currently filling the position, ensuring objective and consistent classification.
What is the purpose of a 'pay equity study' in public sector agencies?
Answer: To identify and correct pay disparities that may exist due to gender, race, or other protected characteristics
A pay equity study examines compensation data to identify and correct disparities that may reflect historical discrimination against employees in protected classes.
In the point-factor method of job evaluation, what are 'compensable factors'?
Answer: The specific dimensions of a job such as skill, effort, responsibility, and working conditions that are evaluated and assigned point values
Compensable factors are the defined dimensions — such as skill, effort, responsibility, and working conditions — that are scored and weighted to determine the relative value of a job class.
What is the primary difference between a 'reclassification' and a 'reallocation' of a position?
Answer: A reclassification changes the class title and pay grade of a position; a reallocation moves a position from one department to another without changing its class
Reclassification refers to changing a position's job class title and associated pay grade based on changes in duties; reallocation (in some jurisdictions) moves a position organizationally without changing its classification.