Bench Marked Jobs

Receptionist
Summary
The front desk clerk/receptionist performs routine clerical, secretarial and administrative work in answering telephones, receiving the public, providing customer assistance, data processing, and record-keeping.
Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Develops and maintains office forms and procedures, and assists with administrative tasks.
2. Answers central telephone system and directs calls accordingly.
3. Receives the public and answers questions, in person and by telephone; responds to inquiries from employees, citizens and others and refers, when necessary, to the appropriate person, official or department.
4. Operates listed office machines as required.
5. Prepares outgoing mail; sorts and distributes incoming mail.
6. Duplicates and distributes materials.
7. Composes, types and edits correspondence, reports, memoranda and other material.
8. Assists public with the use of department facilities.
9. Maintains office supply inventory.
Competencies
1. Communication proficiency
2. Ethical Conduct
3. Flexibility
4. Initiative
5. Time Management

Required Education and Experience
Graduation from high school or GED equivalent with specialized course work in general office practices such as typing, filing, accounting and bookkeeping.

Administrative Assistant

Summary
Under the direct supervision of the vice president this position provides administrative and secretarial support for the vice president and department. In addition to typing, filing and scheduling, performs duties such as financial record keeping, payroll, coordination of meetings and conferences, obtaining supplies, coordinating direct mailings, and working on special projects. Also, answers non-routine correspondence and assembles highly confidential and sensitive information.
Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Schedules and organizes complex activities such as meetings, travel, conferences and department activities for all members of the department.
2. Performs desktop publishing. Creates and develops visual presentations for the vice president.
3. Establishes, develops, maintains and updates filing system for the vice president and the department. Retrieves information from files when needed. Establishes, develops, maintains and updates library of trade journals and magazines.
4. Organizes and prioritizes large volumes of information and calls.
5. Sorts and distributes mail. Opens mail for the vice president. Drafts written responses or replies by phone or e-mail when necessary. Responds to regularly occurring requests for information
6. Answers phones for vice president and marketing department. Takes messages or fields/answers all routine and non-routine questions. Works in cooperation with other system development assistants to cover phones.
7. Coordinates division of workload with the administrative assistant in community relations.

Competencies
1. Technical Capacity.
2. Personal Effectiveness/Credibility.
3. Thoroughness.
4. Collaboration Skills.
5. Communication Proficiency.
6. Flexibility.

Required Education and Experience
1. High school diploma.
2. One year of administrative experience.

Payroll Assistant

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

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Compile payroll data such as garnishments, vacation time, insurance and 401(k) deductions.
2. Poll electronic time clocks (E-time software) and review the downloaded information for completeness and accuracy.
3. Contact various department supervisors for any missed times.
4. Process weekly transfer of payroll data to ADP.
5. Compile internal management reports from payroll system software.

Competencies
1. Human Resources Capacity.
2. Financial Management.
3. Technical Capacity.
4. Communication Proficiency.
5. Ethical Conduct.
6. Time Management.

Required Education and Experience
1. Associate’s degree (A.A) or equivalent from two-year College or technical school or one or more years of related experience and/or training; or equivalent combination of education and experience.
2. Two to three years of ADP experience.

Operations Analyst

Summary
The operations manager position manages local scheduling and real-time operations that facilitate the maximization of resources (human and automated) to achieve customer satisfaction, productivity, schedule adherence and economic goals.
Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Oversees daily activities of Call center scheduling analysts and call center operations Coordinators to maximize scheduling and real-time utilization of resources; analyzes and recommends part-time, flexible and full-time employee mix for the site.
2. Interfaces with central operations management to ensure smooth -coordination of scheduling and maximization of schedule adherence; provides input on local conditions, identifies needs and receives direction on real-time staffing increases or decreases.
3. Ensures call center operations coordinators manage schedule adherence notifying and escalating within the site and within the network as warranted; ensures communication of real-time staffing changes to network operations coordinators.
4. Enacts contingency plans as needed; escalates and directs activities during systems problems, disasters, etc.; identifies potential problems, troubleshoots, escalates issues to local and network management, and participates in post-mortem analysis of problems providing input for future process improvements.
5. Approves schedules developed by call center scheduling analysts and works with local management to communicate and fill schedules and handle exceptions.
6. Reviews ongoing performance results to targets. Takes corrective measures with authorization, escalate as needed.
7. Participates in daily, weekly, monthly and annual planning process as appropriate.
8. Performs all duties and responsibilities in a timely and effective mariner in accordance with established company policies to achieve the overall objectives of this position.
Competencies
1. Technical Capacity.
2. Problem Solving/Analysis.
3. Customer/Client Focus.
4. Decision Making.
5. Project Management.
6. Communication Proficiency.
Required Education and Experience
1. Bachelor’s degree in statistics, operations management, business management or equivalent and 5-7 years previous operations management experience, including forecasting, scheduling and real-time operations management.
2. Experience in a production or call center environment.
3. Experience supervising, coaching and developing staff.
Benefits Manager

Summary
Benefits manager is responsible for administration of employee benefits in all company operations. As needed, this position provides special guidance and assistance to all locations on various employee benefit plans. Benefits manager surveys industry and/or community to determine company’s competitive position in employee benefits. This position develops, recommends and installs approved, new or modified plans and employee benefits policies and supervises administration of existing plans. This position develops cost control procedures to assure maximum coverage at the least possible cost to company and employee.

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Administer employee benefits programs such as retirement plans; medical, dental, vision plans; life insurance plans; temporary disability programs; and wellness programs.
2. Evaluate and compare existing company benefits with those of other employers by analyzing other plans, surveys and other sources of information. Plan, develop and/or participate in area and industry surveys. Analyze results of surveys and develop specific recommendations for review by management.
3. Recommend classes of eligible employees for new or modified plans. Develop census data and solicit insurance companies for quotations. Evaluates quotation and make recommendations to management. Develop company cost information for new plans and make premium cost share recommendations to management.
4. Install approved new plans or changes to existing plans by preparing announcement materials, plan summary documents and other media for communicating plans to employees. Conduct employee meetings and arrange for enrollment. Advise and counsel management and employees on existing benefits.
5. Assist in the development of company bargaining proposals for employee benefits and analyze union benefits demands. Obtain and prepare cost data for company and union proposals and final settlements.
6. Supervise maintenance of enrollment and claims records for all benefits plans.
Competencies
1. Communication.
2. Consultation.
3. HR Expertise.

Required Education and Experience
1. A bachelor’s degree and five (5) years of experience in benefits administration, OR
2. A master’s degree in human resource management and four (4) years of experience in benefits administration.

Accountant

Summary
The senior accountant position is responsible for serving as a team leader in the finance department and ensuring the department creates accurate and timely financial records for the organization.

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Analyzes accounting records, including financial statements and other financial reports to assess accuracy, completeness and conformance to standards defined within the department.
2. Works with the accounting manager on appropriate fiscal strategies for the organization.
3. Reviews records of accounts to ensure accuracy.
4. Develops systems for the maintenance of financial records, making use of current technologies.
5. Creates forms and manuals for accounting and bookkeeping personnel.
Competencies
1. Financial Management.
2. Collaboration Skills.
3. Ethical Conduct.
4. Thoroughness

Required Education and Experience
1. Bachelor’s degree in accounting or equivalent number of years of experience plus five years of accounting experience.

Budget Analyst

Summary
This position is located in various departments and supports multi-departmental budgeting requirements. The incumbent will perform professional level work in analyzing budgetary data, budgetary requests, and interpreting and applying budget guidelines.

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Plans and carries out budget procedures for one or more departments including monthly monitoring of department expenditures and revenues and communicates monitoring status to management; assists departments in the preparation of department budgets and budget materials; reviews and makes recommendations on department budget proposals; assists in the development of multi-year forecast estimates for department expenditures and revenues; reviews department performance measures.
2. Develops and maintains budget monitoring models and coordinates production of the formal monitoring report.
3. Assists department(s) in preparing proposals and contracts, agenda items and supporting information; explains policies and procedures; and gives advice on management issues.
4. Provides support for senior budget analysts and assists with special studies that require data compilation; analyzes and interprets information in oral and written presentations.
5. Assists, as required, in the preparation of the organization’s forecast.
6. Assists in the fiscal evaluation of proposed legislation.
7. Researches and responds to budget surveys.
Competencies
1. Decision Making.
2. Financial Management.
3. Problem Solving/Analysis.
4. Thoroughness.

Required Education and Experience
1. Bachelor’s degree in business, accounting, finance or similar field.
2. Two years of related experience.

Human Resource Manager
Summary
This position is responsible for providing vision, leadership, planning, project coordination and management for the development of a cost-effective human resources management system while concurrently facilitating efficient operations to meet current and future business needs within the HR organization. Responsible for analyzing and directing all functional related activities within the scope of the HRMS. This position is accountable for ensuring continuity and successful delivery of functional services to users throughout the organization.

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Lead the HRMS team in managing the day-to-day activities to support the HR, payroll and other interrelated functions. Foster and maintain positive relationships with HRMS constituents, including senior management and the HRMS customer base. Serve as an interface between internal/external customers and the functional team members to ensure effective definition of and delivery of HRMS applications. Provide overall prioritization of work assignments and management of functional team resources and their activities.
2. Build and maintain a strong functional HRMS team through effective recruiting, training, coaching, team building and succession planning. Prepare and participate in the preparation of staff development plans for each functional associate who is a member of the HRMS team. Assess the skills and skill levels necessary to achieve HRMS work objectives.
3. Promote proactive approaches using the HRMS to solve business needs/problems while also enhancing the understanding and acceptance of the HRMS capabilities. Based on business need, negotiate priorities and support requirements with the IT department, functional staff at the field locations and others as appropriate.
Competencies
1. Business Acumen.
2. Communication.
3. Critical Evaluation.
4. HR Expertise.
5. Leadership & Navigation.
6. Ethical Practice.

Required Education and Experience
Bachelor’s degree in a related field (human resources or computer science) plus seven or more years of relevant experience or the combination of education and experience that enables performance in all aspects of the position.

Software Engineer

Summary
The systems engineer provides the business knowledge and technical skills to implement technical strategies, evaluate products and provide a superior level of technical support that benefit the company.

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Coordinates and/or performs additions and changes to network hardware and operating systems and attached devices; includes investigation, analysis, recommendation, configuration, installation and testing of new network hardware and software.
2. Provides direct support in the day-to-day operations on network hardware and operating systems; duties include evaluation of system utilization, monitoring response time and primary support for detection and correction of operational problems.
3. Troubleshoots at the physical level of the network, working with network measurement hardware and software, as well as physical checking and testing of hardware devices, at the logical level working with communication protocols.
4. Participates in planning design, technical review and implementation for new network infrastructure hardware and network operating systems for voice and data communication networks.
5. Maintains network infrastructure standards.
6. Provides technical consultation, training and support to IT staff as designated by director.
Competencies
1. Technical Capacity.
2. Communication Proficiency.
3. Stress Management/Composure.
4. Thoroughness.
5. Customer/Client Focus.
Required Education and Experience
1. B.A. in information systems or equivalent experience.
2. Four to six years of experience with hardware and software installation and maintenance.
3. Extensive working knowledge of PCs, network hardware, operating systems and software.

Marketing Coordinator

Summary
The marketing coordinator functions as the department’s administrative support; coordinating meetings, logistics and serving as a liaison for clients.
Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Primary point of contact for internal customers initiating work within the department or checking the status of jobs already in progress.
2. Assists with daily operation of the marketing group, ensuring smooth and efficient workflow.
3. Hands-on involvement in a variety of marketing logistics, including event production through booth scheduling and shipping, collateral coordination and premium ordering.
4. Responsible for tracking all invoices and expenses against budget.
5. Reporting regularly to marketing director and finance department on fiscal status.
6. May staff trade show and promotional events as needed.
7. Responsible for managing inventory of in-house premiums and fulfillment of contest prizes.
Competencies
1. Communication Proficiency.
2. Organizational Skills.
3. Time Management.
4. Technical Capacity.
5. Customer/Client Focus.

Required Education and Experience
1. B.A. or B.S. degree.
2. Minimum of 3 years of experience as a marketing coordinator for an advertising or PR agency or other large company with multiple concurrent projects.

II. Job Evaluation & Market Pricing
Determine which job evaluation technique you feel best fits your organization and justify it. Should the exempt jobs be evaluated on a different system than non-exempt? Explain why or why not.
The XYZ organization seeks to provide each employee a competitive level of compensation that reflects his or her individual contributions to the company. Therefore, XYZ will utilize the qualitative job classification technique. This technique is designed to be easy to understand with consistently documented jobs and unified salary grade structure. The job evaluation system is based on pre-established general definitions of the kind of work that would be found at each level, grade or class. XYZ compensation program will reward individual performance, and the company’s merit pay will be linked to the Performance Management System. Performance management is primarily about individual growth and development as well as about helping XYC achieve excellence. There is, however, a connection between performance and pay: XYC’s philosophy is to provide salaries that are competitive, equitable and reflective of individual performance. Therefore, exempt and non-exempt jobs will be evaluated the same.
Using what is available on the web, market price your jobs (at least 3 sources of data).
Market Prices
Minimum Midpoint Maximum
Receptionist
19,810 29,747 40,736
Administrative Assistant
27,683 38,901 55,565
Payroll Assistant
28,609 38,772 54,249
Operations Analyst
39,634 54,028 75,094
Benefits Manager
49,475 73,802 104,336
Accountant
37,200 50,316 70,758
Budget Analyst
43,068 58,940 86,937
Human Resource Manager
44,881 64,297 91,824
Software Engineer
59,627 83,351 123,003
Marketing Coordinator
32,401 42,321 56,732

In the explanation of the market pricing, tell whether each job would be matched for industry and/or local/region/national and why.
The Receptionist, Administrative Assistant, and Payroll Assistant will be matched internally for the business due to the positions being entry level and the minimum qualifications required to perform job responsibilities. The Operations Analyst, Benefits Manager, Accountant, Human Resource Manager, Software Engineer, and Marketing Coordinator will be matched externally because of education requirements and minimum years of experience to perform job duties. XYZ goal is to lead the market in by compensating the employees at a higher rate than the prevailing market place. This compensation strategy will increase the selection of qualified candidates and decrease employee turnover.

Using the selected job evaluation technique, evaluate your 10 jobs explaining the steps you go through to collect the data and evaluate the jobs.
To ensure the assignment of jobs to salary grades is equitable and competitive, XYZ will utilize a job evaluation system which focuses on job content. Job evaluation is a process by which trained evaluators assess the degree of knowledge, impact, problem-solving, communication, and other generic factors in a given job. These assessments are quantified and provide an objective basis for job evaluation or determining the value of the job to XYZ.
1. Job Descriptions- To provide a basis for job evaluation, written job descriptions, along with supporting documents and records, are prepared and maintained for all jobs. Job descriptions will be developed by the human resources manager, based on input from employees, on-site analyses. The job descriptions will be maintained on-line.
2. Job Titling- Each job will be assigned a job title that is reflective of the duties and responsibilities of the position. The job titling process enables XYZ to create consistency across the employee population. Senior management, is responsible for assigning new job titles.
3. Salary Structure- A “broad grade” pay structure will be used for all jobs at XYZ. A job grade is one of the classes, levels, or clusters into which jobs of the same or similar value are grouped for compensation purposes. Each broad category will have a minimum, midpoint and maximum.
4. Determining Job Value-XYZ will use a combination of generally accepted methods of market pricing and point factor job evaluation to determine job worth. Market pricing is a process that involves measuring the value of a job in the labor market. Benchmark jobs are identified, and the market value is determined. Market data is developed based on specific labor market definitions for various levels of job categories to reflect the appropriate geographic and industry recruiting markets.

References

Teine, K. (2014, September 30). Internal and External Equity Comparison.
Thibodeaux, W. (2017, October 31). How to Deal With Internal Equity Problems.
https://www.bls.gov/oes/2017/may/oes434171.htm

https://www.glassdoor.com/Salaries

https://www.payscale.com/research/US/Job

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Sample Solution

ACED ESSAYS