Question 1. A compensation scatter diagram plots the points or dots on a chart where each point represents a

wage grade

job rate of pay

class level

point of central tendency

Question 2. Which of the following job evaluation methods is not one of the whole job method?

ranking method

market-pricing method

factor comparison method

position classification method

Question 3. The optimal number of pay grades to be included within a pay structure is

10

25 to 30

18

there is no right number

Question 4. Which of the following should be provided for in salary ranges?

longevity increases

growth opportunity over time

little or no salary growth

cost of living adjustments

Question 5. Which one of the following organizational qualities is least valuable in determining who should participate in a pay survey?

major employers

organization that appears to attract surveying organization's employees

organizations that have many similar kinds of jobs

including the organization recognized as the lowest payer in the labor market area

Question 6. A possible solution to market pay demands for the job in high demand where the internally evaluated worth of the job is out of line with the market demand rate is to establish

an overlapping pay structure

multiple pay structures

a bimodal distribution

a shadow range

Question 7. Normally the best technique for collecting compensation survey data, considering time required, costs, and accuracy, is

telephone survey

completion of a questionnaire during a personal interview

mailed questionnaire

a conference with a group of compensation specialists

Question 8. The "average" of a group of numbers is the same as its

mode

mean

median

middle value

Question 9. The pay of which one of the following groups of workers would be least likely to be influenced by regional or national labor markets?

engineers

clerical

skilled trades

technicians

Question 10. Characteristics of key or benchmark jobs include all but which one of the following?

unique to the company

common throughout the industry

contain large numbers of incumbents

representative of the entire pay structure