A.The effectiveness of performance-based pay

B.The market position of the pay structure

C.The level of internal pay equity

D.The competitiveness of the pay structure

A.Administer salary surveys, calculate pay compression, and adjust for cost of living

B.Determine market competitiveness, set pay ranges, and establish pay differentials

C.Conduct job analysis, match jobs to market data, and develop pay grades

D.Evaluate job content, assign point values, and establish job classifications

A.Geographic cost of living adjustments and salary surveys

B.Point factor evaluations and job analysis

C.Collective bargaining agreements and union negotiations

D.Fixed percentage differentials and market-based differentials

A.Profit sharing, stock options, and bonuses

B.Cost of living adjustments, merit increases, and promotions

C.Performance-based pay, pay for knowledge, and team incentives

D.Job evaluation, market pricing, and skill-based pay

A.Market competitiveness, internal equity, and employee contributions

B.Consumer price index, market survey data, and employee performance

C.Budget constraints, seniority, and employee tenure

D.Pay compression, salary structure, and cost of living adjustments