A.To control labor costs

B.To reward high performers

C.To achieve internal pay equity

D.To ensure external market competitiveness

A.Job evaluation, job worth hierarchy, and market pricing

B.Market data, internal equity, and employee performance

C.Pay ranges, pay grades, and job classifications

D.Salary surveys, benchmark jobs, and pay policies

A.Skill-based pay and competency-based pay

B.Market pricing pay and pay for performance

C.Step rate pay and merit-based pay

D.Point factor pay and broadband pay

A.Jobs with no market data cannot be prices

B.Job descriptions are used to match survey data

C.Internal job worth is more important than external job values

D.At least 20% of jobs should be benchmarked

A.Cost of living adjustments and salary surveys

B.Fixed percentage differentials and market-based differentials

C.Collective bargaining agreements and union negotiations

D.Point factor evaluations and job analysis