Pass the WorldatWork WorldatWork Other Certification GR4 Questions and answers with CertsForce

Market rate, performance-based, and cost-of-living adjustments

Base pay, variable pay, and supplemental pay

External equity, internal equity, and individual equity

Minimum wage, average wage, and maximum wage

Job descriptions are used to match survey data

At least 20% of jobs should be benchmarked

Internal job worth is more important than external job values

Jobs with no market data cannot be prices

By subtracting the midpoint of one pay range from the midpoint of another

By comparing the highest and lowest pay ranges within a structure

By calculating the percentage difference between two midpoints

By conducting a regression analysis of pay rates across the organization

Percentage of midpoint and fixed dollar amount

Market pricing and internal equity analysis

Step progression and skill-based pay

Cost-of-living adjustment and merit increase

Giving increases less frequently than the normal schedule

Lowering the pay and giving the amount outside the range as a lump sum

Granting 3% increases every four months until pay equals or exceeds the range minimum

Giving the amount below minimum in a lump sum

Additional pay provided for working in hazardous or risky conditions

The difference in pay between different job levels or grades

Pay adjustments based on geographic location

Additional pay provided for working on specific shifts or time periods

Promotion to a higher-level position within the same organization

Promotion based on individual performance and achievements

Promotion to a position with greater job responsibilities and authority

Promotion to a position in a different department or business unit

The market position of the pay structure

The level of internal pay equity

The competitiveness of the pay structure

The effectiveness of performance-based pay

Paying employees below the market rate

Paying employees above the market rate

Paying employees at the market rate

Adjusting pay based on market fluctuations

Rewards both performance and employees' position within the salary range

Places more emphasis on employees' position in the salary range than their performance

Focuses solely on employees' performance, ignoring their position in the salary range

Provides equal merit increases for all employees, regardless of performance or position