Executive SummaryCornwall, Ontario, is a growing city. Its Finance Department provides a wide range of financial services. However, its employees have great difficulty understanding their compensation package. In fact, they see little link between their jobs and their pay.
The goal of this report is to provide analyses and recommendations for a change in Cornwall's Finance Department. Therefore, we completed two types of job evaluation analyses, the point method and the ranking method. The point method gave a job structure of H, A, C, D, G, B, E, and F, while the ranking method had a job structure of A, H, C, D, G, E, B, and F. Since these are two different results, we proceeded with a comparison of both pay models. We concluded that the point method would be more effective for the city because:-It does not present inherent biases.
-Its compensable factors are a clear reflection of the organization's values and mission because of the emphasis on skill and effort.
-Within the context of a unionized municipal government, it is best to use a job evaluation method designed to determine relative internal worth.
Therefore, we benchmarked the jobs and obtained average annual salaries ranging from $33,250 to $152,750 (as shown in Appendix 4).
We then went over implementation issues and concerns of the point method. Concerns were threefold: a plan of action must be followed, costs of implementation must be evaluated, and employees and their union must be an integral part of the change.
1.0.0. Organization profile and introductionThe City of Cornwall is a municipality in Eastern Ontario located on the Canada/USA border with a population of 46,000. It is in the centre of a larger region comprising over 110,000 people. The City of Cornwall prides itself in being a full service city by...