Grade Expectations

Pickard, Jane; Fowler, Alan
February 1999
People Management;2/11/1999, Vol. 5 Issue 3, p32
Focuses on the job evaluation scheme in Great Britain. Information on the salaries of cooks under the system; Comments from Hay Management Consultants executive Philip Cohen; Information on the equal pay scheme; Views of Virginia Branney, deputy head of local government in Unison; Remarks from Paul Marwood, member of the Local Government Management Board.


Related Articles

  • Wage and Employer Changes Over the Life Cycle. Rupert, Peter // Economic Commentary;4/15/2004, p1 

    Discusses the effect of wages and amenities on job choices of employees. Reason of employees for accepting lower-paying jobs voluntarily; Concept of compensating differentials; Implication of compensating differentials for assessing whether people's quality of life has improved over time.

  • JOB EVALUATION AND MERIT RATING SYSTEMS. Loomba, N. Paul; Sparling, W. Edward // Industrial Management;Jul65, Vol. 7 Issue 7, p12 

    Examines job evaluation and merit rating, two techniques used by wage and salary administrators to establish an equitable distribution of wages and salaries among employees. Key issues of interest; Analysis of pertinent topics and relevant issues; Implications on industrial management.

  • Building a Coordinated Program.  // Industrial Management;Jul65, Vol. 7 Issue 7, p14 

    Discusses the establishment of a program that coordinates job-evaluation and merit-rating techniques used to establish an equitable distribution of wages and salaries among employees. Key issues of interest; Analysis of pertinent topics and relevant issues; Implications on industrial management.

  • Adjusting Base Weights in Job Evaluation. Gray, J. Stanley // Journal of Applied Psychology;Feb51, Vol. 35 Issue 1, p8 

    The article suggests that it is important that the ratios of the evaluation points of various key jobs be the same as the ratios of the salaries of those same jobs, when a system of job evaluation is validated by calculating the critical ratio of the difference between the percentage of salary...

  • Separating Performance Appraisals from Salary Reviews Enhances Staff Progress. Rose, T. Allen // National Public Accountant;Aug/Sep2006, Vol. 5 Issue 4, p14 

    The article deals with the advantages of separating performance assessment meetings and salary review. Salary reviews have been separated from performance appraisals based on the premise that employees do not connect with the valuable information provided. The decision of IBM Consulting to...

  • SALARY EVALUATION COMPATIBLE WITH MODERN ORGANIZATION DEVELOPMENT. Kendall, Edward L.; Hay, William E. // Industrial Management;Sep69, Vol. 11 Issue 9, p3 

    Examines the systems of salary evaluation in industries. Concerns regarding equitable salary structures; Details on the job classification method and factor comparison method of salary evaluation; Objectives of factoran system salary evaluation and administration.

  • ANALÄ°TÄ°K Ä°Åž DEÄžERLENDÄ°RME YÖNTEMÄ°NÄ°N UYGULANMASI Ä°LE KONFEKSÄ°YON Ä°ÅžLETMELERÄ°NDE ÃœCRET SKALASININ OLUÅžTURULMASI. GÜNER, Mücella; İLLEEZ, A. Aslı; ÜNAL, Can // Journal of Textile & Apparel / Tekstil ve Konfeksiyon;2011, Vol. 21 Issue 1, p72 

    No abstract available.

  • A Factor Analysis of a Salary Job Evaluation Plan. Howard, Allen H.; Schutz, Howard G. // Journal of Applied Psychology;Aug52, Vol. 36 Issue 4, p243 

    The article focuses on a study conducted to analyze factorially the operation of a point system of job evaluation as used in rating salary or office-type jobs in a manufacturing plant and to determine the basic factors involved in the functioning of the system and their significance in...

  • Studies in Job Evaluation. I. Factor Analyses of Point Ratings for Hourly-Paid Jobs in Three Industrial Plants. Lawshe Jr., C. H.; Satter, G. A. // Journal of Applied Psychology;Jun44, Vol. 28 Issue 3, p189 

    The article discusses the job rating system used by industrial plants in the U.S. during the 1940s. Some of the factors used in the job rating system include the level of educational attainment of laborers, experience, ingenuity and initiative required in a job, as well as the physical, mental...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics