The supervisor should not have asked Carla to contribute to the job description. Job descriptions should be developed only by human resources and management.

The job description will be far more relevant than before because of the addition of duties that Carla has taken on over the years.

Although it is useful to have input from the job incumbent, care should be taken to avoid basing the job description on the specific individual who is filling the job.

Making direct observations

Documenting examples of performance

Quantifying performance data

Using management judgment

The most that the member will be liable for in relation to co-insurance

The maximum the plan will pay if the member is covered by another insurance plan

The limit the member will be required to pay at each doctor visit

The lifetime limit for benefits to any one employee

A job being paid at the midpoint of the salary range

A job that is easily defined and found in other organizations

A job that is considered an outlier for purposes of market pricing

A job that is held by at least 25% of an organization's workforce

Market adjustment

Longevity

Individual performance

Skills

Job component

Ranking

Benchmark

Point factor

Point factor

Ranking

Job content

Rating

Nature of work

Level of work

Job descriptions

Job specifications

10% to 30%

30% to 50%

50% to 100%

100% to 300%

Financial support

Community involvement

Workplace flexibility

Use of paid time off