Job Analysis, Documentation andEvaulation • Course C2

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Aaging survey dataThe practice of increasing market survey databy an assumed percentage representative ofwage movement to bring the data to aconsistent point in time. This practice also isknown as "advancing" or "trending" the data.[C2. C17, T3]

Americans with Disabilities Act of 1990(ADA)A federal law that creates nondiscriminationprotections for people with disabilities, similarto Title VII of the Civil Rights Act of 1964,which is extended to other minorities. Underthe law, employers may not refuse to hire orpromote a person because of a disability, andemployers are required to make "reasonableaccommodations· to allow people withdisabilities to perform essential functions.Regulations are enforced by the EqualEmployment Opportunity Commission (EEOC).[81,83,84, C1, C2, C4, C11, Tl, T2, T4, T6J

Bbase payThe fixed compensation paid to an employeefor performing specific job responsibilities. It istypically paid as a salary, hourly or piece rate.[C1. C2, C4, C5. C11, C15, CU, n, T6, T12)

base pay structureThe hierarchy of job grades and pay rangesestablished within an organization. The salarystructure may be expressed in terms of jobgrades, job-evaluation points or policy lines.IC2. C17, T1]

benchmark jobA job that is commonly found and defined,used to make pay comparisons, either withinthe organization or to comparable jobs outsidethe organization. Pay data for these jobs arereadily available in published surveys.[C2, C17, T1)

benefitsPrograms that an employer uses tosupplement the cash compensation anemployee receives. Benefits include incomeprotection programs such as publiclymandated and voluntary private "incomeprotection" programs that often are providedthrough insurance, pay for time not worked andother employee perq uisites.{B1. 83, 84, 89, C2, C5, C12, C15, C17, T1, T4, T11, T12J

bona fide occupational qualification(BFOQ)Typically refers to a valid job requirement.Origin of the term BFOQ is found in Title VII ofthe Civil Rights Act (1964) which prohibitsemployment discrimination on the basis ofrace, color, religion, sex or national origin.Under certain conditions, however, arequirement for a specific gender or religiousaffiliation is allowed if the requirement is aBFOQ for a given job; e.g., the requirement ofCatholic affiliation for the job of Catholic priest.le1. C21

broadbandingA pay structure that consolidates a largenumber of pay grades and saiary ranges intomuch fewer broad bands with relatively widesalary ranges, typically with 100 percent ormore difference between minimum andmaximum.1C2. C4. 11J

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Bureau of Labor Statistics (BLS)The principle fact-finding agency for the federalgovernment in the broad field of laboreconomics statistics. Useful statistics include:CPi, NCS data, labor statistics and other wageand benefits data.IC1. C'. 04]

business life cycleGenerally accepted as a four-stage cycle usedto describe the life of a product or company:threshold (or start-up), growth, maturity anddecline.(C2, C4, C6, C6A, C17, Tll}

ccareer ladderA series of defined levels within a job famiiywhere the nature of the work is similar(e.g., accounting, engineering) and the levelsrepresent the organization's requirements forincreased skill, knowledge and responsibilityas the employee moves through a career.Parallel, or overlapping, ladders called dualcareer ladders are sometimes created to allowfor "cross-overs" into another ladder (e.g., fromengineering into management). Also calledcareer pathing.[C'.04]

central tendencyIn statistics, some clustering around a centralvalue in a distribution of data usuallydetermined by one of the measures of location;i.e., mean, median or mode.IC'. C17, T3]

classification method of job evaluationA nonqualitative form of job content evaluationthat compares jobs to predefined classdescriptions established for each job grade.Jobs are placed in whichever classificationbest describes them.[C2, en, T1 J

comparable worthThe doctrine that men and women whoperform work of the same "inherent value"should receive similar levels of compensation.According to this doctrine, jobs have aninherent value that can be compared acrossjobs of quite different content. Those acceptingthis position maintain that women performingjobs of comparable worth to those performedby men should be paid the same as men,excepting allowable differences (for example,seniority plans, merit plans, production-basedpay plans or different locations).{C1. C2, C17J

compensable factorAny factor used to provide a basis for judgingjob value to create a job worth hierarchy (jobevaluation). The generic compensable factorsestablished by the Equal Pay Act of 1963 areskill, effort, responsibility and workingconditions.IC'. C17]

compensable factor degreeIn quantitative job-evaluation plans,measurement scales or "yardsticks" thatidentify specific levels or amounts of acompensable factor. Usually, there are five toseven degrees for each factor.IC', CHI

compensable factor weightThe percentage weight or "infiuence" a singlecompensable factor has in a quantitative job­evaluation plan.{C2, ell]

compensationCash provided by an employer to an employeefor services rendered. Compensationcomprises the elements of pay (e.g., base pay,variable pay, stock, etc.) that an employeroffers an employee in return for his or herservices.[C2, cs, ell, C12. C15, e17, T1, T4, T9, Tl1, T12)

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corporate cultureThe norms, beliefs and assumptions adoptedby an organization to enabie it to adapt to itsexternal environment and integrate people andunits internaily. It is strongly influenced by thevalues and behavior of an organization'smanagement. In turn, corporate cultureinfluences both the behavior of the members ofthe organization and the quality of the workexperience.[81,83.89. C1, C2, ell, C12, C15, en, 11, T4, T6, 19]

correlation coefficientA statistical index that measures the strengthof linear association observed between twovariables. This index sometimes is referred toas the correlation coefficient. Correlation wiilhave a value from -1.0 (indicating a perfectnegative relationship) to +1.0 (indicating aperfect positive relationship). A correlationcoefficient of zero indicates no linearrelationship at all between two variables.(C2, C17, T3]

DDepartment of Labor (DOL)A regulatory agency that administers andenforces several federal laws including theEqual Pay Act of 1963, Fair Labor StandardsAct of 1938 (FLSA), Employee RetirementIncome Security Act of 1974 (ERISA) andFamily and Medical Leave Act of 1993 (FMLA).Agencies under the DOL include the Bureau ofLabor Statistics (BLS), Employment StandardsAdministration and the Pension and WelfareBenefits Administration (PWBA).{81, 82, 83, C2. ell, C17, 16)

direct observationA job anaiysis technique that involves thedirect observation of employee(s) actuailyperforming work in order to understand jobcontent. The method is typicaily used for highlyrepetitive production jobs.IC2, e17]

disclaimer statementA provision in a job description that states thatjob descriptions typicaily do not specify everyduty or responsibility that an employee may beasked to perform; e.g., "May perform otherduties as required."[C2]

EEqual Pay Act of 1963An amendment to the Fair Labor StandardsAct of 1938 (FLSA) that prohibits gender­related pay differentials on jobs that aresUbstantiaily equal in terms of skiil, effort,responsibility and working conditions, and thatare performed in the same location. Exceptionsoccur when such differentials are the result ofbona fide seniority, merit- or production-basedpay systems, or any other job-related factorother than gender.[83. C1, C2, C17, T11

exempt employeesEmployees who are exempt from the FairLabor Standards Act of 1938 (FLSA) minimumwage and overtime provisions due to the typeof duties performed. Include executives,administrative employees, professionalemployees and those engaged in outside salesas defined by the FLSA.(el, C2. C17. Tl. T6, T11]

external equityA measure of an organization's pay levels orbands or "going market rates" compared to thatof its competitors. As a fairness criterion,external equity implies that the employer payswages that correspond to prevailing, externalmarket rates, as determined by market pricing.(C2, C4, e17, Tl]

Ffactor weightIn job evaluation, a weight assigned to eachcompensable factor to indicate relativeimportance.(C2, C171

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Fair Labor Standards Act of 1938 (FLSA) I (A federal law governing minimum wage,overtime pay, child labor and record-keeping

incumbentrequirements.[B1, 85, C1, C2, C4, C12, G17, T1, T6, T121 A person occupying and performing a job.

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feedbackInformation about the state or outcome of a internal equitysystem that can be used to modify or correct a A fairness criterion that directs an employer tosystem's operation. As the term usually is used establish wage rates that correspond to eachwith respect to compensation, it relates to the job's relative value to the organization.process in which supervisors give employees {Cl, C2, C4, cs, C6, 15, ell, T1]

information about the status of theirperformance. Performance appraisals are an Jexample of a feedback mechanism.[C1l, C12, C2, T1J

job

G The total collection of tasks, duties andresponsibilities assigned to one or more ,individuals whose work has the same nature i,,

going rate and level. I

IRefers to the employer's best estimate of the rCl, C2, C4. G17l

wage rate that is prevailing in a labor market Ifor a specific job. Also known as market rate. job analysis I[C2, C4, C12, C17, T11 The systematic, formal study of the duties and

Lresponsibilities that constitute job content. The 1

H process seeks to obtain important and relevant Iinformation about the nature and level of the I

highly structured questionnaireswork performed and the specifications required Ifor an incumbent to perform the job at a IA job analysis technique that provides a written competent level.

set of questions regarding job content that rel, C2, C4, Gll, C17, T1] rlimits responses to a predetermined set of Ianswers. Questionnaires are either behavior- job analysis interview I

based or task-based, require validation, and A method for gathering information about a job Iusually are analyzed using a computer by conducting a question-and-answer session Iprogram designed for that purpose. Also with a person who is knOWledgeable about thatknown as closed ended questionnaires. job. I[C2) [C2) IHuman Resources Information Systems job cluster(HRIS) A series of jobs, grouped together for jobComputer system used within organizations evaluation and wage-and-saiary administrationthat house human resources related data. purposes on the basis of common skills,The system can be as simple as containing occupational qualifications, technology,employee addresses and position titles to licensing, working conditions, unioncalculating incentive and sales commissions. jurisdictions, workplace, career paths, and[C2. C17, T1, T6, T12] organizational tradition.

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job evaluationA formal process used to create a job worthhierarchy within an organization. The two basicapproaches are market data and the jobcontent.

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job component method of job evaluationA quantitative form of job content evaluationthat uses multiple regression of market paylevels versus two or more independentvariables to establish a job worth hierarchy.IC2. C17. T1]

job content evaluation methodes)Methods that use job content as the primarydeterminant in developing a job worthhierarchy. With these methods, market paylevels typically are a secondary influence onthe job worth hierarchy. Point factor is the mostcommoniy used method.IC2. Cll)

job descriptionA summary of the most important features of ajob, including the general nature of the workperformed (duties and responsibilities) andlevel (e.g., skill, effort, responsibility andworking conditions) of the work performed. ittypicaliy includes job specifications that detailemployee characteristics required forcompetent performance of the job. A jobdescription should describe and focus on thejob itself and not on any specific individual whomight fill the job.[el. C2. C4, ell, C17J

job documentationWritten information about job content typicallyresulting from job analysis efforts.Documentation includes, but is not limited to,job descriptions, completed questionnaires,interview notes and efficiency study reports.(C1. C2. e17, Tl)

job dutiesA group of tasks that constitutes one of thedistinct and major activities involved in thework performed.IC2. Cl7J

job evaluation committeeA committee whose membership is chargedwith the responsibility of (a) directing and/orconducting the process of job evaluation, and(b) assessing the success with which the jobworth hierarchy has been developed.(C2)

job familyA group of jobs having the same nature ofwork (e.g., engineering) but requiring differentlevels of skili, effort, responsibility or workingconditions (e.g., entry-level vs. seniorengineer).IC2. T1)

job gradeOne of the classes, levels or groups into whichjobs of the same or similar value are groupedfor compensation purposes. Usually, all jobs ina grade have the same pay range: minimum,midpoint and maximum. However, sometimesdifferent jobs in the same pay grade havedifferent pay ranges, due to market conditionsfor some of the jobs.IC2. Cll]

job responsibilityOne or a group of duties that identifies anddescribes the major purpose or reason for theexistence of the job.IC2]

job specificationsA description of the worker characteristics(i.e., knowledge, skills, abilities and behaViors)required to competently perform a given job.These characteristics must be bona fideoccupational qualifications (BFOQs).Specifications, which commonly are referred toas "hiring" or "background" requirements,should be written before advertising orinterviewing candidates for an open position.They should support the essential functionsidentified during job analysis to reducepotential liabilities under the Americans withDisabilities Act (ADA).IC1. C21

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job titleThe descriptive name for the total collection oftasks, duties and responsibilities assigned toone or more individuals whose positions havethe same nature of work performed at thesame level. Job titles should describe thenature and level of work performed. Titles ofteninclude the organizational function (e.g.,Corporate Remuneration Analyst) orgeographic responsibility (e.g., Eastern RegionSales Manager).IC1. C2. C4. Cl7J

job worth hierarchyThe perceived internal value of jobs inrelationship to each other within anorganization. The job worth hierarchy forms thebasis for grouping similar jobs together andestablishing salary ranges.[C2. C4. ca. C15, C17, n, T91

Kknowledge, skills and abilities (KSAs)Common job specifications. Knowledge refersto acquired mental information necessary to dothe job (e.g., principles of nuclear physics),skills refers to acquired manual measurablebehaviors (e.g., lathe operation) and abilities,to natural talents or acquired dexterity(e.g., capacity to lift 200 pounds).[C2. C17J

Llabor marketA location where labor is exchanged forwages. These locations are identified anddefined by a combination of the followingfactors: (1) geography (I.e., local, regional,national, international); (2) industry;(3) education, experience and licensing orcertification required; and (4) function oroccupation.{C1. C2, C4, en, T1, T11]

lag structure policyThis strategy dictates that the company willconsciously set its pay equal to current marketievels at the beginning of the year. Thecompany will be "lagging" the market until theincrease is implemented at the end of the year.P. C4, Cl7J

lead structure policyThe company has decided to "outpace" themarket. Pay is not set at current market levels,but at anticipated market levels.(C2. C4. C17J

lead·lag structure policyA salary practice that is halfway between a lagand a lead policy. An organization's structure isset at the beginning of the plan year to itsanticipation of the level the competition willreach by the middle of the plan year. It leadsthe market dUring the first six months, matchesthe competitive pay at the middle of the yearand lags the market during the past six months.{C2. C4. C17J

level cuttersKey words or phrases used in job descriptionswith the same nature of work (e.g., accounting)to differentiate the level of the work performed(e.g., "complex" versus "simple").(C2)

level of workCritical data about job content that reflects thejob's skill, effort, responsibility and workingconditions.[C2. Cl7]

linear regressionThe statistical technique of fitting a straight lineto a set of (x,y) data, using the method of leastsquares. Linear regression assumes that thebasic relationship between the two variables islinear in nature.(C2. C4. C17. T3)

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Mmarket adjustmentThe percentage increase to organization,group or individual pay that is necessary toadjust it to the estimated market level.IC'. C4. Cl7J

market cycleSee business life cycle.[C2, C4, C6, CGA]

market indexAn index computed by dividing the payreceived by an individual by the market pay forthat job. This figure can be computed forgroups, departments and the entireorganization. It is designed to provide ameasure of how organizational pay comparesto the market.(C2, C4, e17, T3]

market pricingRelative to compensation, the technique ofcreating a job worth hierarchy based on the"going rate" for benchmark jobs in the labormarket(s) relevant to the organization. Underthis method, job content is consideredsecondarily to ensure internal equity after apreliminary hierarchy is established based onmarket pay leveis for benchmark jobs. All otherjobs are "siotted" into the hierarchy based onwhole job comparison.(C1. C2. C4, CS, C15, e17, T1]

market rate compositeThe employer's best estimate of the wage ratethat is prevailing in the external labor marketfor a given job or occupation. Also known asmarket rate.le1, C2, C4, C15, e17, T91

maturity curve(1) A process of determining employees'salaries as a function of years from the timeof the first degree earned. Maturity curvesare most commonly used for pricing jobs inlieu of relying on job-evaluation techniques.The process assumes that years in theprofession equates with more highly valuedcompetencies. (2) A method of market surveydata collection and reporting that expressesaverage/median pay as a function of yearssince Bachelor's degree.IC'. Cl7J

meanA simple arithmetic average obtained byadding a set of numbers and then dividing thesum by the number of items in the set.(C2. C5, C17, T1, T3J

medianThe middle item in a set of ranked data pointscontaining an odd number of items. When aneven number of items are ranked, the averageof the two middle items is the median.(C2. cs. e17, n, T3J

midpoint differentialThe difference in wage rates paid in themidpoints of two adjacent grades. A midpointprogression is calculated by taking thedifference between two adjacent midpoints asa percentage of the lower of the midpoints.Also known as the midpoint differential.(C2. C4. C17. T1. 13, 19J

midpoint progressionSee midpoint differential.[C2. C4. C15, 11, 13, 19]

modeThe category or value that occurs mostfrequentiy in a set of observations. In afrequency distribution, it is the category withthe highest frequency. Sometimes there ismore than one mode.[C2, e17, T1, T3]

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mUltiple regressionThe statistical technique of creating a model ofa y-variable (dependent variable) as a functionof more than one x-variable (independentvariable) using the method of least squares.It allows an assessment of the joint impact ofseveral x-variables on the y-variable.102. C17. T3)

Nnature of workCritical data about a job that reflect the job'sduties and responsibilities.jC2, C17j

nonexempt employeesEmployees who are not exempt from theminimum wage and overtime pay provisions ofthe Fair Labor Standards Act of 1938 (FLSA).le1, C2, C4, C17, T1, T6}

nonlinear regressionA form of statistical analysis that develops amodel based on nonlinear or curvilinearrelationships between variables.(C2, en, 13)

nonquantitative job evaluationA method that creates a job worth hierarchybased on the perceived value of the "wholejob(s)" but does not employ quantitativemethods (i.e., assigning evaluation "points").Examples of nonquantitative methods areclassification and ranking.102. CI7]

oO"NETO·NET Online is an application that wascreated for the general public to provide broadaccess to the O·NET database of occupationalinformation. The O·NET database includesinformation on skills, abilities, knowledges,work activities, and interests associated withoccupations. This information can be used tofacilitate career exploration. vocationalcounseling and a variety of human resourcesfunctions, such as developing job orders andposition descriptions. and aligning training withcurrent work place needs.IC')

occupationA generalized job or family of jobs common tomultiple organizations or industries.IC')

open-ended questionnaireA job analysis technique that provides a writtenset of questions regarding job content.requiring a narrative response.IC2]

organizational cultureSee corporate culture.1C2, C11, C17, T6]

ppaired comparisonA ranking technique that compares each jobbeing evaluated individually to every other jobin a pair-wise fashion to determine which jobhas a higher value. The final score for a job isthe number of times it is considered the mostvaluable in the pair comparisons. Ranks thenare created from these scores.IC2)

pay gradeThe grade to which a given type of job isassigned.IC2. <:4, C17]

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pay rangeThe range of pay rates, from minimum tomaximum, established for a pay grade orclass. Typically used to set individualemployee pay rates.(C2, C4, ell. C15, C17, T1, T9]

pay surveyGathering, summarizing and analyzing data onwages and salaries paid by other employersfor selected key classes of jobs or benchmarkjobs.[C2. CS. CH]

percentileA measure of location in a distribution ofnumbers that defines the value below which agiven percentage of the data fall. For example,the 90th percentile is the point below which 90percent of the data fall.IC2, C17, T3)

point factor method of job evaluationA quantitative form of job content evaluationthat uses defined factors and degree levelswithin each factor (usually five to seven levels,which are also defined). Each factor isweighted according to its importance (to theorganization). Job content descriptions arecompared to definitions of the degree levelsand the corresponding points assigned to theappropriate level are then awarded to the joband added for all factors to determine the totaljob score. The total scores are used to create ajob worth hierarchy.{C2, cu, T1J

positionThe total duties and responsibilities requiringthe employment of a single employee. Thetotal number of positions in an organizationequals the number of employees plusvacancies.[C2. Cl7]

primary source of job informationIn job analysis, the job incumbent or immediatesupervisor.[C2]

Qquantitative job evaluationA method that creates a job worth hierarchy byanalyzing jobs in terms of specific factors andnumerical indices. Examples of quantitativemethods are job component and point factor.IC2, C17]

Rranking method of job evaluationThe simplest form of job evaluation. A whole­job, job-to-job comparison, resulting in anordering of jobs into a job worth hierarchy fromhighest to lowest.[C2. T1]

reclassificationThe (re)assignment of a job to a higher orlower grade or range in the organization's jobworth hierarchy due to a job content(re)evaluation and/or significant change in thegoing rate for comparable jobs in the externallabor market.[C2,C4)

regression analysisThe statistical technique of creating a model ofa y (dependent) variable as a function of oneor more x (independent) variables using themethod of least squares.(C2, C4. C17. T3)

reliabilityThe quality of a measuring device, includinghuman raters and evaluators, that determineshow free the device Is from commonmeasurement errors, operalionalized bycorrelating measures from two or moreseparate observations using the samemeasures on the same subjects.[C2. ell, e12, C17J

responsibilityA duty or group of duties that describes themajor purpose or reasons for the existence ofajob.[C2. CH]

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5salary range

See pay range.IC2. C11. Cl7]

salary structureThe hierarchy of job grades and pay rangesestablished within an organization. The saiarystructure may be expressed in terms of jobgrades, job-evaluation points or policy lines.IC2, C4. ell. C15. en. T6. T91

sampling errorsIn statistics, a subset of the elementary units ofthe (subject) population.IC2, CHI

scopeA set of quantifiable job characteristics thatascribe value to a job. Typical measuresinclude sales volume, asset size of theorganization, number of subordinates and sizeof bUdget managed.[C2, C6, C6A, C12, C17j

scope measurementsIn many wage surveys, specific jobcharacteristics such as sales volume or budgetare provided to help ensure an appropriate jobmatch. On wage survey questionnaires, thereis sometimes an opportunity for respondents toindicate degree of job match, resulting in ageneral measure of comparative job scope.[C2. C6. C6A. C12, cn, T1]

secondary source of job information

See scope.1C2)

Sherman Anti-Trust Act (1890)A federal law passed to protect the public fromabuses of corporate monopolies; however, in1908, the Supreme Court ruled that it appliedto unions as well. In terms of compensation,the exchange of wage information can be seenas "price fixing" wages.iC1. C2. C17]

skill-based pay

A person-based compensation system basedon the repertoire of skills an employee canperform, rather than the specific skill that theempioyee may be doing at a particular time.Pay increases generally are associated withthe addition and/or improvement of the skills ofan individual employee, as opposed to betterperformance or seniority within the system.Pay level generally is not dependent onwhether any of the skills are utilized.IC2. C4. C11. C12. T1)

slopeIn a simple linear model, y =a + bx, thecoefficient b is the change in the value of y, thedependent variable, for each unit change in thevalue of x, the independent variable.Graphically, slope represents the "rise" overthe "run" of a given line and directly determinesa line's steepness. In a multiple linear model,y = a + b1x1 + b2x2 + ... + bkxk, each xi has aslope bi, which is sometimes called a b-weight,partial regression weight or regressioncoefficient. Each bi is the change in y for eachunit change in the corresponding xi when allthe other xs are held constant.(C2, C4, e1l, C12, e17, n, T3]

slotting

The act of placing a job into a job worthhierarchy established by some other job­evaluation method. The method involvescomparing the job to one or more jobs in analready established hierarchy; consequently,it cannot be used as a stand-alone method.iC2. C17]

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surveyThe gathering of information about a situation.Often, surveys consist of sampling data from apopulation. Examples include a benchmarksalary survey that collects pay data forbenchmark jobs from a defined labor market,a maturity saiary survey that collects both payand experience data from a defined labormarket for benchmark jobs or jobs in a givendiscipline at a given degree level, and abenefits survey that collects benefits data froma defined labor market.le2, C4, C15, e17, 13, T9]

TtaskOne or more task elements making up adistinct activity that constitute logical andnecessary steps in the performance of work byan employee.[e2. C15, e17]

task elementThe smallest step into which it is practical tosubdivide any work activity without analyzingseparate motions, movements or mentalprocesses.IC2, C171

the work experienceSee work experience.[81,82,83, B3A, 85, 89, C1, C2, C3, C4, C5, C6, GSA, C9, e11, e12,C15. T1, 12, 13,14, T6, T9, T11]

total rewardsAll of the tools available to the employer thatmay be used to attract, retain and motivateemployees, Total rewards include everythingthe employee perceives to be of value resultingfrom the employment relationship.{B1, 82, 83, 83A, 85, 89, C1, C2, C3, C4, C5, C6, GSA, C9, e11, e12,C15, e17, n, 12, 13,14, T6, T9, T11, T12}

uunweighted (simple) averageSee unweighted mean,[C2, CHI

unweighted meanA simple arithmetic average of individualmeans,{C2, C17, 13]

vvalidityThe quality of a measuring device that refers toits relevance (i.e., is the device actuallymeasuring what it is intended to measure?),This quality is extremely important for jobanalysis and job evaluation measures as wellas for performance appraisal devices.IC2, e11, e17, 13]

wwage surveyA survey of a labor market to determine thegoing rates for benchmark jobs.IC2, 04, C17]

weighted averageSee weighted mean,le2, CHI

work experienceElements of rewards that are important toemployees but may be less tangible thancompensation or benefits. It includesacknOWledgement or recognition of effort!performance, balance of work-life Issues,cultural issues, development opportunities andenvironmental factors,[B1, 82,83, 83A, 85, a9, C1, C2, C3, C4, C5, C6, GBA, C9, C11, e12;C15,C17,11, 12, 13, 14, T6, T9, T11)

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