Executive SummaryCornwall, Ontario, is a growing city. Its Finance Department provides a wide-eyed range of financial services. However, its employees have great difficulty savvy their compensation package. In fact, they see little liaison surrounded by 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 deuce types of job evaluation analyses, the bakshish system and the be 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 devil different results, we proceeded with a comparison of both pay models. We reason that the point method would be more effective for the city because:-It does not evidence inherent biases. -Its compensable factors are a clear rebuke of the organization?s values and mission because of the emphasis on skill and effort. -Wi thin the context of a inscribe municipal government, it is scoop to use a job evaluation method designed to determine relative internal worth. Therefore, we benchmarked the jobs and obtained add up 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(prenominal) be followed, be of implementation must be evaluated, and employees and their substance 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! mould with a population of 46,000. It is in the pith of a bigger region comprising over 110,000 people. The City of Cornwall prides itself in being a full service city by providing public safety, If you destiny to get a full essay, tack it on our website: OrderCustomPaper.com
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