1. Why bother with job evaluation? Why not simply market-price? Would you want to be paid solely on market-price?

2. Consider your college or school. What do you think are some compensable factors required for to evaluate instructor jobs? How would you go about identifying these factors? Should the school's educational mission be reflected in your factors? Or are the more generic factors okay?

3. What are the pros and cons of having employees involved in compensation decisions? Would you want to be involved in the decision of your compensation? Why or why not?

4. What are the sources of possible gender bias in skill-/competency-based plans? What would you do to avoid these?