Let us consider that we are designing a salary structure to job A using the point method technique.

You are kindly requested to attached three different jobdescriptions when submitting the report; the job descriptions are your building blocks which will guide you through in developing a relatable compensable factor. (creativity in forming the compensable factors will be reflected on the overall mark).

You may use the below table and add as much as compensable factors as you wish.

Point out the steps you should apply in order to build an internal &consistent compensation system.

this an example

2. Choose compensable factors based on benchmarks jobs 1. Benchmark jobs: Benchmark is comparing against selected job cluster anctnthe jobs to be evaluated. And for this benchmark, we will rebjing the following roles: Junior PR (JPR), Senior PR (SPR) PR Manager (PRM), PR Senior Manager (PRSM), and PR Regunrial Manager (PRRM). 2. Choose compensable factors based on benchmarks jobs