Competence To Compensation [internal & external]

Job Smart System clients use our Compensation technology and consulting services when they need:

• Expertise in a specific area of compensation and/or performance management,
• Internal and External validation, and/or best  practices
• Organizational Implementation across all legal labor and management boundaries

Job Smart System offers a technological solution and consulting services in all areas related to employee recruitment, selection, and retention. Our services extend from developing and refining your recruitment strategy, through assessment, planning and implementing (API) selection and retention changes. We measure and analyze outcomes. We are six sigma oriented.  JSS is your organizational developer for 

Compensation Strategy – Establish or refine your approach to compensation. Outcome: We reinforce your organization's vision, processes and operating goals for maximum return on investment.

Compensation Plans – Create a competency based foundation from which to manage pay for performance compensation costs. Outcome : We train managers and supervisors to effectively use the plan to  encourage top employee performance

Labor Market Research – Conduct Salary Surveys linking your industry and job classifications to internal consistency and external market values. Outcome: Data for evaluating and classifying jobs and compensation for performance by pay (base and incentive) benefits, and staff development. Data is presented in JSS Dashboard Metrics.

Pay for Performance – Link competency based performance to compensation in order to increase productivity, safety and quality. Outcome: Rational system of valid and reliable scoring strategies benchmarked to your performance standards.

Performance Management –Benchmark Studies to establish your performance standards for recruitment, selection, screening, and retention.  Outcome: Competency based job descriptions to develop employees' knowledge, psychology, biomechanics, sensory, strength, safety, and quality competencies to enable improved productivity, safety, and quality.

To support your needs, JSS consults in the areas of organizational design, compensation, benefits analysis, staff development and employee communications. In addition, Dr. Kearney will serve as an expert witness in connection with bargaining and litigation involving compensation. CONTACT JSS

Complete Directory                                                        Complete Sub-Directory 

JSS Team & Software Technology Efficiently Provides

Competency based job descriptions for 7 Core Competencies (CC) knowledge, psychology, biomechanics, sensory, safety, strength, & quality are validated by intensity (1-5) and depth factors (DF). Your performance standards are scored for value and compensation (% & 1-7) by (Productivity, Safety, Quality) Example CC: Knowledge=Accounting with DF=overtime budget analysis by P= 10%/time, S=NA, Q=7 excellent    

Job Validation based on internal and external consistency and up to 15 perspectives including photo documentation of each job

Compensation: JSS recommends a Total Rewards Model of Pay (Base & Incentive) benefits and working conditions/development. Pay recommendations are based on a value score for each competency and depth factor and directly related to a performance standard score for productivity, safety, and quality. Compensation recommendations are structured into Broadbands or /Grades.

Professional Development Business Strategies For Today   

HOW JSS WILL DOES IT: Foundation of Competency Based Job Descriptions

Job Smart System will	We meet Recruitment Goals	Selection & Progression Goals	Total Rewards Model	Retention & Progression Goals
Assess,   Positions to validate   job titles for internal  compensation  using a validated x15 competency based job description that is scored for  compensation as Broadbands to  business goals	Competency Based Job Descriptions are developed in 7 core  areas  Knowledge, Psychology, Biomechanics, Strength, Safety, Sensory Quality Valued by intensity Depth of each  core is specifically described by factor & valued for productivity , safety & quality	Competency Based Interview Strategy  is provided for Prescreening within all fair employment law practices	JSS provides transition of Job Worth to Performance to Base Pay and Incentive Pay, benefits, working conditions: training, accommodate engineering, supervision	Competency based Pay for Performance Baselines guide   Accommodation Supervision  Training Engineering for succession , lateral moves  for best match employment in all business units
Plan to Integrate and Train Human Resource Professionals in the JSS conceptual model if desired	JSS is consistent with application and full employee monitoring Processes. JSS takes a local & global communication model into consideration	JSS supports  Interviews Reference Checks Prescreening Options Policy on Hire /not Hire /Return to Work Fair Employment Law Practices	JSS Corrective Action plans integrate with  Working Conditions that develop employees to meet business unit returns on investment	JSS  Training, Accommodation& Supervision Plans meet Fair Employment Law Practice Compliance Policy Performance Appraisal to Corrective Action Plans
Assess, Plan, Train to  Implement complete understanding of how to create  communication to all employee stakeholders	Competency Based Job Descriptions for all Job Titles to Grades Broadbands are scored pay for performance and value of contribution  to goals	Competency based Interviews for all applicants Prescreening Policies	JSS supports Annual Reviews of Business  plans to Competencies to Grades Broadbands to Total Rewards Model	Competencies  Pay for Performance with calculated metrics of Competencies necessary to meet the mission

                     Competency to Compensation

The Job Smart System competency to compensation strategy assesses 7 seven core competencies (knowledge, psychology, biomechanics, sensory, strength, safety and quality) for intensity, productivity, safety, and quality. JSS  can be easily applied to a wide variety of jobs in a wide range of industries and is valid and reliable for all employees and between organizations. The competency component and the productivity component are scored separately, with the results combined to determine an overall pro-rata wage rate.

Competency assessment results in Competency Based Job Descriptions

The competency assessment is composed of 7 core units of competency. This includes  Knowledge, psychology, biomechanics, sensory, strength, safety and quality. This is the standard against which all workers are assessed, and up as many specific depth factors of  'Industry-specific' units of competency that relate directly to the work being performed by the worker. The industry-specific units are validated by comparison to the organizational mission and interviews with incumbents and supervisors. National associations and survey data further validates job requirements. Ergonomic and ADA validation is also done. 

Productivity assessment

The productivity part of the wage assessment values how much each worker produces in a safe and quality contingent manner. It compares the worker's output with the organizational mission and industry benchmark or a comparator. It may include data gathered by the organizational, associations as well as the data gathered by the JSS Specialist.

A benchmark or a comparator is the expected level of output required of a worker who would be entitled to the highest award rate of pay. The level of output is expressed as either the number of units the worker can produce in a set time, or the time it takes to produce a certain number of units or to complete a task. This expected level of output can then be compared to a worker in any job title to find out how productive they are in comparison to workers receiving the highest award pay rate.

The benchmark or comparator may be:

• a co-worker
• a supervisor
• another worker who is able to perform that particular task to the expected standard
• a published standard for a job
• the usual output of a machine in industry

Scoring and wage calculation

The competency score (x/7 by rating of 6) and productivity score (y% and safety and quality ratings 1-7) are combined to determine an overall pro-rata wage rate. This rate is then applied to the most appropriate level of the most relevant award. It is not assumed that all work is performed at the 'base' level of an award. Organizations can choose to hire or return employees to work who may receive base pay and also require customized training, supervision, accommodation, or engineering support to meet competency standards. An hourly or salary rate is  determined based on the value to the organization with internal and external consistency. JSS strictly validates pay rates within fair employment law practice.

The process of data collection

Job Smart System Specialists conduct multiple data reviews, interviews and assessments for each job title and at each job site. Competency and productivity assessments may therefore be conducted over a number of assessment sessions. This will enable the assessment to be left open for an appropriate amount of time and minimizes a 'snapshot' effect in the assessment.

In conducting assessments, to develop competency based job descriptions and calculate value, the Job Smart System Specialist  will use a variety of data to support their assessment strategy. These will include but are not limited to      

• direct observation of current job classifications
• photos from which to study the job (methods, machines, equipment, materials, tools, environment) and document (posture, force, repetition, duration, vibration)
• questioning/interviews
• ergonomic analysis (risk analysis) and accommodation analysis
• third party reports from CO workers, the supervisor/manager, directors  

The assessment is supported by the JSS software applications. JSS technology is a secure data base management system  that assists specialists in completing the assessment components and calculating the wage with validity and reliability. This highlights the specialized nature of the assessment. The JSS wage and compensation analysis is reliably supported by checks and balances of value consistency and validity for the system. JSS is a recruit, select, and retain management system.

Our Proven Job Smart System [JSS] Engage                 

 Resume Application Strategies                 Recruitment

 Competency Descriptions                        Job Validation                   

Compensation [Int. & Ext.]                         Ergonomic Analyses 

  Selection                                                       Interview Protocol    

  Employment Screening                                     Retention

  Accommodation & Engineering                    Training                                          

     Performance Appraisals                              Pay For Performance

 Corrective Actions                                                        Valuation & Compensation Plan

 Dashboard Matrices                                                        Business Strategies: [API] 

    Click Here >>>  Sign Up For Our JSS Newsletter Service <<< Click Here

Email Us:   info@recruitselectretain.com