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Job Analyis & Compensation

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Job Analyis & Compensation
Group 3: Final Paper

HRMD 640 – Job Analysis & Compensation

Jennifer Kreller
Charlene Litzsey
LeDonna Marine-Nichols
Nicholas Peabody
Grace Powell

April 23, 2011
Instructor: Arthur Graziano

Throughout the course of this semester, compensation systems and methods have been evaluated to determine how the compensation processes are utilized to attract and retain employees. Compensation is not only a monetary benefit, but also includes indirect benefits such as insurance, paid time off, disability leave, etc. Both direct and indirect benefits make up a compensation package. Within this paper, similar positions from the private, public, and military sectors have been evaluated with like roles and responsibilities to compare the compensation packages. The following positions have been chosen: Chief Financial Officer for private sector; State Comptroller for the public sector; and Director of Army Budget Office for the military sector. Several factors of the compensation system have been included such as the job analysis, job description, comparable work salary survey, market pay line, pay range, a comparison of each position, an analysis of the differences in compensation, and a career suggestion for a young professional. All of these factors make up the compensation system providing data and analysis to define a compensation package for each position.

Below are the job analysis, job description, comparable worth salary survey, and job evaluation points for the private sector position, Chief Financial Officer.

JOB TITLE: Chief Financial Officer

FLSA STATUS: Exempt

DEPARTMENT: Finance

OFFICE: Maryland

SUPERVISOR: Chief Executive Officer (CEO) and the Company President

SUMMARY: Under the direct supervision of the Chief Executive Officer and Company President and according to established firm policies and procedures, the Chief Financial Officer (CFO) is responsible for coordinating the financial
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