1. © Prentice-Hall, Inc., 2001 Chapter Four Traditional Bases for Pay: Seniority and Merit

2. © Prentice-Hall, Inc., 2001 Figure 4-1 A Sample Seniority Policy for Junior and Advanced Clerk Jobs $8.60/hr 24 months $7.95/hr 9 months $7.50/hr 6 months Advanced Clerk $7.25/hr 15 months $6.85/hr 9 months $6.50/hr 3 months Junior Clerk

3. © Prentice-Hall, Inc., 2001 Table 4-4 A Trait-Oriented Performance Appraisal Rating Form Employee’s Name: Supervisor’s Name: Employee’s Position: Review Period: INSTRUCTIONS: For each trait below, circle the phrase that best represents the employee. 1. Diligence a. outstanding b. above average c. average d. below average e. poor 2. Cooperation with others a. outstanding b. above average c. average d. below average e. poor 3. Communication skills a. outstanding b. above average c. average d. below average e. poor 4. Leadership a. outstanding b. above average c. average d. below average e. poor 5. Decisiveness a. outstanding b. above average c. average d. below average e. poor

4. © Prentice-Hall, Inc., 2001 Table 4-6 A Paired Comparison Performance Appraisal Rating Form INSTRUCTIONS: Please indicate by placing a X which employee of each pair has performed most effective during the past year. Refer to the duties listed in the job description for animal keeper as a basis for judging performance. _____ Bob Brown _____ Mary Green _____ Bob Brown _____ Jim Smith _____ Bob Brown _____ Allen Jones _____ Mary Green _____ Jim Smith _____ Mary Green _____ Allen Jones _____ Jim Smith _____ Allen Jones X X XX X X

5. © Prentice-Hall, Inc., 2001 Table 4-7 A Critical Incidents Performance Appraisal Rating Form INSTRUCTIONS: For each description of work behavior below, circle the number that best describes how frequently the employee engages in that behavior. 1. The incumbent removes manure and the unconsumed food from the animal enclosures. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often 2. The incumbent haphazardly measures the feed items when placing them in the animal enclosures. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often 3. The incumbent leaves refuse dropped by visitors on and around the public walkways. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often 4. The incumbent skillfully identifies instances of abnormal behavior among the animals, which represent signs of illness. 1. Never 2. Almost Never 3. Sometimes 4. Fairly Often 5. Very Often

6. © Prentice-Hall, Inc., 2001 Table 4-8 A Behaviorally Anchored Rating Scale for the Cleaning Dimension of the Animal Keeper Job INSTRUCTIONS: On the scale below, from 7 to 1, circle the number that best describes how frequently the employee engages in that behavior. The incumbent could be expected to thoroughly clean the animal enclosures and remove refuse from the public walkways as often as needed. The incumbent could be expected to thoroughly clean the animal enclosures and remove refuse from the walkways twice daily. The incumbent could be expected to clean the animal enclosures and remove refuse from the public walkways in a sketchy fashion twice daily. The incumbent could be expected to rarely clean the animal enclosures or remove refuse from the public walkways. 7|6|5|4|3|2|17|6|5|4|3|2|1

7. © Prentice-Hall, Inc., 2001 Table 4-11 The Impact of Equal Pay Raise Percentage Amounts for Distinct Salaries ANNE BROWN 2001 2002 2003 2004 2005 $52,500 $55,125 $57,881 $60,775 $63,814 $36,750 $38,587 $40,516 $42,542 $44,669 JOHN WILLIAMS At the end of 200, Anne Brown earned $50,000 per year as a systems analyst, and John Williams earned $35,000 per year as an administrative assistant. Each received a 5 percent pay increase every year until the year 2005.