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If I had a hybrid job that did not fit a survey description, I would adjust it accordingly and use in-house job evaluation to assist. My starting point would typically be a market survey of a closely related job.

A previous post from Ann Bares says this:

The 70% Rule: A Guide to Market Benchmarking

When working to match an organization's jobs to published compensation surveys, and especially when involving line managers and supervisors in this matching process, I have found it helpful to use something I call "the 70% rule".

The rule works in this way: When trying to assess whether or not a survey job description fits, or matches to, one of the organization's jobs, we use 70% as our guidelines. If the survey job description appears to capture 70% or more of the job content, then we call it a match. If it doesn't meet the 70% criteria, we don't use it.


Jacque, you are directly ON TARGET as usual. Surveys are an 'easy out' for a profession that has begun to leave brains at the door. Oh my, I could go on and on. All Worldatwork can do is surveys and pamper advertisers. They even stopped giving the Keystone Award which was for contributions to the field because the system is designed to prevent significant contributions.

Self-serving surveys lead to 'me-too compensation planning'. If you ask someone why they are recommending some practice or other force them to go beyond saying, 'It is competitive practice' and ask "Why" the organizations that report that practice do what they do and what the results of it might be.

This goes far beyond merely copying the pricing of a job from the 'market'. It goes to the foundations of reward planning: What is the role of performance? How will skill and competency growth be recognized? Who will participate in variable pay and what metrics will be used? YIKES!!!!

Good piece as usual. You have 'nailed' the point again!!!!

Ross --- if you read my post from the past on hybrid jobs (hyperlink provided) you would see that the jobs I am referring to are ones that differ from ones of past matching issues. These are parts of 2 or more jobs that have been combined --- each bearing no relationship to the others. In these cases I would say that the 70% rule would not apply. See the IBM examples in my hybrid post. My point is that these types of jobs are becoming more and more common. For this and other reasons there is a growing inability to match jobs in surveys.

Thanks Jay. You said it better than I did.

When I went to the Careerbuilder site for hybrid jobs, many were for engineers that work on hybrid cars or IT people who work on hybrid software. There were very few people who crossed functions. ERI has a program for valuing those jobs.

ERI provides quality results due to some excellent work by our own Jim Brennan and a guy named Dave Thomsen. These kinds of guys created ERI and it is the best tool.

It does NOT however give strategic or tactical direction to a total rewards program. THAT is to be 'engineered' by whomever heads the reward program.

Is that YOU?????

surveys, surveys, surveys.

They should be like someone else's recipe is for a great chef. A guideline and some ideas that must be nuanced to create something unique and perfect.

Instead they are like a step by step youtube recipe for someone who never cooks. They slavishly follow along and do exactly what they are told, never knowing what is wrong or what can be better.

It seems like some of you haven't really ever experienced a deep dive into PayScale's data and methodology. PayScale's data takes into account the skills and other factors that make jobs unique, rather than generic job title matching. It is crowd sourced data that utilizes modern validation and technology to create better matches directly from incumbents who are incentivized to input accurate information. If you haven't had the opportunity to really learn what PayScale is doing from someone at the company, as a comp pro it might be beneficial to take a moment to learn more.

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