Page 228 - Personnel Policy and Procedures Manual

or agility test. 2. An examination in which the applicant’s qualifications as contained in the application
are evaluated in terms of education and experience.

Examination (or Exam) Plan - The rating plan by which an applicant is evaluated for the necessary
knowledge, abilities, and skills for a given class of position.

Exchange Rate - Economically defined as the intersect of the labor demand and the labor supply
functions in an external market. It constitutes the wage rate that employers are willing to pay and labor
is willing to accept. From a compensation viewpoint, the exchange rate defines the criterion of external
equity.

Factor Comparison Method - A job evaluation method in which a series of rankings are performed
to assess which jobs contain more of each specific compensable factor than other jobs being evaluated
The factor rankings of each job are assigned numerical values, weighted and then added together to
determine the total job score

Firefighters - Employees of the Augusta, Georgia Fire Department who are certified fire suppression
personnel pursuant to O.C.G.A. sec. 25-4-1 et seq.

Green Circle - The rate of pay that is less than the minimum rate for that salary grade. An employee
paid under this circumstance will normally be eligible for increases that will bring that person’s salary
up to the minimum of the salary range.

Geographic Differentials - Pay differences established for the same job based on variations in costs
of living or costs of labor among two or more geographical areas.

Grievance - Any dispute concerning the interpretation or application of these personnel policies and
procedures or any decision relative to certain informal disciplinary actions. The EEOC Coordinator
will handle allegations of discrimination.

Hiring Rate - As a matter of wage policy, the beginning rate at which people typically are hired into
a job.

Hourly Rate - The rate of pay per hour for a job being performed. An "hourly" worker may be
assigned to various rated jobs during any pay period and is paid the "rate" applicable to each job while
working on it.

Incentive (pay plans) - Pay plans designed to reward the accomplishment of specific results. Awards
are usually tied to expected results identified at the beginning of the performance cycle. The plans can
be individual, group, companywide, or a combination of any. Incentive plans are "forward" looking;
bonus plans look "backward."

Incumbent - Same as “Employee.”

Indirect Pay - All forms of non-direct (i.e., noncash) compensation made to employees in exchange
for their contribution to an organization.

Individual Equity - The perceived fairness of individual pay decisions.

Internal Equity - The perceived fairness of the pay structure within a unit.

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