Abstract
Such a program settles the question of why the board was paying a given salary for the level of the work being performed. It insures that the board's compensation for the level of the work performed is competitive with other organizations having similar jobs. It provides the basis for discussion of salary matters with the employee. The employee now feels that he is being fairly treated because of the quantitative system employed in determining his rate of compensation. It allows management to monitor the cost of the program since these costs are reviewed on a group rather than an individual basis, and it centralizes control over salary matters. It protects against governmental controls from the standpoint that it is easier to handle salary problems on a group than an individual basis.
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