The final assignment is to create a comprehensive reward plan for CapraTek.
In this final assignment, you will:
- Revise, rewrite, and integrate your three prior assignment components (job analysis and classification, pay structures, and benefits) into a comprehensive compensation structure.
- Evaluate compensation and benefits components in your plan.
- Identify legally required benefits in your plan.
- Consider the impact of reward plans on workforce behavior of employees and executives.
Assignment Requirements
- Written communication: Written communication is thoughtful and free of errors that detract from the overall message.
- APA formatting:Resources and citations are formatted according to APA (6th edition) style and formatting.
- Length of paper: 10–13 typed, double-spaced pages. Assignment should be uploaded in one document.
- Font and font size: Times New Roman, 12 point.
- Communication: Understand the audience and communicate appropriately.
Print Comprehensive Reward Plan Scoring Guide Due Date: End of Unit 10.
Percentage of Course Grade: 15%. Criteria Comprehensive Reward Plan Scoring Guide Grading Rubric
NonBasic
Proficient
Distinguished
performance Analyze the
impact of reward
plans on
workforce
behavior.
17% Does not identify
the impact of
reward plans on
workforce
behavior. Identifies but does
not analyze the
impact of reward
plans on
workforce
behavior. Analyzes the
impact of
reward plans on
workforce
behavior. Evaluates the impact of
reward plans on
workforce behavior
using workplace
experiences to support
the evaluation. Identify legal
aspects of
comprehensive
reward plans for a
given scenario.
17% Does not describe
legal aspects of
comprehensive
reward plans for
the scenario. Describes but
does not identify
legal aspects of
comprehensive
reward plans for
the scenario. Identifies legal
aspects of
comprehensive
reward plans for
the scenario. Analyzes and
summarizes legal
aspects of
comprehensive reward
plans for the scenario,
using scholarly sources. Evaluates direct and
indirect compensation
Evaluate direct
Analyzes but does
Does not analyze
Evaluates direct components in
and indirect
not evaluate direct
direct and indirect
and indirect
comprehensive reward
compensation
and indirect
compensation
compensation
plan for the scenario,
components in a
compensation
components in
components in using best practices.
comprehensive
components in
comprehensive
comprehensive Explains the
reward plan for a
comprehensive
reward plan for
reward plan for consequences of not
given scenario.
reward plan for
the scenario.
the scenario.
implementing direct and
16%
the scenario.
indirect compensation
components. Evaluate the role
of benefits in a
comprehensive
reward plan for a
given scenario.
17% Does not analyze
the role of
benefits in a
comprehensive
reward plan for
the scenario. Analyzes but does
not evaluate the
role of benefits in
a comprehensive
reward plan for
the scenario. Evaluates the
role of benefits
in a
comprehensive
reward plan for
the scenario. Synthesize Does not analyze Analyzes but does Synthesizes Evaluates the role of
benefits in a
comprehensive reward
plan for the scenario,
using best practices.
Explains the value of
benefits in a reward
plan.
Synthesizes Criteria Nonperformance Basic Proficient Distinguished compensation plan
components into
comprehensive
reward plan for a
given scenario.
17% compensation
plan components
into
comprehensive
reward plan for
the scenario. not synthesize
compensation plan
components into
comprehensive
reward plan for
the scenario. compensation
plan
components
into
comprehensive
reward plan for
the scenario. compensation plan
components into
comprehensive reward
plan for the scenario,
including summaries
and rationalization for
component details. Communicate in a
manner that is
professional and
consistent with
expectations for
HR professionals
and master’s-level
programs.
16% Does not
communicate in a
manner that is
professional and
consistent with
expectations for
HR professionals
and master’s-level
programs. Communicates in
a manner that is
professional but
not consistent
with grammar and
mechanics
expectations for
HR professionals
and master’s-level
programs. Communicates
in a manner that
is professional
and consistent
with
expectations for
HR
professionals
and master’slevel programs. Communicates in a
manner that is
professional and
consistent with
grammar and mechanics
expectations for HR
professionals and
master’s-level programs.
Percentage of Course Grade: 15%. Criteria Comprehensive Reward Plan Scoring Guide Grading Rubric
NonBasic
Proficient
Distinguished
performance Analyze the
impact of reward
plans on
workforce
behavior.
17% Does not identify
the impact of
reward plans on
workforce
behavior. Identifies but does
not analyze the
impact of reward
plans on
workforce
behavior. Analyzes the
impact of
reward plans on
workforce
behavior. Evaluates the impact of
reward plans on
workforce behavior
using workplace
experiences to support
the evaluation. Identify legal
aspects of
comprehensive
reward plans for a
given scenario.
17% Does not describe
legal aspects of
comprehensive
reward plans for
the scenario. Describes but
does not identify
legal aspects of
comprehensive
reward plans for
the scenario. Identifies legal
aspects of
comprehensive
reward plans for
the scenario. Analyzes and
summarizes legal
aspects of
comprehensive reward
plans for the scenario,
using scholarly sources. Evaluates direct and
indirect compensation
Evaluate direct
Analyzes but does
Does not analyze
Evaluates direct components in
and indirect
not evaluate direct
direct and indirect
and indirect
comprehensive reward
compensation
and indirect
compensation
compensation
plan for the scenario,
components in a
compensation
components in
components in using best practices.
comprehensive
components in
comprehensive
comprehensive Explains the
reward plan for a
comprehensive
reward plan for
reward plan for consequences of not
given scenario.
reward plan for
the scenario.
the scenario.
implementing direct and
16%
the scenario.
indirect compensation
components. Evaluate the role
of benefits in a
comprehensive
reward plan for a
given scenario.
17% Does not analyze
the role of
benefits in a
comprehensive
reward plan for
the scenario. Analyzes but does
not evaluate the
role of benefits in
a comprehensive
reward plan for
the scenario. Evaluates the
role of benefits
in a
comprehensive
reward plan for
the scenario. Synthesize Does not analyze Analyzes but does Synthesizes Evaluates the role of
benefits in a
comprehensive reward
plan for the scenario,
using best practices.
Explains the value of
benefits in a reward
plan.
Synthesizes Criteria Nonperformance Basic Proficient Distinguished compensation plan
components into
comprehensive
reward plan for a
given scenario.
17% compensation
plan components
into
comprehensive
reward plan for
the scenario. not synthesize
compensation plan
components into
comprehensive
reward plan for
the scenario. compensation
plan
components
into
comprehensive
reward plan for
the scenario. compensation plan
components into
comprehensive reward
plan for the scenario,
including summaries
and rationalization for
component details. Communicate in a
manner that is
professional and
consistent with
expectations for
HR professionals
and master’s-level
programs.
16% Does not
communicate in a
manner that is
professional and
consistent with
expectations for
HR professionals
and master’s-level
programs. Communicates in
a manner that is
professional but
not consistent
with grammar and
mechanics
expectations for
HR professionals
and master’s-level
programs. Communicates
in a manner that
is professional
and consistent
with
expectations for
HR
professionals
and master’slevel programs. Communicates in a
manner that is
professional and
consistent with
grammar and mechanics
expectations for HR
professionals and
master’s-level programs.
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