Although the 'Point-Rating' technique evaluates jobs using defined compensable factors, the 'Factor Comparison' technique conceptually differs because it directly ties each compensable factor to:

Point-Rating Method: Evaluates jobs quantitatively by breaking them down into compensable factors (e.g., skill, effort, responsibility, working conditions), assigning numerical points to each factor, and aggregating the total points to determine the job's relative internal value. Wage rates are assigned only after point totals are determined. Factor Comparison Method: Combines quantitative job evaluation with direct monetary valuation. Key benchmark jobs are selected, analyzed across compensable factors, and the actual wage rates (or monetary values) paid in the external market for these benchmark jobs are directly allocated across the individual factors.