Evaluation:
Methods for obtaining job information:
- Have employees complete a questionnaire
- Interview employees or do desk audits
- Prepare job descriptions
Committees can help to minimize gender bias and:
- Should be made up of individuals from different areas, backgrounds, lengths of service & both men & women
- Create rules re: members absence, evaluating their own job, consensus
- Make sure that notes are taken & levels recorded
If a position has no level of activity under a specific subfactor, you can give it a value of “0”.
Maintenance:
Possible methods for tracking changes for their impact on pay equity:
- Have employees prepare updated questionnaire/job description & compare it to the previous document
- Send a memo regularly to request updated information from supervisors
- Keep a maintenance journal
How do you maintain and when do you re-evaluate? Remember that any required pay equity adjustments are retroactive to the date of the change.
Do you have an internal process to request re-evaluation?
How will you ensure that re-evaluations are consistent with previous evaluations? If you used a committee, ensure that the returning members have a refresher, if necessary; new members should receive training so that they have the same understanding of the process
Does the gender-neutral comparison system still capture the full range of work in the establishment?
Recommended Reading:
Glossary of Active Verbs for writing job descriptions.
ISBN: 0-7794-9507-1 (HTML)
ISBN: 0-7794-9508-x (PDF)
