Disclaimer: This resource is for information only, and is intended to assist employers in complying with the Pay Equity Act. It is not to be construed or considered as legal advice, nor warranted to be complete and accurate, and may be amended without notice. It does not restrict Review Officers of the Pay Equity Office in their interpretation and determination of matters under the Act.


​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”.


​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)​​