Employers can gather information through observation, interviews, questionnaires; they can review or develop job descriptions, or they can rely on their own knowledge of the jobs. Regardless of the data collection method used, it is the content of the job itself and not the performance of workers in the job that is relevant.
In the Haldimand-Norfolk case, the Tribunal expanded on how job class information should be collected, by asking:
- What is the range of work performed in the establishment?
- Does the system make work, particularly women’s work, visible in the workplace?
- Does the information being collected accurately capture the skill, effort and responsibility normally required in the work and the conditions under which it is normally performed for both the female job classes in the plan and the male job classes to be used for comparison?
- Is the information collected accurately and consistently?