There are many ways to determine the value of job classes. The Act requires that whatever mechanism or tool is used, it must value skill, effort, responsibility and working conditions and the mechanism or tool must be applied consistently to all of the job classes. For example, employers can use a simple ranking method, or classifications or grade descriptions that include the four required factors.

A more detailed and common approach is the “point factor method”. This mechanism involves assigning points to sub-factors and adding them to provide a “score” for the job class. In this type of job evaluation, employers decide the specific number and weighting of sub-factors and levels that is suitable for their business. Whatever system is selected, the Act states that:

• The system must compare all relevant job classes based on the total value of skill, effort (mental and physical), responsibility and working conditions.
• The system must be gender-neutral, not biased toward jobs done by either women or men. It also has to be able to capture aspects of work done by women that may have been overlooked and undervalued in the past.

The Office has developed educational materials and online resources which may assist in determining the value of job classes.