Part II employers must use a Gender Neutral Comparison System (GNCS) to do job comparisons for pay equity purposes. This system should value the scope of the work of an organization or, in the case of a bargaining unit, the scope of the work done by the bargaining unit and evaluates aspects of both female and male jobs. In determining value of work performed for pay equity job comparisons, the factors of skill, effort, responsibilities and working conditions must be applied.
The type of GNCS must be described in the pay equity plan. The Act requires the use of one GNCS per pay equity plan.