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Module 11: Finding Comparators



Welcome to the e-learning program of Ontario's Pay Equity Commission.

This module: Is on Finding Comparators

In this module, you will learn how to compare female job classes to male job classes of equal or comparable value.

Pay equity is achieved when the job rate of a female job class is at least the same as the job rate of a male job class of equal or comparable value. Equal or comparable value does not necessarily mean identical in value.

Job rate is defined as the highest rate of compensation for a job class.

Compensation is defined as all payments and benefits paid to an employee who performs functions which entitles the individual to be paid a fixed amount.

The most common method of finding comparable jobs is the point banding method. You can use either floating point bands or fixed point bands.

For more information on banding, click on the link to access Banding Points for Pay Equity Purposes.

With floating point bands, comparable jobs are determined by measuring a range of points above or below the point value of each female job class.

The range of points is often a percentage of the total points for the female job class.

In this example, the female job class, Customer Service Supervisor, was given a value of 565 points. If a 5% range floating band is chosen, the employer looks at any male jobs that fall within 537 and 593 points as equal or comparable male jobs. 537 points is 5%, or 28 points below the point value of the female job, and 593 is 5%, or 28 points above.

With fixed point bands, a band of points, such as 0 to 50, 51 to 100, 101 to 150, and so on, are decided on and job classes that fall within the same band are deemed to be comparable.

Fixed point bands are usually set as a percentage of the total number of points in the system. In this example, the total points in the system is 1000. The bands are 75 points, or 7.5% of the total number of points in the system. It is important to note that bands do not have to start at 0.

If there is only one male job class in the same band as one or more female job classes, then this is the male comparator.

If there is more than one comparable male job class, the lowest paid is the comparator.

In some bands, there will be female job classes but no comparable male job classes. When this happens, you must look for any male job classes that are of lower value but are higher paid than the female job classes in the band. If there is more than one, you have to choose the highest paid male job class as the comparator.

If any female job classes remain unmatched, you will need to use the proportional value method. This method is explained in the next module.

To find comparators for your female job classes, follow the steps described in the next slides.

You'll start by listing the job evaluation results for your male and female job classes, from the highest to the lowest point value.

If you're using the interactive job comparison tool, the tool will perform this task for you.

Step 1 of finding comparable jobs requires you to choose a banding method:

  • Floating point bands, or
  • Fixed point bands

In Step 2, you must apply the banding method to your results. To do so, you must:

  • Identify male comparators of equal or comparable value, or
  • Look for lower value, higher paid male comparators

This table, with bands of points for both female and male job classes, will give you a general idea of what your results could look like if you used the fixed point bands method.

If there are no comparable male job classes for a female job class after applying banding, you must apply the Proportional Value method, as described in the next module.

In the next module, you will learn about the proportional value method.

If you found comparators for all of your female job classes, you can skip the next module and proceed to Module 13 – Adjusting Compensation.

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