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Module 6: Understanding Job Comparison



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

This module: Understanding Job Comparison

This module will explore how comparison systems are used to achieve pay equity by comparing job classes based on skill, effort, responsibility and working conditions.

A job comparison system is like a measuring tape. It is a tool that allows you to determine the relative value of jobs.

Most job comparison systems use points.

What does a job comparison system measure?

Any job comparison system must measure the value of jobs based on four factors: skill, effort, responsibility and working conditions.

The four factors of work are commonly divided into sub-factors.

Sub-factors should be appropriate to the workplace where the work is being measured. The sub-factors that make sense in a sporting goods store will not likely be the same as for a small engineering firm or for an elder-care agency.

On the next slide, we'll take a closer look at one of these sub-factors.

To measure the amount of a sub-factor in each job, it is divided into levels, with points attached to each level. You will learn about adding points to each level in a later module.

In the example shown, the sub-factor is communications skills with five available levels. A job that has little requirement for communications skills would be assigned a level 1, receiving the smallest number of points. Another job may have a very high requirement for communications skills and be assigned a level 5 with the highest number of points.

You would repeat this procedure for each sub-factor.

Once each job class has been measured for each sub-factor, you would total the points.

The total number of points is the relative value of the job class.

Job classes that are close in total points are equal or comparable.

If a female job class is comparable in value to a male job class which has a higher job rate, then a pay equity adjustment is required. The female job class rate must be increased so that it is equal to that of the male comparator.

Where can you find a job comparison system?

You have three options: you can develop your own system; you can use a consultant's system; or you can use the Flexible System developed by the Pay Equity Commission as described in this program.

Whatever system you choose, it must measure work by using four factors: skill, effort, responsibility and working conditions.

The system must not be biased towards jobs done by only women or only men.

It must capture aspects of work that may have been overlooked and undervalued in the past.

In the next module, you will be introduced to the Flexible System.

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