Welcome to the e-learning program of Ontario's Pay Equity Commission.
This module: Flexible System
In this module, you will be introduced to a comparison system that can be adapted to reflect your organization's goals, programs or services.
Before you continue, you must complete modules 1 through 6. These modules will provide you with essential information required to complete the job comparison process for your organization.
What is the Flexible System?
It is an interactive form you can use to develop a job comparison system. This form, also referred to as the Job Comparison Tool, includes a menu of 17 sub-factors, a basic questionnaire, a weighting formula calculator, job evaluation rating sheets and comparison worksheets.
There are several features of this tool that will simplify the job comparison process.
Clear instructions, definitions and examples are provided throughout.
Pop-up messages will appear if you make an error or forget to complete a mandatory field.
To create a system, start by choosing sub-factors that cover the four factors of work required by the Pay Equity Act: skill, effort, responsibility and working conditions.
You should choose sub-factors that reflect your organization's goals, programs and services.
The sub-factors should measure the elements of work that you pay for, the work of your employees. In order to be gender neutral, the sub-factors you choose should measure the work of both male and female jobs in your organization.
There are many possible sub-factors for each of the four factors. Typically, no more than two to four sub-factors are used for each one.
When choosing your sub-factors, you'll find that some are very similar to others.
Be careful in selecting and interpreting your sub-factors so that elements of work are not counted twice.
For example, when you evaluate Communication skills under Communications Skills/Contacts, make sure you don't also value these skills under Responsibility for Supervision/Human Resources.
You can find additional information about double-counting in the special instructions area of the form.
In this fictional example, the employer chose sub-factors to measure the work of the jobs in their organization. The Great Toy Manufacturing Co. is a small business that includes office staff. The employer chose to use 12 sub-factors that measure the skills, effort, responsibilities and working conditions applicable to their organization.
Can you see why these sub-factors are appropriate for a company that:
- Manufactures products requiring fine assembly
- Orders and coordinates a large inventory of materials in their production process
- Requires supervision of employees on an assembly line; and
- That might include some hazards in the workplace?
On the next slide, you will examine the sub-factors chosen for a different type of workplace.
Ace Sporting Goods Emporium is an employer with jobs in a small office and a busy retail outlet that serves thousands of customers a day.
Product knowledge is very important in explaining sporting equipment and the fine points of various brands to customers. Staff are often required to demonstrate equipment.
A large inventory must be managed and tracked. Thousands of dollars of sporting goods and equipment can be sold on any given day.
The office processes large equipment orders from sports teams and institutions, like schools.
All staff are required to maintain good customer relations while working in a busy, sometimes chaotic, retail environment.
Can you see why these sub-factors would be appropriate to this kind of workplace?
The flexible system allows you to choose sub-factors that are relevant to the work performed in your organization.
There are five required sub-factors that you must include and twelve optional sub-factors. Select a set of sub-factors that you feel is appropriate for measuring the work of your organization.
Remember to include all the jobs across your organization that need to be measured, as well as your company's goals, programs and services.
The five required sub-factors are:
- Education / Job knowledge
- Mental demand
- Physical demand
- Decision-Making and
These sub-factors are pre-selected.
There are twelve optional sub-factors. By choosing optional sub-factors, you are adapting the system to fit your workplace.
Click on each of the sub-factors to find out more. When you're done, click the play button at the bottom left to continue.
Once you've chosen your sub-factors, you will be provided with sub-factor definitions, levels and descriptions for each level.
The first part of creating a system is now complete. You've chosen sub-factors that measure all the jobs done in your company.
In the next module, you will learn how to add points to each of your sub-factors.
Back to page