TITLE: MODULE 8 – ADDING POINTS TO THE SYSTEM
Welcome to the e-learning program of Ontario's Pay Equity Commission.
This module: Adding Points to the System
In this module, you will learn how to customize your job comparison system by allocating points to each of your sub-factors.
Job comparison systems use points to represent the values of jobs within an organization.
In our Flexible System, the total number of points available is 1000. You must distribute these points among your sub-factors, assigning each a percentage of the 1000 points.
This allocation of points is often referred to as weighting.
Also keep in mind that the allocation of points must not favour jobs done by men or jobs done by women.
Next, we will look at an example of how one company distributed points to each sub-factor.
This small company chose ten sub-factors to value the four factors of skill, effort, responsibility and working conditions. Therefore, 1000 points must be distributed among these ten sub-factors.
This employer determined that some sub-factors were more significant than others in determining the value of its jobs.
Communications skills, for example, were considered important and were given 12%, which results in 120 points out of the 1000 points in the system.
This reflects a high requirement for communication or interpersonal skills in a large number of jobs, with contacts inside and outside of the company, to sell, negotiate or explain complex information.
The next few slides will explain how sub-factors are further described using levels and how points are allocated to each level.
A level measures the degree to which a sub-factor is present in any given job. In this example, the keys, little, some, regular, frequent and constant, are indicators of how often or how much communication the job requires. The description identifies how each level would be demonstrated.
For example, a job requiring infrequent interaction with people and sharing very little information would score a level one, while a job requiring constant interactions with people, inside and outside the organization, and dealing with more complex information, would most likely score a level four or five.
To calculate the number of points for each level, you must divide the maximum number of points for the sub-factor by the number of levels chosen. In this case, the maximum number of points possible for communications skills is 120 and the number of levels chosen is 5. 120 divided by 5 equals 24 points.
This means that Level 1 will receive 24 points, Level 2 will receive 24 points multiplied by two, which is 48 points and so on, up to level 5 which will receive 120 points – the maximum for communications skill.
The complete calculation for levels is: 24, 48, 72, 96, and 120 points.
Now you will see how easy it is to use the point calculator in the interactive Job Comparison Tool.
In this short demonstration, you will only be using five sub-factors. On average, a system is made up of 8 to 12 sub-factors.
First, you must decide the importance of each sub-factor. Then, allocate the appropriate percentage to each of your sub-factors so that the total equals 100%.
You can then input the percentage for each sub-factor in Step 4 of the Job Comparison tool. The tool will calculate the points for you.
This tool also keeps a running total of the sub-factor percentages, and will warn you if it does not equal 100%.
If you make a mistake, you can go back and re-enter a percentage by clicking on the previous button. The form will recalculate the total.
You now know how to:
- Choose sub-factors to fit the jobs in your workplace
- Determine which sub-factors are more important or significant
- Use levels to measure how a sub-factor is present in a job, and
- Allocate points to each sub-factor
In the next module, you will learn about the importance of job information and how to collect it.
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