Proportional Value Comparison Method
Proportional value indirectly compares female and male job classes by looking at the relationship between the value of the work performed and the compensation received by male job classes and applying the same principles and practices to compensating female job classes. The Act specifies that pay equity is achieved by proportional value when the relationship between the value of the work performed and the compensation received is the same for both female and male job classes [21.3(1)].
The proportional value method is applied in establishments where male job classes are not available in large enough numbers, or else their job values are such that they cannot be used for direct comparisons. For example, in two-tiered pay systems, the male management job classes may be valued much higher than the female job classes, and thus, they may not be appropriate comparators.
To achieve pay equity using the proportional value method, employers must:
- select a representative group of male job classes;
- establish the relationship between job values and job rates;
- calculate pay equity adjustments; and,
- increase wages for underpaid female job classes.
For further information, refer to the Guide to Interpreting the Pay Equity Act.
Regression Line Calculators
Regression Line Calculator: Proportional Value Method
Regression Line Calculator: Proxy Method
Space Toy Co. Proportional Value Method of Comparison
Proportional Value Method of Comparison
Deadlines for Proportional Value
Steps to Proportional Value
Representative Male Jobs
The Free-Hand Method
The Regression Analysis Method
How to use your computer to do Regression Analysis
Calculate a Regression Line | Interactive
Calculate a Regression Line | Manual Worksheet
Pay Equity Plan – Amended for Proportional Value
- Appendix 1. Table 1-a: Manual Regression Calculation
- Appendix 2. Table 2-a: R-squared Calculation
- Appendix 3. Table 3-a: Pay Equity Job Rates and Adjustments