Evaluating Jobs

The questionnaires were completed by the employees and turned in to the Committee. However, this process took longer than anticipated.

The Committee needed extra time

Due to time constraints, the Committee elected to use the questionnaires to evaluate jobs instead of immediately developing new job descriptions. The Committee also decided, with management's support, that the Administration Manager, the Customer Service Supervisor and two committee members would oversee the writing of new job descriptions no later than one month after the conclusion of the pay equity job evaluation process.

The STC Committee followed this process to evaluate jobs

The Committee assembled the questionnaires. Beginning with the subfactor of Knowledge, each committee member assigned the level they felt best fit each job class. Then together, they discussed their results until they could reach consensus on what the appropriate level was for each job.

The Committee worked through the 10 subfactors until each job had a level for each subfactor. Once this was completed, points were totalled for all the jobs.

These are the job evaluation results:

Comparing jobs

The job evaluations were completed, and it was now time to compare jobs using Job-to-Job, the method of comparison required by the Act.