Weighting

STC had by now designed most of the job evaluation system, by determining subfactors and levels, and defining them. A weighting formula now had to be applied to the system to allow the Committee to assign value (points) to jobs.

The steps to assigning weights

The Committee (as seen on the previous pages) determined how important each factor (skill, effort, responsibility and working conditions) and subfactor (knowledge, interpersonal skills/contact, problem-solving/judgement, mental effort, physical effort, responsibility for personnel, policies and practices, as well as for information, financial resources and material resources, and for, environment) was to the workplace.

They developed a weighting formula that would reflect the values of all Toronto jobs. Weights were assigned to factors and subfactors, and point values for all levels were calculated.

To assure gender neutrality in weighting, the Committee again considered the goals, products and services at the Toronto Head Office and the work done in female and male job classes. This was helpful in determining the weight (or value) of each of the four factors in relation to each other. Factors were not given equal weight/value.

A basic weighting formula

The Committee used a formula based on a total of 100% (1000 points). They divided the 100% / 1000 points between the four factors. They alloted to:

Expanding the weighting formula

They expanded the basic formula by dividing the percentage given to each factor between its subfactors. For example, they alloted to:

They further broke down this formula by determining the number of points for each level of each subfactor.

The 100% / 1000 point formula is shown on the next page in Chart # 2. The percentage allotment between the subfactors and through the levels is shown in Charts # 3 and 4, and the final formula with " + " and " - " shadings is shown in Chart # 5.