Job Information

The system is now ready to use: the subfactors and number of levels have been decided, the necessary definitions written, and the weighting formula calculated and tabulated. It is time to collect job information.

To prepare job information for the job evaluation and comparison process, STC's Committee, the consultant and management did the following.

Reviewed job information

They reviewed existing job descriptions for accuracy, content, current information, and gender neutrality. They determined that:

new job information was required for all jobs as data on file was outdated and inaccurate;
alternatives were available to collect job information; (i.e., questionnaires, interviews or desk audits).

They decided to develop a questionnaire to mirror the system, pilot test it on a mixture of four or five male and female jobs, review the questionnaire again and modify it if necessary. They also opted to update job descriptions using the questionnaire information.

Set a timetable

STC's evaluation committee set a timetable and agreed the Consultant would lead the process. With the consultant's help, the committee prepared a Terms of reference document explaining the duties and responsibilities of committee members. The committee was involved in each of the following steps:

designing the questionnaire;
supervising, testing and modifying the questionnaire;
distributing, collecting, and reviewing information;
employee interviewing and desk auditing, when necessary; and
evaluating jobs and helping to finalize results.

Prepared a communication plan

They prepared a communication plan (not required by the Act). The Committee agreed on a communication strategy to update employees on pay equity every two months until the posting of the plan. These updates outlined:

the pay equity concept and process;
the Pay Equity Committee's role;
timelines to complete job evaluations;
contact information for employee questions;
the role of employees in the process.

Last modified: April 7, 2008