PAY EQUITY PLAN
JOB-TO-JOB COMPARISON METHOD
FAIRPAY COMPANY
123 Any Road
Toronto, Ontario
This is an example of a pay equity plan originally posted by the Fairpay Company to show the results of job-to-job comparisons. The plan was then amended to show the results of a proportional value comparison.
Date of posting and pay equity adjustments
Fairpay Company has posted the following pay equity plan on January 1, 1993.
Pay equity adjustments will begin January 1, 1994.
Establishment
This plan covers all employees of Fairpay Company who are located at 123 Any Road, Toronto, Ontario.
Job Classes
|
The following job classes are female job classes:
|
The following job classes are male job classes:
|
Method of comparison
A gender neutral job comparison system was used to measure the value of each job class. Points were assigned to each job class based on the following factors and subfactors:
| Factors | Subfactors |
|---|---|
| Skill (30%) | Knowledge (10%) Problem-solving/judgement (12%) Interpersonal skills/contacts (8%) |
| Effort (25%) | Mental effort (15%) Physical effort (10%) |
| Responsibility (35%) | Human resources (12%) Financial resources (8%) Information resources (10%) Material resources (5%) |
| Working Conditions (10%) | Environment (10%) |
Evaluations were carried out by a committee.
Job classes of equal or comparable value were determined by dividing the system into point bands, 75 points wide.
Comparison results
Following are female job classes that found male comparators, their male comparator job classes, and the total pay equity adjustment needed in each case:
| Female Job class |
*Points | Male Comparator Job Class |
*Points | Pay Equity Adjustment |
|---|---|---|---|---|
| Accounting Supervisor | 570 | Programmer | 555 | $1.00/hr |
| Administrative Assistant | 490 | Shipper/Receiver | 470 | $1.00/hr |
Permissible differences
No permissible differences were found between job rates of female and male job classes.
First payment
The law requires that one percent (1%) of the 1993 payroll be spent on pay equity adjustments in 1994. Because total pay equity adjustments amount to less than the one percent, the full amount of pay equity adjustments will be made on January 1, 1994.
For further information, contact John Smith, Controller.
* This information is optional.
How do I get more help or information?
We are here to help. We can answer your questions by e-mail at pecinfo@mol.gov.on.ca or by phone at (416) 314-1896, or toll-free at 1-800-387-8813. You can also register for a free seminar.
All communications are confidential.
The Pay Equity Commission
This fact sheet is for information only, and is not intended to restrict Review Officers or the Pay Equity Hearings Tribunal in their determination of matters. Refer to the Pay Equity Act for exact interpretation.
