TIPS
For Your Pay Equity Committee
The following information has been compiled from the experiences of job evaluation committees in various organizations in Ontario.
Set up rules regarding:
- consensus
- taking notes
- absence of committee members
- confidentiality
- evaluating a committee member's own job class
- getting more information about a job class
- changing a subfactor's definition that may be weak or inappropriate
- handling disagreements
Establish guiding principles:
- to be fair and open
- to apply gender neutrality to each step in the pay equity process
- to avoid being the advocate of certain jobs or functions
- to ensure consistency and accuracy of methods
- to respect company values
- to be free of personal biases and assumptions
Define the job comparison process:
- judgements made systematically, not arbitrarily, capturing the full range of work
performed in the workplace
Ensure consistency by:
- rating all job classes against one subfactor, then repeating the process through
to the last subfactor
- rating job classes in random order, not in job families (e.g. don't rate all
clerical job classes one after the other)
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. Publications and seminars are available free of charge. Request these by contacting us at pecseminars@mol.gov.on.ca
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.
