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1 edition of The implication of pay equity on job evaluation systems found in the catalog.

The implication of pay equity on job evaluation systems

Carrie MacKinnon

The implication of pay equity on job evaluation systems

by Carrie MacKinnon

  • 218 Want to read
  • 9 Currently reading

Published by National Centre for Management Research and Development, School of Business Administration, University of Western Ontario in [London, Ont.] .
Written in English

    Subjects:
  • Industrial relations,
  • Job evaluation,
  • Employment,
  • Pay equity,
  • Women

  • Edition Notes

    StatementCarrie MacKinnon
    SeriesWorking paper series [in pay equity] -- no NC 88-05, Working paper (University of Western Ontario. National Centre for Management Research and Development) -- no 88-05.
    The Physical Object
    Pagination18 p. ;
    Number of Pages18
    ID Numbers
    Open LibraryOL26563197M

    This theory show-Inputs: Inputs include all the rich and diverse elements that employees believe they bring or contribute to the job – their education, experience, effort, loyalty, commitment. Outcomes: Outcomes are rewards they perceive they get from their jobs and employers’ outcomes include- direct pay and bonuses, fringe benefit, job security, social rewards and psychological. “Job evaluation is a systematic process for defining the relative worth or size of jobs within an organisation in order to establish internal relativities. It provides the basis for designing an equitable grade and pay structure, grading jobs in the structure and managing job and pay relativities.”(Armstrong, ).

    Job evaluation also can assist in the area of equal pay. By assessing jobs based on their contributions to the company bottom line, rather than simply relying on titles and market value, HR can create greater internal pay equity, meet equal pay obligations, and better satisfy commitments to . Subsequently, job evaluation methodology and results have become prominent issues in sex-related discrimination cases (Cooper & Barrett, ; Milkovich & Newman, ), as well as a focal point of pay equity legislation being passed by local and state governments (Reichenberg, ).

    assigned to a job class. Once established, job points generally do not change unless the content of a job changes or a different evaluation system is adopted. This is an ongoing process and requires ongoing compliance. Establishing job evaluation ratings is the first step in the pay equity . The Paterson Job Evaluation System was developed by Dr. T. T. Paterson in Scotland. He examined the characteristics of work and pay, the primary focus of the job evaluation system is to relate these two aspects of productivity in a way which both management and workers find reasonable, equitable and fair.


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The implication of pay equity on job evaluation systems by Carrie MacKinnon Download PDF EPUB FB2

Job evaluation systems must measure work in terms of Skill, Effort, Responsibility and Working conditions - these 4 factors are required by the Pay Equity Act. A job evaluation system is usually made up of the parts The implication of pay equity on job evaluation systems book.

Subfactors. These are elements of skill, effort, responsibility and working conditions significant to the types of work. Pay Equity Commission N EW F EMALE J OB C LASSES 27 A new female job class must be evaluated in accordance with the existing pay equity process in effect.

The same Job Evaluation System must be used. Once the value has been determined, comparison with male job File Size: KB. A job evaluation system should be used to determine the relative value of one job to another.

This is the first step in setting up a pay system. Several types of pay systems can be implemented. A pay grade system sets up specific pay levels for particular jobs, while a going rate system looks at the pay through the industry for a certain job title.

Internal equity and job evaluation are closely related concepts within a company. Internal equity is a general level of fairness in the alignment of the work employees perform in their positions and the rewards they receive for it.

Job evaluations are tactics used by an employer to assess the value of a given position. To determine what positions and job responsibilities are similar for purposes of pay, promotions, lateral moves, transfers, assignments and assigned work, and other internal parity is important that employees perceive your workplace as fair, equitable, and the provider of equal opportunities for employees.

Choose a job evaluation plan. To be appropriate for pay equity purposes, a job evaluation plan must be reliable, gender-neutral and assess the four mandatory criteria of skill, effort, responsibility and working conditions as provided in sections 3 to 8 of the Equal Wages Guidelines, It should also.

Internal equity is the relative value of an employee’s job compared to others in the organization. Internal equity is based on a number of factors, including required education and experience, physical demands of the work, responsibility for materials, equipment or the safety of others, supervisory or management responsibilities, customer contact and working conditions.

Salary structures are an important component of effective compensation programs and help ensure that pay levels for groups of jobs are competitive externally and equitable internally. A well. The Pay Equity Process. A project management approach to implementing pay equity involves the four steps outlined in the diagram below.

Text description of Figure 1. The diagram shows the four steps to Pay equity. These steps are Project Initiation, Job Analysis, Documentation and Evaluation, Implementation and Maintenance.

Job evaluation is usually applied in an organization in order to assess the relative value of jobs on the basis of which jobs are assigned to classes of pay grades.

Thus, the assumption is that job value scores match with pay grade structures, and allow adequate predictions of basic job wages or salaries in practice. The validity of this assumption is questioned in this article. a job evaluation system that found that women were segregated into historically female dominated jobs.

The women’s jobs paid 20 percent less on average than male dominated jobs, even when their jobs scored equally on the job evaluation system. Pay equity wage adjustments were phased in over four years at a cost of percent of overall payroll.

A Guide to pay equity for the broader public sector: a job evaluation system.,Toronto Public Library. Get this from a library.

A guide to pay equity for the broader public sector: a job evaluation system. [Pay Equity Commission of Ontario.]. method of job evaluation, jobs are evaluated in any case. It is really a question of how analytical the organisation wants to be. Keywords: rank order, subdivided, pay ranges, appropriate, relative pay, analytical 1.

Introduction Cushway () defines job evaluation as a process for judging the relative size of importance of the job within. Job evaluation or job grading involves - describing a job in the smallest detail - grading that particular job in relation to other jobs within the same unit, branch, or industry - laying down wages accordingly There are a number of different job evaluation systems used in South Africa.

The Paterson System The Paterson System grades jobs. Therefore the main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced.

Specialization - Because of division of labour and thereby specialization, a large number of enterprises have got hundred jobs. Equity payments are common at startup companies. This compensation offers the potential for a big payout, but it's also much riskier and tax-complex than earning a salary.

Our approach to Job Evaluation simplifies any pay and grading project producing transparent and justifiable results. Our tried and tested methodology analyses 10 factors that encompass the requirements, demands and content of jobs from Chief Executive to unskilled in a wide range of organisations operating in the private, public and not-for.

Job Evaluation: A computer-assisted job evaluation plan, measuring 17 dimensions of nonexempt work and 28 dimensions of exempt work, is used to evaluate the relative worth of staff positions.

This evaluation process focuses on valuing the content of each position in terms of a series of well defined compensable factors. Pay Factors. This study compares results obtained from six different job evaluation methods in terms of (1) their effects on job classification decisions and (2) inferences regarding the equity of job hierarchies.

Evaluations of state-classified jobs indicated that decisions about job hierarchies and estimates of the extent of gender-based discrimination in classifying jobs are dependent on the. Job evaluation is the process of assessing the relative worth of jobs in an organisation, using an objective and reliable rating system.

As part of our bouquet of services, we are able to offer job evaluation expertise, via a consulting approach or alternatively, assistance via use of our highly rated industry evaluation tool.ADVERTISEMENTS: Job Evaluation: Objectives, Principles and Methods of Job Evaluation!

Job evaluation is an orderly and systematic technique of determining the relative worth of the various jobs within the organisation so as to develop an equitable wage and salary structure. ADVERTISEMENTS: According to International Labour Organisation (ILO) “Job evaluation may be defined as an attempt [ ].Equity-focused evaluations (section 3) and developing the Terms of Reference (section 4); designing the evaluation, including iden-tifying the appropriate evaluation framework, evaluation design and appropriate methods to collect data (section 5); and utilizing the evaluation (section 6).

Section 7 explains how to conduct Equity.