5.2. ERMUSR 06-10-2008 - Laserfiche WebLink

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Tests for Compliance 1. Completeness and Accuracy Test - determineswhether jurisdictions have filed reports on time, included correct data and supplied all required information. 2. Statistical Analysis Test -described on pages three through five, compares salary data to determine if female classes are paid consis- tently below male classes of comparable work value (job points). DOER has developed software that calculates the results for this test. This test is generally applied to larger jurisdic- tions. For smaller jurisdictions, the alternative analysis is used. 3. Alternative Analysis Test -described on pages eight through 11, compares salary data to determine if female classes are paid below male classes even though the female classes have similar or greater work value (job points). The software is not used for this test. 4. Salary Range Test -described on page 12, compares the average number of years it takes for individuals to move through salary ranges established for female classes compared to male classes. This test only applies to jurisdic- tions that have a system where there is an established number of years to move through salary ranges. 5. Exceptional Service Pay Test -described on page 13, compares how often individuals in male classes receive longevity or performance pay above the normal salary range compared to how often individuals in female classes receive this type of pay. This test applies only to jurisdictions that have a system that includes exceptional service pay. Determining Whether the Alternative or Statistical Analysis Will Be Used 1. Alternative analysis -jurisdiction has: • Three or fewer male classes. NOTE: Jurisdictions with three or fewer male classes may want to skip over the information on pages two through seven describing the statistical analysis and computer reports. 2. Statistical analysis -jurisdiction has: • Six or more male classes and at least one class with an established salary range, or • Four or five male classes and an underpay- ment ratio of 80% or more. May or may not have classes with an established salary range. 3. Start in statistical analysis but go to alternative analysis -jurisdiction has: • Four or five male classes and an underpay- ment ratio below 80%, or • An underpayment ratio below 80%, six or more male classes, but no classes with a salary range. Explanation of Computer Reports Information contained in the next few pages is intended to explain the three reports produced by the Pay Equity Analysis System Software. Look at the sample reports as you read the following explanations. Each numbered explanation corresponds to a shaded number on the examples on pages three, five and six. For informational purposes, a sample of an optional graph produced with Quattro Pro software is shown on page seven. Guide to Understanding Pay Equity Compliance and Computer Reports - 10/01 Page 2