5.2. ERMUSR 06-10-2008 - Laserfiche WebLink

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In the example on page three, t-test results would not be used because the underpayment ratio is above 80%, but let's assume we needed to check these results. First, we would find 16 in the DF column and then look across to find the value of t at 1.746. Since our t-test number is -3.732, well below the value of t on the table, these results would show that females are not underpaid compared to males. 10. Salary Range Test This number must be either 0% or 80% or more to pass this test. In the example on page three, 105.71 % is passing. Jurisdictions not passing this test can pass it by reducing the number of years it takes for female classes to reach maximum salaries, increasing the number of years for males to reach maximum salaries, or some combination of both. A result T-Test Table (5 % Significance) DF Value oft DF Value oft DF Value of t 1 6.314 12 1.782 23 1.7]4 2 2.920 13 1.771 24 1.711 3 2.353 14 1.761 25 1.708 4 2.132 15 1.753 26 1.706 5 2.015 16 1.746 27 1.703 6 1.943 17 1.740 28 1.701 7 1.895 18 1.734 29 1.699 8 l .860 19 1.729 30 1.697 9 1.833 20 1.725 40 1.684 10 1.812 21 1.721 60 1.671 11 1.796 22 1.717 120 1.658 Infmity 1.645 While the entire method for calculating t-test results cannot be explained here, it is a commonly accepted mathematical technique for measuring statistical significance. The formula is fairly complex, but basically it factors in predicted pay, the dollar difference from predicted pay and the number of employ- ees. The DF number is the total number of employees in male or female dominated classes only, minus two. 8 Average Dollar Amount Male Classes are Above or Below Predicted Pay In the example on page three, the maximum monthly salary for male classes, on average, is $2 above predicted pay. 9 Average Dollar Amount Female Classes are Above or Below Predicted Pay In the example on page three, the maximum monthly salary for female classes, on average, is $75 above predicted pay. of 0% would mean that either there are no male classes with an established number of years to move through a salary range, no female classes with an established number of years to move through a salary range, or both. A description of how the salary range test is calculated is on page 12. ] 1. Exceptional Service Pay Test This number must be either 0% or 80% or more to pass this test. In the example on page three, 50% is not passing. Jurisdictions not passing this test can pass it by either increasing the number of female classes that receive exceptional service pay, decreasing the number of male classes that receive exceptional service pay, or some combination of both. A result of 0% could mean that fewer than 20% of male classes receive exceptional service pay or that no female classes receive exceptional service pay. A description of how the exceptional service pay test is calculated is on page 13. Page 5 Guide to Understanding Pay Equity Compliance and Computer Reports - 10/01