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Job List Report <br />Explanations correspond to shaded numbers <br />below. <br />This report can be printed after the results are <br />computed. The predicted pay and pay difference <br />columns are helpful in analyzing the cost of <br />adjusting the salary for any given class. <br />any particular point level. Specific details of <br />the method used to calculate predicted pay is <br />explained in pages 14 through 17. The graph <br />on page seven shows a "predicted pay line" <br />and how male and female classes scatter <br />around that line. <br />Predicted Pay <br />The most simplistic definition of predicted <br />pay is that it is the average pay of male <br />classes at any given point value. Predicted <br />pay is calculated by averaging the maximum <br />monthly salaries for male classes in the <br />jurisdiction. It is the standard for comparing <br />how males and females are compensated. <br />Predicted pay is a mirror, or reflection, of the <br />current compensation practice within a <br />jurisdiction for male classes, but is not <br />necessarily the salary that "should" be paid at <br />2. Pay Difference <br />Shows the dollar amount that maximum <br />monthly salaries fall above or below <br />predicted pay. If a jurisdiction does not pass <br />the statistical test and needs to increase <br />salaries for female classes, either to reach an <br />underpayment ratio of 80% or eliminate the <br />statistical significance of the t-test, this <br />information is useful in calculating the cost. <br />For example, the cost to increase the female <br />class of "stage manager" to predicted pay <br />would be $6.20 per month. <br />Job List Report <br />2 <br />04/20/92 <br /> Page 1 <br />Job <br />Number <br />Class Title Male <br />Empl Female <br />Empl Total <br />Em <br />l <br />Sex Work <br />P <br />i Max Mo. Predicted pay <br /> p o <br />nts Salary Pay Difference <br /> <br />2 Box Office 1 I 2 B 110 1,400.41 1344.82 55.59 <br /> <br />3 Stage Crew <br />P 6 1 7 M 130 1,450.26 1447.15 3.11 <br /> <br />4 rops Chief <br />Costume Designer 1 <br />0 0 <br />1 1 <br />1 M 140 1,460.94 1495.59 - 34.65 <br /> <br />5 <br />Set Tech. <br />1 <br />0 <br />1 F 142 1,575.89 1505.17 70.72 <br /> <br />6 <br />Lighting Tech <br />1 <br />0 <br />I M 150 1,560.75 1540.12 20.63 <br /> <br />7 . <br />Effects Eng <br />1 <br />0 <br />1 M 164 1,625.50 1598.54 26.96 <br /> <br />8 . <br />Stage Manager <br />0 <br />1 <br />1 M 179 1,645.22 1617.17 28.05 <br /> <br />9 <br />Writer F 180 1,610.30 1616.50 -620 <br /> <br />10 <br />Marketing Director 1 <br />1 0 <br />0 1 M 180 1,590.19 1616.50 -26.31 <br /> <br />11 <br />Actor/Actress <br />10 <br />12 1 <br />22 M 200 1,690.85 1689.43 1.42 <br /> <br />12 <br />Director <br />1 <br />0 <br />1 B 217 1,730.85 1714.27 16.48 <br /> <br />13 <br />Producer <br />0 <br />1 M 248 1,795.76 1799.79 .-4.03 <br /> <br />14 <br />General Manager <br />0 <br />I 1 <br />1 F 260 1,900.60 1830.73 .69.87 <br /> F 300 2,100.67 1933.91 166.76 <br />Guide to Understanding Pay Equity Compliance and Computer Reports - 10/01 Page 6 <br />