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Alternative Analysis <br />The minimum requirement to pass this test is that: <br />a) there is no compensation disadvantage for at least 80% of female classes compared to male <br />classes; or, <br />b) compensation differences can be accounted for by years of service or performance. <br />On the next few pages the four possibilities that exist for inequities or a compensation disadvantage are <br />described. <br />1. A female class with higher points has less compensation than a male class with lower points. <br />Example: In this case, the female job class of city clerk has more points but less pay than the male <br />job class of maintenance supervisor. <br />Max. <br />Class Monthly <br />Job Title Tvoe Points Salary <br />City Clerk F 275 $1665 <br />Maint. Sup. M 171 $1925 <br />The minimum requirement to correct this inequity is that the female class must have a salary at least <br />equal to that of the male class. <br />Graph illustrating inequity for female job class. <br />1 <br />1900 ........................................ ......................... -................................................. <br />18501- ......_....._ ....................... . ..._......._.........__-...____._......_.............. . <br />........................ <br />a 1800_.. _ __...._....__ .................... ........ <br />1750 <br />1700 <br />female class with higher points <br />than male class <br />1650 ~ <br />160 180 200 220 240 260 280 <br />Points <br />+ Male Jobs ~ Fem Jobs <br />Guide to Understanding Pay Equity Compliance and Computer Reports - 10/01 Page 8 <br />