Gender Neutral Job Evaluation

What is meant by “gender neutral job evaluation”?

Gender neutral evaluation means that the factors that are considered and the way in which those factors are applied must be free of any gender bias (favouring neither male nor female-dominated jobs).

Does gender neutral job evaluation favour women’s jobs?

No. The emphasis is on not favouring either male or female dominated jobs, but to deal with all jobs in an unbiased way. In the past, job evaluation plans have tended to overlook some aspects of work traditionally done by women. The new plan removes those biases.

How can different jobs be compared?

The gender neutral job evaluation plan employs a factor point rating method of job evaluation. Factor point rating is an analytical and quantitative method of evaluation and was chosen because it is particularly suited to the consistent evaluation of work that is dissimilar and diverse in nature. The plan assesses the skill, effort, responsibility and working conditions that are inherent in each job. Points are assigned for each of 10 subfactors and then totalled to provide a “score” for the job.

How does the Job Evaluation Committee determine a rating?

Each committee member, carefully studies the questionnaire (often spending an hour individually), and assigns tentative ratings for each subfactor. He/she makes note of any areas where clarification or additional information is needed, and then asks about these areas in the interview. After the interview, the committee members discuss their individual ratings and come to a consensus. By having four individuals consider each position independently, and then discuss their rating, each job benefits from the perspective brought by each rater. The consensus approach ensures a thorough analysis and agreement on each factor for each job. The ratings and the rationale and/or the relevant references in the factor/degree descriptions or the committee rating notes are recorded.

How can you evaluate positions fairly when the language in the evaluation plan seems so general?

The degree levels for each subfactor are defined in such a way that there is sufficient detail to differentiate amongst jobs, but still allow flexibility to accommodate the diverse range of jobs in the bargaining unit. The factor and degree definitions given in the plan provide the basic framework for evaluation, but there is much more to guide the raters. Raters refer to a variety of information and guidelines including the subfactor definition, degree level descriptions, and reference to benchmark jobs. In addition, “Notes to Raters” guidelines have been developed to provide interpretation guidance and direction for committee members.

Is the interview really necessary when the committee has the questionnaire?

The pilot project in 1992 confirmed our belief that the extra time required for the personal interview is well worthwhile. Although most organizations rely solely on a written questionnaire for job evaluation purposes, we found that the interview provides the committee with an extremely valuable opportunity to clarify the questionnaire information as well as to answer participant questions about the process.

How is my rate of pay effected if my position is reclassified upward or downward?

Once the Committee has completed the review and if the job is rated at a higher pay grade, the incumbent’s salary will be paid retroactive to the date the duly signed Position Questionnaire was received by the Human Resources Office. The incumbent’s new salary shall be determined by application of Article 28.05 of the Collective Agreement. “When an employee is promoted or reclassified to a higher paying position, the employee will receive the rate of pay which is the next highest rate in the new scale.”

If a position is evaluated lower than the current rate, the incumbent shall maintain the current rate as a red-circled rate for as long as the incumbent holds the position. Employees will be eligible for salary increments within the assigned pay grade. The reevaluated rate shall become effective as soon as the incumbent leaves the position.