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Tes�s #'or Compliance <br />1. Completeness and Accuracy Test - <br />determines whether j�risdictions have �led <br />reports on time, included correct data and <br />supplied all required infonnation. <br />Statistical Analysis Test - described on <br />pages three through five, compares salary <br />data to determine if feznale classes are paid <br />consistently beiow male classes of <br />comparable work value (job points). MMB <br />has developed software that caIcuIates the <br />results far this test. This test is generally <br />appIied to larger jurisdictions. For srr�aller <br />jurisdictions, the alternative analysis is used. <br />3. Alternative Analysis Test - described on <br />pages eight through 11, compares salary <br />data to determine if fennale classes are gaid <br />below male cIasses even thaugh the female <br />classes have similar or greater work vaiue <br />(job points). The software is na� used for <br />this test. <br />4. Salary Range Test - described on page 12, <br />compares the average number of years it <br />takes for individuats to move t�rougl� salary <br />ratig�s estabIished �or female classes <br />compared to male classes. This test only <br />applies to jurisdictio�s that have a system <br />where there is an established numher of <br />years to move through salary ranges. <br />5. Exceptional Service Pay Test - described <br />on page 13, compares how often individua�s <br />in male cIasses receive Iongevity ar <br />performance pay above the normal saIary <br />range compared to haw often individuals in <br />female classas receive this type of pay. This <br />test applies only to jurisdictions that have a <br />system that includes exceptianal service pay <br />Determining Whefher fhe <br />Alternati�e or Sta�istical <br />Analysis Will Be Used <br />1. Alternafive analysis - jurisdiction has: <br />• Three or fewer male ciasses. <br />NOTE: Jurisdictions with three or <br />fewer maie classes may want to skip <br />over the information an pagas iwo <br />through seven describing the statistical <br />analysis and co nnp�ter reparts. <br />2. StatistieaC analysis - jurisdiction has: <br />• Six or mora male classes and at least <br />one class with an established salary <br />range, or <br />• Faur or five male classes and an <br />underpayment ratio of 80% ar more. <br />May or znay not have classes with an <br />established salary range. <br />3. Start iu statistacal analysis but go to <br />alteraative analysis - jurisdiction has: <br />• Four or five male classes and an <br />underpayment ratio below $0%, or <br />• An underpayment ratio below 80%, six <br />or more male classes, but no classas <br />with a salary range. <br />Explanation of <br />Computer Reports <br />In�'ormation contained in the next few pages is <br />intended to explain the three reports produced by <br />th� Pay Equity AnaIysis System Software. Look <br />at the sample reports as you read the following <br />explanations. Each numbered explanation <br />corresponds to a shaded nurnber on the examples <br />on pages three, five and six. For informational <br />purposes, a sample of an optional graph <br />produced with tk�a Pay Equify Analysis software <br />is shown on page seven. <br />Guide to Understanding Pay Equity Campliance and Computer Reports — 11/10 Page 2 <br />