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Alterna�i�e Analysis Test <br />The minimum requirement to pass this test is that: <br />a) th�re is no compensation disadvantage far at least SO% of female classes compared to male <br />classes; or, <br />b) compensation differences can be accounted far 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 cIass with higher points has less cotnpensation than a male class with lower points. <br />Exa�ple: In this case, the female job class af city clerlc has more points but less pay than the male <br />job class of nnaintenance supervisor. <br />Max. <br />Class Monthly <br />Job Title Tvpe Points Sala <br />City Cler�C F 275 $1b65 <br />Maint. Sup. M 171 $1925 <br />The minirr�um requirement to correct this inequity is that the female class must have a salary at least <br />equal to that of the male class. <br />Graph illustrating inequi�y for feznale job class. <br />�e�a�� �I�ss Mare P��r�� �ut Less Pay <br />.�, <br />� <br />. <br />� <br />� <br />� <br />� <br />Guide to Understanding Pay Equity Compliance and Cornputer Reports —11/10 Page 8 <br />'�f��} '�8� �I�� 220 �4� 2�{� �${} <br />Paint� ����'���s <br />i���le�s <br />