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Interpreting Results of Compliance Tests <br /> <br />Your jurisdiction is required to pass four tests to be in compliance. <br />1. Completeness and Accuracy Test <br />Report is submitted on time <br />Data is correct <br />Required information has been provided <br />For more information, refer to the Guide to Understanding Pay Equity Compliance <br />2. Statistical or Alternative Test <br />Compares salary data to determine if female classes are paid consistently below male <br />classes of comparable work value (job points). The Minnesota Pay Equity Management <br />System will generate results applying the Statistical Analysis Test. Underpayment ratio <br />results of 80 and above are passing. In some cases, the Alternative Analysis is required and <br />consists of a manual review of the data. Refer to the following page to determine which <br />test applies to your report. For more information, refer to the Guide to Understanding Pay <br />Equity Compliance. <br />3. Salary Range Test <br />Compares the average number of years required for female classes to move through a <br />salary range consisting of a time-phased step progression to the average number of years <br />required for male classes. Results of 0 or 80 and above are passing scores. (Test does not <br />apply if years to achieve maximum salary are not defined or if salary ranges are not <br />defined). For more information, refer to the Guide to Understanding Pay Equity <br />Compliance. <br />4. Exceptional Service Pay Test <br />Compares the percentage of female classes receiving longevity or performance pay to the <br />percentage of male classes receiving longevity or performance pay. In noting exceptional <br />service pay, recipients must exceed the maximum salary reported. Results of 0 or 80 and <br />above are passing scores. (Test does not apply if exceptional service pay is not available in <br />your jurisdiction). For more information, refer to the Guide to Understanding Pay Equity <br />Compliance. <br />