The Use of Job Evaluation to Eliminate Gender Based Pay Differentials

Abstract

The comparable worth issue has placed considerable emphasis on the use of job evaluation in eliminating gender based pay differentials. Specifically the reliability and validity of job evaluation, especially generic forms of job evaluation, have been questioned. This study examines the process of comparable worth determination. Job evaluations were performed on a set of male-dominated and female-dominated job descriptions using both the MIMA system and Factor Evaluation system (FES). Estimates of reliability and convergence were calculated. The resultant salaries, calculated using five different approaches to worth computation, were also compared. The results indicate that the generic FES is as reliable as the job family based MIMA system of job evaluation. The FES shows strong convergence with the MIMA system as well as to market pay rates and present salaries.