The Project Management section has 3 main functions (Project Settings, User Settings and Exports / Archives), with the Project Settings of Hours and Years having a potential impact on your Pay Equity Plan, below is brief overview of how the settings in the Project Management section can impact the outcome of your Pay Equity Plan. More information on the addition settings can be found in the FAQ section. 

Project Hours:  

Comparing Jobs at an hourly rate is the most preferential method of comparing Jobs Rates and allows non-full time and employees working partial years to be properly analyzed.  Some aspects of the pay equity analysis may not be complete if standard hours are not completed

Project hours are applied to all salaried or hourly paid employee if actual hours are not applied in the employee details or Job details sections. The hours are used to calculate hourly rates or pay for Salaried employees and also Full Time Equivalent employees to determine actual adjustments if applicable.

Manage Years:

The Compensation Tool performs Pay Equity analysis on an annual basis, depending on the year some of the data may be applied differently.  

Incumbent Year: This is generally the closest Year of complete data to the Year the project is being completed for the first time.  The incumbent year has defined rules that affect Gender Analysis.  An Incumbent year is required for all projects.  No gender data is included in the analysis  during Maintenance years.  

Historic Year: Historic years are any that occurred before the Incumbent Year. Historical Years are generally years before 1989 or years before your organization first completed a Pay Equity Plan. Historic Years are used in Gender Analysis are generally requested by review officers to show Pay Equity Compliance in past. During an official review of your Pay Equity Plan by the Pay Equity Office your organization may be asked to show compliance back to 1989 or the first year you obtained your 10th employee.  Often (in no way an official rule), showing 3 years of compliance (Incumbent plus 2 years historical) can be sufficient, however if any of the years have adjustments to Female Job Classes, further historical years may be requested. 

Maintenance Year:   Maintenance Years are after the incumbent Year and do not have an effect Gender Analysis for Jobs that existed in Historical or Incumbent years. Maintenance Years are generally not part of an initial project and are used to show that you have maintained Pay Equity Compliance.  The comp tool allows you to quickly add new jobs to ensure that you maintain your compliance and review your compliance.  Once an organization has completed a Pay Equity Plan it is expected that the organization always maintains Pay Equity Compliance.  Pay Equity is not a one-time project and should be revisited regularly.  With the exception of major organizational changes once a single Pay Equity Plan for a organization is created it is not changed.

Pay Equity Plan:

Your Pay Equity Plan is the reason you are on the Compensation Tool, after completing all sections and choosing an appropriate banding scenario you can create your Pay Equity Plan. Note, you can create many different Pay Equity Plans in the Compensation Tool based on the different Banding Scenarios you have created in the Tool.  Each unique Banding Scenario will create a unique Pay Equity Plan. The Plan provides the required information for a Review Officer and future Pay Equity administrators to determine the state of your Pay Equity.  Support documentation may be required by a Pay Equity Review Officer, but the plan is the starting and/or ending point. 

The Plan includes:

  • Job Classes
  • Gender of Job Classes
  • Job Evaluation Tool sub factors and overview
  • Comparison methods and Banding information
  • Annualized Male Comparators for each Female Job Class 
  • Organization Contact information