Evaluating a Job Class is the process of determining a value of the Job Class in an organization so that it can be compared to other Job Classes which may perform completely different tasks.  Evaluations must measures the factors Skill, Responsibility, Effort and Working Conditions, sub-factors within these categories are identified and evaluated in an effort to determine a value of the Job Class in the organization. No standard evaluation tool or sub factors categories are required, although all sub factors must be applicable to all Job Classes being evaluated.  In other words a Job Class cannot have a score of zero in a sub factor.  HCI has developed a standard evaluation tool which has been applied to many types of organization and can be customized to suit any unique needs or requirements of an organization.  

Core to the Pay Equity legislation in Ontario is the requirement that all female jobs in an organization are evaluated and compared to a compared to a male job of equal or comparable value.  If no male job is identified as comparable the act allows for additional methods of comparison after all male jobs have been evaluated (more detail is provided in the Pay Equity Analysis section). 

Although, only Female Job Classes and a comparable Male Job classes are required by the legislation to be evaluated, their are many benefits to an organization to evaluate all Job Classes, including Job Classes identified as neutral.  The most significant of which is internal equity.  In addition, evaluating all male Job Classes allows for more options in determining a banding scenarios and identifying the most effective male comparator Job Class.

All evaluated Jobs (regardless of Gender Dominance) will appear in the pay equity analysis and banding sections.

The Compensation Tool is built to work with the most common type of evaluation system, the Point Table method, where distinct levels are created within each sub factor and are given a specific number of points.  All sub factor points are totaled to determine a final point value for each Job Class.  If your organization uses a third party, non-point table, methodology to evaluated Job Classes, please contact HCI to set-up a custom version of the Compensation tool that allows entry of completed evaluations final point totals.

In order to evaluate a Job Class you are required to have some Job Documentation that supports the evaluation of the Job Class.  Job documentation is most commonly Job Fact Sheet, Job Questionnaires or detailed Job Descriptions but other methods can be used if they can be defended as accurate methods of capturing Job Duties and Responsibilities. It is always highly recommended that an organization involve and gain approval of incumbents within each Job Class with regards to the Job Documentation used in the evaluations.