Compensation and Pay Equity

As educators and consultants for the past 20 years, our firm offers the technical and procedural expertise to design, audit, implement and support all phases of pay equity interventions including: strategic planning, audit and development of job evaluation systems and processes; project management; executive and in-house training; development of training manuals and project databases; job analysis; facilitation of job evaluation committees; development of gender and fully neutral wage scales; mediation; and, expert support for arbitration.

Pay equity addresses the ongoing societal concern that compensation reflect the value of work performed and not characteristics of the employee such as gender, race or ethnicity.  The term pay equity commonly refers to the eradication of gender based discrimination in pay.

On October 19, 2018  Bill C-86 was tabled in the the Paliament of Canada. Division 14 of Bill C-86 is the Pay Equity Act “An Act to establish a proactive pay equity regime within the federal public and private sectors.”

Internal equity is broader than pay equity in that it ensures that all work in an organization is compensated based on the value of the job to the organization and not on the characteristics of the incumbents, the group to which an individual belongs (e.g., based on gender, race or ethnicity) or other discriminatory considerations.

Job evaluation offers a systemic methodology for comparing and ordering jobs in relation to their relative value or worth within an organization in order to establish pay rates per job, and for ensuring that job values are free from systemic and intentional discrimination.  An organization’s job evaluation plan identifies general elements or compensable factors that are common to each job and cover the range of work performed in the organization, so that each job can be compared and rated in relation to the same factors and a quantified value for each job determined.  For pay and internal equity purposes, job evaluation plans are supported by job analysis and job rating procedures that proactively address and manage the potential negative influence of the biases, stereotypes and prejudicial assumptions held by process participants in order to ensure the fair and consistent application of the plan across jobs and over time.

An ease of use model is integral for maximizing the effectiveness and neutrality/fairness of an organization’s job evaluation plan and procedures.  Components of an ease of use model include: job evaluation language that is customized to ensure that it fits and makes sense for the range of work it covers; ease of use and understanding of job evaluation tools and procedures; and, technical support, tools and training for all individuals and committees responsible for administering the job evaluation plan.

Pay and Internal Equity – Projects and Training

HR Matrix Consultants has worked with public and private sector clients across Canada.   Examples of pay and internal equity clients include:

 City of Kamloops, British ColumbiaCity of Kamloops

  • “An Analysis of the Gender Neutrality of the City of Kamloops and CUPE Local 900 Compensation System” report. This study reviewed/analysed and made recommendations for changes to the City’s job evaluation system, procedures and compensation practices to ensure compliance with the  principles of pay equity and gender neutrality.
  • Implementation of the report recommendations including: testing and finalizing the report’s gender neutral job evaluation system; developing gender neutral job evaluation procedures and related forms (e.g., questionnaire); training and facilitating the job analysis team and job evaluation committee; developing a job rating/rationale database and job evaluation training manual; and, assisting with the formulation of gender neutral wage scales and pay equity adjustments.

City of Whitehorse, Yukon

  • “City of Whitehorse Job Evaluation System Review” report. This study reviewed/analysed and made recommendations for changes to the City’s job evaluation system and procedures to ensure compliance with the principles of pay and internal equity, as required by the equal pay for work of equal value provisions of the Yukon Human Rights Act.
  • Implementation of the report recommendations including: revising, testing, benchmarking and finalizing the City’s job evaluation system to ensure gender neutrality and internal equity; developing gender neutral job evaluation procedures and related forms (e.g., questionnaire); training and monitoring the job analysis team and job evaluation committee; developing a job rating/rationale database and job evaluation training manual; and, assisting with the formulation of gender neutral wage scales and pay equity adjustments.

Vancouver Island University, Malespena College

  • Gender neutrality audit of job evaluation system and procedures, and pay equity and job evaluation training.

Ogilvy Renault, British Columbia

  • Expert opinion in pay equity arbitration dispute.

Province of British Columbia

  • Arbitrator in fast track job evaluation dispute resolution process.

 

Regent College, British Columbia

  • Design and implementation of job evaluation system, procedures and compensation schedule in accordance with pay and internal equity. Job evaluation committee facilitation and training.

First Nations University of Canada, Saskatchewan

  • Design and implementation of job evaluation system, procedures and compensation schedule in accordance with pay and internal equity. Job evaluation committee facilitation and training.

 

 

University College of the Fraser Valley, British Columbia

  • Pay equity and job evaluation training.

 

 

University of British Columbia – Executive Programs

  • Design and presentation of the “Meeting the Pay Equity Challenge” seminar, attended by a diversity of public and private sector organizations throughout Western Canada.

 

Vancouver Community College, British Columbia

  • Third party facilitator, mediator and arbitrator in job evaluation dispute resolution process.

 

Wallace and Carey Ltd., Alberta

  • Design and implementation of job evaluation system, procedures and compensation schedule in accordance with pay and internal equity. Job evaluation committee facilitation and training.

WorkSafe BC

  • Technical and expert support for management in pay equity arbitrations and union negotiations.
  • Implementation of a joint management-union protocol to revise the existing job evaluation plan in accordance with: the principles of pay equity and gender neutrality; and, the requirements of the Public Sector Employer’s Council Policy Framework for pay equity. This included: reviewing/revising factor definitions to ensure compliance with the requirements of pay equity and gender neutrality and fit with the range of work at the Board; testing/finalizing factor definitions through a benchmarking process; developing gender neutral job evaluation procedures and related forms (e.g., questionnaire) and a job evaluation/project management database; developing and presenting job analysis and job evaluation training materials; and, project management, job analysis support and job evaluation rating for rollout to the remaining bargaining unit jobs.

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