Laserfiche WebLink
MI MINNESOTA <br />Tests for Compliance <br />1. Completeness and Accuracy Test - <br />determines whether jurisdictions have filed <br />reports on time, included correct data and <br />supplied all required information. <br />2. Statistical Analysis Test - described on <br />pages three through five, compares salary <br />data to determine if female classes are paid <br />consistently below male classes of <br />comparable work value (job points). MMB <br />has developed software that calculates the <br />results for this test. This test is generally <br />applied to larger jurisdictions. For smaller <br />jurisdictions, the alternative analysis is used. <br />3. Alternative Analysis Test - described on <br />pages 14 through 17, compares salary data <br />to determine if female classes are paid <br />below male classes even though the female <br />classes have similar or greater work value <br />(job points). The software is not used for <br />this test. <br />4. Salary Range Test - described on page 18, <br />compares the average number of years it <br />takes for individuals to move through salary <br />ranges established for female classes <br />compared to male classes. This test only <br />applies to jurisdictions that have a system <br />where there is an established number of <br />years to move through salary ranges. <br />5. Exceptional Service Pay Test - described <br />on page 19, compares how often individuals <br />in male classes receive longevity or <br />performance pay above the normal salary <br />range compared to how often individuals in <br />female classes receive this type of pay. This <br />test applies only to jurisdictions that have a <br />system that includes exceptional service pay <br />Determining Whether the Alternative or <br />Statistical Analysis Will Be Used <br />1. Alternative analysis - jurisdiction has: <br />• Three or fewer male classes. <br />NOTE: Jurisdictions with three or <br />fewer male classes may want to skip <br />over the information on pages two <br />through seven describing the statistical <br />analysis and computer reports. <br />2. Statistical analysis - jurisdiction has: <br />• Six or more male classes and at least <br />one class with an established salary <br />range, or <br />• Four or five male classes and an <br />underpayment ratio of 80% or more. <br />May or may not have classes with an <br />established salary range. <br />3. Start in statistical analysis but go to <br />alternative analysis - jurisdiction has: <br />• Four or five male classes and an <br />underpayment ratio below 80%, or <br />• An underpayment ratio below 80%, six <br />or more male classes, but no classes <br />with a salary range. <br />Explanation of Computer Reports <br />Information contained in the next few pages is <br />intended to explain the three reports produced by <br />the Pay Equity Management System Software. <br />Look at the sample reports as you read the <br />following explanations. Each numbered <br />explanation corresponds to a shaded number on <br />the examples on pages three, five and six. For <br />informational purposes, a sample of a graph <br />produced with the Pay Equity Analysis software <br />is shown on page seven. <br />Guide to Understanding Pay Equity Compliance Tests — 10/16 Page 2 <br />