Laserfiche WebLink
iii1 MINNESOTA <br />C. When all the classes have been analyzed, a predicted pay line is drawn. <br />2200 <br />2100 <br />2000 <br />1900 <br />1800 <br />1700 <br />1600 <br />1500 <br />1400 <br />1 "knn <br />■ <br />■ <br />4 <br />r <br />.F <br />80 120 16G 20G 240 280 32 <br />Pants <br />♦-Ile Jabs ■ Femme Jobs I& Balaued .lobs—PEeckcted Pay <br />--- Lana Coninuation (Min) ---Line Condnuatian (Ma)o <br />D. The tabulation of the number of male and female classes above and below the predicted pay line is <br />made. <br />For example: <br />F above = 3 M above = 5 <br />F below = 1 M below = 3 <br />Total = 4 Total = 8 <br />E. The percentage of male and female classes below predicted pay is calculated by dividing the number <br />of classes below by the total number of classes in each group. <br />Female classes: 1 - 4 = 25.00% <br />Male classes: 3 - 8 = 37.50% <br />F. The percentage of male classes below predicted pay is divided by the percentage of female classes <br />below predicted pay. This produces the "underpayment ratio." <br />37.50% - 25.00% = 150.00% <br />G. An underpayment ratio below 80% shows that female classes are compensated "consistently below" <br />male classes of comparable value. If the underpayment ratio is below 80%, further analysis is done to <br />determine if the underpayment of females is statistically significant. Using the t-test, a determination <br />is made whether or not the dollar difference is statistically significant. Details of the t-test can be <br />found on page four. <br />Guide to Understanding Pay Equity Compliance Tests — 10/16 Page 11 <br />