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MINNESOTA <br />Alternative Analysis Test <br />The minimum requirement to pass this test is that: <br />a. there is no compensation disadvantage for at least 80% of female classes compared to male <br />classes; or, <br />b. compensation differences can be accounted for by years of service or performance. <br />On the next few pages the four possibilities that exist for inequities or a compensation disadvantage are <br />described. <br />1. A female class with higher points has less compensation than a male class with lower points. <br />Example: In this case, the female job class of city clerk has more points but less pay than the male <br />job class of maintenance supervisor. <br />Max. <br />Class Monthly <br />Job Title Type Points Salary <br />City Clerk F 275 $1665 <br />Maint. Sup. M 171 $1925 <br />The minimum requirement to correct this inequity is that the female class must have a salary at least equal <br />to that of the male class. <br />Graph illustrating inequity for female job class. <br />Female Class More Points but Less Pay <br />Females Males <br />$1,95U <br />$1,900 <br />$1,850 <br />Female <br />a $1,800 <br />class with <br />higher <br />$1,750 paintsthan <br />male class <br />$1,700 <br />$1,650 <br />160 180 200 220 240 260 290 <br />Points <br />Guide to Understanding Pay Equity Compliance Tests — 10/16 Page 12 <br />