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Interpreting Results of Compliance Tests <br /> <br />When to use Statistical and Alternative Analysis Tests <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br />At least 6 male <br />classes & at <br />least one salary <br />range <br /> <br />T-Test results <br />equal to or <br />less than <br />Value of T <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br />Compliance <br />Compliance <br />Refer to T-Test Table <br /> <br />Yes <br />Yes <br />Yes <br /> <br />Statistical <br />Analysis <br />80 or greater <br /> <br />Yes No <br />No <br />No <br />No <br />Alternative <br />Analysis <br />More than 20% <br />female classes are <br />at a disadvantage <br /> <br /> A disadvantage occurs when a female job class: <br />• has more points and less pay than a male class and there are no male classes with more <br />points <br />• has the same points as a male class and less pay <br />• has points between two male classes and less pay than either <br />• rated lower than all male classes and pay is not reasonably proportionate to points as <br />other classes <br />AND the difference cannot be explained by years of service or performance <br /> <br />Out of <br />Compliance <br /> <br />23