The weights derived from the five factors were submitted to a review committee within the Commission, and the authors were advised to revise the factors and weights. The weights based upon the nine factors were also modified and these modified weights, which were based on neither the five nor the nine factor methodology, were finally adopted by the Commission.
This chapter provides a brief history of the evolution of the federal government's pay setting process. This is done to give some perspective on how we have arrived at the current process. It is important to remember that the initial Anderson and Corts study was completed in 1973, but that the federal government still has not completely converted to this system. Changes in the pay setting process come very slowly and with considerable negotiation on the part of all those involved. This is understandable considering the total number of employees and actual salaries affected by this system.
This chapter has also provided an overview of the steps used by the federal government to establish its current job evaluation system. This provides a helpful guide to understanding how the various phases of the process fit together, and can be used by others in the initial evaluation stages of similar systems since, as will be discussed in Chapter 8, many other job evaluation plans involve similar processes. The next two chapters provide the data sources and discuss in detail how sex bias may enter each phase of the job evaluation process.