Examining the Process Used to Develop the Factor Evaluation System
Anderson and Corts ( 1973) noted that their developmental study attempted to reduce the subjectivity of the FES job evaluation process by controlling for measurement error and bias. This chapter reviews that process to obtain a better understanding of the intricacies of job evaluation procedures and to make explicit points where sex bias may enter.
Anderson and Corts ( 1973:6) listed the following considerations as being important in the selection and development of factors: factors should be independent from one another; factors should be understandable and acceptable to both personnel specialists and employees; factors should have understandable definitions and be measurable; and factors should be statistically valid in predicting levels in the criterion sample of jobs. Table 4 lists the original five factors and their operational indicators.
Anderson and Corts selected the original five factors based on a review of the job evaluation literature. A review of other major job evaluation systems was also conducted. The Job Evaluation Pay Review Task Force also provided input to the selection process. The five factors that were ultimately selected were the same five used in the old narrative classification standards of federal