Is the New FES System More Favorable to Women than the Old Narrative System?
It has been suggested by other researchers that job evaluation methodologies often merely replicate existing wage structures, thereby perpetuating past wage discrepancies ( Remick, 1984b:99- 100). The key question addressed in my research was informed by this suggestion. That question is whether the new system merely replicated the old system or whether it yielded a shift in job worth scores that is more favorable to women.
In a straightforward approach to this question, raw data from the FES developmental study were used to generate job worth scores from each of the weighting schemes developed by Anderson and Corts. As noted previously, in the Anderson and Corts study each job was first rated in terms of job worth, then hierarchically arranged 1-147. Anderson and Corts developed weights by regressing the wholejob score with each of the five factors scores. I generated job scores by multiplying the appropriate factor weight times the factor score (Job score = F1 [weight] + F2 [weight] + F3 [weight] + F4 [weight] + F5 [weight]).
Table 10 indicates the correlation of the wholejob criterion ranking and three additional rankings, based on job scores, with the original grade ranking. It can be seen that the wholejob ranking correlated highly with the original grade ranking. To determine the differential effect upon women, jobs were grouped into four categories: all jobs, female-dominated jobs or those having 70 percent or more female employees, male-dominated jobs or those