Sex and Pay in the Federal Government: Using Job Evaluation Systems to Implement Comparable Worth

By Doris M. Werwie | Go to book overview

phasis than the FES to the importance of personal contacts. However, when the actual points assigned to those sub-factors are reviewed, they have very little point value.

It has been shown that these job evaluation systems do tend to operationalize factors in a way that better captures the job content of male-dominated jobs than female-dominated ones. The operational indicators also allow for more variation among male-dominated jobs, while female-dominated jobs often were given the lowest rating.

Therefore, for the FES and other job evaluation systems to provide factors with unbiased operational indicators requires conducting research on the job content of female-dominated jobs and analyzing how such jobs can best be operationally defined. The appropriate operational indicators must then be incorporated into existing (or new) job evaluation plans.


NOTE
1.
However, except in limited situations, the primary standard is not used directly to determine the level of a factor. Its main function is to serve as a "standard of standards" for the FES. Personnelists would rely first on factor level descriptions or benchmark position descriptions for a specific job.

-127-

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