Gender neutral job evaluation

It is important to know that each job should offer a gender neutral job evaluation. This evaluation should not be based on your gender; it should be based on your aptitude to deal with the assignments presented in the job itself. You should verify that any interview questions asked aren't meant to discriminate you as a woman or a man. It would be a good idea to learn about the questions that are included in this section; all of these questions are pertinent to this kind of job evaluation.

In the past, there were jobs that were thought to be done only by men or only by women, but this panorama has completely changed since women and men have the same rights and obligation in our society. Nowadays, there is a strong effort in not classifying jobs by gender, most companies try to hire the same number of women and men, but it doesn't mean that women or men will have a preference. The finally will hire the most capable person to perform the job.

What is meant by "gender neutral job evaluation"?

Gender neutral job evaluation has the aim to assess the relative value of all positions within a workplace based on a common set of factors such as working conditions, effort, skill, and responsibility. Employers must apply these factors free of any gender bias. It means that women and mean should have the same right and obligations.

Does gender neutral job evaluation favor women's jobs?

No, it doesn't at all. The neutral-gender systems emphasize on not promoting female or male dominated jobs. These systems try to deal with all workplaces in an unbiased way. Nowadays, neutral-gender systems don't overlook aspects of work that women do traditionally. Thus, women and men must receive the same favors within their workplaces.

How can different jobs be compared?

Gender-neutral systems have a plan which employs a key factor to qualify a job evaluation. This method is quantitative and analytical and it is able to suit to qualify several jobs that are diverse in nature and completely different. This plan assesses jobs measuring skill, responsibility, working conditions and effort that are fundamental in each job. Examiners assign points for each of 10 sub-factors. Then these sub-factors provide a score for the job.

How does the Job Evaluation Committee determine a rating?

The evaluation committee usually consists of several members. Each member rigorously has to study the questionnaire. When this member finishes understanding the questionnaire, he/she may assign tentative ratings factor by factor. This member can also make observations and notes at any area where additional details, information and clarifications are needed. He/she should ask about the observed areas in the interview. The entire committee must discuss about the individual ratings they assign each factor. The idea is to come to a consensus and define a general rating. This consensus assures a completed analysis and agreement on each factor for each job.

How can you evaluate positions fairly when the language in the evaluation plan seems so general?

You should consider that each sub-factor is defined to provide the enough details to differentiate each job. These sub-factors are also very flexible at the same time, so that they can be accommodated for the diverse range of jobs when employers need to negotiate. The plan provides degree definitions and factors; the basic framework for evaluations is based on this plan. The notes to raters were developed to guide committee member along this process.

Is the interview really necessary when the committee has the questionnaire?

The first project in 1992 confirmed experts' beliefs: the extra time for personal interviews is well worthwhile. However, there are many companies that still rely on written questionnaires to evaluate job candidates, but this style of job evaluation is old-fashionable. Experts find that interviews provide the evaluating committee the opportunity to clarify questionnaire information and they can also ask applicants questions about the process.

How is my rate of pay affected if my position is reclassified upward or downward?

One the members of the committee have completed the review; they will classify each job to assign an adequate wage. If your job was classified at higher pay grade, you will receive a high wage, but if your job was classified at a smaller pay grade, you will probably keep your normal salary. If the committee determines that you will get a promotion, you will obviously receive a higher wage, but this new job position will come with new responsibilities, because it was classified at higher pay grade.