The draft plan, now available on the Museum intranet, proposes adjustments to fifteen job classes affecting twenty-two employees, all within the PSAC and non-unionized groups. While the scope and extent of these adjustments are modest, this may reflect the existing classification structure and gender makeup of the museum. The committee chose to use the PSAC evaluation standard across all groups to facilitate job comparisons within the organization. Using this, the committee determined the value of work for each job class and its total compensation.
Members are encouraged to review the plan and submit questions to the Pay Equity Committee in the next few weeks. Since the act addresses pay inequity caused by the undervaluing of female-dominated work and since PIPSC jobs at the museum are, according to the committee, classified as entirely male-dominated, PIPSC members are not eligible for adjustments. The committee used the Proportional Value comparison method - a system that makes a male trend line, in part from PIPSC jobs, and provides adjustments for any female jobs below this line. This system is considered to be the most effective at achieving pay equity as demonstrated by the twenty-two adjustments ranging from $1.39 to $5.31 per hour.
Members have a sixty-day period to review the plan and submit feedback on any and all decisions made by the committee. Comments can be directed to the committee following the process outlined in the pay equity plan. Questions for PIPSC can be sent to payequity@pipsc.ca.