Certified Human Resource Professional (CHRP) Practice Exam

A non-governmental organization is comparing jobs for the purpose of complying with pay equity legislation. The organization has no equivalent male job classes. What method of comparison should it use?

1. Job-to-job

2. Proportional value

3. Proxy comparison

4. Hybrid comparison

The correct answer is: Proportional value

The appropriate method for the organization in this scenario is proportional value. This approach is particularly useful when there are no equivalent male job classes present within the organization. Proportional value comparison involves assessing the relative value of jobs based on their responsibilities, required skills, and working conditions, rather than attempting to match them directly to male-dominated job classes. Since the organization lacks male equivalent roles, proportional value enables it to establish a fair pay scale by focusing on the inherent worth of the female job classes without the comparison to non-existent male roles. By utilizing this method, the organization can effectively demonstrate compliance with pay equity legislation by ensuring that the pay rates reflect the actual value of the jobs performed, regardless of gender representation in the job classes. Other methods like job-to-job comparison rely heavily on having equivalent roles in both genders, which is not applicable here. Proxy comparison typically involves using external benchmarks or similar organizations, which might not provide a relevant or equitable internal assessment. Hybrid comparison combines various methods but may still face challenges in implementation without adequate male job classes for fair benchmarking. Therefore, proportional value is the most suitable approach for addressing the pay equity issue within the context provided.