Employment pay scale equity policy

Refer to pages 4, 17, 19, 45, 46 and 47 of the UJ Gender Equity Framework on addressing gender pay gaps and eradicating salary/wage disparities among men and women.

Page 19:

“Activities: Address gender pay gap.
UJ Inputs: Continue to address wage gap between various Peromnes levels specifically where women are rated.”

Page 45:

“UJ Outputs/Outcomes: Respond to all wage gap issues within the University. 
Impact: Eradicate salary/wage disparities among men and women.” 

Page 46:

“UJ Inputs: Reports on reducing the wage gap.”

Page 47:

“Activities: Ensure the implementation of the Employment Equity Act to eliminate gender and race wage disparity.”

Refer to pages 3-5 of the UJ Job Evaluation Policy:

Page 3 (point 1.1):

“Job evaluation is the process of systematically determining a relative internal value of a job in an organisation. It is a process whereby jobs are placed in a rank order according to overall demands placed upon the jobholder. It therefore provides a basis for a fair and orderly grading structure and underpins the University of Johannesburg’s (UJ) commitment to equal pay for work of equal value.”

Page 5 (point 5.1):

Job evaluation is used as an objective process to determine the relative size or weight of jobs. As such, job evaluation is aimed at providing a defensible and equitable basis for determining and managing internal pay relativity between jobs.”