ABSTRACT
The most popular method of job evaluation involves giving points to jobs for such things as education, various skills, difficult working conditions, and responsibility. Job evaluation also got a boost from events during World War II. This chapter considers the reliability and validity of job evaluation. A score is valid if it measures the intended concept. Most employers want job evaluation to measure how much the work in the job, when done at a satisfactory level, contributes to the productivity of the organization, and how much the job requires skills or has other demands that need to be compensated to ensure an adequate supply of labor. The chapter concludes that unreliability may explain an occasional finding of a lower intercept or slope for female pay lines, but it cannot explain the systematic tendency for job evaluation studies to find that female jobs have lower pay lines.
