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<br />Interpreting Results of Compliance Tests <br /> <br />Your jurisdiction is required to pass four tests to be in compliance with pay equity law. For more <br />information about compliance tests, refer to the Guide to Understanding Pay Equity Compliance. <br />1. Completeness and Accuracy Test - Report is submitted on time, data is correct, <br />and required information has been provided <br />2. Statistical or Alternative Test- Compares salary data to determine if female classes <br />are paid consistently below male classes of comparable work value (job points). The <br />Minnesota Pay Equity Management System will generate results applying the Statistical <br />Analysis Test. Underpayment ratio results of 80 and above are passing. In some cases, the <br />Alternative Analysis is required and consists of a manual review of the data. Refer to the <br />following page to determine which test applies to your report. <br /> <br />3. Salary Range Test - Compares the average number of years required for female classes <br />to move through a salary range consisting of a time-phased step progression to the average <br />number of years required for male classes. Results of 0 or 80 and above are passing scores. <br />(Test does not apply if years to achieve maximum salary are not defined or if salary ranges <br />are not defined). <br /> <br />4. Exceptional Service Pay Test - Compares the percentage of female classes receiving <br />longevity or performance pay to the percentage of male classes receiving longevity or <br />performance pay. In noting exceptional service pay, recipients must exceed the maximum <br />salary reported. Results of 0 or 80 and above are passing scores. (Test does not apply if <br />exceptional service pay is not available in your jurisdiction). <br />65