Difference between revisions of "Salary Regression Analysis"
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| − | The Salary Regression Analysis is a Multiple Linear Regression analysis method of testing for possible compensation disparity within an organization. | + | The Salary Regression Analysis is a Multiple Linear Regression analysis method of testing for possible compensation disparity within an organization. This analysis can take into account multiple factors that influence salaries (eg. seniority, performance, skills etc.) and determine if there is a significant correlation between race or gender and compensation. It cannot be overemphasized that the salary regression analysis performed constitutes only the first step in what may be a necessary comprehensive study of your compensation practices. While providing useful insight to potential wage disparities, the results of this salary analysis should not be construed as conclusive evidence of either the existence of, or lack of an impermissible compensation practice. |
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The Salary Regression Analysis report estimates the pay for female and minority salaries based on a variety of factors, such as: number of years employed with the company, number of years in the current job, and/or performance ratings. Each organization may utilize up to six factors to help explain potential pay disparities. The analysis can be broken down by department, jobs, job groups, EEO categories, salary grades, or by all employees. We normally choose to complete the analysis by job, because this most closely follows Equal Pay Act guidelines. | The Salary Regression Analysis report estimates the pay for female and minority salaries based on a variety of factors, such as: number of years employed with the company, number of years in the current job, and/or performance ratings. Each organization may utilize up to six factors to help explain potential pay disparities. The analysis can be broken down by department, jobs, job groups, EEO categories, salary grades, or by all employees. We normally choose to complete the analysis by job, because this most closely follows Equal Pay Act guidelines. | ||
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| + | The Salary Regression Analysis report lists the job (or salary grade, department, job group, etc.) being tested, the total number of employees in the job and their average salaries. Note: Employees who report to offsite managers are not included in the Salary Regression Analysis report. | ||
| − | + | The "Avg Salary" column shows the average salaries for each of the groups being tested. The "Significant" and "Std Dev" columns tell us whether race or gender has a statistically significant impact on compensation. A standard deviation of 2 or more is considered statistically significant. The last column indicates the variables used in the analysis. Adding more variables, such as performance rating, experience, and date in job, may eliminate a finding of statistical significance. | |
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| − | The "Avg Salary" column shows the average salaries for each of the groups being tested. The "Significant" and "Std Dev" columns tell us whether race or gender has a statistically significant impact on compensation. A standard deviation of 2 or more is considered statistically significant. The last column indicates the variables used in the analysis. Adding more variables, such as performance rating, experience, and date in job, may eliminate | ||
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On the reports, N/A means not applicable. In some instances you may need to remove one or more of the variables used in the test because the number of employees is too small to represent a valid test. It is also possible that there may be no employees in that particular group to perform the test. | On the reports, N/A means not applicable. In some instances you may need to remove one or more of the variables used in the test because the number of employees is too small to represent a valid test. It is also possible that there may be no employees in that particular group to perform the test. | ||
| − | [[File:Regression Analysis.png]] | + | [[File:Salary Regression Analysis Report.png]] |
==See Also== | ==See Also== | ||
| − | [[Salary Regression Options]] | + | [[Salary Regression Options]]<br> |
| + | [[Understanding Your Reports]]<br> | ||
© Copyright Yocom & McKee, Inc. | © Copyright Yocom & McKee, Inc. | ||
Revision as of 21:24, 18 October 2012
The Salary Regression Analysis is a Multiple Linear Regression analysis method of testing for possible compensation disparity within an organization. This analysis can take into account multiple factors that influence salaries (eg. seniority, performance, skills etc.) and determine if there is a significant correlation between race or gender and compensation. It cannot be overemphasized that the salary regression analysis performed constitutes only the first step in what may be a necessary comprehensive study of your compensation practices. While providing useful insight to potential wage disparities, the results of this salary analysis should not be construed as conclusive evidence of either the existence of, or lack of an impermissible compensation practice.
The Salary Regression Analysis report estimates the pay for female and minority salaries based on a variety of factors, such as: number of years employed with the company, number of years in the current job, and/or performance ratings. Each organization may utilize up to six factors to help explain potential pay disparities. The analysis can be broken down by department, jobs, job groups, EEO categories, salary grades, or by all employees. We normally choose to complete the analysis by job, because this most closely follows Equal Pay Act guidelines.
The Salary Regression Analysis report lists the job (or salary grade, department, job group, etc.) being tested, the total number of employees in the job and their average salaries. Note: Employees who report to offsite managers are not included in the Salary Regression Analysis report.
The "Avg Salary" column shows the average salaries for each of the groups being tested. The "Significant" and "Std Dev" columns tell us whether race or gender has a statistically significant impact on compensation. A standard deviation of 2 or more is considered statistically significant. The last column indicates the variables used in the analysis. Adding more variables, such as performance rating, experience, and date in job, may eliminate a finding of statistical significance.
On the reports, N/A means not applicable. In some instances you may need to remove one or more of the variables used in the test because the number of employees is too small to represent a valid test. It is also possible that there may be no employees in that particular group to perform the test.
See Also
Salary Regression Options
Understanding Your Reports
© Copyright Yocom & McKee, Inc.
