PAY EQUITY AUDIT CHECKLIST TEMPLATE (HR)

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--- DATA COLLECTION & PREPARATION ---
[ ] Start Date of Data Collection
[ ] End Date of Data Collection
[ ] Number of Employees Included in Dataset
[ ] Data Source(s) (HRIS System, Payroll System, Spreadsheet, Other (Specify))
[ ] Notes on Data Limitations or Known Issues
[ ] Raw Data File (e.g., CSV, Excel)
[ ] Data Privacy Compliance Checked? (Yes, No)

--- JOB EVALUATION & CLASSIFICATION ---
[ ] Describe the Job Evaluation Methodology Used (e.g., Point Factor, Hay, etc.)
[ ] Number of Job Evaluation Factors Used
[ ] Which Job Evaluation Factors Were Considered? (Skill, Effort, Responsibility, Working Conditions, Knowledge, Problem Solving)
[ ] Job Leveling System Used? (Yes, No)
[ ] Describe the process for assigning jobs to levels.
[ ] Number of Job Levels Defined

--- COMPENSATION DATA ANALYSIS ---
[ ] Average Salary for Job Title X
[ ] Median Salary for Job Title X
[ ] Salary Range Minimum for Job Title X
[ ] Salary Range Maximum for Job Title X
[ ] Statistical Method Used (e.g., Regression, ANOVA) (Regression Analysis, ANOVA, T-test, Other - Please Specify)
[ ] Summary of Statistical Analysis Results
[ ] R-Squared Value (if applicable)

--- DEMOGRAPHIC DATA REVIEW ---
[ ] Number of Employees Analyzed
[ ] Gender Distribution (Overall) (Male, Female, Other/Prefer Not to Say)
[ ] Race/Ethnicity Distribution (Overall) (White, Black or African American, Hispanic or Latino, Asian, Native American or Alaska Native, Native Hawaiian or Pacific Islander, Two or More Races, Prefer Not to Say)
[ ] Percentage of Employees in Each Gender Group (by Job Level)
[ ] Percentage of Employees in Each Race/Ethnicity Group (by Job Level)
[ ] Notes on Data Collection and Limitations

--- REVIEW OF JOB DESCRIPTIONS ---
[ ] Job Title Accuracy: Does the job title accurately reflect the duties performed?
[ ] Summary of Duties: Is the summary of duties clear, concise, and up-to-date?
[ ] Essential Functions: Are all essential functions clearly listed? (Yes, No, N/A)
[ ] Experience Required (Years): Verify years of experience align with duties.
[ ] Skills Verification: Do listed skills accurately represent requirements? (Yes, No, N/A)
[ ] Physical Requirements: Are physical requirements clearly outlined and justifiable?
[ ] Attach Updated Job Description (if applicable)

--- REVIEW OF SALARY RANGES ---
[ ] Minimum Salary for Job Level 1
[ ] Maximum Salary for Job Level 1
[ ] Salary Range Adjustment Frequency (Annual, Biennial, As Needed)
[ ] Description of Factors Influencing Range Setting
[ ] Salary Range Spread (High-Low Ratio)
[ ] Range Adjustment Approval Process (Manager Approval, HR Approval, Executive Approval)
[ ] Date of Last Salary Range Review

--- ANALYSIS OF PERFORMANCE RATINGS ---
[ ] Average Performance Rating Distribution (Scale: 1-5)
[ ] Performance Rating Criteria Used (Select all that apply) (Goal Achievement, Teamwork, Communication, Technical Skills, Leadership)
[ ] Percentage of Employees Receiving 'Exceeds Expectations' Rating
[ ] Correlation Coefficient between Performance Rating and Salary Increase
[ ] Notes on any observed biases in performance rating allocation
[ ] Performance Review System Used? (Traditional Rating Scale, Behaviorally Anchored Rating Scales (BARS), 360-Degree Feedback, Other)

--- IDENTIFICATION OF DISPARITIES ---
[ ] Statistical Significance Level (p-value)
[ ] Primary Disparity Observed (Gender, Race/Ethnicity, Other) (Gender, Race/Ethnicity, Other)
[ ] Average Pay Gap (%) for Affected Group
[ ] Detailed Description of Observed Disparity
[ ] Job Level(s) Most Affected
[ ] Affected Job Titles (Select all that apply)

--- ROOT CAUSE ANALYSIS ---
[ ] Describe potential historical factors contributing to pay disparities (e.g., past hiring practices, promotion criteria).
[ ] Were there any systematic biases in performance review processes? (Yes, gender bias suspected, Yes, racial bias suspected, Yes, age bias suspected, No, no bias suspected, Unknown)
[ ] Was there a prior salary history inquiry? (Yes, consistently used, Occasionally used, Never used, Unknown)
[ ] Explain any inconsistencies between job descriptions and actual job duties.
[ ] Quantify the average time difference between promotion for different demographic groups (in months).
[ ] Was there a standardized interview process? (Yes, fully standardized, Partially standardized, Not standardized, Unknown)

--- REMEDIATION PLAN DEVELOPMENT ---
[ ] Summary of Identified Pay Disparities
[ ] Proposed Remediation Strategies
[ ] Estimated Cost of Remediation (USD)
[ ] Target Completion Date for Remediation
[ ] Affected Employee Groups (Gender, Race/Ethnicity, Other (Specify))
[ ] Communication Plan (how findings will be communicated to employees)
[ ] Number of Employees Impacted

--- PLAN IMPLEMENTATION & MONITORING ---
[ ] Implementation Start Date
[ ] Number of Employees Impacted by Adjustments
[ ] Communication Strategy - Method (Email, Meeting, Written Notice)
[ ] Summary of Communication Sent to Employees
[ ] Date of First Follow-Up Review
[ ] Percentage of Pay Gaps Closed (Target)
[ ] Review Outcome (On Track, Needs Adjustment, Completed)
[ ] Notes/Comments on Implementation Progress

--- DOCUMENTATION AND REPORTING ---
[ ] Audit Start Date
[ ] Audit Completion Date
[ ] Executive Summary of Findings
[ ] Detailed Methodology Description
[ ] Statistical Analysis Report
[ ] Audit Scope (e.g., entire company, specific departments) (Entire Company, Specific Department(s))
[ ] Number of Employees Included in Analysis
[ ] Summary of Remediation Plan Actions

--- END OF TEMPLATE ---
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