PAY EQUITY AUDIT CHECKLIST TEMPLATE (HR) Created by ChecklistGuro (https://checklistguro.com) --- 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 --- Transform this text into a digital, automated, and trackable mobile app! 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