Employment pay scale equity policy

The University of Johannesburg (UJ) is committed to promoting pay scale equity and actively works towards the elimination of gender pay gaps. This commitment is articulated through several key policies and frameworks designed to ensure fair and equitable remuneration for all staff members.

UJ Gender Equity Framework

Established in 2021, the UJ Gender Equity Framework serves as a comprehensive guide for implementing gender-focused initiatives across the university. The framework outlines specific activities and inputs aimed at addressing and eradicating salary disparities between men and women. Notable directives include:

Addressing the Gender Pay Gap: The framework mandates continuous efforts to reduce wage disparities across various Peromnes levels, particularly focusing on positions predominantly occupied by women. This involves regular monitoring and targeted interventions to ensure equitable compensation.

Implementation of the Employment Equity Act: UJ commits to enforcing the principles of the Employment Equity Act, aiming to eliminate wage disparities related to gender and race. This includes regular reporting on progress and outcomes concerning wage gap reduction initiatives.

UJ Job Evaluation Policy

The UJ Job Evaluation Policy, revised in 2021, provides a structured approach to determining the internal value of positions within the university. By systematically assessing job roles, the policy ensures a fair and consistent grading structure, which is fundamental to upholding the principle of equal pay for work of equal value. This objective evaluation process is crucial in identifying and rectifying any existing pay inequities.

UJ Remuneration and Benefits Policy

The UJ Remuneration and Benefits Policy underscores the university’s dedication to equity and fairness in compensation practices. Key aspects of this policy include:

Equity and Fairness: The policy explicitly aims to achieve equitable remuneration and benefits for all staff members, ensuring that compensation practices are just and unbiased.

Internal Equity: UJ emphasises the importance of internal equity, ensuring that staff are remunerated within approved ranges corresponding to their job grades. This is facilitated through a rigorous job evaluation process that maintains consistency and fairness across all professional and support roles.

Through the implementation of these comprehensive policies and frameworks, the University of Johannesburg demonstrates a steadfast commitment to pay scale equity and the elimination of gender pay gaps. By continually monitoring, evaluating, and refining its remuneration practices, UJ strives to foster an inclusive and equitable working environment for all employees.

Refer to pages 4, 17, 19, 45, 46 and 47 of the UJ Gender Equity Framework on addressing gender pay gaps and eradicating salary/wage disparities among men and women:

Page 19:

“Activities: Address gender pay gap.
UJ Inputs: Continue to address wage gap between various Peromnes levels specifically where women are rated.”

Page 45:

“UJ Outputs/Outcomes: Respond to all wage gap issues within the University. 
Impact: Eradicate salary/wage disparities among men and women.” 

Page 46:

“UJ Inputs: Reports on reducing the wage gap.”

Page 47:

“Activities: Ensure the implementation of the Employment Equity Act to eliminate gender and race wage disparity.”

Refer to pages 3-5 of the UJ Job Evaluation Policy:

Page 3 (point 1.1):

“Job evaluation is the process of systematically determining a relative internal value of a job in an organisation. It is a process whereby jobs are placed in a rank order according to overall demands placed upon the jobholder. It therefore provides a basis for a fair and orderly grading structure and underpins the University of Johannesburg’s (UJ) commitment to equal pay for work of equal value.”

Page 5 (point 5.1):

“Job evaluation is used as an objective process to determine the relative size or weight of jobs. As such, job evaluation is aimed at providing a defensible and equitable basis for determining and managing internal pay relativity between jobs.”

Refer to pages 3 and 6 of the UJ Remuneration and Benefits Policy:

Page 3 (point 2(b)):

“The objectives of this Policy are to:

(b) achieve equity and fairness in remuneration and benefits.”

Page 6 (point 7.4):

7.4   Internal Equity

“Internal equity between staff exists if such staff are paid within the approved remuneration range for a particular grade level. In the professional and support sector this is determined by a job evaluation process to regulate the relative weight of jobs in relation to other professional and support grades. Therefore, where two (2) staff members occupy the same position with the same job grade, internal equity exists between them if both are remunerated (as measured by TGP or TCTI) at no less than the minimum and no more than the maximum of the scale for the position.“