This guide describes the Prepare tab in the pay equity analysis. Here you will find your factor plan and set up your pay philosophy – the factors you consider should affect employees' pay.

Read this section if you have not started the pay equity analysis based on the Job Architecture module.

Here you can see the factor plan used in the pay equity analysis. It shows all 10 factors, the number of levels per factor, points per level and weighting for each factor.

⚠️ Important: If you have already started the job valuation and make changes to the factor plan, it will affect the result of the job valuation. If you change the weighting of the factors, you cannot migrate the job valuation to Sysarb's Job Architecture. We recommend that you do not change factor scores or weightings.

💡 Tip: Do you want to read more about how the factor plan and the 10 factors work? See our guide:

Read this section if you have started the Pay equity analysis based on the Job Architecture module (sysarbs job architecture not external job architecture).

Here you can instead see the grades in your job architecture – these function as your factor plan in the pay equity analysis.

Here you select which factors should affect an employee's salary. The factors you select are used to explain part of the adjusted pay gap in the analysis.

Check the factors that apply to your organisation. Examples: Level (based on the job valuation), Age (indication of experience) and Tenure.

⚠️ Important: To use a factor, data must be loaded in the system for that factor.

💡 Tip: Choose factors that reflect what you as an organisation want to affect an employee's salary. Sysarb recommends including Level. According to the EU Pay Transparency Directive, it is the unadjusted pay gap that must be reported – the adjusted one is used to understand and explain pay differences internally.

Continue in the pay equity analysis guide series: