The feasibility of using job evaluation procedures to establish non‐biased pay structure is a central issue in the debate over comparable worth. Results of two investigations indicate that even under carefully controlled conditions job evaluation results are highly susceptible to random and systematic errors on the part of the evaluators, and are apt to vary significantly from the concept of worth underlying the evaluation plan. The choice of evaluation instruments or scoring procedure can also have a major impact on results. Thus, the feasibility of using job evaluation results as the governing criterion of the relative worth of jobs is highly questionable.
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