A job evaluation system was designed and implemented by a college's personnel department using a "point dash factor" method for evaluating jobs. Employees made the major decision about which criteria should be used to rate job difficulty and how much weight each criterion should carry. Employee input was solicited through committees formed around occupations, a resolution committee comprised of representatives of the occupational committees, and a general mail survey of employees. After committees had formulated criteria, the criteria were further evaluated for bias, usefulness, and validity. The selected criteria were assigned to nine clusters and then submitted to the employees for weighting. Ratings assigned by the employees were then subjected to further reliability and validity tests including the measure of correlation to current salary grade. Results of the job evaluation procedure were then used to determine if pay inequities existed between female-dominated jobs and male-dominated jobs of similar difficulty. This was necessary in order to comply with state law. Although many female-dominated jobs were underpaid, others were not. Some male-dominated jobs were also not paid equitably. Salary adjustments will be made according to these guidelines with a supplementary procedure being used for documented recurring problems due to new lower salary ranges. The new point system will be used for classifying new jobs and reclassifying old ones. (ABL)