OFCCP's Compliance Manual (www.dol.gov) specifies that AAP Job Groups must consist of a group of jobs that are similar in content, wage rates, and opportunities:
- Similar work content: Similarity of work content refers to the duties and responsibilities of the job titles which make up the job group.
- Similar rates of pay: Pay rates should be reviewed in conjunction with job content. Large apparent differences in pay, when associated with differences in job title and/or location within an organization, suggest an unacceptable job grouping.
- Similar opportunities: Opportunity refers to the ability to take advantage of training opportunities, transfers, promotions, mobility to desirable wage/salary situations, and other employment benefits. Most often, it refers to upward mobility.
On the other hand, the goal of SSEGs is to combine employees based upon additional factors such as level of responsibility, skills, and qualifications. Another difference is that SSEGs should be based upon an individual employee-level review. There are times when even job titles are too broad to be considered SSEGs and must be split to create more appropriate groupings (e.g., when organizations assign broad job titles such as "Manager" or "Supervisor" to employees performing dramatically different work).