HAY Group

1. HAY GROUP
Yeganeh Majidi
NOV. 2015

2. What is Job Evaluation?
Job Evaluation is a systematic process for ranking or rating
jobs logically and fairly by
comparing job against job or against a pre-determined scale
to determine the relative importance of jobs to an
organisation.
Which is to say that Job Evaluation … …
IS
 Comparative
 Judgemental
 Structured
 Job Centred
IS Not
Absolute
Scientific
Unstructured
Person Focused

3. Possible Applications for
Job Evaluation
JOB EVALUATIONReward
Organisational
Analysis
Grading
Career
Development
Succession
Planning
Identifying
‘gaps’ in the
structure
Understand
relationships
between
roles
Link to
market data
Understanding
possible career
paths
Underpin
the
framework

4. Different Types of Evaluation Method
Method of
Comparison Used
Method of Analysis Used
By considering
Job Elements
Point Method
Factor Comparison
Method
Comparing Job
Against Some
Scale
Comparing Job
Against Job
By considering
the Entire Job
Classification
Method
Ranking
Method
Hay is a Modified Factor Comparison Method

6. About the Hay Group
• Global Human Resources Management Consulting Firm
• Guide Charts in existence since 1951
• 2,000 employees worldwide
• 9,000 clients in various industries
• Partners with clients to implement Human Resources
Strategies which align with business objectives
• Leader in Compensation Assessment and Design

10. Job Evaluation and the
Hay System
The Hay method of job evaluation is generally understood
to be a point plan, although Hay itself does not define the
guide chart-profile method as such. Hay’s Methodology is
the “most widely used process in the world”:
• Measures jobs to reflect their relative weight in the
organization
• Provides means to assess pay across different
market/functions
• Evaluates jobs and not people
• Not based on performance, title, writing skills
or current salary

11. Hay System
■ How are jobs evaluated using the Hay System?
– Job description questionnaires are completed and
signed by the jobholder, the supervisor, and other
managerial staff who have responsibility for position.
– The job description questionnaire is given to each
member of the job evaluation committee for his/her
initial evaluation.
– The committee meets with the jobholder and
supervisor to explore questions and clarify content.
– The committee members then compare their individual
evaluations and resolve differences that might exist.

12. Hay’s Job Evaluation Methodology values all jobs
against three factors:
• Know-How
• Problem Solving
• Accountability
Hay Factors

13. The sum total of knowledge, however acquired, necessary for
competent job performance:
• Technical Know-How
• Managerial Know-How
• Human Relations Skills
Factors – Know How

14. Factors – Know How
This sum total which comprises the overall “fund of knowledge”
has three dimensions – the requirements for:
– Practical procedures, specialized techniques, and learned
disciplines.
– Active, practicing skills in the area of human relationships.
– Know-how of integrating and harmonizing the diversified
functions involved in managerial situations (operating,
supporting, and administrative).This know-how may be
exercised consultatively as well as executively and involves
in some combination the areas of organizing, planning,
executing, controlling, and evaluating.

15. Factors – Problem Solving
The original “self starting” thinking required by the job for
analyzing, evaluating, creating, reasoning, arriving at and making
conclusions. To the extent that thinking is circumscribed by
standards, covered by precedents, or referred to others, problem
solving is diminished and the emphasis correspondingly is on
know-how.
Problem solving has two dimensions:
– The environment in which the thinking takes place.
– The challenge presented by the thinking to be done.

16. Factors - Accountability
The answerability for an action and for the consequences thereof.
It is the measured effect of the job on end results.It has three
dimensions in the following order of importance:
– Freedom to Act – the degree of personal or procedural control
and guidance the jobholder has.
– Job Impact on End Results – ranges from direct to indirect
impact on end results by auxiliary, contributory, shared, or
primary effects.
– Magnitude – indicated by the general dynamic monetary size or
accountability area(s) most clearly affected by the job.

17. The result of the job evaluation process is a ranking of positions
from top to bottom:
Rank Order
Postion Incumbent Know-How
Problem
Solving
Accountability
Total
Points
Manager J. Doe FI3 304 E3(38) 115 E3C 152 571
Supervisor S. Smith EI3 230 D3(33) 76 D2P 115 421
Systems Specialist B. Brown EI2 230 D3(33) 76 D2C 76 382

18. Internal Equity Analysis
Internal consistency of pay levels can be assessed by matching
money value to points:
Base Salary Practice
Internal Equity
Assessment
£
Points

19. Market Pricing Analysis
Pay levels can be compared to appropriate competitive markets e.g
Regional companies, education sector, not for profits...
AnnualDollars(000’s)
140
120
100
80
60
40
20
0
0 240 480
Client Points
720 960
90th Percentile
75th Percentile
ABC Pay Practice
Average
25th Percentile
10th Percentile

20. Problems
■ Complicated scoring matrix (transparency)
■ Emphasis on Management Know How
■ Bias reflects hierarchy and budget holding
■ Unsuited to collegial and team-based nature
of education sector
■ Is not concerned with how responsibilities
arrived at – snapshot system
■ Sex bias