Hay Job evaluation
Job evaluation is a tool for determining the ‘size' of a job, usually in the form of a number of ‘points' (i.e. a job with 400 points, is a bigger job than one with 200 points). It also allows us to compare different jobs, which in turn enables us to determine where jobs should be placed on the single pay spine, thus ensuring equal pay for work of equal value. At Birkbeck, we are using the Hay system of job evaluation. A panel, trained in the Hay system, will evaluate jobs using agreed and up-to-date job descriptions.
By following the links, you will be able to find out about the way in which the Hay method will be applied across all staff categories.
Job Evaluation and the Hay 'Guide Chart Profile' Scheme
Hay is a proprietary job evaluation scheme produced by The Hay Group. It was established around 60 years ago and has been developed and used worldwide by numerous organizations, in both the public and private sectors. The Hay methodology is an analytical, factor-based scheme, which aims to measure the relative size of jobs within an organization.
To evaluate a job, a group of role analysts, working as a panel assess the role (from an agreed job description and information) against a number of factors, which are known as the Hay Guide Chart Profile. This profile is split into 3 main elements, which are common to all jobs to one extent or another:
1. Know – How
The level of knowledge, skill and experience (gained through job experience, education and training), which are required to perform the job successfully. This is commensurate with the scale and complexity of the job outcomes (accountability).
2. Problem Solving
The complexity of thinking required, both in the type of problems come across and the extent to which the jobholder has precedent and/or assistance in solving them (applying their Know – How).
3. Accountability
The impact the job has on the organization (i.e. the end result) and the extent to which the jobholder acts autonomously in achieving this.
The three elements are broken down further into sub-elements:
Know-How
This system was developed by E.N Hay and Associates in 1950...
From China
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151Job evaluation is a tool for determining the ‘size' of a job, usually in the form of a number of ‘points' (i.e. a job with 400 points, is a bigger job than one with 200 points). It also allows us to compare different jobs, which in turn enables us to determine where jobs should be placed on the single pay spine, thus ensuring equal pay for work of equal value. At Birkbeck, we are using the Hay system of job evaluation. A panel, trained in the Hay system, will evaluate jobs using agreed and up-to-date job descriptions.
By following the links, you will be able to find out about the way in which the Hay method will be applied across all staff categories.
Job Evaluation and the Hay 'Guide Chart Profile' Scheme
Hay is a proprietary job evaluation scheme produced by The Hay Group. It was established around 60 years ago and has been developed and used worldwide by numerous organizations, in both the public and private sectors. The Hay methodology is an analytical, factor-based scheme, which aims to measure the relative size of jobs within an organization.
To evaluate a job, a group of role analysts, working as a panel assess the role (from an agreed job description and information) against a number of factors, which are known as the Hay Guide Chart Profile. This profile is split into 3 main elements, which are common to all jobs to one extent or another:
1. Know – How
The level of knowledge, skill and experience (gained through job experience, education and training), which are required to perform the job successfully. This is commensurate with the scale and complexity of the job outcomes (accountability).
2. Problem Solving
The complexity of thinking required, both in the type of problems come across and the extent to which the jobholder has precedent and/or assistance in solving them (applying their Know – How).
3. Accountability
The impact the job has on the organization (i.e. the end result) and the extent to which the jobholder acts autonomously in achieving this.
The three elements are broken down further into sub-elements:
Know-How
- Depth & Range of Know-How
- Planning & Organizing
- Communicating & Influencing ('Human Relations Skills)
- Thinking Environment
- Thinking Challenge
- Freedom to Act
- Nature of Impact
- Area of Impact (Magnitude)
This system was developed by E.N Hay and Associates in 1950...
From China
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It seems like you're seeking a clearer understanding of the Hay Job Evaluation method. This system is widely used globally due to its ability to quantify and compare different roles within an organization. Here's a simplified breakdown of how it works:
1. ✅ Know-How: This element is about the knowledge, skills, and experience needed to perform the job well. It's broken down further into:
- 📚 Depth & Range of Know-How: What kind of knowledge and skills does the job require?
- 📓 Planning & Organizing: How much planning and organizational skill is needed?
- 📝 Communicating & Influencing ('Human Relations Skills'): What level of communication and persuasion skill is required?
2. ✅ Problem Solving: This refers to the complexity of the problems encountered and the degree of precedent or assistance available. It includes:
- 🕡 Thinking Environment: What's the context in which problem-solving occurs?
- 🔓 Thinking Challenge: How complex are the problems to be solved?
3. ✅ Accountability: This deals with the impact of the job on the organization and how much autonomy the jobholder has. It has three sub-elements:
- 📊 Freedom to Act: How much independence does the jobholder have?
- 🔗 Nature of Impact: What kind of impact does the job have on the organization?
- 🔨 Area of Impact (Magnitude): How wide-ranging is the job's impact?
The panel of trained evaluators assesses each job against these factors. They use detailed job descriptions and other relevant information to make their assessments. They then assign a total number of points to each job, indicating its 'size'. The larger the number of points, the more significant the job is within the organization.
Remember, it's crucial to keep job descriptions up to date and accurate for this process to work effectively. It will ensure the Hay Job Evaluation method is applied uniformly and fairly across all roles.
🗝️ As you're in China, it's also important to consider any specific local labor laws and regulations that may affect job evaluations.
From India, Gurugram
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1. ✅ Know-How: This element is about the knowledge, skills, and experience needed to perform the job well. It's broken down further into:
- 📚 Depth & Range of Know-How: What kind of knowledge and skills does the job require?
- 📓 Planning & Organizing: How much planning and organizational skill is needed?
- 📝 Communicating & Influencing ('Human Relations Skills'): What level of communication and persuasion skill is required?
2. ✅ Problem Solving: This refers to the complexity of the problems encountered and the degree of precedent or assistance available. It includes:
- 🕡 Thinking Environment: What's the context in which problem-solving occurs?
- 🔓 Thinking Challenge: How complex are the problems to be solved?
3. ✅ Accountability: This deals with the impact of the job on the organization and how much autonomy the jobholder has. It has three sub-elements:
- 📊 Freedom to Act: How much independence does the jobholder have?
- 🔗 Nature of Impact: What kind of impact does the job have on the organization?
- 🔨 Area of Impact (Magnitude): How wide-ranging is the job's impact?
The panel of trained evaluators assesses each job against these factors. They use detailed job descriptions and other relevant information to make their assessments. They then assign a total number of points to each job, indicating its 'size'. The larger the number of points, the more significant the job is within the organization.
Remember, it's crucial to keep job descriptions up to date and accurate for this process to work effectively. It will ensure the Hay Job Evaluation method is applied uniformly and fairly across all roles.
🗝️ As you're in China, it's also important to consider any specific local labor laws and regulations that may affect job evaluations.
From India, Gurugram
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The Hay Job Evaluation System.doc
Hay System of Job Evaluation.pdf