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HAY JOBS EVALUATION
What is HAY?
• The Hay Job Grading Scheme was developed in the early 1950's by E. N. Hay and Associates. It is a scheme which is based on the "points factor" approach. This is a common approach to job grading.
• It is the most common job evaluation system in all areas of activity – private, public, for-profit and non-profit.
• Evaluate JOB not people who are working on that specific job• It is NOT based on performance, education, skills or current
salary
Why we need Hay?
• The general purpose for carrying out job evaluations using this or similar methods is to enable organizations to map all their roles in a manner that delivers the following key benefits– Recognizing equivalent levels for the purposes of salary
and benefit grading/banding– Improved succession planning– Creation of more useful and focused job descriptions
Measuring job
INPUT
KNOW-HOW)• How deep and developed Has to be the technicalKnowdleges
•Management Knowdleges
•Human Relationship skills
PROCESS
PROBLEM SOLVING
•Analytical Environment
•Analytical •Challenge
OUTPUT
RESPONSIBILITIES
• Freedom to act
• Impact on the End results
•Magnitude
1. KNOW - HOW1. KNOW - HOW Technical Know-how Technical Know-how Managerial Know-howManagerial Know-how Human Relationship Human Relationship skillsskills
2. PROBLEM SOLVING2. PROBLEM SOLVING Thinking EnvironmentThinking Environment Analytical Challenge Analytical Challenge
3. ACCOUNTABILITY3. ACCOUNTABILITY Freedom to ActFreedom to Act ImpactImpact MagnitudMagnitude e
Job Dimensions
Know-How Dimension• DefinitionAll the amount of knowledge, skills, aptitudes, independent of how it was obtained, needed for a standard performance, acceptable for the job•Know-How has three dimensions:
– Technical and specialized knowledge – Managerial Know How– Human Relationship Skills
How we evaluate Know-How – Example:
38 43 50 50 57 66 66 76 87 87 100 115 115 132 15243 50 57 57 66 76 76 87 100 100 115 132 132 152 17550 57 66 66 76 87 87 100 115 115 132 152 152 175 20050 57 66 66 76 87 87 100 115 115 132 152 152 175 20057 66 76 76 87 100 100 115 132 132 152 175 175 200 23066 76 87 87 100 115 115 132 152 152 175 200 200 230 26466 76 87 87 100 115 115 132 152 152 175 200 200 230 26476 87 100 100 115 132 132 152 175 175 200 230 230 264 30487 100 115 115 132 152 152 175 200 200 230 264 264 304 35087 100 115 115 132 152 152 175 200 200 230 264 264 304 350100 115 132 132 152 175 175 200 230 230 264 304 304 350 400115 132 152 152 175 200 200 230 264 264 304 350 350 400 460115 132 152 152 175 200 200 230 264 264 304 350 350 400 460132 152 175 175 200 230 230 264 304 304 350 400 400 460 528152 175 200 200 230 264 264 304 350 350 400 460 460 528 608152 175 200 200 230 264 264 304 350 350 400 460 460 528 608175 200 230 230 264 304 304 350 400 400 460 528 528 608 700200 230 264 264 304 350 350 400 460 460 528 608 608 700 800200 230 264 264 304 350 350 400 460 460 528 608 608 700 800230 264 304 304 350 400 400 460 528 528 608 700 700 800 920264 304 350 350 400 460 460 528 608 608 700 800 800 920 1056264 304 350 350 400 460 460 528 608 608 700 800 800 920 1056304 350 400 400 460 528 528 608 700 700 800 920 920 1056 1216350 400 460 460 528 608 608 700 800 800 920 1056 1056 1216 1400
EI+3264
A. PRIMARY:
B. ELEMENTARY VOCATIONAL :
C. VOCATIONAL:
D. ADVANCED VOCATIONAL :
E. BASIC SPECIALIZED:
F. SPECIALIZED SEASONED :
G. SPECIALIZED MASTERY:
H. UNIC AUTHORITY:
ManagementAreaHuman Relationship Skills
TechnicalKnow-How
0 Task
I ACTIVITIE
S
II HOMOGENOU
S
III DIVERSE
IV INTERGATION
COMPLET
B B B B BI I IIIC CCCC
Problem Solving
•Definition“Self intiated” thinking required for the job to evaluate, analyze, develop, think, identify and conclude. • Problem Solving has two dimensions:
–Thinking Environment–Analytical Challenge
Problem Solving evaluation Example:
1. REPETITIVE
2. PATTERNED
3. INTERPO-LATIVE
4. ADAPTIVE
5. UNCHARTED
A. STRICT ROUTINE:
B. ROUTINE:
C. SEMI-ROUTINE:
D. STANDARDIZED
E. CLEARLY DEFINED
F. BROADLY DEFINED
G. GENERALLY DEFINED:
H. ABSTRACT DEFINED:
10% 14% 19% 25% 33%
12% 16% 22% 29% 38%12% 16% 22% 29% 38%
14% 19% 25% 33% 43%14% 19% 25% 33% 43%
16% 22% 29% 38% 50%16% 22% 29% 38% 50%
19% 25% 33% 43% 57%19% 25% 33% 43% 57%
22% 29% 38% 50% 66%22% 29% 38% 50% 66%
25% 33% 43% 57% 76%25% 33% 43% 57% 76%
29% 38% 50% 66% 87%29% 38% 50% 66% 87%
33% 43% 57% 76% 100%
Analytical Challenge
AnalyticalEnvironment
EI+3264
D+3(33)87
Accountability
•DefinitionAccountability is the factor utilized to quantify the jobs results• Accountability has three dimensions:
– Freedom to Act– Impact– Magnitude
ImpactPrimaryPrimary:: The impact’s direction and control. Shared:Shared: Partnership and common responsibilities with
similar jobs and other functions from the organization. There were not be shared the “supervisor” or the “subordinate”.
ContributiveContributive: : Counseling Suport or services provided.
Away Away (???):(???): This level is inferior to the “contributive”. It is far from the selected area of magnitude.
Impact: Not quantifiedDefinitions for “non-dimensional” jobs; it is no financial relevant value associated.
Nominal:Nominal: Incidental Support
Moderate:Moderate: Informational / Evidence in one department
Major:Major: Facilitation / Interpretative, possible inter-departmental
Critical:Critical: Counseling / Diagnostic
EXPLANATION:IMPACT:A. Indirect Support services, that don’t have a clear
quantified effect to the activities or people served.
C. Indirect Services or tasks that are utilized or finalized by other roles.
S. Non-standard Services or tasks that clearly have an effect to the end results.
P. Management role for services provided and tasks.
(5) Big
A C S P
Magnitude
Equivalent AMIImpact A C S P
(N) Not quantified
A B C D
(1) Very small (2) Small (3) Medium (4) Medium-Big
A C S P R C S P A C S P
USD 50 – 500 K USD 550 K – 5 M USD 5 - 50 M USD 50 – 500 M USD 500 M – 5 B
K =thousants M = milllion B = billion
Magnitude and Impact
A.????? : Informative Services, evidences and occasional, in order to be utilized by the others to achieve an important result.
C. CONTRIBUTIVE: Interpretative Services, counseling or facilitation that are used by other staff actions.
S. SHARED: Participate together with others (except supervisor and subordinate), inside or outside the organization, to do an action.
P. PRIMARY: Impact’s Control for end results, there where the shared responsibilities for other roles are secondary.
Accountability Example
(0) NOT QUANTIFIED
(1) VERY SMALL
(2) SMALL
(3) MEDIUM
(4) MEDIUM-BIG
ll IMPACT
A B C D R C S P R C S P R C S P R C S
A. PRESCRIBED: 8
9
10
10
12
14
14
16
19
19
22
25
10
12
14
14
16
19
19
22
25
25
29
33
14
16
19
19
22
25
25
29
33
33
38
43
19
22
25
25
29
33
33
38
43
43
50
57
25
29
33
33
38
43
43
50
57
B. CONTROLED: 12
14
16
16
19
22
22
25
29
29
33
38
16
19
22
22
25
29
29
33
38
38
43
50
22
25
29
29
33
38
38
43
50
50
57
66
29
33
38
38
43
50
50
57
66
66
76
87
38
43
50
50
57
66
66
76
87
C. STANDARDIZED: 19
22
25
25
29
33
33
38
43
43
50
57
25
29
33
33
38
43
43
50
57
57
66
76
33
38
43
43
50
57
57
66
76
76
87
100
43
50
57
57
66
76
76
87
100
100
115
132
57
66
76
76
87
100
100
115
132
D. GENERAL REGLEMENTED: 29
33
38
38
43
50
50
57
66
66
76
87
38
43
50
50
57
66
66
76
87
87
100
115
50
57
66
66
76
87
87
100
115
115
132
152
66
76
87
87
100
115
115
132
152
152
175
200
87
100
115
115
132
152
152
175
200
E. DIRECTED: 43
50
57
57
66
76
76
87
100
100
115
132
57
66
76
76
87
100
100
115
132
132
152
175
76
87
100
100
115
132
132
152
175
175
200
230
100
115
132
132
152
175
175
200
230
230
264
304
132
152
175
175
200
230
230
264
304
F. GENERAL DIRECTED: 66
76
87
87
100
115
115
132
152
152
175
200
87
100
115
115
132
152
152
175
200
200
230
264
115
132
152
152
175
200
200
230
264
264
304
350
152
175
200
200
230
264
264
304
350
350
400
460
200
230
264
264
304
350
350
400
460
G.GUIDED: 100
115
132
132
152
175
175
200
230
230
264
304
132
152
175
175
200
230
230
264
304
304
350
400
175
200
230
230
264
304
304
350
400
400
460
528
230
264
304
304
350
400
400
460
528
528
608
700
304
350
400
400
460
528
528
608
700
H. STRATEGIC GUIDED 152
175
200
200
230
264
264
304
350
350
400
460
200
230
264
264
304
350
350
400
460
460
528
608
264
304
350
350
400
460
460
528
608
608
700
800
350
400
460
460
528
608
608
700
800
800
920
1056
460
528
608
608
700
800
800
920
1056
Impact Aria
Freedom to ActEI+3264
D+3(33)87
D2-P115
466
ImpactNature
Salary Politics Marked
Organization
/ company
Individual Salary
Hay Limits: • Complicated Matrix to be scored• Accent on Management’s Know How • Reflect hierarchy and budget• Not applied in educational field – team
approach • Instant evaluation system – not looking to
responsibilities development
JEM DATABASE:
Steps in Process• Plan for Hay Implementation – • Review all JDs • Organize Grading Committee • Training for Grading Committee • Grade all JDs• Ask for SMT/RO review and approval• Salary Survey and Salary Scale
