Hay Evaluation Method The Hay System is a job performance evaluation method that is widely used in North America and Europe. Training in the use of the system takes several days, followed by several months organizational experience experience to become proficient in its evaluation style. All jobs are evaluated not only by the interpretation of the factor descriptions but within the context of all other jobs in the organization. In Ontario, consistent with Pay Equity legislation, four factors are used in job evaluation: Skill, Effort, R esponsibility and Working Conditions, which Hay translates into Knowledge, Problem Solving, Accountability and Working Conditions. The system works on an integration of all the factors. A job is evaluated by looking at the knowledge required to do the job (whether practical or intellectual), the kind of thinking required to solve the problems which the job commonly faces, the responsibilities (accountabilities) assigned, and the work environment in which the work is performed. In each of the following factors there are a series of descriptions and variables with points assigned to each.
Know How ‘Know How’ is defined as the "sum total of every kind of knowledge and skill, however, acquired, needed for acceptable job performance." There are three dimensions in know how: 1. Prac Practi tica call pro proce cedu dure res, s, spec specia iali lize zed d tech techni niqu ques es and and know knowle ledg dge e with within in occupational fields, commercial functions, and professional and scientific disciplines. 2. Plan Planni ning ng,, orga organi nizi zing ng,, coor coordi dina nati ting ng,, inte integr grat atin ing, g, sta staff ffin ing, g, dir direc ecti ting ng and and or controlling the activities and resources associated with the function of the unit, position, section, etc. 3. Face Face to face face skil skills ls need needed ed for for var variou ious s rel relat atio ions nshi hips ps with with othe otherr peo peopl ple. e.
Problem Solving ‘Problem Solving’ is "the amount and nature of the thinking required in the job in the form of analyzing, reasoning, evaluating, creating, using judgment, forming hypotheses, drawing inferences, arriving at conclusions, etc." There are two dimensions in problem solving: 1. The envir nviron onm ment in which hich the th thinki inking ng take takes s pla place ce.. 2. The The cha challe lleng nge e of of the the thin thinki king ng to be done done;; the the nove novelt lty y and and comp comple lexi xity ty of the thinking required. Problem Solving is always expressed as a percentage of Know How since it directly relates to how one uses the knowledge which he or she must have in the job to so lve the problems which are encountered as part of that job.
Accountability ‘Accountability’ is "the answerability for action and its consequences. consequences. The measured effect of the job on end results in the organization." There are three dimensions in accountability: 1. "Fre "Freed edom om to to Act Act"" whi which ch is is the the exte extent nt of per perso sona nal, l, pro proce cedu dura rall or systematic guidance and control on the job. 2. "Job "Job Impa Impact ct on End End Re Result sults" s" whic which h is is the the degr degre ee to to whi which ch the the job job affects or brings about the results expected of the unit or function being considered.
3. "Mag "Magni nitu tude de"" is is the the size size of the the fun funct ctio ion n or or uni unitt mea measu sure red d in in the the most most appropriate fashion.
Working Conditions ‘Working Conditions’ assess the environment in which the job is performed. Working Conditions are made up of four dimensions: 1. "Phy "Physi sica call Eff Effor ort" t" - job jobs, s, whic which h may may requ requir ire e lev level els s of of phy physi sica call act activ ivit ity, y, which may produce physical, stress or fatigue. 2. "Phy "Physi sica call Env Envir iron onme ment nt"" - job jobs s whi which ch may may inc inclu lude de expo exposu sure re to unavoidable physical and environmental factors which increase the risk of accident, ill health or discomfort to the employee. 3. "Sen "Senso sory ry Atte Attent ntio ion" n" - job jobs s whi which ch may may req requi uire re conc concen entr trat ated ed leve levels ls of sensory attention (i.e. seeing, hearing, smelling, tasting, touching) during the work process. "Mental Stress" - refers to exposure to factors inherent in the work 4. process or environment, which incrsease the risk of such things as tension or anxiety. Each of these four dimensions is measured according to duration, intensity and frequency.
All of these factors are evaluated in each job evaluation and the cumulative total is a total point factor for the position. Because jobs have so many different variables variables it is possible that a job without a high score in Know How but with severe Working Conditions could result in the same number of points with a job that has the opposite components. For example, an insurance clerk and a bus driver have few job responsibilities that are similar, but might be evaluated in total at the same point level. Please note that the following examples do not represent jobs at the University of Waterloo and are used only as an explanation of the Hay system.
Intermediate In Insurance Cl Clerk
School Bus Driver
Know How
100
87
Problem Solving
19
16
Accountability
25
22
Physical Effort
2
9
Physical Environment
1
7
Sensory Attention
6
9
Mental Stress
2
5
155
155
Working Conditions:
Total Points
Although these jobs have little in common and differ in the Hay Points for individual factors their total points are the same and therefore the jobs are considered to be of equal value.
Obviously the trained evaluator must consider the ratings awarded to a Senior Insurance Clerk and Junior Insurance Clerk to maintain the integrity of the rating within job families when evaluating the Intermediate Insurance Clerk. While these jobs have been evaluated individually important concepts are consistency of application and the establishment establishment of benchmark positions. All positions within an organization are evaluated in comparison to the benchmarks using a consistently applied evaluation tool
