Depending on the nature of the job, some compensable factors are present in differing amounts.

For
example, management jobs have greater emphasis on decision-making than non-management jobs.
Similarly, not all factors are present for all jobs, such as student care and instruction. Once a job is
profiled against the compensable factors, it is assigned to a grade based on its overall evaluation and/or
priced against job market data.

HAY Factors
This methodology is known as a points factor system.

Initially, the Hay Method is based on the idea that jobs can be assessed in terms of:

1. The knowledge required to do the job.

2. The analytical ability needed to solve common problems
3. The responsibilities assigned.
4. The working conditions associated with the job.
Later, it changed to 3 universal factors. It starts from the premise that all jobs exist
to serve a purpose that is to create value in the organization. Hence, jobs are
evaluated by analyzing what is the value that is created (accountability), how it is
created (problem solving) and what the job requirements are that the job holder has
to meet in order to deliver the value (know-how)