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Job Eval & Hay Method
Job Eval & Hay Method
It is NOT:
Job Analysis – examine the job tasks and responsibilities for writing the
job description. Job Analysis is needed to do a Job Evaluation.
Job Pricing – put a dollar amount on the worth of a job (create pay
grades and ranges). Job Evaluation is needed to do Job Pricing.
Job Evaluations - WHY
• Communicates to employees there is a fair &
equitable compensation system in place.
• Used to determine which positions are similar when
it comes to pay & work assignments (allows us to
map & align jobs within company.)
• Used to determine appropriate pay or salary grades.
• Useful information for development of job
descriptions.
• Helps recruiters to better source candidates &
match skills to jobs.
Job Evaluations - HOW
• Analyze each position's tasks, responsibilities, knowledge,
and skill requirements to determine the value of the job to
the employer and provide an internal ranking of the jobs.
• Four methods:
• Non-quantitative: doesn’t produce precise numerical score, based
on hierarchy
• Job ranking – hierarchy based on value to company, simplest method.
• Job Classification – job grouping by grade (government)
• A unique aspect of the Hay Group job evaluation method is that the relative weight of the
factors is driven by the size and the nature of the job. For example, higher level jobs have
higher weight on accountability while lower level positions tend to be more know-how
weighted. ~ Hay Group http://www.haygroup.com/us/