Professional Documents
Culture Documents
Lawrence Wagoner
Universal Factors
Four Popular Methods
Hay and Purves Factor Evaluation System
Know How Knowledge Personal Contact
(3/15) (2/9) Purpose of Contact
Problem Solving Supv Control Physical Demands
(2/13) (3/5) Work Environment
Accountability Guidelines
(3/15) (2/5)
Complexity
(3/6)
Scope & Effect
(2/6) Lawrence Wagoner
Combining Point-Factor
and Factor-Comparison Methods
Lawrence Wagoner
Job Evaluation Committee
Essential to the
success of all
job evaluation
processes is the
presence of
expert judgment.
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Job Evaluation Committee
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Roles Of The Committee
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Role Of The
Compensation
Department
Provide Committee Representation
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Factor Evaluation
System
Lawrence Wagoner
Factor Evaluation System
Lawrence Wagoner
FES Factor Description
Table
FACTOR POINTS % TOTAL
LEVELS
Knowledge 50-1850 41.3 9
Supv Control 25-650 14.5 5
Guidelines 25-650 14.5 5
Complexity 25-450 10.0 6
Scope/effect 25-450 10.0 6
Pers Contact 10-110 2.5 4
Purp Of Contact 20-220 4.9 4
Phys Demand 5-50 1.1 3
Work Environment 5-50 1.1 3
Total Points 4480
Lawrence Wagoner
FES Exercise
The FES process is described in detail in the
text on pages 257 through 277.
Freedom to act
Thinking
(7 levels)
environment
Job impact on end
(8 levels)
results (4 levels)
Thinking challenge
Magnitude
(5 levels) (4 levels)
Plus 2 degree Plus 3 degrees per
choices per grid grid.
Lawrence Wagoner
Hay Method
The descriptions that form the rows
and the columns of the guide charts
provide a measure of the level of
difficulty, or importance, of each
factor.
Lawrence Wagoner
Hay Method
The evaluation
process generally
begins with the
highest valued
compensable factor
and proceeds in
order to the lowest
weighted factor.
Lawrence Wagoner
Hay Method
KNOW-HOW
Rows describe depth and breadth of job
knowledge required to perform job
assignments.
Columns describe management breadth
relative to such requirements as planning,
organizing, reviewing, and control.
Within each column there is a third element
that measures human relations skill.
Lawrence Wagoner
Hay Method
PROBLEM-SOLVING
Rows identify levels of thinking.
Columns identify thinking challenge.
When the most appropriate grid and
corresponding percentage has been
identified, a point value is determined by
multiplying the selected PS% (x) the
previously determined KH points.
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Hay Method
ACCOUNTABILITY
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Hay Method
Quality Checks And Patterns
PROFILING
PS and AC also have a relationship
that provides information about the
general nature of jobs that when
examined either validates the
evaluation or challenges the results.
Lawrence Wagoner
Hay Method
Quality Checks And Patterns
PROFILING
Jobs higher in PS points than AC
points are typically staff and
administrative in nature, and....
Jobs higher in AC points than PS
points are typically action or line
jobs, and....
Lawrence Wagoner
Hay Method
Quality Checks And Patterns
PROFILING
Jobs with essentially the same AC
and PS points tend to have an
administrative/action orientation.
The profile is determined by
identifying the step difference
between PS and AC....
Lawrence Wagoner
Hay Method
Quality Checks And Patterns
The step difference is determined
By locating the PS points on the
Step value guide and counting up
Or down until you have located
the AC points. The number of
Steps taken in this
procedure establishes
the step difference. The
Direction (up +, down -) defines
The nature of the difference.
Lawrence Wagoner
Hay Method
Quality Checks And Patterns
PROFILING
To convert all of this data into a profile turn to
page 287 in your text and find the PS
percentage, identified in the sample problem,
in the left hand column (33%) and move
across that row until you find the KH points in
the first row that correspond with those
determined in your sample problem (230)....
The number found at this intersection (87)
becomes profiling CONTINUED...
Lawrence Wagoner
Hay Method
Quality Checks And Patterns
PROFILING
The number you locate in the left hand
column of the profile table (figure 9-11b) and
match up with the appropriate step level (1
down) located on the horizontal axis.
PROFILING
All to the job profiles lined up in
order of point totals will provide
the organization with a profile
pattern that further validates the
evaluation effort.
Lawrence Wagoner
Hay Method
Quality Checks And Patterns
PROFILING
As a rule, KH points as a percentage of
the total tends to decrease as job value
increases.
PS and AC points as a percentage of the
total tend to be lowest at the lower valued
jobs.
Lawrence Wagoner
Hay Method
Quality Checks And Patterns
PROFILING
Profile patterns are also indicators of job rank
within an organization:
KH-PS-AC
General Mgr 41-23-36
Plant Mgr 44-22-34
Operations Mgr 56-19-25
Office Mgr 60-17-23
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