The document provides an overview of the Hay Guide Chart-Profile Method for job evaluation. It discusses the four factors - Know-How, Problem Solving, Accountability, and Working Conditions - that are used to evaluate jobs. Guide charts are tailored for each organization and provide a standardized way to systematically evaluate all jobs based on consensus among representatives. The Hay Method allows flexibility for organizations to adapt it to their specific needs while maintaining consistent evaluation principles over time.
The content related to Job Evaluation is presented properly. Job Evaluation being important task in the organization and a very important topic for the students from HR field. This will help them.
Corporate profile of Hay Group - A global managment consulting firm which provides several advisory services to turn an organisation\'s strategy into reality. Compensation and benefits studies is one of our core services. Our core competence is our Hay methodology used for job mapping and job evaluation. We have expertise in several industries such as Oil & Gas, Chemicals, Retail, Transportation, IT, ITES etc.
A cornerstone to any successful organization is job evaluation & grading, the process of determining as objectively as possible, the value of a job to an organization.
The key purpose of job evaluation & grading is to produce the information necessary to design and maintain an equitable distribution of “Total Cost” packages appropriate to level of position being performed.
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
Please click like & forward it others too
Please give your feedback & keep following
Rahul Kunwar
rajcite@gmail.com
+918051139888
The aim of job evaluation is to establish a transparent grading framework with a clear route for pay progression. It measures the job, not the person doing it. It does not measure the volume of work or individuals’ performance.
Why introduce it?
To ensure that jobs are graded fairly and to achieve equal pay for work of equal value.
To underpin new pay and grading structures and ensure that the internal system behind them is fair.
To assist harmonisation of terms and conditions following merger or acquisition.
To clarify job profiles and ensure relevant comparisons when benchmarking externally.
Collinson Grant's job evaluation scheme, outlined in this document, is an analytical scheme for evaluating all administrative and managerial jobs. It is not suitable for manual jobs.
is presentation s acopy right of Omar A.wahab.opened for read only.those who are in need for more detail may contact the author via email:
awrad2000@yahoo.co.uk
This resource guide demonstrates how a well-planned, comprehensive recognition and reward program can energize, empower, and rally employees to be more productive. It also shows how a R&R program can enrich a company culture and effectively align employees with corporate goals and objectives.
The content related to Job Evaluation is presented properly. Job Evaluation being important task in the organization and a very important topic for the students from HR field. This will help them.
Corporate profile of Hay Group - A global managment consulting firm which provides several advisory services to turn an organisation\'s strategy into reality. Compensation and benefits studies is one of our core services. Our core competence is our Hay methodology used for job mapping and job evaluation. We have expertise in several industries such as Oil & Gas, Chemicals, Retail, Transportation, IT, ITES etc.
A cornerstone to any successful organization is job evaluation & grading, the process of determining as objectively as possible, the value of a job to an organization.
The key purpose of job evaluation & grading is to produce the information necessary to design and maintain an equitable distribution of “Total Cost” packages appropriate to level of position being performed.
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
Please click like & forward it others too
Please give your feedback & keep following
Rahul Kunwar
rajcite@gmail.com
+918051139888
The aim of job evaluation is to establish a transparent grading framework with a clear route for pay progression. It measures the job, not the person doing it. It does not measure the volume of work or individuals’ performance.
Why introduce it?
To ensure that jobs are graded fairly and to achieve equal pay for work of equal value.
To underpin new pay and grading structures and ensure that the internal system behind them is fair.
To assist harmonisation of terms and conditions following merger or acquisition.
To clarify job profiles and ensure relevant comparisons when benchmarking externally.
Collinson Grant's job evaluation scheme, outlined in this document, is an analytical scheme for evaluating all administrative and managerial jobs. It is not suitable for manual jobs.
is presentation s acopy right of Omar A.wahab.opened for read only.those who are in need for more detail may contact the author via email:
awrad2000@yahoo.co.uk
This resource guide demonstrates how a well-planned, comprehensive recognition and reward program can energize, empower, and rally employees to be more productive. It also shows how a R&R program can enrich a company culture and effectively align employees with corporate goals and objectives.
Sample Presentation of Best Practices in Recruitment, Staffing and Sourcing. This was developed for one of my previous clients to help streamline their recruiting process.
Recruitment and selection at ibm pakistanEmily Bronte
Human Resource Management is a vast term. It comprises of planning, recruitment, selection, training, development, discipline, employment legislation, reward and recognition systems, etc.
Recruitment and selection are two of the most important functions of Human Resource Management. Although these are distinct processes, yet they are closely interrelated with each other. Together recruitment and selection forms the core part of the central activities underlying Human Resource Management.
Different recruitment methods employed in various organizations based on suitability. In addition, the advantages and disadvantages of internal and external recruitment along with the costs associated. Meaning and definition of internal and external recruitment.A brief introduction about every method that is used, making it easy to understand.
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
In this file, you can ref useful information about performance appraisal books such as performance appraisal books methods, performance appraisal books tips, performance appraisal books forms, performance appraisal books phrases … If you need more assistant for performance appraisal books, please leave your comment at the end of file.
Using Calibration Effectively - Total Workforce Performance ManagementBhupesh Chaurasia
This paper discusses research studying methods for total workforce performance management. The term “total workforce” is used to emphasize performance management processes designed to guide decisions regarding the management of groups of employees. This can be contrasted to methods designed to manage and develop the performance of individual employees in isolation. While aspects of total
workforce and individual performance management overlap, certain elements of total workforce management are
inherently distinct from methods used for individual performance management. Foremost is the need to manage
individual differences in performance found across different employees working in the same group.That is the focus of this paper.
Review of literature on performance appraisal systemelenavogel8
In this file, you can ref useful information about review of literature on performance appraisal system such as review of literature on performance appraisal system methods
Organisational Health Audits assess through a collaborative process ways organisational and employee performance and well-being can be improved based on Human Activity System (HAS) criteria.
The approach taken recognizes that organisational performance and employee well-being are interconnected, and uses a Human Activity Systems (HAS) model to identify interdependent and interacting factors.
In this file, you can ref useful information about performance appraisal project for mba such as performance appraisal project for mba methods, performance appraisal project for mba tips
The selected firm is WalmartQuestion 1Imagine a performan.docxoreo10
The selected firm is Walmart
Question 1:
Imagine a performance evaluation system that promotes roles, behaviors, and work outcomes appropriate to achieve organizational strategic objectives throughout the firm. Take into consideration the Two Sides of Performance Management as illustrated in your textbook on page 164, Figure 6.1. What would such a system look like? Would it be similar to the one used in your organization? How would individual and/or team performance assessment be conducted? What tools would you recommend? Would you use MBO, 360 Degrees or another system? Why? Present your views in 200 words or more in your discussion post. Use at least two scholarly source to support your ideas.
Figure 6.1 The Two Sides of Performance Management
(Hunt 163)
Hunt, Steven T. Commonsense Talent Management. Pfeiffer, 2014-02-10. VitalBook file.
Question 2
Consider the proposition that HRM adds value to the firm. Also, examine the topic of “Marginal Utility Analysis” and how it is used to make a case about the value of HRM. How do HRM practices and systems add value to a firm? What is the basis for an argument for or against this proposition? Present your views in 200 words or more in your discussion post.
chapter SIX Doing Things the Right Way: Using Performance Management to Increase Business Execution
Ensuring that employees are doing the right things the right way is central to driving business execution. This is the primary purpose of performance management, although many performance management processes fail to fulfill this purpose. Performance management refers to processes used to communicate job expectations to employees, evaluate employees against those expectations, and use these evaluations to guide talent management decisions related to compensation, staffing, and development. Performance management encompasses a variety of activities, including talent reviews, calibration sessions, pay-for-performance plans, performance feedback, and other methods that measure employees based on the degree to which their actions and accomplishments align with the company's expectations and objectives.
This chapter discusses how to use performance management to increase workforce productivity. There is a reason this chapter is the longest one in this book: designing and deploying effective performance management processes is not easy. It requires addressing highly sensitive topics related to measuring the contributions of individual employees and making decisions about their pay, promotions, and employment. Creating a successful performance management program requires attending to several big picture strategic issues and myriad specific details to ensure that the processes fit the culture and needs of your company.
There is no such thing as a neutral performance management process. People will either like it or dislike it. Many performance management processes are criticized as lacking business impact, creating unnecessary administrativ ...
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Acetabularia Information For Class 9 .docxvaibhavrinwa19
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A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
1. Hay Measurement
THE HAY GUIDE CHART-PROFILE METHOD OF JOB EVALUATION
The Hay Method is a form of factor comparison that has been used by thousands of organizations to evaluate clerical,
trade and technical, management and professional, and executive level jobs. At present, it is used in profit and non-
profit organizations in over forty countries around the world. A substantial number of clients have relied on our
approach for many years, applying the methodology through many reorganizations; during periods of growth and also
when they must rationalise their structures. They have also used it to evaluate totally new product and service
organizations and as a means to maintain consistency in periods of great change or legal challenge to the previously
established order.
The Hay Method works because it is a dynamic process that organizations adapt and apply in ways that meet
their needs. It is based on the notion that jobs can be measured on the basis of their relative contribution to the overall
objectives of the organization. By considering core aspects of content and context that are common to all jobs, it
provides a clear, understandable and systematic basis for defining and comparing the requirements for all kinds of jobs
at all levels. However, the Hay Method can readily be adapted to reflect special determinants that affect only some
jobs in some organizations.
It is this combination of discipline and flexibility that has made it possible for the fundamental principles of the Hay
Method to remain intact over the years, even as there have been many refinements in language and application. For
example: in Canada core factors of Know-How, Problem Solving and Accountability have been expanded to include,
once again, a fourth factor – Working Conditions – in response to equal pay legislation. The following explanation
covers all four factors and their twelve dimensions.
The Four Factors Used by Hay
Know-How
This factor is used to measure the total
of every kind of knowledge and skill,
however acquired, needed for
acceptable job performance. Three
dimensions are considered:
• practical procedures and
knowledge, specialized techniques,
and learned skills;
• planning, coordinating, directing
or controlling the activities and
resources associated with an
organizational unit or function; and
• active, practising, person-to-
person skills in the area of human
relationships.
Problem Solving
This factor measures the thinking
required in the job by considering two
dimensions:
• the environment in which the
thinking takes place; and
• the challenge presented by the
thinking to be done.
Accountability
This factor measures the relative
degree to which the job when
performed competently, can affect the
end results of the organization or a
unit within the organisation. The
opportunity to contribute to an
organization is reflected through three
dimensions:
• the nature and degree of the
decision-making or influence of the
job;
• the unit or function most clearly
affected by the job; and
• the nature of that effect.
Working Conditions
This factor measures the context in
which the job is performed by
considering four dimensions:
• Physical Effort – Levels of
physical activity that vary in
intensity, duration and frequency
that contribute to physical stress
and fatigue.
• Physical Environment –
Progressive degrees of exposure
of varying intensities to
unavoidable physical and
environmental factors which
increase the risk of accident, ill
health or discomfort.
• Sensory Attention – Levels
of sensory attention (e.g., seeing,
hearing, smelling, tasting,
touching) during the work process
that vary in intensity, frequency
and duration.
• Mental Stress – Progressive
degrees of exposure of varying
intensities of factors inherent in the
work process which increase the
risk of such things as tension or
anxiety.
2. Hay Guide Charts
Hay Guide Charts provide the standard tools that clients
use to systematically evaluate all of their jobs, or a
particular group of jobs in the organization. Guide Charts
(see the illustrative example below) are tailored to suit the
client organization and the jobs to evaluated. Today, the
logic of the Guide Charts is often incorporated within
computer software as an additional way to assist the
evaluation process.
There are a Variety of Ways to Apply the Hay Method
When there are a large number of jobs within an organization
to be evaluated, a representative sample of jobs is usually
evaluated first by an experienced Hay consultant and the client
organization. The resulting evaluations can be used as
benchmark references to assist in the evaluation of all other
jobs in the organization.
Often a committee, representing various groups within the
client organization, is trained in the use of the Hay Method so
that it can evaluate the organization’s jobs. More and more
these days, the evaluation process is assisted by computer,
within committees providing quality assurance to the
evaluation process. In other organizations, Hay consultants
might evaluate the jobs and have them checked by the client.
In some organizations, the human resources group is charged
with the evaluation process and uses various approaches to
gather job information, develop evaluations and have them
accepted.
Regardless of who is involved, our process of job evaluation is
based on consensus building after all components of a job
are fully understood. Working from documentation which
describes the content of the job and the content of the job and
the environment in which it is performed, plus the definitions
and quantitative measures provided, each job is given a ranking
on the four factors in relation to other jobs in the organization.
When only Know-How, Problem Solving and Accountability are
used to measure jobs, the results are represented by “total
points”. When all four factors are used, the results are referred
to as “full points”. For example, the evaluation for a Research
Scientist might be as follows:
Know-How 460
Problem Solving 230
Accountability (50) 132
Total Points – Content P4 822
Working Conditions – Context 33
Full Points – Combined 855
3. Frequently Asked Questions About the Hay Method
Can a Well-Established Evaluation Method
Meet the Needs of a Changing Organization?
The Hay Method works because it is based on the most
flexible elements found in both job rating and ranking
systems. It is a dynamic process that organizations adapt
and apply in ways that meet their needs. It provides the
discipline of a consistent, systematic means for measuring
the relative contribution of different jobs over time,
regardless of how the individual jobs may change or how the
interrelationships may change. At the same time, it provides
the flexibility of a process that can be adapted to the
specific needs of the organization.
What is the Weighting of the Factors?
This is an often asked question. The answer is that there is
no universal “weighting”. When the Hay Method was being
developed, it was found that jobs which were the same in
nature would have evaluation points distributed between the
factors in much the same way, even though the jobs might
differ significantly in size. In other words, the proportion
of the points assigned to Know-How, Problem Solving,
Accountability and Working Conditions tends to be similar for
similar types of jobs, regardless of the total number of points
involved.
As an illustration, in the previous example of a scientist, the
points were distributed as follows:
Scientist 54%-27%-15%-4%
54-27-15-4 is the "long profile" or "weighting” or “relative
distribution” of the factors for this job. Another position of a
similar nature would have a similar weighting or long profile,
even though the total points might be different. That is,
one would expect most of the points for scientists to be
given for Know-How and Problem Solving (81%) because of
their relative importance in such a job. Other examples of
typical profiles are:
Trade Clerical Supervisory
58%-13%-17%-12% 64%-12%-12%-12% 46%-20%-31%-3%
What is the "Short Profile"
Know-How, Problem Solving and Accountability are all linked
together. Working Conditions is more "contextual" in nature.
"Short profile" assesses the relationship between
Accountability and Problem Solving (and to Know-How).
Jobs with significantly more Accountability points relative to
Problem Solving are usually very end results-focused. When
Problem Solving is greater than Accountability, jobs are
typically more research-oriented. Still other jobs are
balanced, with similar amounts of Accountability and Problem
Solving. Short profile is a valuable quality control check, it
prompts evaluators to review their work to see if, on balance,
they have developed the right "configuration", "relative
contribution", or profile for the job being evaluated:
PS > ACC PS = ACC PS < ACC
The Profile part of the Hay Guide Chart-Profile Method of Job
Evaluation not only provides a clear, brief “description” of the
job, but also answers “weighting” and relationship questions.
How are Evaluations linked to Pay?
Evaluations result in Full Point values (K-H + PS + ACC +
WC). These values, through specific points, pay grades,
broad bands, work levels, etc. can be related to different
types of pay (internal and/or market comparisons; base salary
plans, base + incentive, etc.) Ranges with Midpoints,
Maximums and Minimums can be developed that compare
points levels and pay levels. Jobholders can be positioned
in ranges based on a wide variety of criteria.
How does the Hay Method Fit with Equal Pay
Legislation?
As can be seen on the next page, the four Hay factors fit
closely with the Skill, Effort, Responsibility and Working
Conditions factors which the stipulated in most equal pay
legislation. Therefore, the Hay Method is often used to
develop Pay Equity plans.
"Research" "Balanced" "Results"
"doing"
"action"
"thinking"
"analysis"
WC
4%
ACC
15%
PS
27%
KH
54%
Increasing Points
IncreasingPay$
Range
Max
Mid
Min
WC
12%
ACC
17%
PS
13%
KH
58%
WC
12%
ACC
12%
PS
12%
KH
64%
WC
3%
ACC
31%
PS
20%
KH
46%
4. The Hay Method and Equal Pay
CANADIAN HUMAN RIGHTS ACT HAY GUIDE CHART-PROFILE
AND EQUAL PAY GUIDELINES METHOD OF JOB EVALUATION
Core factor Sub factor Dimension Core factor
Skill Intellectual skill Knowledge and skill, however acquired, associated Know-How
with practical procedures, specialized techniques
and scientific disciplines
Conceptual or actual management knowledge and skill
Human relation skill
Physical skill Physical skill associated with practical procedures and
specialized techniques
Effort Intellectual effort The independence, complexity and novelty of the thinking
required in the job
Problem
Solving
Physical effort Intensity, frequency and duration of physical effort or activity
producing physical stress or fatigue
Working
Conditions
Responsibility Accountability for
machines, finances and
other resources
The size of the organizational unit or function which the job
affects, as indicated by the resources involved (human and
otherwise)
Accountability
Accountability for work
of other employees
The role of the job in bringing about the objectives of an
organizational unit or function, including accountability for the
work of others.
Reliance on employees
to perform the work
The nature of the organizational unit or function requiring
knowledge and skill.
Know-How
Working
Conditions
Noise, heat, cold, physical
danger, conditions
hazardous to health, other
conditions produced by
the physical work
environment
Intensity, frequency and duration of unavoidable conditions
in the physical environment (e.g., fumes, temperature, noise,
vibration, dirt, dust, and unavoidable exposure to hazardous
substances, equipment, and/or situations)
Working
Conditions
Isolation, mental stress,
other conditions produced
by the psychological work
environment
Intensity, frequency, and duration of exposure to factors
inherent in the work process or environment, (e.g., isolation,
multiple deadlines) which increase the risk of such conditions
as tension or anxiety.
Intensity, frequency and duration of sensory attention during
the work process