This document describes four non-conventional job evaluation methods: the Decision Band Method which categorizes decisions made in a job into bands; the Direct Consensus Method where evaluators mutually agree on a value; the Guide Chart Profile Method which evaluates managerial pay based on knowledge, problem-solving skills, and accountability; and the Urwick-Orr Profile Method developed by consultants to combine point and ranking evaluations with consensus.

1. Innovative / Non – Conventional
Method
.
• Decision Band Method.
• Direct Consensus method
• Guide Chart Profile Method
• Urwick Orr Profile Method

2. Decision Band Method
• Decisions to be made by the job is considered
and placed in the applicable band:-
• Band E – Policy making decision – Top
Management.
• Band D – Programming Decisions – Senior
Managers .
• Band C – interpretive Decisions – Middle
managers.
• Band B – Routine Decisions – skilled persons .
• Band A – Automatic decisions – semi-skilled
operators.
• Band O – Defined decision – unskilled workmen

3. Direct Consensus Method
• Workman and the evaluator reach the value
by mutual consensus

4. Guide Chart Profile Method
• Hay Plan or Hay Guide Chart Profile
Method
• For deciding the managerial pay.
• Emphasizes on 3 critical factors:-
1. Know-How (KH)- includes practical exp.
Specialized exp. & technological depth, width
of managerial knowledge , human relations .
2. Problem – solving(PS)– Thinking
environment , challenging environment.
3. Accountability(AC) – freedom to act, impact
on result, magnitude of success annually.

5. Urwick – Orr Profile Method
• By a British firm of consultants – Urwick Orr
and partners .
• Combines point and ranking methods are
applied with an addition of consensus
method.