Hay Group Guide Chart –

Profile Method of Job Evaluation

SM
2 Hay Group Guide Chart – Profile Method of Job Evaluation

Hay Group Guide Chart – Profile Method of Job Evaluation

Hay Group Guide Chart – Profile Method of Job Evaluation is
based on three factors, each of which has sub factors. It starts
from the premise that all jobs exist to achieve a purpose—to
create value in their organization—and evaluates this by
analyzing what is the value that is created (accountability), how
it is created (problem solving) and what the job requirements
are that a person has to meet in order to deliver the value (know-
how). These three factors and the sub factors included under
each are defined below:

Know-how
To achieve the accountabilities of a job requires ‘know-how’ (or
inputs), which is the sum total of every capability or skill, however
acquired, needed for fully competent job performance. Know-how
has three dimensions:
Practical / technical knowledge: Depth and breadth of technical or
specialized knowledge needed to achieve desired results.
Planning, organizing and integrating (managerial) knowledge:
The requirement to undertake managerial functions, such as
planning, organizing, staffing, directing and controlling financial,
physical and human resources, to achieve business results over time.
Communicating and influencing skills: The interpersonal skills
required for successful interaction with individuals and groups,
inside and outside the organization.
Accountability
Every job exists to add organizational value by delivering some set
of results (or outputs). Accountability measures the type and level of
value a job can add. In this sense, it is the job’s measured effect on
an organization’s value chain. It has three dimensions:
Freedom to act: The degree of empowerment to take action within
the framework of guidance provided to focus on decision-making.
Scope: The business / business measure(s) the job is designed to
positively impact.
Impact: The nature of the job’s influence on business results
(defined in Scope) ranging from degrees of direct to indirect.

Problem solving
The value of know-how is in its application to achieve results. ...the underlying principles of
‘Problem solving’ (or throughputs) refers to the use of know-how to
identify, delineate, and resolve problems. Problem solving measures know-how, problem solving,
the requirement to use know-how conceptually, analytically, and and accountability, and their
productively and has two dimensions:
Thinking environment: The job’s context regarding business
relative balance through the
matters to address and the degree to which problems and solutions profile concept, are proven to be
are clarified and focused by strategy, policy, precedents, procedures
or rules. timeless as a general foundation
Thinking challenge: The inherent complexity of the problems faced for valuing work.
and the difficulty in identifying solutions that add value.

© Copyright, 2010, Hay Group

 www.haygroup.com 3

Job profile Hay Group research reveals that each job profile links to a
distinctly different set of behavioral competencies. This enables
A unique aspect of the Hay Group job evaluation method is organizations to create more effective talent development and
that the relative weight of the factors is driven by the size and succession planning programs.
the nature of the job. For example, higher level jobs have higher
weight on accountability while lower level positions tend to be Although the definitions of the job evaluation factors have
more know-how weighted. evolved over the more than 60 years they have been used,
the underlying principles of know-how, problem solving, and
Job profile reflects the nature and ‘character’ of a job. For accountability, and their relative balance through the profile
example, line jobs are more focused on accountability while concept, are proven to be timeless as a foundation for
research jobs are more problem-solving focused. Staff positions valuing work.
are balanced between problem-solving and accountability. We
evaluate the full worth of each factor independently, and then Our factors have also been widely accepted as a basis for setting
validate the job profile that results. fair and equitable pay practices, and are compliant with pay
equity legislation.

The Hay Guide Chart®-Profile Method of Job Evaluation

Hay Group Guide ChartsSM Problem Solving
Definition: Problem Solving is the amount and nature of the thinking required in the job in the form of analyzing, reasoning, evaluating, creating,
using judgment, forming hypotheses, drawing inferences and arriving at conclusions. Problem Solving deals with the intensity of the mental

Hay Group’s guide charts are proprietary instruments that enable process which uses Know-How to identify and solve problems.
Problem Solving has two dimensions:

consistent work evaluations. Each of the factors—know-how, „ Thinking Environment – Freedom to Think:
The degree to which thinking is constrained by rules, methods, procedures, precedents, policies, strategy, etc.
„„ Thinking Challenge:
problem solving, and accountability—has its own guide chart that The complexity of the problems encountered and the extent to which original thinking must be employed to arrive at solutions.

reflects the elements identified above.

NB The evaluation of Problem Solving should be made without reference to the job’s freedom to make decisions and/or take action: these are
measured on the Accountability chart.

Likely
Calculating the Points value for Problem Solving: On the horizontal axis, locate the column that corresponds with the points for Know
Know-How
How (from combination

Each guide chart scale is expandable to account for the complexity the KH chart). On the vertical axis locate the row that corresponds with the Problem Solving percentage (from the PS chart) The number at the
intersection of these two coordinates constitutes the points value for Problem Solving.
Less likely
combination
Improbable

and size of the organization to which it is applied, and the scale

combination

% Know- How

descriptions can be modified when appropriate to ensure that the

PS

38 43 50 57 66 76 87 100 115 132 152 175 200 230 264 304 350 400 460 528 608 700 800 920 1056 1216 1400

language used to define the factors are appropriate relative to the 87%
76%
33
29
38
33
43
38
50
43
57
50
66
57
76
66
87
76
100
87
115
100
132
115
152
132
175 200
152 175
230
200
264
230
304
264
350 400
304 350
460
400
528
460
608
528
700 800
608 700
920 1056 1216
800 920 1056

business, its operating model, organization structure and culture. 66%

57%
%
25
22
29
25
33
29
38
33
43
38
50
43
57
50
66
57
76
66
87
76
100
87
115
100
132 152
115 132
175
152
200
175
230
200
264 304
230 264
350
304
400
350
460
400
528 608
460 528
700 800 920
608 700 800
50% 19 22 25 29 33 38 43 50 57 66 76 87 100 115 132 152 175 200 230 264 304 350 400 460 528 608 700

An important added-value element is that the Hay Group 43% 16 19 22 25 29 33 38 43 50 57 66 76 87 100 115 132 152 175 200 230 264 304 350 400 460 528 608
38% 14 16 19 22 25 29 33 38 43 50 57 66 76 87 100 115 132 152 175 200 230 264 304 350 400 460 528
33% 12 14 16 19 22 25 29 33 38 43 50 57 66 76 87 100 115 132 152 175 200 230 264 304 350 400 460

methodology provides direct comparisons with the reward strategies 29%

25%
10
9
12
10
14
12
16
14
19
16
22
19
25
22
29
25
33
29
38
33
43
38
50
43
57
50
66
57
76
66
87
76
100
87
115 132
100 115
152
132
175
152
200
175
230 264
200 230
304
264
350
304
400
350

of other organizations within Hay Group’s global total remuneration 22%

19%
8
7
9
8
10
9
12
10
14
12
16
14
19
16
22
19
25
22
29
25
33
29
38
33
43
38
50
43
57
50
66
57
76
66
87 100
76 87
115
100
132
115
152
132
175 200
152 175
230
200
264
230
304
264

databases. This methodology enables benchmarking of jobs, 16%

14%
%
6
5
7
6
8
7
9
8
10
9
12
10
14
12
16
14
19
16
22
19
25
22
29
25
33
29
38
33
43
38
50
43
57
50
66
57
76
66
87
76
100
87
115
100
132 152
115 132
175
152
200
175
230
200
12% 5 5 6 7 8 9 10 12 14 16 19 22 25 29 33 38 43 50 57 66 76 87 100 115 132 152 175

improving the accuracy of market pricing and increasing confidence 10% 4 4 5 6 7 8 9 10 12 14 16 19 22 25 29 33 38 43 50 57 66 76 87 100 115 132 152

in results. 3
© Hay Group 2008. All rights reserved.

Accountability
Know-How „„ Planning, Organizing and Integrating (Managerial) Knowledge
„„„ Magnitude (Area of Impact)
T. Task Focused I. Specific II. Related III. Diverse IV. Broad
Performance of a task Performance or Integration of Operational or Strategic integration and
or tasks which are supervision of multiple operations or services conceptual integration leadership of important (N) Non-Quantifiable (1) Very
V small
ll (2) Small
S ll (3) M
Medium
di (4) Large
L
Likely highly specific as to activities which are which are generally of functions which are business operations
objective and content specific
p as to objective
j related in nature and diverse in nature and Or
combination and content. There is a
with limited awareness objective and where objective or critical to Direction of a strategic
of surrounding requirement to interact there is a requirement the achievement of function within and across
circumstances and with co-workers and for coordination with overall business goals. the organization 10,000 – 100,000* 100,000 – 1 million* 1 million – 10 million* 10 million – 100 million*
Less likely maintain an awareness of Or
events. related activities. associated functions.
combination Overall strategic
integration and leadership
of the organization „„ Nature of Impact Î I II III IV R C S P R C S P R C S P R C S P
(depending on size and
Improbable complexity)
A. CLOSELY CONTROLLED: Operating within direct and detailed 8 10 14 19 10 14 19 25 14 19 25 33 19 25 33 43 25 33 43 57
combination instructions with very close and continuous supervision.
9 12 16 22 12 16 22 29 16 22 29 38 22 29 38 50 29 38 50 66
A
„„„ Communicating & Influencing Skills Î 1 2 3 1 2 3 1 2 3 1 2 3 1 2 3 10 14 19 25 14 19 25 33 19 25 33 43 25 33 43 57 33 43 57 76
z Practical/Technical Knowledge
B. CONTROLLED: Subject to instructions and established work
12 16 22 29 16 22 29 38 22 29 38 50 29 38 50 66 38 50 66 87
A. BASIC: Basic numeracy, literacy and knowledge of simple 43 50 50 57 66 66 76 87 87 100 115 115 132 152 routines, under close supervision.
instructions and routines generally acquired through a short 38 B
14 19 25 33 19 25 33 43 25 33 43 57 33 43 57 76 43 57 76 100
explanation. 50 57 57 66 76 76 87 100 100 115 132 132 152 175
43
1. Communicate 16 22 29 38 22 29 38 50 29 38 50 66 38 50 66 87 50 66 87 115
Dealing with others is 50 57 66 66 76 87 87 100 115 115 132 152 152 175 200 A
primarily concerned C. STANDARDIZED: Operating within standardized practices
with requesting and and procedures, general work instructions and supervision of 19 25 33 43 25 33 43 57 33 43 57 76 43 57 76 100 57 76 100 132
providing information. B. INTRODUCTORY: Knowledge of standardized work routines 50 57 66 66 76 87 87 100 115 115 132 152 152 175 200 progress and results.
22 29 38 50 29 38 50 66 38 50 66 87 50 66 87 115 66 87 115 152
C
Courtesy, tact and and methods, general facts and information and/or the use of
effectiveness are simple equipment, machines and materials. Knowledge is 57 66 76 76 87 100 100 115 132 132 152 175 175 200 230 B
usually acquired through training on the job. 25 33 43 57 33 43 57 76 43 57 76 100 57 76 100 132 76 100 132 175
required.
eedom to Act

66 76 87 87 100 115 115 132 152 152 175 200 200 230 264
D. GENERALLY REGULATED: Operating within practices and
ocedures

procedures covered by precedents or well defined policies and 29 38 50 66 38 50 66 87 50 66 87 115 66 87 115 152 87 115 152 200
review of end results. D
C. GENERAL/PROCESS/PROCEDURAL: Knowledge is required 66 76 87 87 100 115 115 132 152 152 175 200 200 230 264 33 43 57 76 43 57 76 100 57 76 100 132 76 100 132 175 100 132 175 230
2. Reason for the application of practical methods and techniques, work
procedures and p
p processes and/or pproficiency
y in the specialized
p 76 87 115 132 152 175 200 230 38 50 66 87 50 66 87 115 66 87 115 152 87 115 152 200 115 152 200 264
100 100 132 175 230 264 304 C
Practical Pro

Interaction with others

requires use of materials equipment and tools. This knowledge is
typically acquired through some specialized training. 87 100 115 115 132 152 152 175 200 200 230 264 264 304 350 E. CLEARLY DIRECTED: Subject to broad practices and
understanding, 57 76 100
Fre

procedures covered by functional precedents and policies and 43 57 76

6 100 132 76
6 100 132 1
175 100 132 1
175 230 132 1
175 230 304
influencing and managerial direction.
supporting people, 50 66 87 115 66 87 115 152 87 115 152 200 115 152 200 264 152 200 264 350
E
through applying 87 100 115 115 132 152 152 175 200 200 230 264 264 304 350
technical knowledge or D. ADVANCED: Broad or specialized knowledge of methods, 57 76 100 132 76 100 132 175 100 132 175 230 132 175 230 304 175 230 304 400
techniques and processes with some knowledge of the basic 100 132 152 175 304 304 350 400 D
„

115 132 200 230 230 264

hniques

rational arguments, 175

theoretical background. This knowledge is typically acquired
aimed at causing through advanced specialized training or broad practical work F. GENERALLY DIRECTED: Subject to general direction and
action or acceptance 115 132 152 152 175 200 200 230 264 264 304 350 350 400 460 broadly defined policy objectives. 66 87 115 152 87 115 152 200 115 152 200 264 152 200 264 350 200 264 350 460
experience.
by others.
76 100 132 175 100 132 175 230 132 175 230 304 175 230 304 400 230 304 400 528
F
Specialized tech

E. PROFESSIONAL: Sufficient knowledge in a technical, scientific 115 132 152 152 175 200 200 230 264 264 304 350 350 400 460 87 115 152 200 115 152 200 264 152 200 264 350 200 264 350 460 264 350 460 608
or specialized field built on an understanding of the theoretical
concepts and principles and their context. This knowledge is 132 152 175 175 200 230 230 264 304 304 350 400 400 460 528 E
typically acquired through professional or academic qualification G. GUIDED: Subject only to overall guidance on broad
3. Change behavior organizational objectives and orientation of strategic policy. 100 132 175 230 132 175 230 304 175 230 304 400 230 304 400 528 304 400 528 700
or through extensive practical experience. 152 175 200 200 230 264 264 304 350 350 400 460 460 528 608
Interaction with others
115 152 200 264 152 200 264 350 200 264 350 460 264 350 460 608 350 460 608 800
G
is primarily concerned
with influencing,
F. SEASONED PROFESSIONAL: Broad and/or deep knowledge in 152 175 200 200 230 264 264 304 350 350 400 460 460 528 608 132 175 230 304 175 230 304 400 230 304 400 528 304 400 528 700 400 528 700 920
developing and
motivating people and a field of expertise requiring a command of diverse practices
es

and precedents and/or sophisticated concepts and principles. 175 200 230 230 264 304 304 350 400 400 460 528 528 608 700 F
essional Discipline

changing behavior
behavior. It 152 200 264 350 200 264 350 460 264 350 460 608 350 460 608 800 460 608 800 1056
This knowledge is acquired through very deep and/or broad
often involves experience typically combined with an academic/ professional H. STRATEGICALLY GUIDED: By reason of organizational size
inspiration and the 200 230 264 264 304 350 350 400 460 460 528 608 608 700 800 and complexity, subject only to very broad guidance and general 175 230 304 400 230 304 400 528 304 400 528 700 400 528 700 920 528 700 920 1216 H
qualification. orientation in response to business trends.
creation of the right .
working climate. G. COMPREHENSIVE PROFESSIONAL: Diverse, cumulative 200 264 350 460 264 350 460 608 350 460 608 800 460 608 800 1056 608 800 1056 1400
knowledge and/or fundamental understanding of concepts, 200 230 264 264 304 350 350 400 460 460 528 608 608 700 800
principles and practices. This knowledge is acquired through © Hay Group 2008. All rights reserved.
comprehensive business experience or very deep development 230 264 304 304 350 400 400 460 528 528 608 700 700 800 920 6G * To be multiplied with current Country AMI factor
in a highly specialized field.
264 304 350 350 400 460 460 528 608 608 700 800 800 920 1056
Profe

H. AUTHORITATIVE: The job requires pre-eminent knowledge and 264 304 350 400 460 528 608 1056
command of principles, theories and applications in a scientific 350 460 608 700 800 800 920
field or other learned discipline. This level would normally be 304 350 400 460 528 608 1216
associated with on-going ground breaking work. 400 528 700 700 800 920 920 1056 H
350 400 460 460 528 608 608 700 800 800 920 1056 1056 1216 1400

2 © Hay Group 2008. All rights reserved.

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