Hay Guide Chart


Hay Job Evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure.
The general purpose for carrying out job evaluations using this or similar job evaluation methods is to enable organizations to map and align their roles/jobs. This can deliver the following key benefits:
Applying the Hay method to a position results in two profiles being produced which are called long and short profiles. The long profile provides a view on aspects of the role and a score. The short profile refers to the nature of the job and acts as a check on the long profile.
Typically, Hay evaluations are carried out in a series of steps within any organization which chooses to use the method. It is strongly advised to involve trained and experienced experts in order to reach transparent, objective and explainable results.
Steps to be taken are:
The Korn Ferry Hay Guide Charts are the central instrument of the proprietary point-factor job evaluation method developed by the Hay Group, now Korn Ferry. The Hay Group was founded in 1943 in Philadelphia, Pennsylvania, by Edward N. Hay.

Dimensions

In the Guide Charts, the requirements of a job are regarded as universal, and are termed factors, these being sub-divided into "dimensions".
The three universal factors are said to be:
The dimensions within each factor vary. Typically the dimensions break down as follows:

Know-how

The power of the Guide Chart lies in the scoring system and relations of the factors

Points

The Hay Guide Chart itself comprises a point system, so that after job evaluation in terms of factors, dimensions and gradation, job scores can simply be read from the chart.
The point system uses geometric progression and is not linear. This preserves the integrity of the system at all ends of the grading spectrum. The numbering pattern/geometric progression means that each number on the scale has the same relationship to the previous one.

Profile

Before points were even utilized, Ned Hay developed the Profile system that detailed the relationship between the various factors. This helped to give an understanding of the 'shape' of jobs – an understanding of the nature of work performed and the type of job involved e.g., results oriented versus back office support.
Contrary to popular belief, the method is not a point factor or points rating method. It is, in fact, a modified factor comparison method.
The Korn Ferry Hay method is the most widely used method in the world.

Criticisms

A criticism levelled against the Hay Guide Chart is that the choice of factors is skewed towards traditional management values:

"The Hay system consistently values male-dominated management functions over non-management functions more likely to be performed by women.”

The Hay system does not account for the availability of alternative resources in the market. A carpenter may be classified as a low scale occupation, but if there are none available the method will not account for that.
In the EU using a job evaluation scheme can provide a material factor defense for equal pay claims, but care must be taken to ensure that the scheme itself cannot be said to have a gender bias.
Failure to engage and train trade union representatives and include them in the panel process may also open the door to tribunal challenges in the matter of equal pay and hidden discrimination claims in workplaces where Trades Union representation is present.