[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-173415-en":3,"doc-seo-173415-105":30,"detail-sidebar-cat-1-en-105":90},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":29},173415,2336475104957,"นรินทร์","https://ap-avatar.wpscdn.com/avatar/22000c4c6bd8a5076e1?x-image-process=image/resize,m_fixed,w_180,h_180&k=1787554080175789136",1,12,"Resumes","HAY Job Evaluation Guide","HAY job evaluation guide explains how the HAY system establishes relative job size across an organisation, assigning job units by matching scored factors to a grading structure. It clarifies that evaluation measures requirements of the job rather than what post holders personally bring, does not determine remuneration directly, and focuses on the job as it is now. The guide breaks assessment into know how, problem solving, and accountability, then details how each element’s scoring dimensions work for depth, management breadth, and communicating skills.","HAY\nJOB EVALUATION GUIDE\nIssued by\nHR Strategy, Policy and Reward \u000f\nHAY job evaluation has been operated in the County Council for more than 20 years.  All jobs in the organisation except teachers, fire fighters and certain jobs in CSF (Soulbury terms and conditions) are evaluated using the HAY system.  Unison is fully consulted and involved and representatives of the union form part of job evaluation panels.\nThe purpose of this document is to give individuals an understanding of the HAY system. Evaluations can then be more readily understood and, for managers and supervisors, it will be easier to explain them to staff.  It is not intended as a comprehensive manual to the HAY system.  In-depth knowledge can only be gained through a process of specialised training and practical experience.\nJob evaluation is a means of establishing relativities between jobs.  A full grading structure can then be developed that recognises the various levels of skill that jobs require.  The HAY system operates by providing a number of “job units” - the score- for the job, which is then matched against the grading structure to determine the grade.  There are a number of points that must be remembered.\nIt measures job size, not post holders.  What an individual might bring to the job is not relevant.  It is what is required of the job that is measured.\nIt is not a remuneration package.  As has already been mentioned, job evaluation measures the size of the job relative to others.  The question of its value in monetary terms is determined by the salary structures.\nJobs are evaluated on what they are now, not what they were in the past or what they might become in the future.\nThe HAY system is based on measuring the job against three elements which are deemed to be common in all jobs.\nThese elements are:\nKNOW HOW - This measures the range of technical, planning, organising, controlling and communicating/influencing skills required in order to be able to perform the job competently.\nPROBLEM SOLVING - This measures the degree of complexity involved in carrying out the job.\nACCOUNTABILITY - This measures the influence that the job has and the decisions made in achieving the end result.\nEach job is measured against these three elements.  A numeric score for each is calculated, using charts provided by HAY Management Consultants. The total of the three scores (job units) identifies the grade into which the job falls.\nLet us now look at each of these three elements in more detail.\nDepth and Breadth of Technical Know-How (Depth of Knowledge)\nThis measures the level of skill, experience and qualifications required to do the job.  This does not necessarily mean that the higher the qualification, the higher the grade.  Also, whether the required knowledge has been gained through formal qualification or by on-the-job experience is not relevant.  What is important is the end results expected from the job. It includes “life skills” experience, such as may be required in caring jobs where, for example, the need to influence elderly clients is important.  The type of knowledge required in influencing others can also be measured under Communicating/Influencing.  In this way, both the knowledge required to influence and the level of communication needed can be measured.  However, it is important when considering these two factors to ensure that there is no “double counting”.\nThis part of the evaluation is shown in the scoreline as a letter from A through to H, dependent on the decision of the panel.  It is possible, when deciding on the appropriate score, to “shade” the letter.  For example, the panel may decide that the job justifies something greater than C but not as big as D.  Therefore, if the job is felt to be nearer to C then C+ may be used.  If it is nearer to D then D- may be more appropriate.  By adding this shading, the number of job units scored will change up or down.  With shading there are 22 levels of depth of knowledge possible.\nAn important aspect of","cbCaida6RoaoN2mC","https://ap.wps.com/l/cbCaida6RoaoN2mC","docx",47920,9,"English","en",105,"# HAY Job Evaluation Guide\n## Purpose and scope\n## Principles of job evaluation\n## Three core elements\n## Depth and breadth of technical know-how\n## Planning, organising and controlling\n## Communicating and influencing","[{\"question\":\"What does the HAY job evaluation system measure?\",\"answer\":\"It measures job size based on what the job requires, establishing relativities between jobs. It focuses on the requirements of the job, not the individual occupying the post.\"},{\"question\":\"Is HAY job evaluation the same as a remuneration review?\",\"answer\":\"No. Job evaluation measures the size of the job relative to other jobs, while monetary value is determined by salary structures.\"},{\"question\":\"Which three elements are used to score every job in the HAY system?\",\"answer\":\"The system scores jobs on Know How, Problem Solving, and Accountability, then totals the three scores (job units) to determine the grade.\"}]","HAY Job Evaluation Guide | DOCX",1788303153,3,{"code":4,"msg":31,"data":32},"ok",{"site_id":24,"language":23,"slug":33,"title":14,"keywords":34,"description":15,"schema_data":35,"social_meta":85,"head_meta":87,"extra_data":89,"updated_unix":28},"hay-job-evaluation-guide","",{"@graph":36,"@context":84},[37,53,67],{"@type":38,"itemListElement":39},"BreadcrumbList",[40,44,48,50],{"item":41,"name":42,"@type":43,"position":11},"https://docshare.wps.com","Home","ListItem",{"item":45,"name":46,"@type":43,"position":47},"https://docshare.wps.com/template/","Template",2,{"item":49,"name":13,"@type":43,"position":29},"https://docshare.wps.com/template/resumes/",{"item":51,"name":14,"@type":43,"position":52},"https://docshare.wps.com/template/hay-job-evaluation-guide/173415/",4,{"url":51,"name":14,"@type":54,"author":55,"headline":14,"publisher":57,"fileFormat":60,"inLanguage":23,"description":15,"dateModified":61,"datePublished":61,"encodingFormat":60,"isAccessibleForFree":62,"interactionStatistic":63},"DigitalDocument",{"name":9,"@type":56},"Person",{"url":41,"name":58,"@type":59},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-01",true,{"@type":64,"interactionType":65,"userInteractionCount":4},"InteractionCounter",{"@type":66},"ViewAction",{"@type":68,"mainEntity":69},"FAQPage",[70,76,80],{"name":71,"@type":72,"acceptedAnswer":73},"What does the HAY job evaluation system measure?","Question",{"text":74,"@type":75},"It measures job size based on what the job requires, establishing relativities between jobs. It focuses on the requirements of the job, not the individual occupying the post.","Answer",{"name":77,"@type":72,"acceptedAnswer":78},"Is HAY job evaluation the same as a remuneration review?",{"text":79,"@type":75},"No. Job evaluation measures the size of the job relative to other jobs, while monetary value is determined by salary structures.",{"name":81,"@type":72,"acceptedAnswer":82},"Which three elements are used to score every job in the HAY system?",{"text":83,"@type":75},"The system scores jobs on Know How, Problem Solving, and Accountability, then totals the three scores (job units) to determine the grade.","https://schema.org",{"og:url":51,"og:type":86,"og:title":14,"og:site_name":58,"og:description":15},"article",{"robots":88,"canonical":51},"index,follow",{"doc_id":7,"site_id":24},{"code":4,"msg":5,"data":91},[92,97,100,105,110,115,120,125,130],{"id":93,"doc_module":11,"doc_module_name":46,"category_name":94,"show_sort_weight":95,"slug":96},11,"Presentations",90,"presentations",{"id":12,"doc_module":11,"doc_module_name":46,"category_name":13,"show_sort_weight":98,"slug":99},80,"resumes",{"id":101,"doc_module":11,"doc_module_name":46,"category_name":102,"show_sort_weight":103,"slug":104},14,"Invoices",70,"invoices",{"id":106,"doc_module":11,"doc_module_name":46,"category_name":107,"show_sort_weight":108,"slug":109},15,"Posters",60,"posters",{"id":111,"doc_module":11,"doc_module_name":46,"category_name":112,"show_sort_weight":113,"slug":114},16,"Social Media",50,"social-media",{"id":116,"doc_module":11,"doc_module_name":46,"category_name":117,"show_sort_weight":118,"slug":119},17,"Forms",40,"forms",{"id":121,"doc_module":11,"doc_module_name":46,"category_name":122,"show_sort_weight":123,"slug":124},18,"Letters",30,"letters",{"id":126,"doc_module":11,"doc_module_name":46,"category_name":127,"show_sort_weight":128,"slug":129},21,"Paper Templates",5,"papers-templates",{"id":131,"doc_module":11,"doc_module_name":46,"category_name":132,"show_sort_weight":4,"slug":133},158,"General","general-158"]