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Hay Evaluation

Classification systems are based on evaluation of job content, rather than on individual qualifications or how well an incumbent employee can perform the duties of a job. Job content means the kind and level of work assigned to a position. Evaluation of job content includes:

  • Position purpose (why does the job exist?)
  • Types of duties performed
  • Knowledge, skills and abilities required to perform the duties
  • Consequence of error
  • Degree of autonomy or authority
  • Complexity of decision-making
  • Dimensions – staff and budget
  • Scope of the job – broad or narrow

The Hay Profile Method of job evaluation was developed in the early 1950s by HayGroup and is used by more than 8,000 profit and nonprofit organizations in many different countries. It is the most widely used job evaluation method in the United States. Hay Group's customers include Target, Dow chemical and Deere & Co. and in state governments such as Oregon, North Dakota, South Dakota, Oklahoma and Idaho.

The Hay evaluation refers to the process of convening a Hay Committee to evaluate a job using the Hay Guide Chart Profile Method of job evaluation. This approach is used when:

  • It appears that a new class may be warranted
  • The level of a position within a class series is difficult to determine
  • All else fails … the position defies comparison

The State of Minnesota has used the Hay system of job evaluation since the 1970s, when HayGroup consultants evaluated managerial positions for the State of Minnesota. Classification and compensation decisions primarily rely on the job audit and salary survey processes we use today – by comparing positions to each other and to class specifications, with consideration given to how similar jobs were paid outside of state government. The Hay System gives an added dimension which allows us to quantitatively compare jobs to one another.

Hay Resources