Hay JE Overview-General Distribution

8/6/2019 Hay JE Overview-General Distribution

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2Hay Job Evaluation System

Contents

Job Evaluation Overview

Hay Job Evaluation System Overview

CSU 52 Job Structure

EPCOR/HAY Job Evaluation Process

Frequently Asked Questions


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What is Job Evaluation?

A systematic and consistent method used to: compare different jobs

rank jobs by measuring important elements of each job

Not related to employee performance - focuses on job content

Does not determine actual rates of pay - this is the subject of

collective bargaining discussions between EPCOR and CSU 52


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Why the HAY Job Evaluation System?

Experienced - in use for 60 years and in 90 countries

Flexible - works well on all levels of work, all industries and used widelyin private and public sectors

Established - Process has been fine tuned by application in thousandsof companies (used by companies such as Fortis, SaskPower andOntario Power Generation)

Rational - Focuses on job value (Know How, Problem Solving and Accountability)

Consistency - Allows for Job Evaluation involvement from managersacross the company


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What HAY Evaluates Assesses each job by examining three common elements of job content

Know HowProblemSolving Accountability

K now How The levels of knowledge, skill and experience (gained through job experience, educationand training) which are required to perform the job successfully, characterized by breadth (variety)and/or depth (complexity) or both.

Problem Solving The complexity of thinking required to perform the job when applying Know-How.For example: analyzing, reasoning, evaluating, creating, using judgment, forming hypotheses, drawinginferences and arriving at conclusions.

Accountability - The opportunity that a job has to bring about results, the importance of the results tothe organization AND the degree to which a job is considered to be accountable for results.

Each of these factors is considered for a positions role and its job content.


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What HAY Evaluates

Know How

Components of K now-How

Skills Practical procedures, specialized techniques or scientific disciplines. These are skills requiredfor the incumbent to be competent in the job and does not reflect training or other skills that anindividual may have which are not required for the job.

Administrative K now-How May involve planning, organizing and/or coordinating the activities andresources associated with an organizational unit or function. This skill may be exercised consultativelyor directly.

Human Relation Skills Active, face-to-face skills needed for various relationships with other people.


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What HAY Evaluates

ProblemSolving

Components of Problem Solving

Thinking Environment The extent to which assistance or guidance is available from other people,past practice and/or precedents. Another factor is to what level of definition procedures or precedentsare available.

Thinking Challenge The novelty and complexity of thinking required, i.e., how unique/similar andsimple/complex situations encountered are.

Problem solving is not the application of learned things but rather the ability to effect acceptable resultswhile working with unfamiliar context or situations.


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What HAY Evaluates

Accountability

Components of Accountability

Freedom to Act The degree to which personal or procedural control exists to act on an opportunity tobring about some results to an organization, department or business unit.

Impact How directly the job impacts the results expected of the unit or function being considered.

Magnitude Relates to the size or area that is impacted by a jobs actions. This component ismeasured in tandem with Impact.


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CSU 52 Job StructureConsists of four (4) Streams, with the following minimum entry qualifications:

ADMINISTRATIVE (A): Typically involves the completion of Grade 12 or equivalent. May have related administrative experience and/or sometraining/coursework. Required competencies can be learned on the job.

TECHNICAL (T): Typically involves the completion of a 2-year Post Secondaryor Technical Diploma. Technical skill set is required to enter the job.

PROFESSIONAL (P): Typically involves the completion of a 4-year Degreeand may require a professional designation. Professional skill set required toenter the job.

IT PROFESSIONAL (IT): Same as Professional but with IT functions.


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EPCOR/HAY Job Evaluation Process1. Information on each job is collected through a Position Profile

Questionnaire (PPQ). Employees fill out the PPQ and the manager validates the data

2. Information from the PPQ is organized into minimum entry

qualifications and HAY compensable factors (Know How, ProblemSolving and Accountability)3. The job is assigned to a Stream, based on the minimum entry

qualifications4. Points are assigned to each factor and the total points determine the

Job Level within the Stream5. EPCOR Human Resources communicates job allocation to the

employee(s) and Manager

NOTE: See Articles 20 and 21 in the CSU52/EPCOR collective agreement for moredetails of the EPCOR/HAY job evaluation process


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The Hay Job Evaluation CommitteeMembership: Senior level managers from across EPCOR

Mandate: Review jobs that fall within the jurisdiction of CSU-52

Purpose: Established benchmark positions and provide on-goingexpertise

Trained in the HAY Guide Chart Profile Method TM for job evaluation

Committee meets on a regular basis to hear appeals of: Requests for position review Position allocation


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AccountabilityProblemSolving

Know How

EXAMPLE: How Job Evaluation Works(Not actual allocations)

ProblemSolving

Accountability

Know How

ProblemSolving

Accountability

Know How

File Clerk

EngineeringTechnologist

cco nt nt

Step 1: Information from the PPQ determines the jobs Streamand the size of each factor.

A

T

P


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EXAMPLE: How Job Evaluation Workscontd(Not actual allocations)

Step 2: Assign points to the factors based on the positions regular andanticipated role

S ample Job KnowHow

ProblemS olving

Accountability TotalPoints

File Clerk 50 2 0 15 85

EngineeringTechnologist 12 0 60 40 22 0

Accountant 175 80 60 315


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EXAMPLE: How Job Evaluation Workscontd(Not actual allocations or pay ranges)

Step 3: Allocate job to appropriate Job Level (i.e. Stream + Level) based on accumulatedpoints and assign pay range

S ample JobTotal

Points S tream Level Point Range Pay Range ($/hr)

File Clerk 85 A 2 0-100 $15.00-$18.00

EngineeringTechnologist

22 0 T 2 195-270 $19.00-$23.00

Accountant 315 P 3 300-385 $24.00-$30.00


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Frequently Asked Questions (FAQs)

Q: W ho benefits from job evaluation? A: Everyone! Job evaluation introduces more consistency regarding the

way jobs are graded. It will also enable EPCOR to make comparisons

with the external job market where appropriate.

Q: Is job evaluation a one-time exercise or a regular undertaking? A: Both. The initial job evaluation exercise was completed in 2004. On a

go forward basis, the Hay system will be used to evaluate and/or review positions that are new or have seen significant change in their role.


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Frequently Asked Questions (FAQs)

Q: How does the HAY Job Evaluation Committee avoid making subjective judgements when assessing job size?

A: All Committee members have received thorough training in the HAY Guide ChartProfile Method

TMfor their role as analysts. The Committee makes every effort tothoroughly review and compare similar positions across the company, enabling them

to make informed and consistent recommendations.

Q: If a Manager or employee disagrees with the current allocation of aposition, what can they do?

A: If a Manager or employee disagrees with the allocation of a position, they mustadvise in writing to EPCOR Human Resources that they wish to have the positionallocation revisited. This process should only be undertaken if the positions role haschanged significantly.

If after the conclusion of this process, the allocation is still in disagreement, thedecision can be appealed in front of the HAY Job Evaluation Committee.


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Need More Information?

Please visit the EPCOR Intranet web site for more information

http://epcorweb/departments/human+resources/pay+and+benefits/job+evaluation/HAY+Program.htm

Documents

Hay JE Overview-General Distribution