The Hay method establishes new grade levels and offers more precision than the current classification system.

The Hay method of evaluating and classifying positions is based on the assumption that job performance meets acceptable standards. The evaluation process examines the way work is expected to be done. The actual outcomes of the work and the characteristics of the employee involved in the work are excluded from the process. The Hay method does not measure an individual’s performance or seniority, but rather focuses solely on the content of the job.

The classification of jobs by itself does not produce rates of pay. Rather, it produces a ranking of relative contributions of job assignments in the University around which a structure of pay rates is established. In addition, this classification system can be used to support career progression planning.

The Hay Group trained a UD classification committee and worked with the committee to classify jobs.  The committee was comprised of nine UD employees representing the following representing both academic and non-academic areas within the University.   Hay and/or UD evaluated and classified all secretarial/clerical/related administrative positions.

Each job was scored in the areas of  Know How, Problem Solving and Accountability and given a total size point score.