Know-how-account-problem

Know How, Problem Solving, and Accountability

The Hay system of classification is based on an evaluation of the differences between jobs or positions in terms of a common set of factors to which points are assigned. The total evaluation points for each of the factors are then translated in to a job grade. These factors are:

Know-How

This factor is the total of every kind of skill and knowledge, however acquired, needed to conduct activities that are required for acceptable performance in the position. It has both breadth (comprehensiveness) and depth (thoroughness). One position may require some skills and knowledge in many areas, while another concentrates in a few areas. The requirements for Know-How for both positions could be equal. Total Know-How combines depth and breadth. This concept makes it practical to weigh and compare the total different assignments in terms of "how much skill and knowledge in how many areas".

An important concept is the "equivalency" of work experience and formal education. Skills and knowledge for assignments can be acquired or learned in many different ways. The focus in this method is not on the length and kind of formal education or certification to prepare a person for a particular assignment, but on the skills and knowledge themselves, "however acquired".

Problem Solving

This factor considers the original thinking needed for analyzing situations and creating, evaluating and adopting conclusions. Problem Solving increases if thinking is not conditioned by fixed methods or tested against history or requirements of broader processes. This factor considers the amount and significance of original, "self-starting" thinking.

Problem Solving adds to Know-How because, "You think with what you know". This is true of even the most creative work. The raw material of any thinking is something already there. Problem Solving considers the intensity and complexity of mental processes. Problem Solving is considered in terms of the typical work in an assignment, rather than the most extreme or emergency situations.

Accountability

Accountability is the answerability for an action and its consequences. It measures the freedom to act or degree of control that the job has to take independent action. Accountability also measures the impact of actions and the size or magnitude of the areas affected by the position. Impact and magnitude are considered together. For example, an assignment may have primary impact on a small part of the organization or contributory impact on a relatively large part.

Website developed and maintained by: Vicki Hellmund CPS
Last Update: October 04, 2006