Hay Guide Chart for Know How Profile


The Hay Job Evaluation Methodology is a proprietary methodology. You would need permission from the owner of this tool to use it. I document it here for human resource practitioners who for various reasons wanted to know how it works (education purposes).

The Dimensions of the Hay Know How Profile Chart

There are 3 dimensions displayed in the Hay Know How Profile Chart. The points from each of these dimensions are added to form the total points for Know How factor.

The first dimension is the requirement for Job Know How in practical procedures, specialized techniques, and scientific or professional disciplines. This dimension would appear on the left of the profile chart.

Level of Technical Skills Typical Skill Requirements Training Needed
Practical Procedures A Primary Jobs requiring Secondary education only: plus some work induction

and/or on the job training.

Knowledge and skills are normally

acquired through demonstration in a matter of hours, and reinforced

over a period of days

B Elementary Vocational Jobs requiring familiarisation in standardised work routines and/or

simple use of equipment and machines.

Knowledge and skills may

be gained through some formal training, or relevant life experience

reinforced by work experience over a period of months

C Vocational Jobs requiring thorough understanding of the techniques and

procedures of a complex process or specialised system and which

may involve facility in the specialised use of equipment.


and skills are normally acquired through broad training and

significant work experience

Specialized Techniques D Advance Vocational Jobs requiring authoritative knowledge in methods and procedures

gained by extensive on the job experience +/ or through formal

training possibly leading to part professional qualification.

Jobs call

for authoritative understanding of methods, systems and processes,

but do not require the conceptual understanding to create them or

change them fundamentally

E Basic Professional / Scientific or Specialized Requiring applied and theoretical knowledge, and an ability to work

out problems or devise new approaches from first principles.


level is normally associated with a professional or academic

qualification or gained through a detailed grasp of involved practices

and procedures

F Seasoned Professional / Scientific or Specialized Jobs requiring self-sufficiency in a technical, scientific or specialised


Gained through broad and deep experience built on concepts

and principles, or through wide exposure to complex practices and


Scientific Disciplines G Scientific or Professional Mastery Jobs requiring determinative mastery of concepts, principles and


Gained through deep development in a highly specialised

field or through wide experience and authoritative command of

operations and functions

H Unique Authority Jobs requiring outstanding knowledge and command of a profound

discipline at a pre-eminent level


Source: Leicestershire County Council

Here is a simplified version for easy understanding:

Level of Technical Skills Typical Skill Requirements Training Needed
Practical Procedures A Basic Literacy and ciphering skills needed Very short on the job
B Elementary Semi-skilled / simple repetitive assignments / use of basic equipment Short on the job
C Intermediate Skill And / Or Knowledge “Journey” level / specialized skills or equipment Moderate, specialized training and experience
Specialized Techniques D Extended Skill And Or Knowledge Master vocational skills / procedural proficiency Vocational training and considerable experience
E Diverse or Specialized Disciplinary understanding / technical sufficiency College degree or equivalent training and experience
F Seasoned, Diverse or Specialized Technical, disciplinary proficiency Advanced degree study or equivalent training and experience
Scientific Disciplines G Broad or Specialized Mastery Broad management knowledge or deep technical Knowledge Extensive management or technically specialized experience.


The second dimension is the need for Managerial Know How in integrating and harmonizing the diverse elements involved in policy formulating the diverse elements involved in policy formulating and managerial situations. This Know-How may be exercised consultatively as well as executively. It involves combining to some degree the elements of planning, organizing, directing, evaluating and innovating. This is otherwise known as the Planning, Organizing and Controlling dimension. This dimension will appear across the top of the profile chart, lying over the Human Relations Skills dimension.

Level of Managerial Skills Short Description Long Description
T Task Individual performer assigned simple, specific tasks Performance of a task or tasks highly specific as to objective and

content and not involving the supervision of others nor any responsibility for forward planning

I Minimal Individual performer or supervisor Performance or supervision of an activity with a specific objective

and content, with awareness of and contact with related activities.

The work involves forward planning; the normal focus is for weeks

and months ahead, but with a contribution to longer term


II Homogeneous Homogeneous managerial integration Internal integration of operations or services which are generally

related in nature and objective, and which involve co-ordination with

associated functions. The work emphasises forward planning over a

significant timescale (of years), and includes establishing functional

or service priorities

III Diverse Diverse managerial integration Development and integration of a major service or group of services

which have a significant impact across the local authority or the

central co-ordination of strategic functions which support the delivery

of all local authority services

IV Integration Integration of broad major functions Leadership of corporate-wide processes and co-ordination of the

delivery of the full range of local authority services and support



Source: (a) Leicestershire County Council (b) Armenian HR Association

The third dimension is Human Relations Skills. Sometimes this dimension is known as Communication. It refers to the requirement for Know-How in directly motivating people.  It will appear under each level of the Managerial Dimension.

Level of Human Relations Skills Long Description
1 Basic Ordinary courtesy and effectiveness in dealing with others is required
2 Important Understanding, influencing, empathising and communicating with people are important but not overriding considerations in achieving job objectives
3 Critical Influencing, developing and changing the motivation and behaviour of people are frequently and regularly required, and are central to the achievement of objectives

Source: (a) Leicestershire County Council (b) Armenian HR Association

Here is part of a Hay Know How Guide Chart without the scores.

1 2 3 1 2 3 1 2 3


Here is the same Chart with the scores.

1 2 3 1 2 3 1 2 3
A 38 43 50 50 57 66 66 76 87
43 50 57 57 66 76 76 87 100
50 57 66 66 76 87 87 100 115
B 50 57 66 66 76 87 87 100 115
57 66 76 76 87 100 100 115 132
66 76 87 87 100 115 115 132 152
C 66 76 87 87 100 115 115 132 152
76 87 100 100 115 132 132 152 175
87 100 115 115 132 152 152 175 200
D 87 100 115 115 132 152 152 175 200
100 115 132 132 152 175 175 200 230
115 132 152 152 175 200 200 230 264
E 115 132 152 152 175 200 200 230 264
132 152 175 175 200 230 230 264 304
152 175 200 200 230 264 264 304 350


The way to determine the score is the sequence is First Dimension then Second Dimension then Third Dimension; for example the score for EI3 is 264.