Job Size and Job Shape


The job’s size and shape serve as starting points for many job evaluation applications. It is the same for Hay Job Evaluation methodology.

Job Size (Job Value)

In the Hay job evaluation methodology, job size is determined by the total of the factor point values for Accountability (ACC), Know-How (KH), and Problem Solving (PS). For some organizations, Working Conditions is a fourth factor. The job size reflects the job’s relative value to the organization. This is illustrated in the following examples. The job size for the Specialist position is 800 while the job size for the Line Manager is comparatively larger, 839.


Source: Time Rahul, R&D & Compliance, Karma Management Consultants

Job Shape

The relative proportions of Accountability, Know-How, and Problem Solving that make up the job determine its shape (see figure below).

This “weighting” or “relative distribution” of the factors,such as 58-13-17-12 for Trade jobs in the following illustration. 58-13-17-12 is called the “long profile” of the job.


Source: Hay Group Inc.

The jobs may differ in size but the proportions of the points assigned to Know-How, Problem-Solving, Accountability and Working Conditions tends to be similar for similar types of jobs.

These 2 concepts of job size and job shape are illustrated below.


Source: Hay Job Evaluation: Foundations and Applications, a working paper published by Hay Group

Short Profile

With regards to the job contents, for any job, the 3 factors Know-How, Problem Solving and Accountability are all linked together.

The short profile refers to the relationships between (a) Know-How and Accountability (b) Accountability and Problem Solving (c) between Know-How and Problem Solving.

The short profile is useful as a quality control check to ensure that job evaluation is done properly. It prompts job evaluators to review their job evaluation results should the relative contribution between the job factors looks inappropriate.

Relationship Between Accountability and Problem Solving

Please see the diagram below. The balance between Accountability and Problem Solving reflects the extent to which the job is primarily concerned with achieving results,or is focused on research and analysis.

Jobs where Accountability points are higher than Problem Solving points are typically action or line jobs such as sales jobs, which are accountable for selling products already developed.

Jobs where Problem Solving points are higher than Accountability points are typically staff and administrative or research based jobs. An example is early-stage research position which have a high degree of Problem Solving relative to Accountability to develop new products,services, and processes.


Source: Hay Measurement, Hay Group

Relationship Between Accountability and Know-How

As jobs become more important,Know-How becomes more leveraged and focus shifts to utilization of Know-How to solve problems and achieve results

For example,entry-level positions typically focus on Know-How. Accountability focus grows through career development into jobs that impact the organization more broadly through application of acquired experience and problem-solving capability. In entry-level jobs, Know-How may account for 70% of job content, while at the CEO level Know-How may only be 30% of job content. As a rule, KH points as a percentage of the total tends to decrease as job value increases.

Source: Hay Job Evaluation: Foundations and Applications, a working paper published by Hay Group

As Know-How requirements increase for a job, Problem Solving will increase simultaneously.

A well balanced organization will need a combination of Problem Solving orientated and Accountability oriented job to fulfill its purpose.

Relationship Between Accountability and Problem Solving

The balance among Accountability,Know-How,and Problem Solving reflects the level and type of work in an organization. PS and ACC points as a percentage of the total tend to be lowest at the lower valued jobs.