Hay Method FAQs

1. Why are we doing this?

We have implemented the Hay method for APSA and Excluded jobs so that SFU will have an efficient and timely, transparent and trusted job evaluation methodology that enables the attraction and retention of the best, diverse talent.

The Hay method is the world’s leading job evaluation methodology, used by the Canadian federal government, most provincial governments, and by approximately 35 post-secondary institutions across Canada.

Check out the Job Evaluation Infographic.

2. What have we done?

Check out the Job Evaluation Project page.  

3. How does this link to other HR processes?

Job evaluation is the foundation for:

  • Understanding and organizing our work
  • Comparing pay for similar work both internally and externally
  • Planning for the talent and capabilities we need to be successful

4. What is job evaluation?

Job evaluation is a systematic process of determining the relative worth or value of a Job and not the skills, abilities or performance of an individual.  The evaluation is based on a number of compensable factors.  It provides a framework to administer pay. 

Check out the Job Evaluation Infographic.

5. Why do we have a job evaluation system?

  • Job evaluation ensures that jobs with the same or comparable responsibilities and requirements are similarly compensated.  As a public sector employer, we are obligated to maintain pay equity, and job evaluation is integral to this requirement.
  • When job evaluation fairly and accurately allocates jobs to grades, we have more confidence that the pay level for that job is fair.
  • Job evaluation also allows us to accurately compare pay both internally and externally. Our primary goal is to build confidence in our internal equity.
  • Implementing this job evaluation methodology makes our process smoother, hence more efficient and timely.

6. Are CUPE employees also having their jobs evaluated under the new methodology?

No.
A “point factor" job evaluation system is used by SFU to determine the relative worth of positions in the CUPE, Local 3338 bargaining unit. The job evaluation system is known as the Weighted Job Questionnaire Custom (WJQ Custom) and is comprised of two directly related components, a job description and a job questionnaire.  Both components gather information on the responsibilities, effort, working conditions, and skill and knowledge characteristics of positions.  In the process of determining salary grade assignments, job description and job questionnaire responses are reviewed and validated using job analysis and computer verification routines.  Each pay grade on the CUPE salary scale has a range of points. Salary pay grades for positions are determined by cross-referencing total point values calculated by the system to the salary grades on the CUPE salary scale.

7. Will a result of the job evaluation project be an adjustment to APSA and Excluded staff salary schedules?

No. This project is about building confidence in our job evaluation processes at SFU. A review of salary schedules is outside the scope of this Job Evaluation project.

8. I currently have a job in for evaluation/re-evaluation. Will that request be affected by the job evaluation project?

  • All job evaluations currently in the queue, will be processed using the old method, up to November 24, 2018 and then the Hay Method effective November 25, 2018.
  • All NEW job evaluation requests, effective November 25, 2018 will be evaluated using the Hay Method only.

9. What are the benefits of having the new methodology?

  • It’s TRANSPARENT - Demystifies the job evaluation process and identifies the major factors that evaluate jobs at SFU.
  • It’s EFFICIENT and TIMELY - Streamlines the job evaluation process and provides quick results about the job you submitted.
  • It’s TRUSTED - Provides a valid rationale of why a job was provided with a specific grade.

Check out the Job Evaluation Infographic.

10. Who will be the point of contact for questions about the implementation?

  • Please check our updated Job Evaluation Project page for some current learning resources and our updated project timeline.
  • For other questions about this project please contact: compensation@sfu.ca with the "SUBJECT: JE project question."

11. What are the factors that impact the new evaluation/re-evaluation? 

12. What is the Hay method? 

13. How does the Hay method differ from SFU’s previous job evaluation process?

The Hay method is the world’s leading job evaluation methodology, used by the Canadian federal government, most provincial governments, and by approximately 35 post-secondary institutions across Canada.  This means we will be able to compare our positions on a wider base of similar organizations to ensure fair and equitable evaluations are completed.

14. When is a job evaluated?

A job is evaluated when it is established. It is re-evaluated when there are substantive changes to the responsibilities, effort, working conditions, and skill and knowledge requirements.

15. What is a salary schedule?

  • The salary schedule is comprised of job grades. At SFU for APSA and Excluded staff our jobs measure from grades 1 to 20.
  • Each job grade has a corresponding salary range. There are also a number of steps/ levels with the salary range that are achieved at the completion of certain intervals.
  • While job evaluation is linked to grades and a job's grade to indicate where a job sits on the salary schedule, a review of salary schedules is outside the scope of this Job Evaluation project.

16. How does the Hay method differ from SFU’s previous job evaluation process?

The previous system was a ranking system and our new system is point based. The old system was very subjective and the Hay Method is objective.The Hay Method is tried and tested globally and used by federal, provincial and public sectors in Canada.

17. What do I need to do?

  • Get clarity on what job evaluation is and is not. This is not a project to adjust pay.
  • Find out more about job evaluation.
  • Check out the Job Evaluation Infographic.

18. True or false, are Hay results based on my job title?

False. We evaluate a job description based on the current one and on the four factors of Know-How, Accountability, Problem Solving and Working Conditions. Your job’s score is totaled and then assigned the appropriate grade. For additional information, please see our infographic and video.

19. I heard that the Hay method does not account for gender bias? Is this true?

The Hay method does not focus on the person in the role (including gender). Instead, it focuses and evaluates a job based on the four f­­­­­­­­­actors to determine a non-biased score. For additional information, please see our infographic and video.

SFU strictly follows all employment standards and human rights legislation which prohibits discrimination of any kind.