Guide Charts, the requirements of a job are regarded as universal, and are termed factors, these being sub-divided into "dimensions". The three universal factors are said to be: Know-how Problem solving Accountability The dimensions within each factor vary. Typically the dimensions break down as follows: Know-how Practical and technical knowledge Planning and organising skills Communicating and influencing skills Problem solving Thinking environment Thinking challenge Accountability Freedom to act Magnitude Impact The power of the Guide Chart lies in the scoring system and relations of the factors (or the Profile.) Points The Hay Guide Chart consists of a points system in which the job scores can be deduced from the chart after job evaluation in terms of factors, dimensions and gradation. The point system uses geometric progression and is not linear. This preserves the integrity of the system at all ends of the grading spectrum. The numbering pattern/geometric progression means that each number on the scale has the same (proportional) relationship to the previous one. Criticisms A criticism levelled against the Hay Guide Chart is that the choice of factors is skewed towards traditional management values: "The Hay system consistently values male-dominated management functions over non-management functions more likely to be performed by women.” The Hay system does not account for the availability of alternative resources in the market. A carpenter may be classified as a low scale occupation, but if there are none available the method will not account for that. In the EU, using a job evaluation scheme can provide a material factor defence for equal pay claims, but care must be taken to ensure that the scheme itself cannot be said to have a gender bias. References Job evaluation