← HR Metrics·Compensation & Benefits
Point-Factor Job Evaluation Score
Quantitative, market-independent internal-worth score: sum of weighted points across compensable factors (each scored to a degree level). Hay-style factors: know-how, problem-solving, accountability, working conditions. Builds the job-worth hierarchy.
How it’s computed
sum over factors f of points(factor_f, degree_level_f), factors pre-weighted
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Point-Factor Job Evaluation Score can tell roughly 22 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to compensation & benefits
A real gradient — now ask if it's pointed at value
compensation · T1
Below the market, across the board
compensation · T1
One group sits apart on a decision that should be neutral
fairness-equity · T1
Pay is drifting from plan
compensation · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“In the mid-30s Edward Hay began development of this method to determine how to value jobs based on common compensable elements of job value. The Hay plan today typically contains three to four factors (the fourth factor, working conditions, is most typically applied when…”
— Worldatwork Handbook Compensationmatch 76%
“The more a factor drives the organization’s business strategies and objectives, the higher is the weight value associated to the factor. For example, in a call center environment, factors relating to skill and communication will carry more weight than a factor relating to…”
— Worldatwork Handbook Compensationmatch 74%
“People’s biases come out and it’s exacerbated further by their stubbornness. Having said that, here’s a sample point factor breakdown, including the weighting for every factor and job level: [image file=Image00002.jpg] Here’s a sample description of the Initiative and Ingenuity…”
— Pay Mattersmatch 69%
Resources: Worldatwork Handbook Compensation · Pay Matters