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Any job evaluation method ( see job evaluation methods ) which combines features of the classification job evaluation method, factor‐comparison job evaluation method , ranking job evaluation method , or point job evaluation method is considered a hybrid. A common hybrid system incorporates the classification and benchmark job features of the classification method with the point scores of a point factor plan. Here, jobs are slotted into important compensatory factors by comparing them to anchoring benchmark jobs. Points are then assigned to the job based upon that slotting. These points may then be summed and compared to survey data to determine the job's wage. One of the most widely used hybrids is the Hay Associates plan. The Hay plan comprises three compensable factors ( see compensable factor ): know‐how, problem solving, and accountability ( Milkovich and Newman, 1993 ). Each compensable factor is arranged in a two‐dimensional grid defining degrees on each factor. For example, the Hay factor of know‐how is described by eight levels of technical know‐how crossed with 12 levels of managerial know‐how , resulting in 96 possible combinations, each with a different score assigned to it. The evaluator selects the appropriate level on each compensable factor for a particular job and adds up the factor scores. The wage for a job is derived by comparing its factor scores to ... log in or subscribe to read full text