Two of the most common techniques of job evaluation are first, whole job ranking, where tasks are as a whole rated and compared against one another, and second technique consists of giving points for a number of facets of the given job. Within the points system, various aspects or areas of a job are analyzed. For example education and experience needed to do the job are evaluated. In this example, the greater the educational level required for the job, the greater number of points awarded. The renowned points plan was created by Hay Management Consultants in 1951. This plan examines job duties within the light of three major factors - general understanding, problem solving, and accountability.