When every worker in a job classification performed the same set of activities, then it was feasible to place a consistent value on their contributions. As job classifications decrease in number and broaden in scope and skills, however, no two workers holding the same classification are necessarily performing the same activities. As a result, job classifications offer diminishing guidance for valuing a specific worker's contribution to the production process. The number of work modules a worker can perform appears to be replacing job classifications as an objective basis for pay differentials. Their compensation is based on the number of modules learned.
More judgment is required, however, to determine a worker's mastery of any particular module.
These are difficult judgments for a supervisor or a worker's fellow team members to make. The choice of review type is determined by how well developed the team is and the extent to which it is encouraged to be self-managing. Both types of reviews assess individual performance in new ways. The highly integrated nature of the work in ANT systems requires that the review focus on the effort and ideas that workers contribute to their teams or to the overall production process. Supervisors and workers must have good judgment and maturity to make fair assessments.