This is the stage in which classifiers stratify (often in terms of importance or ability) the several job factors which comprise a position's description -- all of which contains a fair degree of subjectivity based on the classifier's own personal opinions. The solution, naturally, would be to assign a numeric value to each of these job factors and to come up with a quantitative point-factor comparison method, but as Cayer points out, this approach merely transfers the subjectivity to the numbers assigned to each job factor. The apex of subjectivity for the classification process, however, exists in the tendency of managers, laborers, and employers to "overclassify" themselves and their positions in order to improve their ranking as well as their remuneration and benefits. The determining of adequate compensation on an equitable scale to all is one of the primary objectives of classification,...

The combination of overclassification with the subjective means of assigning importance to job factors as well as the subjectivity of the initial job analysis makes the system of classification, no matter how noble in its initial intent, somewhat dubious.
And being that classification is largely the means by which compensation is determined (although there are other factors in determining compensation such as benchmarking within similar industries, which have more than likely determined their wages by classification), the regulation of salaries and benefits is deemed equally suspect. Although this present method contains far more justice and parity between employees than the previous spoils system, it should ideally be refined and improved to eliminate the large degree of subjectivity which it can be based upon.