Comprehensive Salary Management Study

January 2000

Appendix B: Job Evaluation Questionnaire

This section includes the definitions and points assigned to each job factor that were included in the Job Evaluation Questionnaire that was utilized to collect data for the point-factor system to assign positions to the appropriate salary range.

Job Factors

Education:     

This factor captures the general knowledge required for performing your job responsibilities, as measured by minimal acceptable education levels (not necessarily your own current educational level). It measures the breadth and depth of practical knowledge an incumbent must possess that is normally acquired through formal schooling, rather than from prior work experience or informal on-the-job training.

1.        

Up to and including a high school degree or GED

2.        

A.A. degree or equivalent vocational/technical training

3.

B.S. degree, B.A. degree, or equivalent vocational/technical training

4.

Advanced degree or equivalent technical certification (e.g., M.A. or Ph.D)

Experience:

What is the minimal experience required for entry into this position? Experience may have been acquired on related work, externship or lower level positions, either with WCPSS or with former employers.

1.        

Little prior experience is required. On the job training is sufficient for entry employees.

2.        

Some familiarity with methods and terminology to perform specific assignments in common work situations.

3.        

Sufficient experience to perform a variety of work assignments independently.

4.        

Extensive experience with the most complex or unusual work situations/problems associated with the occupational field, requiring innovation or managerial experience.

Job Complexity:            

What is the scope and complexity required of your position.

1.        

Work tasks are straight forward and recurring. Some analysis and interpretation of facts is required.

2.        

Work is primarily analytical in nature; position interprets data and prepares recommendations as a routine job function.

3.        

Continual analysis and interpretation; planning, develop-ment and implementation of various elements in the direction of assigned occupational area is required.

Seriousness of

Error:

This factor measures the opportunity for making errors, the

degree  to which work is checked, and the probable effects of errors on the System.  Consider only reasonable, normal errors and resulting losses which may be in terms of time, money, prestige, employee morale, etc.

1.

Probable errors are readily detected by standard check or routine cross check. Errors would be due to oversights in most instances. Cost of correction is negligible.

2.

Probable errors are generally confined to a single department, or phase of activities, but are not always detected in succeeding operations. Errors may affect the work of others within the department/school. Considerable time may be involved to trace errors and make corrections.

3.

Probable errors typically cause inaccuracies in reports or records pertaining to numerous departments, schools and/or the System as a whole. Errors typically have significant internal and/or external implications (e.g., the financial position of the System may be affected and/or they may delay progress of significant programs or projects).

Decision-Making Responsibility            

This factor indicates the specific management, administrative, and professional responsibilities of your job.

1.                        

Most decisions are referred to supervisor for approval. You carry out assigned plans and programs.        

2.                        

Independent action may be taken. General guidelines are provided; only unusual situations are directed to the supervisor.

3.                        

 Work requires sole decision-making in unprecedented situations or responsibility for developing guidelines or procedures that address major problems or policies which impact areas within the System.

4.        

Work requires sole decision-making in unprecedented situations or responsibility for developing guidelines or procedures that address major problems or policies which impact areas within and outside of the System.

5.        

Work requires sole decision-making in unprecedented situations or responsibility for developing guidelines or procedures that address major problems or policies which impact the entire System.

Knowledge:

This factor refers to the master of, familiarity with, an   identifiable body of information, practices, or principles. It can   be measured objectively.

1.        

Working Knowledge: Sufficient knowledge of the basic information, principles and practices within a specific functional area.

2.        

Considerable Knowledge: In-depth knowledge of information, principles and practices within one or more functional areas. This position requires addressing complex situations in the workplace.

3.        

Extensive: Complete mastery of the theory and practice of the subject, position requires the ability to independently resolve problems and to perform effectively in complex work situations. In addition, the position requires understanding of the policies, procedures, programs, plans, and organizational relationships of multiple areas within the System.

4.        

Comprehensive: Complete mastery of the theory and practice of the subject, position requires the ability to independently resolve problems and to perform effectively in complex work situations. In addition, the position requires understanding of the policies, procedures, programs plans, and organizational relationships of the entire System.

Independence of

Action:

This factor evaluates the degree to which your immediate

supervisor outlines the procedures to be followed, the results to be attained, and/or checks the progress of your work. Consider the extent, and the closeness of the supervision you receive.

1.                   

Your job typically requires work under the type of supervision where standard practice requires frequent checks on activity.

2. 

Your job typically requires work under general supervision  where broad work guidelines are provided with only occasional checks on activity.

3.

Your job requires little or no supervision and only unusual cases are directed to your supervisor.

Overall Impact:

This factor measures a position’s impact on the organization relative to all other jobs, the effect of errors and the degree to which work is reviewed. Consider reasonable consequences, impacting time, money, public perception, etc.

1.

Work is subject to review; errors are generally due to oversights or simple miscalculations, resulting in minimal cost. Work has limited impact on the System's policies and programs.

2.

Errors are generally confined to a single department or phase of activities and may affect the work of others. Moderate cost may be involved to trace errors and make corrections. Work has moderate impact on the System's policies and programs.

3.

Errors may affect numerous areas within the System and typically have significant implications, internally or externally (i.e., affecting the financial position of the organization, delay progress of significant programs or affect the financial or physical well-being of customers.). Work has substantial impact on the System's policies and programs.

4.

Errors may affect the entire System and typically have significant implications, internally or externally (i.e., affecting the financial position of the organization, delay progress of significant programs or affect the financial or physical well-being of customers.). Work has substantial impact on the System's policies and programs.

Contacts:

This factor identifies the frequency and nature of contacts required by your position.

1.

Contacts are typically limited to co-workers and supervisor. There is minimal contact with parents/students/vendors, as well as employees from other areas.

2.                   

The position requires some contact with parents/students/vendors, as well as employees from other work areas. Interaction requires the ability to communicate effectively in both obtaining and furnishing information.

3.

The position requires continuous contact with parents/students/vendors, as well as other employees throughout the organization. Interaction requires the ability to communicate effectively in both obtaining and furnishing information. Interactions may require considerable communication to obtain action, consent, agreement or approval.

Safety:

This factor measures the level of risk to physical health and safety associated with the position.

1.

There is little or no risk associated with this position.

2.

The position requires exposure to moderate risk to physical health and/or physical safety. (i.e., toxic material, assault and battery, communicable disease, etc.).

3.

The position requires exposure to significant risk to physical health and/or physical safety (i.e., toxic material, assault and battery, communicable disease, etc.).

Physical/Sensory

This factor measures the physical and/or sensory demands Demands: normally required by the position.

1.

No special physical or sensory demands are required.

2.

This position requires moderate physical and/or sensory exertion. Physical exertion is characterized by activities such as sitting or standing in one position, without choice or variety.  Sensory exertion is characterized by activities such as viewing of a computer screen and/or using hands or fingers in activities requiring fine coordination or dexterity (e.g., data entry).

3.

This position requires significant physical and/or sensory exertion. Physical exertion includes the activities outlined in the previous choice. It also includes repeated bending, reaching, climbing, or moderate lifting. Sensory exertion is characterized by activities such as viewing of a computer screen and/or using hands or fingers in activities requiring fine coordination or dexterity (e.g., data entry).

Type of                     

Supervision:

This factor evaluates the degree of supervision you exercise.

1.

My position is not responsible for supervising other employees. (i.e, conducts performance evaluations for these positions).

2.

Supervision is typically part-time with respect to instructing, assigning, and checking the work of others. Most time is typically spent performing the same work as subordinates. There is little or no responsibility for controlling costs and enhancing methods for performing work activity. This level applies to a position that is responsible for supervising one or two employees.

3.

Supervision typically takes substantial time with respect to assigning, reviewing, and checking work. Your position is responsible for addressing business and personal difficulties under standard procedures. This level applies to a position that is responsible for supervising three or more employees.

4.

Supervision applies to one or more departments with full responsibility for results in terms of costs, methods, and personnel administration. This level applies to a position that is responsible for supervising managers, who in turn have responsibility for supervising staff.

5.

Supervision applies to the entire System with full responsibility for results in terms of costs, methods, and personnel administration. This level applies to a position that is responsible for multiple levels of the organization.