DIXIE STATE COLLEGE JOB CLASSIFICATION FACTORS

FACTOR 1 - EDUCATION

This factor measures the formal school or equivalent technical training considered prerequisite to learning and performing the job. This factor evaluates the requirements for the use of spoken and written English, mathematics, technical data and diagrams, and general organizational skills.

DEGREE

DEFINITION

POINTS

1

The position requires basic ability to read and write. Equivalent to completion of some high school.

15

2

The position requires a minimum education level of high school graduation or GED equivalency.

55

3

The position requires a Vocational Certificate or post high school education training.

75

4

The position requires a minimum education level of an Associate's Degree, Journeyman's License or Certified Apprenticeship.

105

5*

The position requires a minimum education level of a Bachelor's Degree.

165

6*

The position requires a minimum education level of a Master's Degree.

205

7

The position requires a minimum education level of an earned Doctorate.

290

* 20 additional points for job required certificate beyond a Bachelor's or Master's Degree

FACTOR 2 - KNOWLEDGE AND EXPERIENCE

This factor measures the knowledge and experience required to do the job beyond that acquired in the prerequisite schooling. This knowledge is generally gained through actual job experience to on-the-job training required for job proficiency. It is concerned with procedures and methods, knowledge of college practices and policies or special skill requirements, which may be necessary to perform the job.

DEGREE

DEFINITION

POINTS

1

0 years work experience

5

2

1 year work experience (receptionist)

40

3

2 years work experience or (senior secretary, administrative secretary, simple technical, coordinators whose main responsibility is advising)

65

4

3 years work experience or (Executive secretaries, or those with strong technical skills required or coordinators and assistant directors)

90

5

4 years work experience or (Assistant to the President, directors of small units (less than 6 employees), positions requiring technical expertise)

120

6

5 years work experience or (directors of large units (6 or more employees), positions involving compliance with many and complex regulations, very high levels of expertise)

155

7

6 years work experience or (exceptional, directors of critical departments providing complex and highly specialized services which are of high value and demand in the market place)

200

FACTOR 3 - INITIATIVE, JUDGMENT AND JOB COMPLEXITY

This measures the level of independent judgment required by the position. It also measures the requirement of determining and formulating methods for doing work.

DEGREE

DEFINITION

POINTS

1

Immediate supervision - work is closely checked. The position receiving immediate supervision is one that is allowed no freedom to select work methods nor to render independent actions of any consequence; each task is performed according to detailed instructions, written or oral. Assignments for this position are usually of short duration or are usually checked. As a rule of thumb, this is the level of supervision generally received by entry-level positions.

10

2

General Supervision - discretion is allowed within current methods and procedures. The position receiving general supervision is one that is provided some instruction with respect to the details of most assignments, but the incumbent is free to develop individual work sequences within established procedures and methods. Generally, this position is one that includes standing instructions, routines, or procedures to be applied in the completion of tasks. Most clerical positions are included.

40

3

Direction - discretion is allowed within current policies and procedures. The position receiving direction as the level of supervision received is one that usually receives an outline of the work to be performed and is generally free to develop individual work sequences and methods within the scope of established policies. New, unusual, or complex work situations are to be referred to a superior for advice. At this level are technical/ paraprofessionals and secretaries or administrative assistants reporting to a vice president, dean or director of a large unit (6 or more employees).

70

4

General Direction - considerable discretion is allowed. The position receiving general direction as the level of supervision exercised is professional, usually in charge of, or coordinates, a small or large unit, which does not report to the President or a vice president. The incumbent in this position plans and carries out assignments with little supervision. This position reports to a superior, usually by means of occasional conferences to discuss work progress or new problems and is guided by functional policies aimed at facilitating the achievement of specific goals.

100

5

Administrative Direction - Supervision is received through regular staff conferences. Position is expected to be independent and successful with any problems. The position receiving administrative direction is one free to plan, develop, and organize all phases of the work necessary for its completion within broad policy guidelines. Generally, an incumbent in this position is involved in top level decision making. This is the highest level of supervision received and accrues to directors of small or large units, which report directly to the President or a vice president.

140

FACTOR 4 - SUPERVISION EXERCISED

This factor measures responsibility for planning, checking the work of, selecting, training, and evaluating the work of other employees, measured by the nature of the work, number of employees supervised, and the type of supervision exercised. Level and kind of supervision carry more weight than number supervised.

DEGREE

DEFINITION

POINTS

1

No supervisory responsibility

0

2

Work group or team leader Supervises work study students or serves as a team or project leader.

20

3

Working Supervisor The working supervisor generally controls a small group of employees but also performs considerable non-supervisory work of the same kind and level as that of subordinates. The working supervisor is not recognized as a full-fledged supervisor, but is a position at the journey or advanced level and serves as a "crew leader" or "lead person". This level of supervision is also credited to vice presidents or dean-level secretaries or those who chair committees or coordinate the work of other professionals.

50

4

First level Supervisor The first line supervisor is a full-fledged supervisor, with substantial responsibilities for controlling subordinates and assigning work operations. The first line supervisor is typically accountable for the quality and quantity of work of subordinates, but there is no rigid rule regarding size of the work unit.

100

5*

Managers of small units These managers are responsible for small units, or large units which do not service the entire college. They are responsible for planning, coordinating, and directing various related work operations. This level of supervision carries broad discretion within policy limits.

135

6*

Managers of large units The Upper-level Manager of a large unit (6 or more employees), holds the greatest supervisory responsibility and the incumbents are directly responsible to top management for planning and directing major work operations through subordinate supervisors. This type of supervisor participates in the development and establishment of policies, procedures, goals, budgets, and staffing patterns for the college.

160

FACTOR 5 - FINANCIAL RESPONSIBILITY - CONSEQUENCE OF ACTION

 

This factor measures job responsibility for college property, equipment or money. The effect of errors in the work which might result in monetary, equipment or time loss is taken into account in determining job requirements.

Events that are rare may be recognized and evaluated by the probability of frequency of their occurrence.

DEGREE

DEFINITION

POINTS

1

No responsibility for handling or accounting for funds.

5

2

May be responsible for record keeping of transactions affecting a budget or responsible for operation/minor maintenance of inexpensive machines or equipment.

20

3

May be responsible for moderate amounts of cash on a regular basis (up to $1,250), or responsibility for moderately expensive machines, equipment; operation and maintenance of expensive equipment; or record keeping of major transactions.

35

4

May be responsible for large amounts of cash on a regular basis (over $2,500+), or audit, maintenance and review of a unit's financial records, or maintenance and responsibility of major equipment items or computer systems. May recommend expenditure of significant dollars.

55

5

May be responsible for major amounts of cash (over $5,000) or hold ultimate responsibility for planning the expenditures of significant dollars. Includes those who deal primarily with, and take responsibility in, the College's finances.

80

FACTOR 6 - CONTACTS/COLLEGE REPRESENTATION

This measures job responsibility for contacts or relationships with Dixie State College students, staff and various parties outside of the College and the type and level of human resources skills that must be exercised in such contacts. Consideration is given for the relative importance of the contacts, their frequency, and the level of confidentiality involved.

DEGREE

DEFINITION

POINTS

1

Common courtesy. Little contact with students, the public, or personnel from other departments.

10

2

Common courtesy. Contacts with students or outsiders usually involve the transmission of established, patterned information as a position task.

25

3

Exercise of human relations skills is important to this position. Contacts involve formulation of responses based upon knowledge of college policies and procedures, curriculum programs or technical expertise. Secretaries who do not report to a vice president or the dean-level and most technicals.

45

4

Exercise of human relations skills is very important to the success of this position. May make formal presentations, make significant negotiations, conduct interviews or train others outside of department. Includes secretaries who report to a vice president or the dean-level.

75

5*

Exercise of human relations skills is essential to the success of this position. Directors who represent the College to the student body, personnel, or the public. Includes the Assistant to the President.

110

6*

Exercise of human relations is critical to this position. These are key college representatives.

140

FACTOR 7 - WORKING CONDITIONS

This factor is concerned with the work environment, physical conditions under which the job must be performed and the extent to which these make the job disagreeable. Consideration is given to the presence of disagreeable elements, such as heat, cold, noise, distractions, dirt, odors, etc. Hazards range from minor exposure to extensive risk of serious accidents.

DEGREE

DEFINITION

POINTS

1

Indoors office work environment; nonhazardous work.

Infrequent exposure to extremes in noises, temperatures, distractions, etc.

Little or no exposure to hazards.

Generally good working conditions with infrequent

exceptions.

10

2

Occasional disagreeable conditions due to:

Occasional exposure to noises, open drafty places, possibility of damage to clothing, etc.

Occasional exposure to minor accident hazards.

Moderately dirty work requiring continuous use of coveralls, aprons, etc.

Confrontation with potentially hostile or criminal individuals, etc.

Frequent travel

30

3

Frequent exposure to one or more disagreeable conditions, such as:

Outdoor work in weather extremes.

Undesirable cleaning or repair assignments.

Moderately hazardous conditions including handling of hot material, operating potentially dangerous equipment.

60

FACTOR 8 - PHYSICAL EFFORT

This factor measures the amount and continuity of physical exertion or effort required by the job. It is concerned with the position and mobility required by the work, as well as the expenditure of effort. Consideration is given to the availability of material handling devices and only to activities necessary for job performance.

 

DEGREE

DEFINITION

POINTS

1

Light physical exertion.

Normally seated, standing or walking at will.

Periodic handling of light-weight parcels or supplies.

15

2

Moderate physical exertion.

Frequent standing or walking.

Requires occasional use of medium-weight tools and materials.

Occasionally climbs, crawls, stoops, or other-wise works in awkward position.

Continuous and highly repetitive physical labor or machine operation.

40

3

Considerable physical exertion.

Extensive standing or walking.

Frequent lifting or moving of heavy parcels, machines, or equipment - over 50 lbs to 100 lbs.

Periodic digging or equipment operation requiring full-body exertion.

65

COMMITTEE INFORMATION