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June
2000 Salary Survey
SECTION 1
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[ Back
to Table of Contents ]
DETERMINING YOUR LEVEL OF RESPONSIBILITY
METHOD 1:
JOB EVALUATION GUIDE
(continued)
Job
Rating Factors
A. DUTIES
B. EDUCATION
C. EXPERIENCE
D. RECOMMENDATIONS, DECISIONS AND COMMITMENTS
E. SUPERVISION RECEIVED
F. LEADERSHIP AUTHORITY AND/OR SUPERVISION EXERCISED
G. SUPERVISION SCOPE
H. PHYSICAL DEMANDS
I. JOB ENVIRONMENT
J. ABSENCE FROM BASE OF OPERATIONS
K. ACCIDENT AND HEALTH HAZARDS
SAMPLE BENCHMARK JOB DESCRIPTIONS AND
CORRESPONDING RATINGs
D. RECOMMENDATIONS,
DECISIONS AND COMMITMENTS
Select
the category that fits your job most appropriately. If you cannot decide
between two categories, use the midpoint value.
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DESCRIPTION
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POINTS
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1.0
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Few
technical decisions called for and these will be of routine nature
with ample precedent or clearly defined procedures.
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35
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1.5
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40
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2.0
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Recommendations
limited to solution of the problem rather than end results. Decisions
made are normally within established guidelines.
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45
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2.5
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50
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3.0
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Makes
independent studies, analyses, interpretations and conclusions.
Difficult, complex, or unusual matters or decisions are usually
referred to more senior authority.
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55
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3.5
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60
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4.0
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Recommendations
reviewed for soundness of judgement, but usually accepted as technically
accurate and feasible.
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70
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4.5
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80
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5.0
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Makes
responsible decisions not usually subject to technical review,
on all matters assigned, except those involving large sums of
money or long-range objectives. Takes courses of action necessary
to expedite the successful accomplishment of assigned projects.
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90
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5.5
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105
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6.0
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Makes
responsible decisions on all matters, including the establishment
of policies and expenditures of large sums of money and/or implementation
of major programs, subject only to overall policy and financial
controls.
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120
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6.5
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135
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7.0
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Responsible
for long-range planning, coordination and making specific and
far-reaching management decisions. Keeps management associates
informed of all matters of significant importance.
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150
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