The factors used in the various evaluation systems can be grouped as follows: This includes positions where the basic responsibility is for planning, developing, and directing programs or managing organizational entities. (Factor Ranking with benchmark positions and point values.) TION SYSTEM (APTES) This includes positions in the physical and social sciences, managers, administrative support positions, and the paraprofessional or technological positions A. Job Requirements. This includes such elements as knowledges, skills, abilities, and training or education. This measures what the employee needs to bring to the work in order to perform at an acceptable level of performance. It thus is an indirect measure of the value to the Government of the work performed, since it will indicate the relative scarcity of individuals whose abilities, improved by training and experience, are suitable for performance of the tasks involved. FACTOR I-JOB REQUIREMENTS This factor measures the level of knowledge and skills required to perform the activities of the position. Knowledge is viewed as the range of information or understanding of a subject or variety of subjects necessary to the function. Consideration is given to the amount of knowledge; in addition, consideration' is also given to the breadth of knowledge (various types required) and the depth of knowledge (extent of both comprehensive and detailed understanding of a specific subject). The actual knowledge requirements are of singular importance. Knowledge is viewed as the combined result of formal education, experience and training; how the knowledge is acquired is significant only if it serves to clarify the range or depth of the knowledge requirements. Skills to be considered are those needed to apply acquired knowledge, or natural or developed abilities, to the activities and functions of the position. Examples of the kinds of skills which might be required are: Analytical skills, or the ability to define problems precisely and to identify and combine relevant facts objectively and in perspective. - Creativity, or the ability to develop or produce new concepts, techniques or programs through imaginative or innovative skills. - Initiative, or the ability to take action with a minimum of prompting. - Judgment, or the ability to reach rapid and sound decisions. - Leadership, or the ability to plan and coordinate the activities of subordinates. - Persuasiveness, or the ability to influence others to act favorably and the ability to maintain constructive relationships. - Planning skill, or the ability to identify the steps necessary to reach objectives and to define practical courses of action. FACTOR I- JOB Covers the nature and variety of knowledges, skills and abilities needed for acceptable performance of the work. Consideration is given to the amount of knowledge of a subject or variety of subjects necessary to the function; also to the breadth of knowledge (various types required), and to its depth (extent of both comprehensive and detailed understanding of a specific subject).. Skills and abilities are measured in terms of intensity, variety, and scarcity. An indicator of level for skill and developed abilities is the normal training time required for unskilled entrants to advance sufficiently for activities of the position. For basic abilities, the frequency with which the abilities required are found in the labor market population is weighed. The actual requirements needed for the work are for consideration in this factor. They are the combination of basic abilities and their augmentation by form al training and practical experience, which have resulted in developed abilities, knowledges and skills. How this combination of requirements is acquired is significant only if it serves to clarify the range or depth of the knowledge or other requirements. Accordingly, where evidence of such requirements (such as a license, certificate, or specific educational attainments) is significant as a measure of a particular level of knowledge or skills, it may be included. However, in many positions the possession of a degree or completion of particular courses may not actually be required, and hence this type of qualifications "evidence" is not included in the analysis of such jobs. FACTOR I - JOB REQUIREMENTS AND DIFFICULTY OF WORK FACTOR I SKILL AND KNOWLEDGE Covers the nature and level of skills, knowledges, and mental application required in performing assigned work. Positions vary in such ways as the kind, amount, and depth of skills and knowledges needed, as well as in the manner, frequency, and extent to which they are used. Elements covered under this factor include, but are not limited to: - Knowledge of work practices, methods, and processes, and their levels of difficulty. - Knowledge of shop mathematics (such as arithmetic, geometry, trigonometry, algebra). - Practical knowledge of the principles underlying the work, or other special or technical knowledge (e.g., electricity, electronics, processing characteristics of materials). Knowledge of other trades. - Skill in specific trade operations, and the degree of manual dexterity or precision required. - Ability to read and write, to interpret blueprints, work instructions, and other technical guides of varying degrees of complexity. - Ability to use or operate tools, equipment, or machines of varying difficulty. - Mental abilities needed, such as memory, judgment, and ingenuity. - Mental application required (e.g., in planning and laying out work, in maintaining alertness and concentrated attention, or because of the nature of muscular and visual coordination needed). FACTOR II - RESPONSIBILITY* Covers the nature and degree of responsibility involved in performing work. Positions vary in responsibility in such ways as the complexity and scope of work assigned, the difficulty and frequency of judgments and decisions made, the kind of supervisory controls, and the nature of work instructions and technical guides used. - Complexity of work (e.g., whether the work involves simple, repetitive actions or responsibility for a variety of different operations and machines to complete assignments; whether work sequences are simple or complex; whether the work requires a low or a high degree of accuracy and precision; whether assignments involve a low or a high degree of care and skill to prevent damage to tools and materials, and injury to others). - Scope of work (e.g., whether assignments involve responsibility for part of an operation or for a complete process; whether assignments include responsibility for planning and laying out work; whether the worker is responsible for advising management and engineering personnel on practical trade aspects of the work, such as techniques, fabrication details, and work sequences). - Nature and degree of responsibility for making judgments and decisions (e.g., whether the work is performed under close supervision, or with considerable independence from supervisory controls; whether the work instructions are complete and specific, or general in nature; whether guides such as technical manuals and work precedents can be applied directly, or must be modified; whether the worker has authority to deviate from instructions and work precedents without prior approval; whether assignments involve the need to make decisions and judgments which affect the quality and adequacy of work performed). *This Factor includes "Difficulty of Work." C. Responsibility. This measures the impact of the position on results, and the extent to which the position can affect results, in terms of three elements: (a) Impact or scope and effect of the work, and consequences of error; (b) Job controls, including the limiting aspects of instructions, supervisory assistance, review, and guidelines available; and (c) Responsibility, as a line or staff supervisor, for the work of others. Two of the systems (CFWS and COMOT) are nonsupervisory, with supervision as an add-on element to the highest nonsupervisory level under the position. EES treats supervision of others by executives as incidental to other factors, specifically in Factor II, Difficulty of Work. FACTOR III Covers in whole or in part the following elements: (a) Scope and Effect of Work. How and to what extent the work affects the organization, other agencies, and the public; the consequences of error and effects on uses of people, material, equipment and funds. In evaluation, consideration The importance or signifi- - The magnitude of the position's impact on results; and its freedom for determining actions to be taken; -The type of impact--whether direct or indirect; - -- The degree of finality of rec- Direct impact is generally considered at a higher level than indirect; influence or responsibility for results continuing over a long term is considered to be of a higher level than influence or responsibility for near-term, one-time results. (b) Job Controls. Covers the in structions, guidelines, review, and assistance obtained from supervisors, manuals, or other written guides, or persons other than supervisors, whether before, during, or after performance of tasks involved. Measures the limits placed on the scope of the work, the independence with which it is performed, and the nature and finality of decisions, by: (1) inherent limiting nature of (2) controls and guidelines available for pre-performance (3) controls and guidelines (4) controls and guidelines |