HomeMy WebLinkAbout1979-07-03 ResolutionI
RESOLUTION NO. 79-290
RESOLUTION OF APPROVAL OF CLASS "C" BEER PERMIT APPLICATION
BE IT RESOLVED BY THE CITY COUNCIL OF IOWA CITY IOWA,
that a Class "C" Beer Permit Application is hereby approved for
the following named person or persons at the following described
locations:
Voss Petroleum Co., Inc. dba Discount Dan's Shell, 933 South Clinton
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` Said approval shall be subject to any conditions or restrictions
hereafter imposed by ordinance or state law.
The City Clerk shall cause a recommendation for approval to
be endorsed upon the application and forward the same together
with the license fee, surety bond,and all other information or
documents required to the Iowa Beer and Liquor Control Department.
It was moved by deProsse and seconded by Balmer
that the Resolution as read be adopted, and upon rol ca there
were:
' Balmer AYES: NAYS: ABSENT:
x
I deProsse X
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Erdahl x
Neuhauser x
f Perret x
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Roberts x
Vevera x
Passed and approved this 3rd day of July 19 79
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Mayor
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i Attest: q—erk �City
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JORM MICROLAB
CEDAR RAPIDS -DES 110111ES
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RESOLUTION NO. 79-291
RESOLUTION OF APPROVAL OF CLASS C Beer SUNDAY
PERMIT APPLICATION
BE IT RESOLVED BY THE CITY COUNCIL OF IOWA CITY, IOWA,
that a Class C Beer Sunday Permit application is
hereby approved for the followingnamed
the following described location: or persons at
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Voss Petroleum Co., Inc. dba Discount Dan's Shell, 933 South Clinton
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Said approval shall be subject to any conditions or restrictions
hereafter imposed by ordinance of state law.
The City Clerk shall cause a recommendation for approval to
be endorsed upon the application and forward the same together
with the license fee, bond, and all other information or docu—
ments required to the Iowa Beer and Liquor Control Department.
It was moved by deProsse and seconded by Balmer
that the Resolution as read be adopted, and upon roll call there
were:
AYES: NAYS: ABSENT:
Balmer x
I deProsse x
Erdahl x
i
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Neuhauser x
Perret x
iRoberts x
Vevera x
Passed and approved this 3rd day of July
19 79
Mayo
Attest: ��� �P
City Clerk
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MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
1357
RESOLUTION NO. 79-292
RESOLUTION TO ISSUE CIGARETTE PERMITS
WHEREAS, the following firms and persons have made appli-
cation and paid the mulct tax required by law for the sale of
cigarettes and cigarette papers; therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF IOWA CITY, IOWA, that
the applications be granted and the City Clerk be and he/she
is hereby directed to issue a permit to the following named
persons and firms to sell cigarette papers and cigarettes:
See Attached List #80-88 through #80-98
It was moved by deProsse and seconded by Balmer
that the Resolution as read be adopted, and upon roll call there
were:
AYES: NAYS: ABSENT:
Balmer x
deProsse X
Erdahl X
Neuhauser X
Perret X
Roberts X I
Vevera X
Passed and approved this 3rd day of July
19 79 r
Mayor
Attest: L•
City Clerk
35?
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 1101tIES
CIGARETTE PERMITS - July 1, 1979 through June 30, 1980 (Continued)
80-51 - Discount Dan's Shell, 933 South Clinton (Voss Petroleum Co., Inc.)
80-52 - Iowa Memorial Union (University of Iowa)
80-53 - Finkbine Golf Course (University of Iowa)
80-54 - The Vine Tavern, 529 S. Gilbert (Jay E. Rarick and Terry G. O'Brien)
80-55 - Foxhead Tavern, 402 E. Market St. (David L. Alberhasky)
80-56 - Whiteway Super Market, 212 S. Clinton St. (McRo, Inc.)
Annex,
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80-58 - Randall MiniPricedFoods, 1851 LLower The Annex, Road (Randall Stores, Inc.)
80-59 - John's Grocery, Inc., 401 E. Market St.
80-60 - Hilltop Tavern, 1100 North Dodge St. (Edna Eldeen)
80-61 - Drug Fair #9, 121 E. Washington St. (Drug Fair, Inc.)
80-62 - Imperial Refineries Corporation, 1854 South Riverside Dr. (Imperial Refineries Corp.)
80-63 - Dividend Bonded Gas, 302 South Dubuque Street, (George Ferdic)
80-64 - Watt's Food Market, 1603 Muscatine Ave. (Dale E. Watt)
80-65 - Applegate's Landing, 1411 S. Gilbert St. (Regal Vending)
80-66 - Big 10 D -X Service, 513 S. Riverside Dr. (Regal Vending)
80-68 - Hal s&eDeeC2 S
s, 800S.DubuquerSt. (Regal aVending)
9)
80-69 - Knights of Columbus, 328 E. Washington St. (Regal Vending)
80-70 - Sycamore Eating & Drinking Co., Mall Shopping Center (Regal Vending)
80-71 - Ken's Pizza, 1950 Lower Muscatine Road (Regal Vending)
80-72 - American Legion Post 17, 3016 American Legion Road (Regal Vending)
80-73 - Club Car Lounge, 122 Wright St. (Regal Vending)
80-74 - That Deli -That Bar, 325 E. Market St. (Regal Vending)
80-75 - Leroy Weekes V.F.W. Post 3949, 609 Highway 6 Bypass (Regal Vending)
80-76 - Senor P 8
80-77 - Copper Dollar,2111 Iowa Ave. (Regal Vendinal g)
80-78 - Ken's Hardware, Highway 1 West (Regal Vending)
80-79 - Lamplighter I1, 1310 Highland Court (Regal Vending)
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80-81 - Grand sDaddyts,150541E.gBurlingght St. ton9St. al V(Regal)Vending)
80-82 - Holiday Stationstore #92, Hwy. 6 & Rocky Shore Dr. (Cedar Falls Oil Co.)
80-83 - Pearson's Drug Store, Inc., 202 N. Linn St. (Pearson's Drug Store, Inc.)
80-84 - B.P.O. Elks, 637 Foster Road ( B.P.O. Elks #590)
80-85 - Riverside 66 Service, 1031 South Riverside Dr. (Paul Christian)
80-86 - 1st Ave. Kerr-McGee, 2229 Muscatine Ave. (Don -Jay Service, Inc.)
80-87 - Deadwood, 6 South Dubuque (James L. Strabala and Dorothy A.Strabala)
I" 80-88 - Applegate's Landing, 1411 S. Gilbert St. (Hawkeye Amusement)
80-89 - Maxwell's, 121 E. College (Great American Saloon Co.)
80-90 - H. P. Smith Co., 2000 Industrial Park Rd. (Canteen Food & Vending Service)
80-91 - K -Mart Store No. 4315, 901 Hollywood Blvd (Canteen Food & Vending Service)
I' 80-92 - Owens Brush Co., Lower Muscatine Rd. (Canteen Food & Vending Service)
80-93 - Moore's Business Forms, South Riverside Dr. (Canteen Food & Vending Service)
80-94 - American College Testing Program, Inc., Hw. 1 & Interstate 80 (Canteen Food &
Vending Service)
�! 80-95 - Loyal Order of Moose, Iowa City Lodge No. 1096 (2910 Muscatine Ave.)
80-96 - Hamburg Inn No. 2, 214 N. Linn (David J. Panther)
80-97 - Needs, Inc., 18 S. Clinton
80-98 - Burger Palace, 121 Iowa Ave. (Stasi, Inc.)
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS.DES NOMES
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RESOLUTION NO. 79-293
RESOLUTION SETTING PUBLIC HEARING ON PLANS, SPECIFICATIONS, FORM
OF CONTRACT, AND ESTIMATE OF COST FOR THE CONSTRUCTION OR
for Ramo 8 Block 64 Downtown Parking Facility
DIRECTING CITY CLERK TO PUBLISH NOTICE OF SAID HEARING, AND DIRECT-
ING CITY ENGINEER TO PLACE SAID PLANS, ETC., ON FILE FOR PUBLIC
INSPECTION.
BE IT RESOLVED BY THE COUNCIL OF THE CITY OF IOWA CITY, IOWA:
1. That a public hearing on the plans, specifications, form of contract, and
estimate of cost for the construction of the above-named project is to be held
on the 17tfday of,I'L I y , 19x2 -, at 7-30 PM in the Council
Chambers, Civic Center, Iowa City, Iowa.
2. That the City Clerk is hereby authorized and directed to publish notice of
the public hearing for the construction of the above-named project in a newspaper
published at least once weekly and having a general circulation in the city, not
less than four (4) nor more than twenty (20) days before said hearing.
3. That the plans, specifications, form of contract, and estimate of cost for
the construction of the above-named project are hereby ordered placed on file
by the City Engineer in the office of the City Clerk for public inspection.
It was moved by deProsse and seconded by Balmer
that the Resolution as read be adopted, and upon roll call there were:
AYES:
x
x
9
NAYS: ABSENT:
x
Passed and approved this
BALMER
OEPROSSE
ERDAHL
NEUHAUSER
PERRET
ROBERTS
VEVERA
3rd day of July 1979
Mayor
ATTEST:014'aCity Clerk -tom Reeelved A Approved
By The Legal DepaA of
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MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 1101BES
;MICROFILMED BY JORM MICROLAB
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• CEDAR RAPIDS AND DES MOINES, IOWA
RESOLUTION NO. 79-294
RESOLUTION APPROVING PLANS
ESTIMATE OF COST FOR THE CONSTRUCTION OF
building ,- .. the +k wech
ESTABLISHING AMOUNT OF BID SECURITY TO ACCOMPANY
ING CITY CEEACH BID, DIRECT -
PLACE FOR RECEIPT
TO PUBLISH NOTICE TO BIDDERS, AND FIXING TIME AND
IPT OF BIDS.
WHEREAS, notice of public hearing on the plans, specifications, form of contract,
and estimate of cost for the construction of the above-named Project was published as
required by law, and the hearing thereon held.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF IOWA CITY, IOWA;
1. That the Plans, specifications, form of contract, and estimate of cost for
the construction of the above-named project are hereby approved.
2. That the amount of bid security to accompany each bid for the construction of
the above-named project shall be in the amount of 5% of the bid
Treasurer, City of Iowa City, Iowa. payable to
1. Th..c the City Clerk Is hereby authorized and directed to publish notice for
the receipt of bids for the construction of the above-named project in a newspaper
published at least once weekly and having a general circulation in the city not less
than four (4) nor more than twenty (20) days before the date established for the receipt
of bids.
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4. That bids for the construction of the above-named project are to be received
by the City of Iowa City, Iowa, at the Office of the City Clerk, at the Civic Center,
until �g;OU A M on the
the bids will be Opened 7Lth day of _ ),Iv , 19� Thereafter,
thereuponthe City Enclneer
referred to the Council of the City of Iowa City, Iowa, Por action uPonnseid
bide at its next meeting to be held et the Council Chambers, Civic Center, Iowa City,
Iowa, at _.7:'i0 P M on the
�-�-- 31th day of __1 I
y 19_ZZ,
Rerelvsd A Approved
By The Legal Dapartmenl
s_ 6 -2P -f9
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MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIIIES
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;,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
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Resolution No. 79-294
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It was moved by Balmer and seconded by Roberts that
the Resolution as rea e3 aadopteZ, and upon roll ca -II E- ere were:
AYES: NAYS: ABSENT:
x BALMER
X DEPROSSE
x ERDAHL
X NEUHAUSER
x PERRET
x ROBERTS
j
x VEVERA
Passed and approved this 3rd day of OulY , 1979,
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MAYOR
ATTEST:
k CITY CLE
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• CEDAR RAPIDS AND DES MOINES, IOWA
RESOLUTION NO. 79-295
0
RESOLUTION APPROVING PLANS, SPECIFICATIONS, FORM OF CONTRACT, AND
ESTIMATE OF COST FOR THE CONSTRUCTION OF South Gilbert
Street Improvement Project
ESTABLISHING AMOUNT OF BID SECURITY TO ACCOMPANY EACH BID, DIRECT-
ING CITY CLERK TO PUBLISH NOTICE TO BIDDERS, AND FIXING TIME AND
PLACE FOR RECEIPT OF BIDS.
WHEREAS, notice of public hearing on the plane, specifications, form of contract,
and estimate of cost for the construction of the above-named project was published as
required by law, and the hearing thereon held.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF IOWA CITY, IOWA:
1. That the plana, specifications, form of contract, and estimate of cost for
j the construction of the above-named project are hereby approved.
j 2. That the amount of bid security to accompany each bid for the construction of
the above-named project shall be in the amount of $100,000, payable to
Treasurer, City of Iowa City, Iowa. 1
1. That the City Clerk is hereby authorized and directed to publish notice for
the receipt of bide for the construction of the above-named project in a newspaper
published at least once weekly and having a general circulation in the city not lees
than four (4) nor more than twenty (20) days before the date established for the receipt i
of bids.
4. That bids for the construction of the above-named project are to be received
by the Iowa Department of Transportation, at their offices in Mmes, Iowa
until 9:00 A.M. on the 14th day of A„A„S+ , 19.7.9, Thereafter,
the bide will be opened by the Iowa Department of Transportation , and
thereupon referred to the Council of the City of Iowa City, Iowa, for action upon said
bide at its neat meeting to be held at the Council Chambers, Civic Center, Iowa City,
Iowa, at 7:30 P.M. on the 14th day of August , 1979 .
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES tI01RES
Rmfnd A Approved
By The Legal Depamnent
1369
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Resolution No. 79-295
ATTEST: 2&1,�LLJ
CITY CLEW
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
It was moved by Roberts
and seconded by Perret that
the
Resolution as rea ed -b a oc�d, and
upon roll ca t ere were:
AYES: NAYS: ABSENT:
x
BALMER
x
DEPROSSE
x
ERDAHL
x
NEUHAUSER
x
PERRET
x
ROBERTS
x
VEVERA
Passed and approved this
3rd day
of July 1979.
,
MAYOR
ATTEST: 2&1,�LLJ
CITY CLEW
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
;MICROFILMED BY JORM MICROLAB
• CEDAR RAPIDS AND DES MOINES, IOWA
RESOLUTION 0. 79-296
RE9DLUi'ION AUTHORIZING A49SIIx`.M TO AGRFTIIE[VT
BETWEEN THE CITY OF IOWA CITY AND CARL WALTER
AND ASSOCIATES, INCORPORAIID, PURSUANT TO TERSLS
SET FOEMI IN SECTION V, MUPENSATION FOR SERVICES.
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W1DiREAS, the City of Iowa City and Carl Walker and Associates, Inc.,
entered into a contract on August 8, 1978 in order to provide design services
for the Block 64 parking garage, which contract was duly executed and authorized
by this Council.
WHEREAS, Section V, "Compensation for Services" of said contract provides
that the City will pay $81,000 for consulting services for performance of Phases
A,B,C, and D described in the agreement and that such amount is based on a lump
sum consulting fee to be bid within the first three months of 1979.
WHEREAS, said section further provides that where the project is not bid
during this period, that such lump sum fee on uncompleted phases shall be subject
to renegotiation,
WHEREAS, the consulting fee project has not in fact been bid during the
first three months of 1979; and further, that renegotiation has been effected
with Carl Walker and Associates, Inc., and that the parties have agreed to
increase the base lump sun from $81,000 to $89,000, and that the additional
$8,000 shall be paid in Phase D (Bidding and Construction) based on percentage
of actual completion.
WHEREAS, all other terns of the agreement are and shall remain the same
as set forth in the original contract.
KIEBEFORE BE IT RESOLVED BY THE COUNCIL OF THE CITY OF IOWA CITY, IOWA:
that the Agreement Amendment between the City of Iowa City and Carl Walker and
Associates, Incorporated is herein incorporated in its entirety, and further
that said Amendment should be and hereby is approved according to provisions
set forth in Section V, Compensation for Services.
BE IT FURTHER RESOLVED that the Finance Director is authorized to make
payment of an additional $8,000 for purchase of consulting services, and that
such payment shall in no way exceed $89,000, said increase to be paid in Phase
D based on percentage of actual completion.
BE IT FLRITEiER RESOLVED that all other provisions of the original contract
are now and shall remain the same.
It was moved by Balmer and seconded by Neuhauser that
the Resolution as read be adopted, and upon roll call there were:
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES '10111ES
13741
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( 4'M1�ROFILMEO BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
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Resolution No. 79-296
Page 2.
AYFS: NAYS
x
Balmer
x deProsse
x Erdahl
x
Neuhauser
x
Perret
x
Roberts
x
Vevera
Passed and approved this 3rd day of _July , 1979.
Attest:
City Clerk
Mayor
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS.DES MOINES
RCCEIVFD b L77110'731)
BY IUE LSCSL LEPdR:V.Fk
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• CEDAR RAPIDS AND DES MOINES, IOWA
LCLe4e-
AGREEMENT AMENDMENT"` "'
cA
The City of Iowa City and Carl Walker and Associates, Incorporated,
entered into a contract on August 8, 1978. The purpose of the contract
was to provide design services for a 450 car parking garage on Block 64 in
Iowa City.
Section V, Compensation for Services, provides that the City will pay
$81,000 for performance of Phases A, B, C, and D described in the
agreement. It also provides that the lump sum consulting fee is based
upon a bid date within the first three months of 1979. If the project is
not bid in this period, the lump sum fee on the noncompleted phases of the
contract is subject to renegotiation.
The City of Iowa City and Carl Walker and Associates, Incorporated
have negotiated an adjustment to the base fee from $81,000 to $89,000.
This additional $8,000 shall be paid as part of Phase D based upon the
percentage of completion of Phase D.
All other contractual agreements in the original contract shall
remain unchanged.
The undersigned do state that this contract is executed in
triplicate, as though each were an original and that there are no oral
agreements that have not been reduced in writing in this instrument.
FOR THE CITY: CARL WALKER AND ASSOCIATES:
Mayor
ATTEST:
011 -fu
City Clerk
STATE OF IOWA
SS:
JOHNSON COUNTY )
On this ,�day of 1979, before me, a Notary Public
duly commissioned and uall fed n and for said County and State,
personally appeared Robert A. Vevera, Mayor of the City of Iowa City,
Iowa, and Abbie Stolfus, City Clerk of said City, each being to me
personally known to be the identical persons and officers named in the
foregiong instrument, who executed the same under and by virtue of the
authority vested in them by the City Council of said City, and each for
himself acknowledged the execution thereof to be his voluntary act and
deed for purposes herein expressed.
IN TESTIMONY WHEREOF, I have hereunto set my hand and notarial seal
at Iowa City, Iowa, the day and year last above written.
L
Notary Public In 00 for
Johnson County, Iowa
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:NCROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
STATE OF IOWA )
JOHNSON COUNTY ) 55:
On this a 6t4- day of 1979, before me, the
undersigned, a Notary PublicY and r. id Counyy and said State,
personally appeared t C /D and
to me per o ally �Inown w o be me duly
sworn, did say that they are the d
respectively, of said corporation; that no seal has been procured by the
said) (the seal affixed thereto is the seal of said) corporation; that
said instrument was signed and sealed on behalf of said c1prpqra �Yn by
authority of its Board of Directors' and that the said 1
and as such officers, acknowledged the execution of sa d
instrument -'to voluntary act and deed of said corporation, by it and
by them voluntarily executed.
otary Pub Ic In and for
A�ohnson County, Iowa
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V, �QrVNOT,�RTh4 cnW .
••c„ •ihti0��•N `'DIY'
MICROFIVED BY
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CEDAR RAPIDS -DES 1101REs
HLCLIVED A APPROM
By TRE LEGAL DEPARTMUT
6-.78-79 �4'vC�
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• CEDAR RAPIDS AND DES MOINES, IOWA
RESOLUTION NO. 79-297
RESOLUTION ESTABLISHING POSITION BY PAY RANGE FOR CLASSIFIED PERSONNEL
OF THE CITY OF IOWA CITY, IOWA FOR FY80
WHEREAS, the City of Iowa City, Iowa, employs certain personnel referred
to as classified personnel, and,
WHEREAS, it is necessary to establish salaries for the said classified
personnel, and,
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF IOWA CITY, IOWA,
that the classified employees shall receive as salary compensation that
amount which is set forth after each respective title in the Administrative
Pay Plan in lieu of all other fees and compensations, except as otherwise
provided by law, and where an employee shall receive any fees for other
compensation for services within the scope of his or her employment, he
or she shall remit the same to the City Clerk for the City Treasury.
It was moved by Balmer and seconded by Perret that
the resolution as read A-be adopted, and upon roll call there were:
AYES: NAYS: ABSENT:
x Balmer
xdeProsse
x Erdahl
x Neuhauser
x Perret
x Roberts
x Vevera
Passed and approved this 3rd day of July 1979
ATTEST: =
CITY CLERK
MAYOR
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIIIES
R:•71,4FD A EFIRC7:
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• CEDAR RAPIDS AND DES MOINES, IOWA
City of Iowa CL
MEMORANDUM
Date: June 25, 1979
To: The Honorable Mayor and City Council
° From: Patricia S. Brown, Director, Human Relations
Re: City of Iowa City Administrative (non-unidn) Pay Plan
During the period April 1 to June 1, 1979, a formal job evaluation program
was conducted by the Department of Human Relations for all City employees.
The program was designed to:
1, analyze present job duties and titles within our City classification
structure;
2. determine pay comparability for similar positions in communities
with like demographic characteristics;
3. devise a manageable system of compensation, consistent with
budgetary limitations; and,
4. eliminate previous inequities within the old classification
structure.
As a result of the analysis, the following was accomplished:
1. A new classification structure was developed, taking all City
classifications and placing them within one administrative pay plan.
2- Salary adjustments were made consistent with salary data available.
3. Several new position descriptions were added to the pay plan. They
are: Clerk Steno I, Clerk Steno 1I, Administrative Secretary,
Administrative Assistant, Assistant City Attorney iI, Assistant City
Attorney III and Budget Administrator. These are not additional
employees but rather existing employees whose positions will now
carry different titles because of the duties they perform. This
change provides an incentive for future career growth.
4. Several changes occurred within the system. They were:
- Senior Clerk Typist: changed to Administrative Clerk Typist;
- Senior Account Clerk: changed to Administrative Account Clerk;
- Civil Rights Specialist: changed to Affirmative Action Compliance
Analyst;
- Personnel Specialist: changed to Personnel Analyst;
- Administrative Assistant: changed to Budget Administrator, and
the position of A6ministrative Assistant reclassified into Range
9 of the Pay Plan.
MICROFILMED BY
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--MICROFILMED BY JORM MICROLAS CEDAR RAPIDS AND DES MOINES, IOWA
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While the Pay Plan recognizes extended ranges for all employees and brings
non -bargaining unit employees in line with projected cost of living
increases for union members during FY80, it does not suggest that all
employees will be extended to the end of .the grade range maximum. The
• actual maximum salary paid will be based upon budgeting restraints, future
pay surveys and other factors. In addition, a salary administration and
performance appraisal program has been designed to accompany the new Pay
Plan.
It is designed to accurately and fairly administer the new Pay Plan
Classification System, placing much emphasis on results achieved.
bdw5/3-4
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
PROJECTED COST OF SALARY INCREASE
July I , 1979
Total Confidential Salaries- 19 employees
Current salaries
Projec
Total
Percent
Detail of in
Cost of
Percent
Merit
Percent
212,286.00
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PM7LX,ZM COST OF SM.ARY mCRF,AM July 1, 1979
Total managanent salaries - 62 aTloyees
Current salaries 1,239,350.00
Projected Salaries 1,379,855.00
Total increase 140,505.Ou
per cent of increase 11.3%
Detail of increase - 62 mployees
Cost of living 77,376.00
Percentage of increase 6.7"
Merit 54.662.00 .
Percentage of increase 4.7-
T17TAIS 140,505.00 11.4%
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MiC(tO-ILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
JOB ELA-1LUNTION PLAN
PX Cil -y
De
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7
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Of Iowa C
arrmenr o
i l -y FY 1980
f Personnel
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DATE: June 29, 1979
TO: City Council Members
FROM: Patricia S. Brown, Human Relations Director
RE:
Attached are corrected copies of page (s).. 162, 166 and 167
in the FY80 Pay Plan, These changes were made after the
original packet was distributed on ,lune 26, 1979,
Please insert in your booklet.
Thank you
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_MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
' City o4 Iowa C6 -,f
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DATE: June 29, 1979
TO: City Council Members
FROM: Patricia S. Brown, Human Relations Director
RE:
Attached are corrected copies of page (s).. 162, 166 and 167
in the FY80 Pay Plan, These changes were made after the
original packet was distributed on ,lune 26, 1979,
Please insert in your booklet.
Thank you
MICROFILMED BY
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CEDAR RAPIDS -DES MOINES
,MICROFILMED BY JORM MICROLAB
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TABLE OF CONTENTS
INTRODUCTION
i
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Phase I - Data Preparation
3
A. Internal Job Analysis
3
B. External Salary Surveys
q
Phase II - Job Evaluations
g
A. Job Evaluation Procedures
g
I. Skilled and Unskilled
12
a. Classification System
12
b. Classification Results
20
2. Office and Clerical
I
54
a. Classification System
54
b. Classification Results
55
3. Professional and Technical
Bg
a. Classification System
89'
b. Classification Results
115
4. Supervisors and Executives
116
Phase III - Administrative Pay Plan Guidelines
ISO
A. Present City Pay Plan
ISO
B. Revised City of Iowa City Pay Plan
163
Phase IV - Salary Administration Guidelines
170
A. Salary Administration Program
I
170
1. Annual Adjustment Increases
171
2. Merit Increase Adjustment
171
3. Exceptional Service Increases
172
4. Accelerated Salary Increases
172
B. Performance Appraisal System
CONCLUSION
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CITY OF IOWA CITY
DEPARTMENT OF PERSONNEL
JOB EVALUATION PLAN
FISCAL YEAR 1980
I ntroduction
The following report represents the result of a comprehensive
analysis of the City of Iowa City's administrative pay plan for fiscal
year 1980.
All positions under the jurisdiction of the City Manager's office and
the library were evaluated in April of 1979 to determine proper
classifications with any appropriate changes.
The primary objective of the study was to develop an efficient and
effective salary administration program that would allow for proper
compensation of City employees, within budgetary limits.
A number of problems had surfaced with the old administrative pay
plan. First and foremost was the disparity between employees
represented by a bargaining unit and employees considered
confidential or administrative. Although collective bargaining
agreements had taken into consideration cost of living allowances,
the administrative pay plan had failed to keep pace over the last two
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years. As a result, administrative employees, and some supervisory
employees, were in some instances below bargaining unit employees.
This created a serious inequity in .compensation for comparable
duties performed.
Additionally, supervisory and executive pay scales had lost ground
with respect to new responsibilities assumed and the rising cost of
living. In many instances, supervisory pay scales were equal to,
and sometimes less than, the pay of the staff they supervised.
Executive compensation, in the absence of an adequate executive
compensation program, was some 10 to 15 percent below comparable
positions in like communities. These problems were aggravated by
exceptional City program growth and expansion and increased
visibility insofar as service delivery was concerned. The in-
flexibility of personnel policies and programs, coupled with
inconsistent application, only served to increase the frustration of
both line and staff management of the City.
The study encompassed five phases:
Phase 1 - gathering of any information required to conduct formal
analysis;
Phase 2 - analysis of all data received to make necessary revisions
and/or modifications;
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Phase 3 - development of an administrative pay plan consistent with
City policies and procedures;
Phase 4 - development of formal salary administration and
performance appraisal plan;
Phase 5 - implementation of revised system.
Each stage works in consort with the previous stage in an attempt to
identify the correlation between each function.
The results of the study, procedures utilized and recommendations
are included in the following section.
Phase 1 - Data Preparation.
A. Internal Job Analysis
Phase 1 included the compilation of all data required to
complete the study.
Initial information was gathered from employees within
each department of the City. A Job description
questionnaire was distributed on April 10, 1979 to all
department directors requiring that all non -bargaining
unit employees accurately complete the questionnaire,
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Upon completion, supervisors signed and returned the
form noting any exception or discrepancies.
Cooperation was received from the American Federation of
State, County and Municipal Employees' union and on April
30, 1979, the same questionnaire was distributed to
AFSCME employees. No response was received from the
president of the police union; the president of the
firefighter's union felt it would be more appropriate if one
representative filled out the questionnaire on behalf of all
the members.
The next step involved comparing the submitted
questionnaire with the current employee job description to
i
note any severe discrepancies or disparity of functions.
-- The questionnaire utilized key factors In the analysis and
was keyed into the evaluation of the job which would be
conducted in Phase 2 of the process. (See Appendix A).
B. External Salary Survey
In order to assess the pay practices of the City of Iowa
a _
j City, an external survey was conducted.
S �
s
This survey focused on midwestern cities whose
demographic characteristics were similar to the City of
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Iowa City and/or had a Big Ten university as a major
employer. All similar cities within the State of Iowa were
surveyed in addition to the midwestern municipalities.
The cities selected were:
Iowa
Ames, Burlington, Cedar Falls, Council Bluffs,
Des Moines, Sioux City
Midwest
Bloomington,. Indiana; Boulder, Colorado;
Champaign, Illinois; Columbus, Ohio; DeKalb,
Evanston, Illinois; Lincoln, Nebraska; Madison
Wisconsin; Manhattan, Kansas
Responses were received from all of the above
municipalities with the exception of Madison, Wisconsin.
The survey data concentrated on comparable positions
and/or titles, as well as minimum, maximum and mid -point
irange salary data for each position.
One of the major factors in selecting the positions to be
surveyed was the relative comparability of cities between
Iowa City and other towns.
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00
JOB TITLE
IOWA CITY
Ift/w lww
OTHER 10"
CITIES
minim maxim
OTHER MIDWEST
CITIES
minim max/mc,
LOCAL AREA IOWA CITY OTHER IOWA
CITIES 3
EMPLOYERS- v%gefulary averaq;aWI.t
minima -XIM .1dixtintloo Per month
MIDWESTERN
CITIES
menage
aftipoitit/co
LOCAL
EMPLOYERS
average
midpoint/.
27. Affirmative New. Anal.
937 1291
1222 1519
1155 1439
... 1114 1371
1297
...
20. 11,s:. Ptrog. Su r. If
OSS ITA
1021 1272
1124 1408
... ... IODZ 1147
INS
...
29, Pnq. Coord./glock Grant
IIDO 1742
1450 1795
1402 1736
... 1425 1618
IS70
...
30. Controller
1100 1749
is" 1889
1I59 1903
--- 1425 1697
lei
-These salaries npesent the
2yd AM 3rd quardle
of the sulyeY.
SALARY COMPARISON SUMMARY
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iCITIES
JOB TITLE
IOWA CITY
-Weo an/m
OTHER IOW
dNm maa/m
OTHER MIOREST
CITIES
mdNm eaa/m
LOCAL AREA IOW CITY
EMPLOYERS-
rge/salary
dn/m tas/mo addWint/m
OTHER IOWA
CITIES
avera9��int
per ninth
MIOYESIERn
CITIES
average
midpoint/m
LOCAL
EMPLOYERS
average
midpoint/m
1. Accmnt Clerk
691
909
744
918
759
975
570
768
807
871
847
669
2. Asst. Cfty Attorney
1100
1749
1247
1677
1418
1750
1425
1460
1584
3' Nousing Tnsoector
916
1187
1054
1701
1099
1766
1052
1178
1277
_
4. Bus Driver
748
979
BSA
978
870
911
864
916
871
5. Clerk Typist
677
877
616
759
660
814
589
621
775
688
777
605
S. Mechante II
865
1179
994
1181
1046
1280
945
1276
1002
1088
1167
1091 _
7. Oln, P A P bevel.
1590
2528
1647
2455
2077
2497
2059
2149
2267
B. 01r.. Flume
1590
2528
1950
2728
2169
2750
-
-
2059
2740
2460
f 9. 01r.. Hrmn Relations
1590
2528
1494
1947
1884
2440
--
2059
1721
2162
10. Dir., kirks A Recreation
1590
2528
1612
2261
1997
2440
-
2059
1940
2217
-
IL. Dir.. Public Works
1590
2520
2005
2570
2245
2697
2059
2778
2469
12, Elmtrician
86S
1179
1076
1277
IOOB
1175--
-
1002
1177
1092
17. Engfoeering Alde
877
1095
076
1080
977
1197
964
978
1087
14, Fire Chief
1590
2528
1707
2252
2097
2500
2059
1978
2297
15, Fire Fighter
9f5
1181
965
1157
IOM
1265
1068
1061
1165
_
I 16. Inspector
951
1271
1078
1777
1107
1766
1091
1205
1275
17. Library Assistant
776
1015
727
910
874
1090
---
---
896
all
982
-•-
18. RlntomMe Worker 1
677
877
721
898
005
947
477
622
775
810
816
548
19. ltalntmence Yorker III
804
1055
975
1179
1000
1277
792
1179
970
1077
1119
986
25 T fflc Emolpter 1100 1749 1576 1912 1488 1875 -- - 1425 1724 1681
26. Tratment Plant Op. I 601 1055 952 1149 970 1173 -- 970 1051 1072
SALARY COMPARISON SUMARY
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In light of this, sufficient descriptive information was
provided to survey participants in an effort to assure
position similarities. Additionally, positions chosen
contain 'us and fundamental factors to
V, h5parity. The positions
•t, Maintenance Worker
Library Assistant,
ice Worker III,
I, Firefighter,
.tor, Planning and
,gent, Fire Chief,
,e Chief, Director of
fien[, Director of Human
Relates.. .rits and Recreation, Director of
Finance, Housing Inspector, Affirmative Action Compliance
Analyst, Traffic Engineer, Recreation Program Supervisor
II, Program Coordinator Block Grant and Controller.
Salary data for each of these positions was analyzed and
the median minimum, maximum and mid -point range was
ascertained for each position. This information was then
compared to present City salaries. Based on the fact that
most of the information gathered reflected changes in
cities as of 1978, an additional factor was added to that
taking into consideration cost of living increases.
MICROFILMED BY
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TAKE OF PRECEDING DOCUMENT
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TARGET SERIES
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In light of this, sufficient descriptive information was
provided to survey participants in an effort to assure
position similarities. Additionally, positions chosen
contained enough homogeneous and fundamental factors to
offset any possible chance of disparity. The positions
chosen for study were: Clerk Typist, Maintenance Worker
I, Account Clerk, Bus Driver, Library Assistant,
Administrative Secretary, Maintenance Worker III,
Mechanic II, Treatment Operator I, Firefighter,
Engineering Aide, Electrician Inspector, Planning and
Program Analyst I, Purchasing Agent, Fire Chief,
Director of Public Works, Police Chief, Director of
Planning and Program Development, Director of Human
Relations, Director of Parks and Recreation, Director of
Finance, Housing Inspector, Affirmative Action Compliance
Analyst, Traffic Engineer, Recreation Program Supervisor
II, Program Coordinator Block Grant and Controller.
Salary data for each of these positions was analyzed and
the median minimum, maximum and mid -point range was
ascertained for each position. This information was then
compared to present City salaries. Based on the fact that
most of the information gathered reflected changes in
cities as of 1978, an additional factor was added to that
taking into consideration cost of living increases.
MICROFILMED BY
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• CEDAR RAPIDS AND DES MOINES, IOWA
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uwin/mo
JOB TITLE
IOW CITY
ata/em
OTHER IOW
CITIES
edn/eo swas
OTHER MIDWEST
CITIES
min/m ra/eu
LOCAL ARU
EMKOIERS•
aln/= mdw
IOW CITY
rge/salary
sddpoint/sa
IOW
OTCITIES
average e�int
Per aonth
CHER ESTE
MICIITTIESIES
average
eldpo (ntlsm
LOCAL
EMpLDT ERS
average
addpolnt/vo
1. kcmnt Clerk 697 909 744 918 759 935 570 768 803 831 841
2. Ant. City Attorney 1100 1749 1247 1673 1418 1750 --- --- 1425 1460 1584
669
---
I
): HNSJ.q InjWftr
916
1187
1054 1301
1099
13661052
-
1178
1237
1235
1 f
i
I 4. Bus Driver
748
979
8 S4 978
830
911
--- ---
864
916
871
---
S. Clerk typist 673 077 616 7S9 660 814 589 621 775 698 737
605
613
3§
6 Mechanic 11
065
1139
994 1181
1046
1280
94S 1236
1002
1088
1163
1091
7. Dir. P A P Dcvel. 1590 2528 1843 2455 2037 2497 - 2059 2149 2267
IOSS
93S
1139
B. Dir.. finance
1590
2528
1950 2728
2169
2750-
1119
2059
2340
2460
1381
1144
.
9. Dir., bean Relations
1590
2528
1494 1941
1884
2440
1260
2059
1721
2162
2528
1753
Dir.,- A kcmtfon1590
2338
2528
1512 2267
1993
2440
2038
2059
_1940
2217
.
1749
f10.
11. Dlr. public Works
1590
2528
2005 2670
2245
2693
---
2059
2338
2469
813
1141
i.
i3.
2 1"trician
865
1139
1076 1277
1008
1175
907
1002
1177
24. Personnel Spec/Analyst
1100
Emolnetrfrig Aide 833 1095 876 1080 973 1193 -- -- 964 978 1093
14 Tom Chief 1590 2528 1703 2252 2093 2500 2059 1978 2297
1165
1197
1•: n.._ Fighter
955
1181
9 S
1157
1064
1265
-
.
1068
1061
16. Inspector
951
1231
1078
1333
1103
1366
-
1091
1205
1235
17. Library Assistant
776
1015
723
910
814
1090
---
---
896
817
982
...
16 rdinttsame Worker 1
613
817
121
898
805
947
473
622
775
810
816
148
9. Maintenance Yorker III
8D4
IOSS
93S
1139
1000
1237
792
1179
930
1037
1119
986
fn_ Aselveti1099
1381
1144
1443
Il l3
1107
1226
1294
1260
Ila�.�r/P[q0
23. Police Chief
1590
2528
1753
2322
2338
2.728
2059
2038
2533
...
22. PurchasingAgent---
i
1100
1749
1344
1810
1349
1625
.._
1425
1577
1487
23. Admin. Secretary
813
1141
802
1013
862
1074
801
901
977
907
968
851
24. Personnel Spec/Analyst
1100
1749
1197
ISIS
1114
1450
1425
1356
1312
.
2S. Tmffic Emalpter
1100
1749
1536
191Z
14011
1875
-
1425
1724
1681
26. Treatment Plant Op. 1
604
1055
952
1149
970
1177
930
1051
1012
sAu9r COMPARISON
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Phase 2 - Job Evaluation.
.s
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=
The second phase included the process of evaluation for each of the
w
positions in question. Since the evaluation of all jobs would include
i
a total of some 300 plus positions, a number of bench mark jobs were
selected to be representative of each class.
A. Job Evaluation Procedures
..
The purpose of the job evaluation was to determine the
relative values of jobs within the City in order to establish
equitable wage rates for them. The very nature of the
process dictated that each job within the organization be
fairly and accurately evaluated in order to ensure a solid
foundation for compensation and future organizational
I 1
design and growth.
The success of the City's job evaluation required a plan
by which organized judgment could be applied to
comparison and appraisals of jobs. A sequential plan of
t
action was developed to ensure continuity of the evaluation
process.
la
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This process followed the following four basic steps:
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(1) The selection of bench mark jobs and preparation of a
description for each.
To assure adequate, factual information, a
representative group of jobs had to be chosen.
These jobs had to be sufficiently diverse in duties
iand responsibilities to note the difference in skills
and training required to perform the job
i
satisfactorily.
The following conditions were met in selecting the
jobs:
a) the number of jobs to be selected was limited to
a maximum of 20;
b) provision was made for adequate dispersion of
the jobs chosen so that they represented all
levels within the organization;
c) jobs were selected that were most common within
the organization.
The jobs selected for evaluation were: Maintenance
Worker I, Maintenance Worker III, Mechanic I, Senior
Maintenance Worker, Word Processing Operator,
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Account Clerk, Senior Clerk Typist, Secretary I,
Senior Account Clerk, Rehabilitation Finance
Specialist, Assistant Superintendent, Community
Development Block Grant Coordinator, Controller,
Superintendent and Director.
The next step in the process was choosing the job
evaluation factors to be used in the analysis.
Typically, it has been impossible to develop a single
plan of job evaluation . factors applicable to all
employees, as each group of jobs in the organization
have different skill, mental and educational
requirements.
Factors for job evaluation were developed around a)
skilled and unskilled labor, b) office and clerical
employees, c) technicians and professional personnel,
d) supervisors and executives. Each of these
occupational groupings were reascndbly homogeneous
yet they contained characteristics that were common
to them but yet different from each other.
In selecting these job evaluation factors, the
following principles were applied:
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a) each factor was independent and not influenced
by any other factor;
b) no more factors were selected than were
absolutely necessary;
c) each factor was simple, specific and concrete
and clearly defined.
Factors that were used in the evaluation process are
identified according to each occupational grouping so
as to understand the homogenity that existed between
each group.
Group 1• Skilled and Unskilled Labor
A. The Classification System
The first group to be evaluated consisted of
skilled and unskilled labor positions within the
organization. Considering the very Impact
skilled and unskilled labor assignments can have
on the total operation of the City, i.e. in the
repair of equipment, in the operation of the
transit system and in street clearing and snow
removal seasons, this was a very important
i
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occupational grouping within the City
z
classification structure. Four positions were
chosen to be bench marked and representative
.e
of all the classifications within this grouping.
These positions were: Maintenance Worker I,
i
Maintenance Worker III, Mechanic 1, and Senior
Maintenance Worker.
..i
The evaluation system used for this particular
group of employees centered around four major
components. These components were
`
knowledge, responsibility, effort and working
conditions. Since knowledge of a job must
necessarily be determined through a number of
factors, we found it necessary to break this
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particular factor into three distinct classes.
i
According to the relative importance of each,
i IJ
knowledge was broken down into the following
a
groupings:
Job Knowledge
6n
This factor considered the education, knowledge
r
and experience the worker had to possess in
i
order to perform the job satisfactorily. It was
MICROFILMED BY
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measured by the complexity and practical
knowlege the worker possessed whether it was
gained by on the job experience, prior training
and education, or both. It was also limited by
the nature of instructions to be received
regarding the work task at hand and by the
amount of supervision provided.
Knowledge of the job was found to be three-
fold:
a) Knowledge of equipment and tools. The
machines to be operated and maintained;
what needed .to be set up . and adjusted;
types of equipment to be dismantled and
repaired and the tools required in the
process;
b) The knowledge of methods and processes
used to set up or adjust for maintenance
repair and/or construction; and,
i c) The knowledge of materials. The
recognition and uses of certain materials
and their individual working properties.
MICROFILMED BY
JORM MICROLAB
, LZVAR RAPIDS•DES 140114ES
I
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
15
Within this factor of job knowledge some measure
also had to be identified for the broad scope of
knowledge for this classification. The scope of
knowledge was found to be measured in three
degrees:
1. Casual - Either incidental or casual
knowledge with little or no experience;
2. Working - General or workable knowledge
with average skill and some experience;
3. Expert - Exceptional knowledge and skill
with considerable training and experience
In this area.
Once these parameters were decided and
assigned, the second component to be examined
was Responsibility. Responsibility had a total
of five subfactors designed to measure the
relative responsibility assigned to each position.
Responsibility for Equipment and Tools was
seen as a measure of the job's responsibility for
performing without damaging tools or
equipment. It evaluated the responsibility for
IIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
0
`MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
16 -
preventing damage due to the carelessness or
negligence of the operator in the performance of
the job.
Credit was based on the care required to
prevent damage and in the consideration of the
estimated cost of any damage that might occur
11
for any one mishap. Auxiliary equipment which
was not actually used by the job was not taken
i
Into consideration. The relative equipment
a
expense of the equipment was not included and
did not necessarily involve a high degree of
�.
responsibility unless, however, a slight mistake
i
would have involved a serious loss of life or
property.
Responsibility for Materials was also considered
to be a very important factor in the measure of
the job for this category. It measured the
responsibility required to produce a quality
service or to prevent or minimize damage to
processing and equipment. It appraised the
responsibility for preventing waste or loss of
raw materials through partially finished
—
products or services. The cost of losses was
measured by any one of the following: cost of
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIIIES
0
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
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17
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damage to the service or the equipment and
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
t '
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIDES
17
�s
w
damage to the service or the equipment and
iI
product, reduction in value as a result and the
cy
cost of =placing, repairing or rehandling that
i N
which was damaged.
The Responsibility for Direction and Instruction
of Others is an intrical part of this particular
classification. It measured the responsibility
which went along with the job for instructing
and directing the work of others. It was not
intended to appraise supervisory responsibilities
for results nor did this even come into play
when evaluating the job. The number of
_
individuals directed was considered as those
given immediate guidance and also those
indirectly assisted through any of the channels.
Given the nature of the positions in questions,
Responsibility for the Safety of others was also
a very important factor. It evaluated the
worker's responsibility for protecting,
{
safeguarding or working carefully to prevent
'1
injury to others. Careless operation of
4
machines or handling of materials or tools by the
1
�.
employee was rated in relation to its access to
injury to others. This factor appraised the care
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIDES
,,MKROPILMED BY JORM MiCROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I `t
18
necessary to prevent injury to others and the
probable extent of such injury.
The third component and the factors for position
within this classification was Effort. Under
Mental and Visual Attention was also considered
to be an important factor in the evaluation of
this job. It considered the concentration and
alertness, both mental and visual, required by
the job. It also measured the type of work or
problems encountered and was limited by the _
frequency of occurrence of problems and the
degree of alertness and concentration necessary
for this solution. Consideration was also given
to the variety of work, the amount or complexity
.0;7r•_ --- .1-_.I
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIDES
subtitle effort, physical effort considered the
w '
amount and continuity of physical effort
1 j J
required to perform on the job. it was
w ;
t'
measured by the amount of weight each
individual handled, the awkwardness and
ra
position of handling and the possibility of any
w
damage. It was also limited by the frequency of
I
occurrence. Consideration was given to the
method of handling and the periods of rest or
i
unoccupied time.
Mental and Visual Attention was also considered
to be an important factor in the evaluation of
this job. It considered the concentration and
alertness, both mental and visual, required by
the job. It also measured the type of work or
problems encountered and was limited by the _
frequency of occurrence of problems and the
degree of alertness and concentration necessary
for this solution. Consideration was also given
to the variety of work, the amount or complexity
.0;7r•_ --- .1-_.I
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIDES
r
;MICROFILMED BY JORM MICROLAB
19
• CEDAR RAPIDS AND DES MOINES, IOWA
of planning or inspection and the coordination of
visual with mental dexterity.
The fourth component, Working Conditions,
contained the subcomponent Hazards which
appraised the hazards, both accidental and
health, connected with or surrounding the job,
even considering the fact that all safety devices
had been installed. Consideration had to be
given to materials handled, machine or tools
used, the work position, the possibility of
accidents and the probable seriousness of
injury. Where the position had several different
hazards, consideration was given to the greatest
of these hazards from the standpoint of time
exposed or the probability and severity of
injury.
Surroundings measured the disagreeable
features of the Job itself. Features considered
were those which affected the physical sense or
caused discomfort to the employees. Typical
causes of discomfort measured were dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, wearing a respirator,
inadequate lighting and poor ventilation. In
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOIRES
i
i�MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
20
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evaluating this factor, consideration was given
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to the relative amount and continuity of
.I
exposure to those conditions which make the job
.,
undesirable.
i
B. Classification Results
No attempt was made to reclassify bargaining
r
unit positions until such time that negotiations
reopened between the City of Iowa City and the
American Federation of State, Couny and
.0
rl '
Municipal Employees. Nevertheless, the
evaluation follows In each position. Data
-
collected will be used in negotiation of contracts
once these contracts expire.
i..
b
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
•,;MICROFILMED BY JORM MICROLAB
CEDAR RAPIDS AND DES MOINES, IOWA
21
JOB EVALUATION
F Y79
POSITION: MW I DATE: 5/25/79
CLASSIFICATION: SKILLED & UN -SKILLED LABOR RANGE:
EVALUATION COMPONENTS
KNOWLEDGE This factor, considers the education, knowledge and
experience the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess
whether it be gained by on-the-job experience,
prior training and education or both. It is
limited by the nature of instructions received
regarding work task and by the amount of super-
vision received.
1. Job Knowledge Point Total
Range Points
a. Knowledge of equipment and tools 1-16 _
Knowledge of equipment and tools - machine
to be operated and maintained, what needs
to be set up and adjusted, what is to be
dismantled and repaired, and the tools to
be used in the process.
b. Knowledge of methods & procedures 1-13 _
Knowledge of methods & processes - process
of setting up and adjusting or maintenance,
repair and construction of a particular
article or project.
C. Knowledge of materials 1-13 _
Knowledge of materials - recognition and uses;
working properties.
Maximum Total Points: 42
Maximum Assigned Points: 17
FACTOR DEGREES: Scope of knowledge is measured In three
degrees: 1) casual - incidental or casual
knowledge and little or no experience;
2) working - general or workable knowledge
with average skill and some experience;
3) expert - exceptional knowledge and
skill and considerable training and
experience in this area.
r,-
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOVIES
r
,`MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i
22
Knowledge of
tat Equipment & tools
I. Rough & simple hand tools,
simple equipment.
2. Precision tools, simple 8
to ordinary equipment.
3. Ordinary to semi -complex
equipment.
4. Comples to very complex
equipment.
(b) Methods & processe(s)
Point Spread
Casual Working Expert
1-5 6-10 11-16
Point Spread
Casual Working Expert
1. Simple work. 1-4 5-9 10-13
2. Routine or common methods. T
3. Complicated methods.
4. Very complicated methods.
(c) Materials
1. None required.
2. Common materials easy to
recognize or learn about.
3. Wide variety of materials
used repetitively.
4. Wide variety of materials
used in complex or non-
reptitive operations.
RESPONSIBILITY
2. Responsibility for Equipment and Tools
This factor is a measure of the job's
responsibility for preforming work
without damaging tools or equipment.
It evaluates the responsibility for
preventing damage due to carelessness
or negligence to the equipment used
in the performance of a Job.
Credit is based on the care necessary
to prevent damage and in consideration
of the estimated cost of the damage
for any one mishap. Auxilliary
Point Spread
Casual Working Expert
1-4 5-9 10-13
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MONIES
Point Total
Range Points
1-16 81
J
J
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,;MICROFILMED BY JORM MICROLAB
23
• CEDAR RAPIDS AND DES MOINES, IOWA
equipment not actually used by the
job should then be taken into consid-
eration if careless actions by the
worker may result in damage to it.
The use of expensive equipment does
not necessarily involve a high degree
of responsibility unless, a slight
mistake will involve a serious loss
of life or property.
FACTOR DEGREES:
Use of Equipment
(a) Little care required. Damage not
likely to occur.
(b) Ordinary care required. Some oppor-
tunity of damage of small consequence.
(c) Steady care required. Regular oppor-
tunity for but not frequent occurrence
of damage. Damage fairly large.
(d) Special care required. Frequent 11
opportunity for damage of consider-
able extent or less frequent oppor-
tunity for greater damage.
(r:) Sustained, special care required.
Continuous opportunity for damage
of serious nature.
Maximum Total Points: 16
Maximum Assigned Points: 11
3. Responsibility for Materials
This factor is a measure of the
responsibility required to produce a
quality service, or to prevent or minimize
damage to processing and equipment. .It
appraises the responsibility for preventing
waste or loss of raw materials or partially
finished products through error. There
should not be a use of either a maximum
or a mimimum but an average based on normal
expectation. The cost of losses may be
any of the following: 1) cost of damage
to product, 2) reduction in the value, 3)
cost of replacing, repairing or rehandling
the servicing that was to be delivered,
FACTOR DEGREES:
Use of Material
MICROFILMED BY
JORM MICROLAB
CEDAR RANDS -DES MOINES
Point Spread 0-16
1
2-4
5-7
8-11
12-16
Point
Range
0-8
Total
Points
6
Point Spread 0-8
G
;MICROFILMED BY JORM MICROLAB
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• CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
0
(a) Little are required. Damage not _._.
likely _
gofred. Somesmall
1
(b) ordinary oy. damageare
consequence.
Regular
lunira
2-3
(c) Average steady care required. —
for but not frequent
opportunity
opportunity
of damage. Damage fairly
occurrence
6
4-6
large.
(d) special care required. Frequent
for damage of consider-
opportunity
importance or less frequent oppor-
able
tunity for damge of large importance.
7-8
(e) Sustained, special care required.
Opportunity or damage
Continuous
of serious nature.
Maximum Total Points: B
Maximum Assigned Points: 6
4. Responsibility for Direction &
Point Total
points
Instruction of Others
Ran e
This factor measures the responsibility
for instructing
0-6 0
which goes with the job
the work of others. It is
and directing
intended to appraise supervisory
not
responsibilities for results. The
directed shall be
number of individuals
as those given immediate
considered
guidance and also those Indirectly
assisted through any channels,Point
spread 0-6
FACTO:
0
(a) Responsibility only for own work, _—
coordinate work with others.
1
but may
(b) Responsible for instructing, directing
two helpers 50% or more of the
one or
2 3
time. directing
(c) Responsible for instructing, --
Of
or setting up for a small group
usually in the same occupa-
employees
tion up to 10 persons. directing
Responsible for instructing,
4-6
(d) flow of work in
maintaining
and to 20 persons.
a group of employees up
Maximum Total Points: 6
Maximum Assigned Points: 0
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
;IIICROFILMED BY JORM MICROLAB
• CEDAR RAPIDS AND DES MOINES, IOWA
25
5. Responsibility for the Safety of Others
Point
This factor evaluates a worker's responsi- Sprea,
bilily for protecting, safeguarding or
working carefully to prevent injury to 0-6
others. Careless operation of machines or
handling of materials or tools by the
employee on the job being rated may result
in injury to others. Accordingly, this
factor appraises: a) the care necessary
to prevent injury to others, and b) the
probable extent of such injury.
Total
Points
4
FACTOR DEGREES: Point Spread 0-6
(a) Generally works on opeations where 0
any injury caused others would be
very slight.
(b) Handles materials or uses tools on 2
operations where there is some
possibility of causing minor cuts,
bruises or burns.
(c) Performs work where improper action
may possibly cause severe cuts,
bruises or burns resulting in lost
time of less than two weeks duration.
(d) Performs work where improper action _
may cause broken bones, very severe
burns, or exposure to health hazards,
resulting in lost time of more than
two weeks.
(e) Performs work where improper action
may cause loss of hand or foot or
eye, or considerable exposure to
occupational diseases, resulting in
permanent disability.
Maximum Total Points: 6
Maximum Assigned Points: 2
6. Physical Effort Point
Spreac
This factor considers the amount and continuity
of physical effort required to perform a job. 0-5
It is measured by the amount of weight per unit
handled, awkwardness and position of handling.
It Is limited by the frequency of occurrence.
Consideration should also be given to the method
of handling and the periods of rest or unoccupied
time.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 110111ES
1-2
3-4
5
6
Total
Points
4 i
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Very
Light Medium Heavy
j
of Effort Light
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MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I '
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26
FACTOR DEGREES: 0
1-2 3-4 5
Very
Light Medium Heavy
Continuity
of Effort Light
6-30 31-75 76 or More
0-5 lbs
lbs lbs lbs
(a)
Infrequent exertion
(b)
Intermittent to 0, ordinary
exertion
(c)
Average to steady exertion
_
_
(d)
Constantly sustained exertion
i
i
Maximum Total Points: 5
Maximum Assigned Points: 4
7.
Mental & Visual Attention
Point Total
Spread Points
This factor cosiders the concentration and
alertness, both mental and visual, required
0-8 2
by a. job. It is measured by the type of
work or problems encountered. It is
limited by the frequency of occurrence of
problems and the degree of alertness and
concentration necessary for their solution.
Consideration should also be given to the
variety of work, amount of complexity of
planning or inspecting and the coordination
i
of visual with manual dexterity.
FACTOR DEGREES:
i
Point Spread 0-8
(a)
Little, mental and Intermittent
0
visual attention. Work of the most
simple sort requiring no close nor
sustained attention.
(b)
i
Ordinary mental or visual attention. 2
1-2
—
Work where irregularities are difficult
or fairly infrequent or minor in effect.
(c)
Frequent mental or visual attention.
3-5
Work involves some likelihood of
irregularity or difficulty,
(d)
Continuous mental and visual attention.
6-7
Operation requires constant alertness.
(e)
Concentrated mental and visual
8
attention. Work involves planning and
laying out complex work.
Maximum Total Points: 8
Maximum Assigned Points: 2
HICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IICIDES
;MICROFILMED BY JORM MICROLAB
I
27
• CEDAR RAPIDS AND DES MOINES, IOWA
B. Hazards
this factor appraises the hazards, both
accident and health, connected with or
surrounding the job, even though all
safety devices have been installed.
Consider the material being handled,
machine or tools used, the work position,
the possibility of accident, even though
none has occurred, and the probably
seriousness of the injury. Where the job
has several different hazards, consider
the greatest of these hazards from the
standpoint of time exposed or the probability
and severity of injury.
FACTOR DEGREES:
(a) Accident or health hazards absent
or negligible.
(b) Exposure to lost time accidents such _
as abrasions, cuts, bruises or burns.
Health hazards negligible.
(c) Exposure to lost time accidents, such 2
as crushed hand or foot, loss of
fingers, eye injury from flying particles,
some exposure to occupantional diseases
not incompacitating in nature.
(d) Exposure to incapacitating accidents _
or health hazards, such as loss of
arm or leg, impairment of vision.
(e) Exposure to accidents or occupational _
disease which may result in total
disability or death.
Maximum Total Points: 5
Maximum Assigned Points: 2
9. Surroundings
This factor is a measure of the disagreeable
features of a job. The features to be con-
sidered are those which affect the physical
sense or cause discomfort to the employees.
Typical causes of discomfort are dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, wearing a respirator,
inadequate lighting and poor ventilation.
Consider also the relative amount and
continuity of exposure fo those conditions
which make the job undesirable.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
Point
Total
Spread
Points
0-5
_2
Point Spread 0-5
0
1
2
3-4
61
Point
Total
Spread
Points
0-4
2
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SI
FACTOR DEGREES:
(a) Pleasant surroundings with no objec-
tionable features.
(b) Fair conditions or rare exposure to
disagreeable elements.,
(c) Occasional exposure to disagreeable 2
elements.
(d) Frequent exposure to one particularly
disagreeable element or continuous
exposure to several.
(e) Continuous and intensive exposure to
extremely hazardous elements.
Maximum Total Points: 4
Maximum Assigned Points: 2
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 46
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
Point Spread 0-4
0
i
1
2
3
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I
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MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
Point Spread 0-4
0
—
1
2
3
4
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;MICROFILMED BY JORM MICROLAB
1
• CEDAR RAPIDS AND DES MOINES, IOWA
29
I
JOB EVALUATION
FY79 j
POSITION: MW III DATE:
CLASSIFICATION: SKILLED & LIN-SKILI.ED LABOR RANGE:
LVALt1ATION COMPONENTS
KNOWLEDGE This factor considers the education, knowledge and
experience the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess
whether it be gained by on-the-job experience,
prior training and education or both. It is
limited by the nature of instructions received
regarding work task and by the amount of super-
vision received.
Point Total
1. Job Knowledge Range Points
a. Knowledge of equipment and tools 1-16
Knowledge of equipment and tools - machine
to be operated and maintained, what needs
to be set up and adjusted, what is to be
dismantled and repaired, and the tools to
be used in the process.
b. Knowledge of methods & procedures 1-13
Knowledge of methods & processes - process
of setting up and adjusting or maintenance,
repair and construction of a particular
article or project.
C. Knowledge of materials 1-13
Knowledge of materials - recognition and uses,
working properties.
Maximum Total Points: 42
Maximum Assigned Points: 36
FACTOR DEGREES: Scope of knowledge is measured in three
degrees: 1) casual - incidental or casual
knowledge and little or no experience;
2) working - general or workable knowledge
with average skill and some experience;
3) expert - exceptional knowledge and
skill and considerable training and
experience in this area.
"57—
MICROFILMED 9Y
JORM MICROLAB
CEDAR RAPIDS -DES 110111ES
ILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
t 30
a of
pment & tools
Rough & simple hand tools,
simple equipment.
Precision tools, simple
to ordinary equipment.
Ordinary to semi -complex 14
equipment.
Comples to very complex
equipment.
Point Spread
Casual Working Expert
1-5 6-10 11-16
Point Spread
Casual Working Expert
(b) Methods & processe(s)
1-4 5-9 10-13
1. Simple work.
2. Routine or common methods.
3. Complicated methods. —7r-
4. Very complicated methods.
Point Spread
Casual Workin Expert
(c) Materials
1-4 5-9 10-13
1. None required.
2. Common materials easy to
recognize or learn about.
3. Wide variety of materials
used repetitively. 11
4, Wide variety of materials
used in complex or non-
reptitive operations.
i
RESPONSIBILITY
2. Responsibility for Equipment and Tools
Point Total
This factor is a measure of the job's
Range Points
responsibility for preforming work
1-16 1L
without damaging tools or equipment.
It evaluates the responsibility for
preventing damage due to carelessness
or negligence to the equipment used
in the performance of a job.
Credit is based on the care necessary
to prevent damage and in consideration
of the estimated cost of the damage
for any one mishap. Auxilliary
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOVIES
o+
,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i
equipment not actually used by the
job should then be taken into consid-
eration if careless actions by the
worker may result in damage to it.
The use of expensive equipment does
— not necessarily involve a high degree
of responsibility unless, a slight
mistake will involve a serious loss
of life or property.
FACTOR DEGREES:
Use of Equipment
Point Spread 0-16
(a) Little care required. Damage not
1
likely to occur.
(b) Ordinary care required. Some oppor-
2-4
tunity of damage of small consequence.
i(c) Steady care required. Regular oppor-
5-7
tunity for but not frequent occurrence
of damage. Damage fairly large.
(d) Special care required. Frequent
8-11
opportunity for damage of consider-
able extent or less frequent oppor-
tunity for greater damage.
i (e) Sustained, special care required. 11
12-16
Continuous opportunity for damage
of serious nature.
Maximum Total Points: 16
J
Maximum Assigned Points: 11
i
J 3. Responsibility for Materials
Point Total
This factor is a measure of the
Range Points
responsibility required to produce a
quality service, or to prevent or minimize
0-8
damage to processing and equipment. It
_6
appraises the responsibility for preventing
f waste or joss of raw materials or partially
finished products through error. There
should not be a use of either a maximum
-: or a mlmimum but an average based on normal
l expectation. The cost of losses may be
any of the following: 1) cost of damage
to product, 2) reduction in the value, 3)
1 cost of replacing, repairing or rehandling
., the servicing that was to be delivered.
FACTOR DEGREES:
Point Spread 0-8
Use of Material
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
I
I
;MICRUFILMED BY JORM MICROLAB
i
• CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MONIES
32
—
(a) Little care required. Damage not
0
likely to occur. —'
(b) Ordinary care required. Some oppor-
1
tunity of damage of small consequence.
_
(c) Average steady care required. Regular
2-3
opportunity for but not frequent
occurrence of damage. Damage fairly
—
large.
(d) Special care required. Frequent 6
q_g
opportunity for damage of consider-
_
able importance or less frequent oppor-
tunity for damge of large importance.
(e) Sustained, special care required.
7_8'
Continuous opportunity for damage
1 of serious nature.
Maximum Total Points: 8
Maximum Assigned Points: 6
4. Responsibility for Direction &
j Instruction of Others
Point Total
This factor measures the responsibility
Range Points
which goes with the job for instructing
0-6 3
and directing the work of others. It is
not intended to appraise supervisory
responsibilities for results. The
`-
number of individuals directed shall be
considered as those given immediate
guidance and also those indirectly
assisted through any other channels.
I
FACTOR DEGREES:
I j
Point Spread 0-6
i (a) Responsibility only for own work,
0
but may coordinate work with others.
` (b) Responsible for instructing, directing
1
one or two helpers 50% or more of the
time.
(c) Responsible for instructing, directing 3
I
2-3
I or setting up for a small group of
employees usually in the same occupa-
tion up to 10 persons.
(d) Responsible for instructing, directing
4-6
and maintaining the flow of work in
a group of employees up to 20 persons.
I.
Maximum Total Points: 6
Maximum Assigned Points: 3
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MONIES
J
,MICROFILMED BY JORM MICROLAB
33
CEDAR RAPIDS AND DES MOINES, IOWA
5. Responsibility for the Safety of Others
any injury caused others would be
Point
This factor evaluates a worker's responsi-
Spread
bility for protecting, safeguarding or
Handles materials or uses tools on
working carefully to prevent injury to
0-6
others. Careless operation of machines or
handling of materials or tools by the
possibility of causing minor cuts,
employee on the job being rated may result
in injury to others. Accordingly, this
factor appraises: a) the care necessary
Performs work where improper action
to prevent injury to others, and b) the
probable extent of such injury.
Total
Points
9_
FACTOR DEGREES: Point Spread 0-6
(a) Generally works on opealions where 0
FIICROFIIMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110111ES
Total
Points
2
any injury caused others would be
very slight.
(b)
Handles materials or uses tools on
1-2
operations where there is some
possibility of causing minor cuts,
bruises or burns.
(c)
Performs work where improper action
3-4
may possibly cause severe cuts,
bruises or burns resulting in lost
time of less than two weeks duration.
(d)
Performs work where improper action 5
5
may cause broken bones, very severe
burns, or exposure to health hazards,
resulting in lost time of more than
two weeks.
(e)
Performs work where improper action
6
may cause loss of hand or foot or
eye, or considerable exposure to
occupational diseases, resulting in
permanent disability.
Maximum Total Points: 6
Maximum Assigned Points: 5
6.
Physical Effort
Point
Spread
This factor considers the amount and continuity
of physical effort required to perform a job.
0-5
It is measured by the amount of weight per unit
handled, awkwardness and position of handling.
It is limited by the frequency of occurrence.
Consideration should also be given to the method
of handling and the periods of rest or unoccupied
time.
FIICROFIIMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110111ES
Total
Points
2
i
5
Medium
Heavy
i
i.
i I
i
lbs
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
34
FACTOR DEGREES: 0 1-2
Very Light
Continuity of Effort Light 6-30
0-5 lbs lbs
(a) Infrequent exertion _
(b) Intermittent to 0, ordinary
exertion _
(c) Average to steady exertion _
(d) Constantly sustained exertion
Maximum Total Points: 5
Maximum Assigned Points: 2
7. Mental & Visual Attention
This factor cosiders the concentration and
alertness, both mental and visual, required
by a job. It is measured by the type of
work or problems encountered. It is
limited by the frequency of occurrence of
problems and the degree of alertness and
concentration necessary for their solution.
Consideration should also be given to the
variety of work, amount of complexity of
planning or inspecting and the coordination
of visual with manual dexterity.
FACTOR DEGREES:
(a) Little, mental and intermittent
visual attention. Work of the most
simple sort requiring no close nor
sustained attention.
(b) Ordinary mental or visual attention. _
Work where irregularities are difficult
or fairly infrequent or minor in effect.
(c) Frequent mental or visual attention. _
Work involves some likelihood of
irregularity or difficulty.
(d) Continuous mental and visual attention. 6
Operation requires constant alertness.
(e) Concentrated mental and visual _
attention. Work involves planning and
laying out complex work.
Maximum Total Points: 8
Maximum Assigned Points: 6
2
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOINES
3-4
5
Medium
Heavy
31-75
76 or More
lbs
lbs
Point
Total
Spread
Points
0-8
6
Point Spread 0-8
0
1-2
3-5
6-7
8
7
�i
i
1
I
I
I
r
(MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
35
B. Hazards
This factor appraises the hazards, both
accident and health, connected with or'
surrounding the job, even though all
safety devices have been installed.
Consider the material being handled,
machine or tools used, the work position,
the possibility of accident, even though
none has occurred, and the probably
seriousness of the injury. Where the job
has several different hazards, consider
the greatest of these hazards from the
standpoint of time exposed or the probability
and severity of injury.
FACTOR DEGREES:
(a) Accident or health hazards absent
or negligible.
(b) Exposure to lost time accidents such
as abrasions, cuts, bruises or burns.
Health hazards negligible.
(c). Exposure to lost time accidents, such 2
as crushed hand or foot, loss of
fingers, eye injury from flying particles,
some exposure to occupantional diseases
not incompacitating in nature.
(d) Exposure to incapacitating accidents
or health hazards, such as loss of
arm or leg, impairment of vision.
(e) Exposure to accidents or occupational
disease which may result in total
disability or death.
Maximum Total Points: 5
Maximum Assigned Points: 2
9. Surroundings
This factor is a measure of the disagreeable
features of a job. The features to be con-
sidered are those which affect the physical
sense or cause discomfort to the employees.
Typical causes of discomfort are dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, wearing a respirator,
inadequate lighting and poor ventilation.
Consider also the relative amount and
continuity of exposure to those conditions
which make the job undesirable.
MICROFILMED BY
JORM MICROLAB
I CEDAR RAPIDS -DES MOINES
Point Total
Spread Points
0-5 P_
Point Spread 0-5
0
1
1A
3-4
5
Point
Total
Spread
Points
0-4
3
i
I
t ,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
36
FACTOR DEGREES:
Point Spread 0-4
(a)
Pleasant surroundings with no objec-
0
tionable features.
1
(b)
Fair conditions or rare exposure to _
disagreeable elements.,
2
(c)
Occasional exposure to disagreeable
(d)
elements.
Frequent exposure to one particularly 3
3
^
disagreeable element or continuous
exposure to several.
4
(e)
Continuous and intensive exposure to
extremely hazardous elements.
Maximum Total Points: 4
Maximum Assigned Points: 3
TOTAL POINTS ASSIGNED ALL CATEGORIES:
__34
MAXIMUM TOTAL POINTS - ALL CATEGORIES:
100
i
r.I.i
I
�j
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
I
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1 '
37
JOB EVALUATION
FY79
11051 t ION: Mechanic I _ DAJ E:
CLASSIFICATION: SKILLED & ()N-SKILI.ED LABOR RANGE:
LVALUATION COMPONENTS
KNOWLEDGE This factor considers the education, knowledge and
experience the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess
whether it be gained by on-the-job experience,
prior training and education or both. It is
limited by the nature of instructions received
regarding work task and by the amount of super-
vision received.
Point Total
1. Job Knowledge Range Points
a. Knowledge of equipment and tools 1-18 _
Knowledge of equipment and tools - machine
to be operated and maintained, what needs
to be set up and adjusted, what is to be
dismantled and repaired, and the tools to
be used in the process.
b. Knowledge of methods & procedures 1-13
Knowledge of methods & processes - process
of setting up and adjusting or maintenance,
repair and construction of a particular
article or project.
C. Knowledge of materials 1-13
Knowledge of materials - recognition and uses,
working properties.
Maximum Total Points: 42
Maximum Assigned Points: 4➢_
FACTOR DEGREES: Scope of knowledge is measured in three
degrees: 1) casual - incidental or casual
knowledge and little or no experience;
2) working - general or workable knowledge
with average skill and some experience;
3) expert - exceptional knowledge and
skill and considerable training and
experience in this area.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOIRES
1
E
(MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
38
Knowledge of Point Spread
Casual Working Expert
(a) Equipment & tools
I. Rough & simple hand tools, 1-5 6-10 11-16
simple equipment.
2. Precision tools, simple
to ordinary equipment.
3. Ordinary to semi -complex 15
equipment.
4. Comples to very complex _
equipment.
Point Spread
Casual Working Expert
(b) Methods & processe(s)
1. Simple work. 1-4 5-9 10-13
2. Routine or common methods.
3. Complicated methods. 12
4. Very complicated methods.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES HOMES
Point Spread
Casual Working Expert
(c) Materials
1. None required.
1-4 5-9 10-13
2. Common materials easy to
recognize or learn about.
3. Wide variety of materials
_
used repetitively.
4. Wide variety of materials 13
used in complex or non-
reptitive operations.
RESPONSIBILITY
2. Responsibility for Equipment and Tools
Point Total
This factor is a measure of the job's
Range Points
responsibility for preforming work
without damaging tools or equipment.
1-16 14
It evaluates the responsibility for
preventing damage due to carelessness
or negligence to the equipment used
in the performance of a job.
Credit is based on the care necessary
to prevent damage and in consideration
of the estimated cost of the damage
for any one mishap. Auxilliary
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES HOMES
r�
w.
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
39
equipment not actually used by the
job should then be taken into consid-
eration if careless actions by the
worker may result in damage to it.
The use of expensive equipment does
not necessarily involve a high degree
of responsibility unless, a slight
mistake will involve a serious loss
of life or property.
FACTOR DEGREES:
Use of Equipment
(a) Little care required. Damage not
likely to occur.
(b) Ordinary care required. Some oppor-
tunity of damage of small consequence.
(c) Steady care required. Regular oppor-
tunity for but not frequent occurrence
of damage. Damage fairly large.
(d) Special care required. Frequent
opportunity for damage of consider-
able extent or less frequent oppor-
tunity for greater damage.
(e) Sustained, special care required. 14
Continuous opportunity for damage
or serious nature.
Maximum Total Points: 16
Maximum Assigned Points: 14
3. Responsibility for Materials
This factor is a measure of the
responsibility required to produce a
quality service, or to r_"vent or minimizu
damage to processing and equipment. It
appraises the responsibility for preventing
waste or loss of raw materials or partially
finished products through error. There
should not be a use of either a maximum
or a mimimum but an average based on normal
expectation. The cost of losses may be
any of the following: 1) cost of damage
to product, 2) reduction in the value, 3)
cost of replacing, repairing or rehand,ing
the servicing that was to be delivered.
FACTO -EES:
Ilse of Material
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110IIIES
Point Spread 0-16
1
2-4
5-7
B-11
12-16
Point
Range
0-8
Point Spread 0-8
Total
Points
7
f
MCROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DLS MOINES
;MICROFILMED BY JORM MICROLAB CEDAR
I
RAPIDS AND DES MOINES, IOWA
Ila
(a) Little care required. Damage not
0
likely to occur.
(b) Ordinary care required. Some oppur-
1
lunity of damage of small consequence.
(c) Average steady care required. Regular
2-3
opportunity for but not frequent
occurrence of damage. Damage fairly
large.
(d) Special care required. Frequent
4-6
opportunity for damage of consider-
able importance or less frequent oppor-
tunity for damge of large importance.
(e) Sustained, special care required. 7
7-6
Continuous opportunity for damage
of serious nature.
Maximum Total Points: 8
i
i Maximum Assigned Points: 7
4. Responsibility for Direction &
Instruction of Others
Point Total
This factor measures the responsibility
Range Points
which goes with the job for instructing
0-6 0
and directing the work of others. It is
not intended to appraise supervisory
responsibilities for results. The
number of individuals directed shall be
considered as those given immediate
-
guidance and also those indirectly
assisted through any other channels.
"
FACTOR DEGREES:
I
Point Spread 0-6
(a) Responsibility only for own work, 0
0
but may coordinate work with others.
r
(b) Responsible for instructing, directing
1 _
one or two helpers 50% or more of the
time.
(c) Responsible for instructing, directing
2-3
or setting up for a small group of
employees usually in the same occupa-
tion up to 10 persons.
(d) Responsible for instructing, directing
4-6
and maintaining the flow of work in
a group of employees up to 20 persons.
Maximum Total Points: 6
Maximum Assigned Points: 0
MCROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DLS MOINES
;MICROFILMED BY JORM MICROLAS CEDAR RAPIDS AND DES MOINES, IOWA
41.
S. Responsibility for the Safety of Others
any injury caused others would be
Point Total
This factor evaluates a worker's responsi-
Spread Points
bility for protecting, safeguarding or
Handles materials or uses tools on
working carefully to prevent injury to
0-6 5
others. Careless operation of machines or
handling of materials or tools by the
possibility of causing minor cuts,
employee on the jab being rated may result
in injury to others. Accordingly, this
factor appraises: a) the care necessary
Performs work where improper action
to prevent injury to others, and b) the
probable extent of such injury.
FACTOR DEGREES:
Point Spread 0-6
(a) Generally works on opeations where
0
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Total
Points
_Z
any injury caused others would be
very slight.
(b)
Handles materials or uses tools on
1-2
operations where there is some
possibility of causing minor cuts,
bruises or burns.
(c)
Performs work where improper action
3-4
may possibly cause severe cuts,
bruises or burns resulting in lost
time of less than two weeks duration.
(d)
Performs work where improper action 5
5
may cause broken bones, very severe
burns, or exposure to health hazards,
resulting in lost time of more than
two weeks.
(e)
Performs work where improper action
6
may cause loss of hand or foot or
eye, or considerable exposure to
occupational diseases, resulting in
permanent disability.
Maximum Total Points: 6
Maximum Assigned Points: 5
6.
Physical Effort
Point
Spread
This factor considers the amount and continuity
of physical effort required to perform a job.
0-5
It is measured by the amount of weight per unit
handled, awkwardness and position of handling.
It is limited by the frequency of occurrence.
Consideration should also be given to the method
of handling and the periods of rest or unoccupied
time.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Total
Points
_Z
�rMICROFILMED BY JORM MICROLAB • CEDAR RAPIDS AND DES MOINES, IOWA
r�
lip
FACTOR DEGREES: 0
1-2 3-4 5
(a)
Very
Light Medium Heavy
Continuity
of Effort Light
6-30 31-75 76 or More
0-5 lbs
lbs lbs lbs
(a)
Infrequent exertion
(b)
Intermittent to 0, ordinary
1-2
exertion
(c)
Average to steady exertion
_
2
(d)
Constantly sustained exertion
3-5
Maximum Total Points: 5
Maximum Assigned Points: 2
7.
Mental & Visual Attention
Point Total
Operation requires constant alertness.
Spread Points
(e)
This factor cosiders the concentration and
8
alertness, both mental and visual, required
0-8 5
by a job. It is measured by the type of
work or problems encountered. It is
limited by the frequency of occurrence of
problems and the degree of alertness and
concentration necessary for their solution.
Consideration should also be given to the
variety of work, amount of complexity of
planning or inspecting and the coordination
of visual with manual dexterity.
FACTOR DEGREES:
Point Spread 0-8
(a)
Little, mental and intermittent
0
visual attention. Work of the most
simple sort requiring no close nor
sustained attention.
(b)
Ordinary mental or visual attention.
1-2
Work where irregularities are difficult
or fairly infrequent or minor In effect.
(c)
Frequent mental or visual attention. 5
3-5
Work involves some likelihood of
irregularity or difficulty.
(d)
Continuous mental and visual attention.
6-7
Operation requires constant alertness.
(e)
Concentrated mental and visual
8
attention. Work involves planning and
laying out complex work.
Maximum Total Points: a
Maximum Assigned Points: 5
PIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES I101NE5
M
I
i
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS
AND DES MOINES, IOWA
I
I
�
�
43
8.
Hazards
Point Total
Spread Points
--
fhis factor appraises the hazards, both
2
accident and health, connected with or
0-5
surrounding the job, even though all
—
safety devices have been installed.
Consider the material being handled,
machine or tools used, the work position,
the possibility of accident, even though
_
none has occurred, and the probably
seriousness of the injury. Where the job
has several different hazards, consider
—
the greatest of these hazards from the
standpoint of time exposed or the probability
I i
and severity of injury.
FACTOR DEGREES:
Point Spread 0-5
(a)
Accident or health hazards absent
0
_
or negligible.
'
(b)
Exposure to lost time accidents such
1
as abrasions, cuts, bruises or burns.
Health hazards negligible.
(c)
Exposure to lost time accidents, such _2
2
i
as crushed hand or foot, loss of
fingers, eye injury from flying particles,
some exposure to occupantional diseases
not incompacilating in nature.
(d)
Exposure to incapacitating accidents
3-4
or health hazards, such as loss of
_.
arm or leg, impairment of vision,
(e)
Exposure to accidents or occupational
5
_
disease which may result in total
disability or death.
i {
Maximum Total Points: 5
2
i
Maximum Assigned Points:
9.
Surroundings
Point Total
Spread Points
This factor is a measure of the disagreeable
3
"1
features of a job. The features to be con-
0-4
sidered are those which affect the physical
•
i.
sense or cause discomfort to the employees.
,..I
Typical causes of discomfort are dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, wearing a respirator,
inadequate lighting and poor ventilation.
Consider also the relative amount and
continuity of exposure to those conditions
which make the job undesirable.
j
iis
- -- • --' - --•—
MICROFILMED BY
JORM MICROLAB
CEDAR RANDS -DES MOINES
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
44
FACTOR DEGREES:
(a) Pleasant surroundings with no objec-
i
I
tionable features.
(b) Fair conditions or rare exposure to
disagreeable elements.,
i
(c) Occasional exposure to disagreeable
elements.
r
(d) Frequent exposure to one particularly
3
disagreeable element or continuous
exposure to several.
(e) Continuous and intensive exposure to
extremely hazardous elements.
Maximum Total Points:
4
i
1
TOTAL POINTS ASSIGNED - ALL CATEGORIES:
MAXIMUM TOTAL POINTS - ALL CATFrnalFc-
j
i
t
i
i
i
y
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
44
FACTOR DEGREES:
(a) Pleasant surroundings with no objec-
tionable features.
(b) Fair conditions or rare exposure to
disagreeable elements.,
(c) Occasional exposure to disagreeable
elements.
(d) Frequent exposure to one particularly
3
disagreeable element or continuous
exposure to several.
(e) Continuous and intensive exposure to
extremely hazardous elements.
Maximum Total Points:
4
Maximum Assigned Points:
_ 3
TOTAL POINTS ASSIGNED - ALL CATEGORIES:
MAXIMUM TOTAL POINTS - ALL CATFrnalFc-
Point Spread 0-4
0
1
2
3
4
r
-MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i
I
i
i
115
JOB EVALUATION
FY79
w
PUSI'fION: Sr. Maintenance Worker DATE: 5/29/79
it
CLASSIFICATION: SKILLED & UN -SKILLED LABOR RANGE:
M
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the education, knowledge and
have to the job
experience the worker must perform
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess
whether it be gained by on-the-job experience,
prior training and education or both. It is
limited by the nature of instructions received
regarding work task and by the amount of super-
vision received.
Point Total
Range Points
1. Job Knowledge
—
a. Knowledge of equipment and tools 1-16
Knowledge of equipment and tools - machine
to be operated and maintained, what needs
i
to be set up and adjusted, what is to be
i
—
dismantled and repaired, and the tools to
I
be used in the process.
b. Knowledge of methods & procedures 1-13
Knowledge of methods & processes - process
of setting up and adjusting or maintenance,
repair and construction of a particular
ii
article or project.
i
C. Knowledge of materials 1-13
Knowledge of materials - recognition and uses,
working properties.
i
Maximum Total Points: 42
t I
i r42
Maximum Assigned Points:
it
I ,y
I
FACTOR DEGREES: Scope of knowledge is measured in three
-�
degrees: 1) casual - Incidental or casual
knowledge and little or no experience;
-
2) working - general or workable knowledge
with average skill and some experience;
3) expert - exceptional knowledge and
•
skill and considerable training <:nd
I
J
experience in this area.
I
i
MICROFILMED BY
JORM MICROLAB
- I
1
CEDAR RAPIDS -DES n0111ES
i
;MICROFILMED BY JORM MICROLAB
I '
46
Knowledge of
(a) Equipment & tools
• CEDAR RAPIDS AND DES MOINES, IOWA
I. Rough & simple hand tools,
simple equipment.
2. Precision tools, simple _
to ordinary equipment.
3. Ordinary to semi -complex
equipment.
4. Comples to very complex 16
equipment.
(b) Methods & processe(s)
W
Point Spread
Casual Working Expert
1-5 6-10 11-16
Point Spread
Casual Working Expert
1. Simple work. 1-4 5-9 10-13
2. Routine or common methods. _
3. Complicated methods.
4. Very complicated methods. _7T_
(c) Materials
1. None required.
2. Common materials easy to _—
recognize or learn about.
3. Wide variety of materials
used repetitively.
4. Wide variety of materials 13
used in complex or non-
replitive operations.
RESPONSIBILITY
2. Responsibility for Equipment and Tools
This factor is a measure of the job's
responsibility for preforming work
without damaging tools or equipment,
It evaluates the responsibility for
preventing damage due to carelessness
or negligence to the equipment used
In the performance of a job.
Credit is based on the care necessary
to prevent damage and in consideration
of the estimated cost of the damage
for any one mishap. Auxilliary
Point Spread
Casual Working Expert
1-4 5-9 10-13
HICRDFILREO BY
JORM MICROLAB
CEDAR RAPIDS•DES 110 IIIES
Point
Total
Range
Points
1-16
14
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i
IIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
equipment not actually used by the
job should then be taken into consid-
eration if careless actions by the
worker may result in damage to it.
The use of expensive equipment does
not necessarily involve a high degree
of responsibility unless, a slight
mistake will involve a serious loss
of life or properly.
FACTOR DEGREES:
7
I
Use of Equipment
Point Spread 0-16
(a) Little care required. Damage not
1
likely to occur.
(b) Ordinary care required. Some oppor-
2-4
tunny of damage of small consequence.
r
(c) Steady care required. Regular oppor-
5-7
tunity for but not frequent occurrence
-'
of damage. Damage fairly large.
(d) Special care required. Frequent
8-11
opportunity for damage of consider-
able extent or less frequent oppor-
s
tunity for greater damage.
(e) Sustained, special care required. 14
12-16
Continuous opportunity for damage
of serious nature.
J
Maximum Total Points: 16
Maximum Assigned Points: 14
3. Responsibility for Materials
{
Point Total
This factor is a measure of the
Range Points
�I
responsibility required to produce a
quality service, or to prevent or minimize
0-8 8
damage to processing and equipment. It
i
appraises the responsibility for preventing
waste or loss of raw materials or partially
j
finished products through error. There.
should not be a use of either a maximum
or a mimimum but an average based on normal
expectation. The cost of losses may be
any of the following: 1) cost of damage
�f
to product, 2) reduction in the value, 3)
cost of replacing, repairing or rehandling
1 , I
the servicing that was to be delivered.
"
FACTOR DEGREES:
Point Spread 0-8
I !
I"
Use of Material
IIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
i
w
i
Points
0
1
I
I
i.
i
I
w
,MICROFILMED BY JORM IgICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
`I
48
(a) Little care required. Damage not _
likely to occur.
(b) Ordinary care required. Some oppor-
tunity of damage of small consequence.
(c) Average steady care required. Regular_
opportunity for but not frequent
occurrence of damage. Damage fairly
large.
(d) Special care required. Frequent _
opportunity for damage of consider-
able importance or less frequent oppor-
tunity for damge of large importance.
(e) Sustained, special care required. 8
Continuous opportunity for damage
of serious nature.
Maximum Total Points: 8
Maximum Assigned Points: 8
4. Responsibility for Direction &
Instruction of Others
This factor measures the responsibility
which goes with the job for instructing
and directing the work of others. It is
not intended to appraise supervisory
responsibilities for results. The
number of individuals directed shall be
considered as those given immediate
guidance and also those indirectly
assisted through any other channels.
FACTOR DEGREES:
(a) Responsibility only for own work, _
but may coordinate work with others.
(b) Responsible for instructing, directing 1
one or two helpers 50% or more of the
time.
(c) Responsible for instructing, directing _
or setting up for a small group of
employees usually in the same occupa-
tion up to 10 persons.
(d) Responsible for instructing, directing
and maintaining the flow of work in
a group of employees up to 20 persons.
Maximum Total Points: 6
Maximum Assigned Points: 1
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOIDEs
Point
w
Range
Points
0
1
2-3
4-6
w
7-8
Point
Total
Range
Points
0-6
1
Point Spread 0-6
0
1
Pal
4-6
7
.;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
119
5. Responsibility for the Safely of Others
bruises or burns resulting in lost
Point Total
This factor evaluates a worker's responsi-
Spread Points
bility for protecting, safeguarding or
working carefully to prevent injury to
0-6 1
others. Careless operation of machines or
handling of materials or tools by the
employee on the job being rated may result
in injury to others. Accordingly, this
factor appraises: a) the care necessary
to prevent injury to others, and b) the
probable extent of such injury.
FACTOR DEGREES:
Point Spread 0-6
(a ) Generall works on opeations where
0
y
any injury caused others would be
very slight.
(b) Handles materials or uses tools on 1-2
operations where there is some
possibility of causing minor cuts,
bruises or burns.
(c) Performs work where improper action 4 3-4
may possibly cause severe cuts,
bruises or burns resulting in lost
time of less than two weeks duration.
(d) Performs work where improper action
may cause broken bones, very severe
burns, or exposure to health hazards,
resulting in lost time of more than
two weeks.
(e) Performs.work where improper action
may cause loss of hand or foot or
eye, or considerable exposure to
occupational diseases, resulting in
permanent disability.
Maximum Total Points: 6
Maximum Assigned Points: 4
6. Physical Effort
Point
Spread
This factor considers the amount and continuity
of physical effort required to perform a job.
0-5
It is measured by the amount of weight per unit
handled, awkwardness and position of handling.
It is limited by the frequency of occurrence.
Consideration should also be given to the method
of handling and the periods of rest or unoccupied
time.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110IMES
5
9
Total
Points
4
i
I
'.;P71CR.OFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 11011JES
50
FACTOR DEGREES: 0
1-2 3-4 5
Very
Light Medium Heavy
Continuity of Effort Light
6-30 31-75 76 or More
0-5 lbs
lbs lbs lbs
(a)
Infrequent exertion
_
(b)
Intermittent to 0, ordinary
exertion
"
(c)
Average to steady exertion
(d)
Constantly sustained exertion
Maximum Total Points: 5
.f
Maximum Assigned Points: 4
7.
Mental & Visual Attention
Point Total
a�
Spread Points
This factor cosiders the concentration and
r1
alertness, both mental and visual, required
0-8 6
by a job. It is measured by the type of
work or problems encountered, It is
_
limited by the frequency of occurrence of
�
problems and the degree of alertness and
�^ I
concentration necessary for their solution.
Consideration should also be given to the
�.
variety of work, amount of complexity of
planning or inspecting and the coordination
of visual with manual dexterity.
FACTOR DEGREES:
Point Spread 0.8
r
(a)
Little, mental and intermittent
0
visual attention. Work of the most
simple sort requiring no close nor
_
sustained attention.
(b)
Ordinary mental or visual attention.
1-2
Work where irregularities are difficult
or fairly infrequent or minor in effect.
(c)
Frequent mental or visual attention. 6
3-5
Work involves some likelihood of
irregularity or difficulty.
(d)
Continuous mental and visual attention.
6-7
Operation requires constant alertness.
(e)
Concentrated mental and visual
8
attention. Work involves planning and
i.
laying out complex work.
Maximum Total Points: 8
r
Maximum Assigned Points: 6
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 11011JES
r
--,,MICROFILMED BY JORM MICROLAB
I `f
%1
51
• CEDAR RAPIDS AND DES MOINES, IOWA
B. Hazards
this factor appraises the hazards, both
accident and health, connected with or
surrounding the job, even though all
safety devices have been installed.
Consider the material being handled,
machine or tools used, the work position,
the possibility of accident, even though
none has occurred, and the probably
seriousness of the injury. Where the job
has several different hazards, consider
the greatest of these hazards from the
standpoint of time exposed or the probability
and severity of injury.
FACTOR DEGREES:
(a) Accident or health hazards absent
or negligible.
(b) Exposure to lost time accidents such
as abrasions, cuts, bruises or burns.
Health hazards negligible.
(c) Exposure to lost time accidents, such _
as crushed hand or foot, loss of
fingers, eye injury from flying particles,
some exposure to occupantional diseases
not incompacitating in nature.
(d) Exposure to incapacitating accidents
or health hazards, such as loss of
arm or leg, impairment of vision.
(e) Exposure to accidents or occupational _
disease which may result in total
disability or death.
Maximum Total Points: 5
Maximum Assigned Points: 2
9. Surroundings
This factor is a measure of the disagreeable
features of a job. The features to be con-
sidered are those which affect the physical
sense or cause discomfort to the employees.
Typical causes of discomfort are dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, wearing a respirator,
inadequate lighting and poor ventilation.
Consider also the relative amount and
continuity of exposure to those conditions
which make the job undesirable.
MICROFILMED BY
JORM WROLAB
CEDAR RAPIDS -DES MOVIES
Point Total
Spread Points
0-5 2
Point Spread 0-5
0
1
2
3-4
5
Point
Total
Spread
Points
0-4
3
1377
JMICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
52
FACTOR DEGREES:
Point Spread 0-4
(a) Pleasant surroundings with no objec-
tionable features.
(b) Fair conditions or rare exposure to 1
disagreeable elements.,
(C) Occasional exposure to disagreeable 2
elements.
(d) Frequent exposure to one particularly 3 3
disagreeable element or continuous
exposure to several.
(e) Continuous and intensive exposure to
extremely hazardous elements. 4
Maximum Total Points: 4
Maximum Assigned Points: 3
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 84
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
;,MICROFILMED BY JORM MICROLAB
1
• CEDAR RAPIDS AND DES MOINES, IOWA
1979 JOB EVALUATION
BENCH MARK POSITIONS
OLD NEW CLASSIFICATION SALARY DATA
GRADE POSITION POSITION ASSIGNED POINTS MAX POINTS FROM TO OLD-FROM/TO
`
Skilled
and Non -Skilled Laborers
rr
1
MW I Same
46 100
1
/
1
690/894
'
6
MW III Same
73 100
6
/
6
820/1072
L 7
Ilech. I Same
78 100
7
/
7
850/1112
8
Sr. MW Same
84 100
8
/
8
875/1193
I
w
N
1
1
f
it
f
1
I
MICROFILMED BY
'
JORM MICROLAB
I
CEDAR RAPIDS -DES MOIRES
r
;.MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
54
i
Group 2: Office and Clerical Workers ,
A. The Classification System
The evaluation of this second group required examination of _
factors similar to those in group one. However, the very
i
nature of the positions in this class required some additions
! and/or revisions to the basic factors.
!
r
j The evaluation system for this class concentrated on
knowledge, responsibility, mental and visual attention and
working conditions.
I
Knowledge, factor number one, identified three subfactors `
I
important in the performance of the Job: methods and
Procedures, equipment, education and training.
Methods and procedures measured the ability to fully 1
understand and comprehend P procedures and methods.
Particular attention was focused on the ability of the Job holder
to implement new procedures once a basic design was'
developed.
Education and experience measured the amount of education
and experience, either formerly or on the Job, required to
perform the Job satisfactorily. -
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIBES
,.-,,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
55
The scope of knowledge within this class was measured In the
same manner as in group one.
Responsibility, in this class, was measured through three
I i
factors. Each factor was designed to assess the position's
relative worth with respect to the factor in question.
Responsibility for Accuracy measured the responsibility for
accuracy of work prepared ano the impact errors could have on
policies and programs. It assessed each position's relationship
i
^�
to data requiring
q g precise translation. Credit was assigned for
the transmission of accurate data through internal and external
sources.
�
f
I
JResponsibility
for Confidential Data measured the amount of
access a job has to confidential data, the possible results of a
breach of confidentiality and the impact it could have on an
I y
individual, the City or the community as a whole.
i
Mental and Visual Attention and Surroundings were measured in
the
.-.
i
same manner as in group one positions.
B. Classification Results
s
The positions bench marked and analyzed in this class were:
Word Processing Operator, Account Clerk, Senior Clerk Typist,
MICROFILMED BY
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CEDAR RAPIDS -DES MOINES
I
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
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56
Secretary I and Senior Account Clerk. The evaluation of each _
position is represented on the following Individual forms. Each
bench marked position was evaluated based on the
aforementioned factors. The results of that evaluation are as
follows:
r
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES DOIMEs
a
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
rn
57
JOil t VAI IIA I ION
I y/!1
130511 ION: Account Clerk DA I E:
CLASSIFICATION: OFFICE & CLERICAL WORKERS RANGE:
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the knowledge, experience and
education the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess,
whether it be gained by on the job experience prior
to earning an education or both. It is limited to
the nature of instructions received regarding work
task or by the amount of supervision received.
1. Job Knowledge
Point
a. Knowledge of Methods & Procedures Range
The ability to fully understand and 1-18
comprehend procedures and methods
developed in the execution of duties,
and the implementation of new procedures
and new duties.
b. Knowledge of Equipment 1-11
The type of machine to be oeprated,
care of the equipment, maintenance
and adjustments of equipment when
necessary. Preventive maintenance.
C. Education & Experience 1-16
Amount of education and experience,
either formally or on the job,
required to perform the job satis-
factorily.
Maximum Total Points: 45
Maximum Assigned Points: 24
FACTOR DEGREES: Scope of knowledge required is measured in three
degrees: 1) casual - incidental or casual knowl-
edge and little or no experience; 2) working -
general or workable knowledge with average skill
and some experience; 3) expert - exceptional
knowledge and skill and considerable training
and experience in this area.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
Total
Points
I
.;MICROFILMED BY JORM MICROLAB
• CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MONIES
58
KNOWLEDGE OF:
Point Spread 1-18
a. Methods and Procedures
Working
Casual —
Expert
1. Simple work.
1-6 7-12
13-18
2. Routine common methods with 10
little or no supervision.
3. Complicated methods requir-
ing independent judgement.
4. Very complicated methods
whose operation affects
entire department.
Point Spread
1-11
Casual Working
Expert
b. Equipment
1. Basic, simple equipment
1 3 4-7
8-11
requiring very little skill
or training.
I 2. Ordinary to semi -complex 7
equipment requiring some
skill and training.
3. Complex to very complex —
equipment requiring a high
I
degree of experience and
i training.
4. Very complicated methods and
equipment operation proce-
dures requiring a number of
years of experience and
training,
Point Spread
1-16
Education and Experience
Working
Casual --=
Expert
C. Amount of
1. Basic high school education.
1-5 6-10
11-16
No additional training or
experience required. 7
2. High school training plus
additional on-the-job
experience required.
3. College with no experience
or training required.
4. College with additional on-—
the-job training and experi-
ence required.
5. Graduate from college plus _
additional and extensive
training or experience.
6. Graduate from college with
no training and experience.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MONIES
9
`MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1 �
Ila
RESPONSIBILITY
2. Responsibility for Accuracy
This factor measures the responsbilily which
goes with the job for accuracy of work pre-
pared. Credit is based on the relative degree
If impact an inaccurate statement or piece
of written correspondence can have on the
City image insofar as the public is concerned.
The measurement is based only on the ability
to translate written and verbal communications
into an accurate finished product.
FACTOOE=ES:
a• Inaccurate work unlikely to have any
impact on the public.
b. Inaccurate work likely to have minimal
effect on the public. --
G. Inaccurate work likely to have sub-
stantial impact on the public and
City image.
d• Inaccurate work likely to have
catastrophic impact on City image 10
and the public.
Maximum Total Points: 72
Maximum Assigned Points: ID
RESPONSIBILITY
3. Responsibility for Contacts
This factor measures the courtesy, tact
and persuasiveness required to maintain
good relationships with people at all
levels within the organization and to
Induce cooperation by personal or tele-
phone communications with persons other
than immediate supervisors or co-workers.
FACTODE=
a• Little if any public contact or
Point Total
S read Points
0-12 10
0
1-4
5-9
10-12
Point Total
Spread Points
0-10 7
nter-departmental interaction.
b• Handles
0
general public and inter-
departmental interaction occasionally
1-2
only.
C. Comes in contact with general public 1
continuously.
d• All contacts Internally and with the
3-7
general public are part of the job
functions.
B-10
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
a
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,-IMICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
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60
Maximum Total Points: 10
Maximum Assigned Points: 7
RESPONSIBILITY
4. Responsibility for Confidential Data
fhis factor measures the amount of access
a job has to confidential data, the possible
results of a breach of this confidentiality
and the impact it could have on an individual,
the City or the community as a whole.
FACTOR DEGREES:
a. No contact with confidential data at
anytime.
b. Some contact with confidential data _
under close observation and super-
vision.
C. Complete and total access to data _
that could be damaging to other
employees.
d. Complete and total access to data
that could be damaging to people and _
City operations.
e. Complete and total access that could
be damaging to people, City operations _
and the entire community as a whole.
Maximum Total Points: 15
Maximum Assigned Points: 3
5. Working Conditions and Hazards
This factor appraises the hazards of both accident
and health connected with and surrounding the job
even though all safety devices have been installed.
Consider the material being handled, the machines
to be used, work positions, the possibility of
accident even though none has occurred and the
possible seriousness of the injury. Where the job
has several different hazards, consider the greatest
of these hazards from the standpoint of time
exposed or the probability and severity of injury.
FACTOR DEGREES:
a. Accident or health hazards absent
or negligible.
HICROFILMEO BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Point
Spread
0-15
Point
Spread
0-5
C
Total
Points
3
Total
Points
I
,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
NICROFILMEO BY
JORM MICROLAB
CEDAR RAPIDS -DCS MOIRES
i�
61
b• Accidents improbable outside of minor
_
injuries such as abrasions, Cuts, —L
I
bruises or burns. Health hazards are
negligible.
-
C. Exposure to lost time accidents such
as crushed hand or fool, loss of
2
i
fingers, eye injury, etc. Some exposure
to occupational diseases
not incapaci-
tating in nature.
d. Exposure to incapacitating accidents or
health hazards.
3-4
e. Exposure to accidents or occupational
disease which may result in total
S
i
disability or death.
r
Maximum Total Points: S
Maximum Assigned Points: 1
V
6, Mental and Visual Attention
Point Total
1
Spread Points
Phis tactor considers the concentration and alert-
ness,
0 B
both mental and visual, required by a job.
It is
5
measured by the type of work or problems
encountered.
It is limited by the frequency of
_!
occurrence of problems and the alertness and
concentration necessary for the solution of these
problems. Consideration
should also be given to
the variety of work,
amount and complexity of
Planning or inspection
and the coordination of
visual attention with manual dexterity.
FACTOR DEGREES:
�i
a. Little mental and intermittent
!.:
visual attention. Work of a most '—
0
simple sort requiring no close or
2 !
sustained attention.
�.
b, Ordinary mental and visual attention.
Work where irregularities or difficul.
I -p
ties are fairly infrequent or minor
in effect.
•'
C. Frequent mental or visual attention. 5
Work involves some likelihood of --
3-5
�'
irregularity or difficulty.
n:
d. Continuous mental and visual attention.
Operation required constant
6-7
alertness.
e, Concentrated mental and
I
visual atten-
tion, Work involves planning and laying
B
out complex work.
ti
NICROFILMEO BY
JORM MICROLAB
CEDAR RAPIDS -DCS MOIRES
S
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
62
Maximum total Poiuls: B
Maximum Assigned Points: 5
Point Total
/. Surroundings
Spread Points
Ihis factor is a measure of the disagreeable features
0-4 4
of a job. The features to be considered are those
which affect the physical senses and cause discomfort
to the employees. Typical causes of discomfort are
dirt, fumes, odors, heat, cold, dampness, dust, glare,
vibration, noise, inadequate lighting, poor ventilation.
Consider also the relative amount and continuity of
exposure to these conditions which make the job
undesirable.
FACTOR DEGREES:
n. PleasantSurroundingswith no objet-
0
tionable features.
I), Fair conditions or rare exposure to
1
disagreeable elements.
C. Occasional exposure to disagreeable
2
elements.
d. Frequent exposure to one particularly
3
disagreeable element or continuous
exposure to several.
4
e. Continuous exposure to extremely
4
disagreeable elements.
Maximum Total Points: 4
Maximum Assigned Points: I
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 51
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
;,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
63
JOB I VAI IJA I ION
I y/9
I>OSIIION: Sr. Clerk Typist
UAIE:
CLASSIFICATION: OFFICE & CLERICAL WORKERS RANGE:
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the knowledge, experience and
education the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess,
whether it be gained by on the job experience prior
to earning an education or both. It is limited to
the nature of instructions received regarding work
task or by the amount of supervision received.
I
I. Job Knowledge
Point
a. Knowledge of Methods & Procedures Range
The ability to fully understand and
1-18
--� comprehend procedures and methods
developed in the execution of duties,
and the implementation of new procedures
iI and new duties.
II i b. Knowledge of Equipment 1-11
The type of machine to be oeprated,
care of the equipment, maintenance
and adjustments of equipment when
+ necessary. Preventive maintenance.
1
C. Education & Experience
1-16
I Amount of education and experience,
I either formally or on the job,
required to perform the job satis-
factorily.
l ae Maximum Total Points: qS
f Maximum Assigned Points: 30
.. FACTOR Scope of knowledge required is measured in three
degrees: 1) casual - incidental or casual knowl-
edge and little or no experience; 2) working -
general or workable knowledge with average skill
and some experience; 3) expert - exceptional
knowledge and skill and considerable training
and experience in this area.
i
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Total
Points
i
i
+
i
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i
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i
+
C
I
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1-18
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;,MICROFILMED BY DORM MICROLAB
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64
• CEDAR RAPIDS AND DES MOINES, IOWA
KNOWLEDGE OF:
Point Spread
1-18
a. Methods
and Procedures
Casual Working
Expert
--
1.
Simple work.
1-6 7-12
13-18
2.
Routine common methods with
little or no supervision.
3.
Complicated methods requir- 13
ing independent judgement.
4.
Very complicated methods
_
whose operation affects
entire department.
Point Spread
1-11
b. Equipment
Casual Working
Expert
1.
Basic, simple equipment
1-3 4-7
8-11
requiring very little skill
or training.
2.
Ordinary to semi -complex 7
equipment requirinS some
skill and training.
3.
Complex to very complex
_
equipment requiring a high
degree of experience and
i
training.
4.
Very complicated methods and
_
equipment operation proce-
dures requiring a number of
years of experience and
*training.
Point Spread
1-16
c. Amount of Education and Experience
Casual Working
Expert
1.
Basic high school education.
1-5 6-10
11-16
No additional training or
�+
experience required. 10
2.
High school training plus
_
additional on-the-job
experience required.
3.
College with no experience
or training required.
4.
College with additional on-
_
the -job training and experi-
ence required.
S.
Graduate from college plus
additional and extensive
training or experience.
6.
Graduate from college with
`
no training and experience.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
;MICROFILMED BY JORM MICROLAB
CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOVIES
65
.
RESPONSIBILITY
-
2. Responsibility for Accuracy
Point Total
Spread Points
This factor measures the responsbilily which
0-12
goes with the job for accuracy of work pre-
_9
pared. Credit is based on the relative degree
-
of impact an inaccurate statement or piece
of.written correspondence can have on the
City image insofar as the public is concerned.
The measurement is based only on the ability
to translate written and verbal communications
into an accurate finished product.
FACTOR DEGREES:
a. Inaccurate work unlikely to have any
0
impact on the public.
b. Inaccurate work likely to have minimal
1-4
effect on the public.
C. Inaccurate work likely to have sub-
5-9
_9
stantial impact on the public and
City image.
j
d. Inaccurate work likely to have
10-12
catastrophic impact on City image
and the public.
I �
Maximum Total Points: 12
PPP N.
Maximum Assigned Points: 9
RESPONSIBILITY
t �!
�.
I
3. Responsibility for Contacts
Point Total
Spread Points
,q
This factor measures the courtesy, tact
0-10 0
i'
and persuasiveness required to maintain
good relationships with people at all
IA
?
levels within the organization and to
Induce
cooperation by personal or tele -
Phone communications with persons other
than immediate supervisors
or co-workers.
FACTOR DEGREES
ii l!
`j
a. Little if any public contact or
inter
0
-departmental interaction.
k
b. Handles general public and inter-
1-2
departmental interaction occasionally
only.
C. Comes in contact with general public
3-7
1
continuously.
d. All contacts internally and with the B
8-10
general public are part of the job
i
functions.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOVIES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
i
66
Maximum Total Points: 10
Maximum Assigned Points: 8
RESPONSIBILITY
4. Responsibility for Confidential Data
This factor measures the amount of access
a job has to confidential data, the possible
results of a breach of this confidentiality
and the impact it could have on an individual,
the City or the community as a whole.
FACTO—EES:
a. No contact with confidential data at
anytime.
b. Some contact with confidential data
under close observation and super-
vision.
C. Complete and total access to data
that could be damaging to other
employees.
d. Complete and total access to data 12
that could be damaging to people and —
City operations.
e• Complete and total access that could
be damaging to people, City operations —
and the entire community as a whole.
Maximum Total Points: 15
Maximum Assigned Points: 12
Point
Total
Spread
Points
0-15
12
0
1-4
5-8
9-13
14-15
5• Working Conditions and Hazards
Point TotalSp
read Points
j This factor appraises the hazards of both accident
and health connected
0-5 0
with and surrounding the job
even though all safety devices have been installed.
I' Consider the material being handled, the machines
to be used, work
positions, the possibility of
accident even though none
has occurred and the
Possible seriousness of the injury. Where
the job
has several different hazards, consider the greatest
of these hazards
from the standpoint of time
exposed or the probability and severity injury.
of
FACTOR
a• Accident or health hazards absent
0
or negligible.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES I10JDrS
.-MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
67
b. Accidents improbable outside of minor
injuries such as abrasions, cuts,
bruises or burns. Health hazards are
negligible.
C. Exposure to lost Lime accidents such
as crushed hand or fool, loss of
fingers, eye injury, etc. Some exposure
to occupational diseases not incapaci-
tating in nature.
d. Exposure to incapacitating accidents or
health hazards.
e. Exposure to accidents or occupational
disease which may result in total
disability or death.
Maximum Total Points: 5
Maximum Assigned Points: 0
6. Mental and Visual Attention
This factor considers the concentration and alert-
ness, both mental and visual, required by a job.
It is measured by the type of work or problems
encountered. It is limited by the frequency of
occurrence of problems and the alertness and
concentration necessary for the solution of these
problems. Consideration should also be given to
the variety of work, amount and complexity of
planning or inspection and the coordination of
visual attention with manual dexterity.
FACTOR DEGREES:
a. Little mental and intermittent
visual attention. Work of a most
simple sort requiring no close or
sustained attention.
b. Ordinary mental and visual attention. _
Work where irregularities or difficul-
ties are fairly infrequent or minor
in effect. 5
C. Frequent mental or visual attention.
Work involves some likelihood of
,irregularity or difficulty.
d. Continuous mental and visual attention.
Operation required constant alertness.
e. Concentrated mental and visual atten-
tion. Work involves planning and laying
out complex work.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
1
2
3-4
5
Point
Spread
0-8
0
1-2
3-5
6-1
8
Total
Points
5
t
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
4
68
Maximum total Points: B
Maximum Assigned Points: _5
_i
Point
/. Surroundings
(
f
p
0-4
of a job. The features to be considered are those
which affect the physical senses and cause discomfort
j:
dirt, fumes, odors, heat, cold, dampness, dust, glare,
i
vibration, noise, inadequate lighting, poor ventilation.
di
i
I
i
exposure to these conditions which make the job
undesirable.
1
t
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
4
68
Maximum total Points: B
Maximum Assigned Points: _5
Point
/. Surroundings
Spread
Ihis factor is a measure of the disagreeable features
0-4
of a job. The features to be considered are those
which affect the physical senses and cause discomfort
to the employees. Typical causes of discomfort are
dirt, fumes, odors, heat, cold, dampness, dust, glare,
vibration, noise, inadequate lighting, poor ventilation.
Consider also the relative amount and continuity of
exposure to these conditions which make the job
undesirable.
FACTOR DEGREES:
,,. Pleasant surroundings with no objet-
0
tionable Iealures.
I,. fair conditions or rare exposure to
1
disagreeable elements.
C. Occasional exposure to disagreeable
2
elements.
d. Frequent exposure to one particularly
3
disagreeable element or continuous
exposure to several.
e. Continuous exposure to extremely
4
disagreeable elements.
Maximum Total Points: 4
Maximum Assigned Points: D
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 64
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
Total
Points
0
-hIICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
f°`1
NE
JOB L VAI IIA I ION
I Y/9
POSI1 ION: _Word Processing Ooera or DA f E:
CLASSIFICATION: OFFICE & CLERICAL. WORKERS RANGE:
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the knowledge, experience and
education the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess,
whether it be gained by on the job experience prior
to earning an education or both. It is limited to
the nature of instructions received regarding work
task or by the amount of supervision received.
'I. Job Knowledge
Point
a. Knowledge of Methods & Procedures Range
The ability to fully understand and 1-18
comprehend procedures and methods
developed in the execution of duties,
and the implementation of new procedures
and new duties.
b. Knowledge of Equipment 1-11
The type of machine to be oeprated,
care of the equipment, maintenance
and adjustments of equipment when
necessary. Preventive maintenance,
C. Education & Experience 1-16
Amount of education and experience,
either formally or on the job,
required to perform the job satis-
factorily.
Maximum Total Points: 45
Maximum Assigned Points: 29
FACTOR DEGREES: Scope of knowledge required is measured in three
degrees: 1) casual - incidental or casual knowl-
edge and little or no experience; 2) working -
general or workable knowledge with average skill
and some experience; 3) expert - exceptional
knowledge and skill and considerable training
and experience in this area,
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 1101HES
Total
Points
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
�1
70
KNOWLEDGE OF:
a. Methods and Procedures
1. Simple work.
2. Routine common methods with 9
little or no supervision.
3. Complicated methods requir-
ing independent judgement.
4. Very complicated methods
whose operation affects
entire department.
b. Equipment
1. Basic, simple equipment
requiring very little skill
or training.
2. Ordinary to semi -complex
equipment requiring some
skill and training.
3. Complex to very complex 10
equipment requiring a high
degree of experience and
training.
4. Very complicated methods and
equipment operation proce-
dures requiring a number of
years of experience and
training.
C. Amount of Education and Experience
1. Basic high school education.
No additional training or
experience required.
2. High school training plus 10
additional on-the-job
experience required.
3. College with no experience
or training required.
4. College with additional on-
the-job training and experi-
ence required.
5. Graduate from college plus
additional and extensive
training or experience.
6. Graduate from college with
no training and experience.
Point Spread 1-18
Casual Working Expert
1-6 7-12 13-18
Point Spread 1-11
Casual Working Expert
1-3 4-7 8-11
Point Spread 1-16
Casual Working Exper
1-5 6-10 11-16
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
(MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
71
RESPONSIBILITY
Point
Total
2.
Responsibility for Accuracy
Spread
Points
This factor measures the responsibility which
0-12
9
—
goes with the job for accuracy of work pre
pared. Credit is based on the relative degree
of impact an inaccurate statement or piece
of written correspondence can have on the
City image insofar as the public is concerned.
The measurement is based only on the ability
-:
to translate written and verbal communications
into an accurate finished product.
FACTOR DEGREES:
a.
Inaccurate work unlikely to have any
0
impact on the public.
b.
Inaccurate work likely to have minimal
1-4
effect on the public.
9
I
C.
Inaccurate work likely to have sub-
5-9
III
stantial impact on the public and
d.
City image.
Inaccurate work likely to have
10 12
catastrophic impact on City image
and the public.
J
I
Maximum Total Points: 12
Maximum Assigned Points: 9
RESPONSIBILITY
Point
Total
.i
3.
Responsibility for Contacts
Spread
Points
-�
This factor measures the courtesy, tact
0-10
2
and persuasiveness required to maintain
M
good relationships with people at all
levels within the organization and to
7 ! i
induce cooperation by personal or tele-
phone communications with persons other
than Immediate supervisors or co-workers.
i
FACTOR DEGREES
I� r
a.
Little if any public contact or
0
M
inter -departmental interaction.
b.
Handles general public and inter- 2
-C-
1-2
departmental interaction occasionally
only.
C.
Comes in contact with general public
3-7
continuously.
d.
All contacts internally and with the
8-10
general public are part of the job
functions.
i
I
HICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110IRES
-IIIICROFILMED BY JORM MICROLAB
• CEDAR RAPIDS AND DES MOINES, IOWA
72
Maximum Total Points: 10
Maximum Assigned Points: 2
RESPONSIBILITY
4. Responsibility for Confidential Data
PoinSpre
S read
Total
Points
This factor measures the amount of access
0-15
12
a job has to confidential data, the possible
results of a breach of this confidentiality
and the impact it could have on an individual,
the City or the community as a whole.
FACTOR DEGREES:
1 a. No contact with confidential data at
0
r anytime.
b. Some contact with confidential data
1-4
under close observation and super-
vision.
C. Complete and total access to data
5-8
that could be damaging to other
employees.
d. Complete and total access to data 12
9-13
that could be damaging to people and
City operations.
e. Complete and total access that could
14-15
be damaging to people, City operations
and the entire community as a whole.
i
Maximum Total Points: 15
I
Maximum Assigned Points: 12
i
S. Working Conditions and Hazards
�
Point
Spread
Total
Points
j This factor appraises the hazards of both accident
0-5
0
and health connected with and surrounding the job
even though all safety devices have been installed.
iConsider the material being handled, the machines
to be used, work positions, the possibility of
accident even though none has occurred and the
Possible seriousness of the injury. Where the job
has several different hazards, consider the greatest
of these hazards from the standpoint of time
!! exposed or the probability and severity of injury.
I FACTO_ RHES:
a. Accident or health hazards absent 0
0
or negligible.
i
i
i
I
tIICROFILMED BY
JORM MICROLAB
+ CEDAR RAPIDS -DES IIOIIIES
Ilk
I
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
id
f[13
b. Accidents improbable outside of minor _
injuries such as abrasions, cuts,
bruises or burns. Health hazards are
negligible.
C. Exposure to lost lime accidents Such _
as crushed hand or fool, loss of
fingers, eye injury, etc. Some exposure
to occupational diseases not incapaci-
tating in nature.
d. Exposure to incapacitating accidents or
health hazards.
e. Exposure to accidents or occupational _
disease which may result in total
disability or death.
Maximum Total Points: 5
Maximum Assigned Points: 0
6. Mental and Visual Attention
Phis tactor considers the concentration and alert-
ness, both mental and visual, required by a job.
It is measured by the type of work or problems,
encountered. It is limited by the frequency of
occurrence of problems and the alertness and
concentration necessary for the solution of these
problems. Consideration should also be given to
the variety of work, amount and complexity of
planning or inspection and the coordination of
visual attention with manual dexterity.
FACTOR DEGREES:
a. Little mental and Intermittent _
visual attention. Work of a most
simple sort requiring no close or
sustained attention.
b. Ordinary mental and visual attention. _
Work where irregularities or difficul-
ties are fairly infrequent or minor
in effect.
C. Frequent mental or visual attention. _
Work involves some likelihood of
irregularity or difficulty. 6
d. Continuous mental and visual attention. _
Operation required constant alertness.
e. Concentrated mental and visual atten-
tion. Work involves planning and laying
out complex work.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIIIES
1
2
3-4
5
Point
Spread
0-B
A
1-2
3-5
6-7
8
Total
Points
_r
r
,,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
74
Maximum lotal Points: B
Maximum Assigned Points: 6
Point Total
Spread Points
/. Surroundings
Ihis tactor is a measure of the disagreeable features
0-4 1
of a job. The features to be considered are those
discomfort
which affect the physical senses and cause
to the employees. Typical causes of discomfort are
dust, glare,
dirt, fumes, odors, heat, cold, dampness,
vibration, noise, inadequate lighting, poor ventilation.
and continuity of
Consider also the relative amount
these conditions which make the job
exposure to
undesirable.
IACTOR DEGREES:
Pleasant surroundings with no objec-
0
,r.
tionable features.
1
b. Fair conditions or rare exposure to
disagreeable elements.
2
C. Occasional exposure to disagreeable
elements.
d. Frequent exposure to one particularly
3
disagreeable element or continuous
exposure to several.
4
e. Continuous exposure to extremely
disagreeable elements.
Maximum Total Points: 4
1
Maximum Assigned Points:
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 65
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOVIES
0
,MICROFILMED BY JORM MICROLAS CEDAR RAPIDS AND DES MOINES, IOWA
1
N
75
JOB EVALUATION
FY79
POSITION: Secretary I DATE:
CLASSIFICATION: OFFICE & CLERICAL WORKERS RANGE:
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the knowledge, experience and
education the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess,
whether it be gained by on the job experience prior
to earning an education or both. It is limited to
the nature of instructions received regarding work
task or by the amount of supervision received.
1. Job Knowledge
Point
a. Knowledge of Methods & Procedures Range
The ability to fully understand and 1-18
comprehend procedures and methods
developed in the execution of duties,
and the implementation of new procedures
and new duties.
b. Knowledge of Equipment 1-11
The type of machine to be oeprated,
care of the equipment, maintenance
and adjustments of equipment when
necessary. Preventive maintenance.
C. Education & Experience 1-16
Amount of education and experience,
either formally or on the job,
required to perform the job satis-
factorily.
atis-
factoriIy.
Maximum Total Points: 45
Maximum Assigned Points: 34
FACTOR DEGREES: Scope of knowledge required is measured in three
degrees: 1) casual - incidental or casual knowl-
edge and little. or no experience; 2) working -
general or workable knowledge with average skill
and some experience; 3) expert - exceptional
knowledge and skill and considerable training
and experience in this area.
IIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOVIES
Total
Points
r
;MICROFILMED BY JORM MICROLAB
i
76
• CEDAR RAPIDS AND DES MOINES, IOWA
KNOWLEDGE OF:
a. Methods and Procedures
Point Spread 1-18
Casual Working Expert
1. Simple work.
2. Routine common methods with
1-6 7-12 13-18
little or no supervision.
3. Complicated methods requir-
ing Independent judgement.
4. Very complicated methods 1
_
whose operation affects
entire department.
b. Equipment
Point Spread 1-11
Casual Working Expert
1. Basic, simple equipment
1-3 4-7 8-11
requiring very little skill
or training.
2. Ordinary to semi -complex
equipment requiring some
skill and training.
3. Complex to very complex 8
equipment requiring a high
degree of experience and
training.
4. Very complicated methods and
equipment operation proce-
dures requiring a number of
years of experience and
training.
C. Amount of Education and Experience
Point Spread 1-16
Casual Working Expert
1. Basic high school education.
No additional training or
1-5 6-10 11-16
experience required.
2. High school training plus 10
additional on-the-job
experience required.
3. College with no experience
or training required.
4. College with additional on-
the-job training and experi-
ence required.
5. Graduate from college plus
10-11
additional and extensive
training or experience.
6. Graduate from college with
12-16
no training and experience. —
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
1
;MICROFILMED BY JORM MICROLAB
rri
• CEDAR RAPIDS AND DES MOINES, IOWA
RESPONSIBILITY
2. Responsibility for Accuracy
This factor measures the responsbility which
goes with the job for accuracy of work pre-
pared. Credit is based on the relative degree
of impact an inaccurate statement or piece
of written correspondence can have on the
City image insofar as the public is concerned.
The measurement is based only on the ability
to translate written and verbal communications
into an accurate finished product.
FACTOR DEGREES:
a. Inaccurate work unlikely to have any
impact on the public.
b. Inaccurate work likely to have minimal _
effect on the public.
C. Inaccurate work likely to have sub- _
stantial impact on the public and
City image.
d. Inaccurate work likely to have _
catastrophic impact on City image
and the public.
Maximum Total Points: 12
Maximum Assigned Points: 1
RESPONSIBILITY
3. Responsibility for Contacts
This factor measures the courtesy, tact
and persuasiveness required to maintain
good relationships with people at all
levels within the organization and to
induce cooperation by personal or tele-
phone communications with persons other
than immediate supervisors or co-workers.
FACTOR DEGREES
a. Little if any public contact or
inter -departmental interaction.
b. Handles general public and inter- _
departmental interaction occasionally
only.
C. Comes in contact with general public _
continuously.
d. All contacts internally and with the 10
general public are part of the job
functions.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIDINES
Point
Spread
0-12
0
1-4
5-9
10-12
Point
Spread
0-10
0
1-2
3.7
8-10
Total
Points
10
Total
Points
10
,MICROFILMED BY DORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
78
i
Maximum Total Points: 10
Maximum Assigned Points: 10
RESPONSIBILITY
4. Responsibility for Confidential Data
Point
Spread
Total
Points
This factor measures the amount of access
0-15_
a job has to confidential data, the possible
results of a breach of this confidentiality
and the impact it could have on an individual,
the City or the community as a whole.
FACTOR DEGREES:
a. No contact with confidential data at
0
anytime.
b. Some contact with confidential data
1-4
under close observation and super-
vision.
C. Complete and total access to data
5-8
d,
that could be damaging to other
} employees.
i
d. Complete and total access to data 13
9-13
..
j that could be damaging to people and
E"' l
City operations.
e. Complete and total access that could
14-15
"
be damaging to people, City operations
td
and the entire community as a whole.
I Maximum Total Points: 15
i
I Maximum Assigned Points: 13
' I
5. Working Conditions and Hazards
g
Point
Spread
Total ""
Points
This factor appraises the hazards of both accident
0-5
0 _
f and health connected with and surrounding the job
even though all safety devices have been installed.
Consider the material being handled, the machines
i to be used, work positions, the possibility of
accident even though none has occurred and the
possible seriousness of the injury. Where the job
has several different hazards, consider the greatest
—
j of these hazards from the standpoint of time
i; exposed or the probability and severity of injury.
FACTOR DEGREES:
a. Accident or health hazards absent
0
or negligible.
I
I
j
n
I
1 I
'. MICROFILMED BY
JORM MICROLAB
... CEDAR RAPIDS•DES MOINES
,MICROFILMED BY JORM MICROLAS CEDAR RAPIDS AND DES MOINES, IOWA
FC]
b. Accidents improbable outside of minor _
injuries such as abrasions, cuts,
bruises or burns. Health hazards are
negligible.
C. Exposure to lost time accidents such
as crushed hand or foot, loss of
fingers, eye injury, etc. Some exposure
to occupational diseases not incapaci-
tating in nature.
d. Exposure to incapacitating accidents or _
health hazards.
e. Exposure to accidents or occupational _
disease which may result in total
disability or death.
Maximum Total Points: 5
Maximum Assigned Points: 0
6. Mental and Visual Attention
This factor considers the concentration and alert-
ness, both mental and visual, required by a job.
It is measured by the type of work or problems
encountered. It is limited by the frequency of
occurrence of problems and the alertness and
concentration necessary for the solution of these
problems. Consideration should also be given to
the variety of work, amount and complexity of
planning or inspection and the coordination of
visual attention with manual dexterity.
FACTOR DEGREES:
a. Little mental and intermittent _
•visual attention.' Work of a most
simple sort requiring no close or
sustained attention.
b. Ordinary mental and visual attention..
Work where irregularities or difficul-
ties are fairly infrequent or minor
in effect.
C. Frequent mental or visual attention. _
Work involves some likelihood of
irregularity or difficulty.
d. Continuous mental and visual attention. _
Operation required constant alertness.
e. Concentrated mental and visual atten-
tion. Work involves planning and laying
out complex work.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIREs
1
E
3-4
5
Point
Spread
0-8
n
1-2
3-5
6-7
8
Total
Points
_3_
V`
i
f
Maximum Total Points: 8
i
Maximum Assigned Points: 3
f
i
i
7. Surroundings
Spread
I
I
i
i
;
I
II
I
i
I
i
1
i
I
i
I
i
I
;•MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
i�)
80
Maximum Total Points: 8
Maximum Assigned Points: 3
Point
7. Surroundings
Spread
This factor is a measure of the disagreeable features
0-4
of a job. The features to be considered are those
which affect the physical senses and cause discomfort
to the employees. Typical causes of discomfort are
dirt, fumes, odors, heat, cold, dampness, dust, glare,
vibration, noise, inadequate lighting, poor ventilation.
Consider also the relative amount and continuity of
exposure to these conditions which make the job
undesirable.
FACTOR DEGREES:
a. Pleasant surroundings with no objec-
0
tionable features.
b. Fair conditions or rare exposure to
1
disagreeable elements.
C. Occasional exposure to disagreeable
2
elements,
d. Frequent exposure to one particularly
3
disagreeable element or continuous
exposure to several.
e. Continuous exposure to extremely
4
disagreeable elements.
Maximum Total Points: 4
Maximum Assigned Points: I
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 69
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
01;z-- . I
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Total
Points
1_
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i -
10
8].
JOB LVAIIIAI ION
I Y PI
POS IIION: Sr. Account Clerk DAIE: 5/25/79
—
CLASSIFICATION: OFFICE & CLERICAL WORKERS RANGE: 6
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the knowledge, experience and
education the worker must have to perform the job
satisfactorily. It is measured by the complexity
^
of practical knowledge the worker must possess,
whether it be gained by on the job experience prior
to earning an education or both. It is limited to
the nature of instructions received regarding work
rj
task or by the amount of supervision received.
'
I. Job Knowledge
Point Total
-
a. Knowledge of Methods & Procedures Range Points
The ability to fully understand and 1-18
comprehend procedures and methods
developed in the execution of duties,
and the implementation of new procedures
+
and new duties.
b. Knowledge of Equipment 1-11
—i
The type of machine to be oeprated,
care of the equipment, maintenance
and adjustments of equipment when
I !
necessary. Preventive maintenance.
C. Education & Experience 1-16
I
Amount of education and experience,
i
either formally or on the job,
i
required to perform the job satis-
factorily.
{.
Maximum Total Points: 45
II
I
Maximum Assigned Points: 32
l'
FACTOR DEGREES: Scope of knowledge required is measured in three
degrees: 1) casual - Incidental or casual knowl-
edge and little or no experience; 2) working -
general or workable knowledge with average skill
and some experience; 3) expert - exceptional
knowledge and skill and considerable training
i
i
i
I
and experience in this area.
I
I
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS - DES MOINES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
82
KNOWLEDGE OF:
a. Methods and Procedures
1. Simple work.
2. Routine common methods with _
little or no supervision.
3. Complicated methods requir-
ing independent judgement.
4. Very complicated methods 14
whose operation affects
entire department.
b. Equipment
1. Basic, simple equipment _
requiring very little skill
or training.
2. Ordinary to semi -complex _
equipment requiring some
skill and training.
3. Complex to very complex 8
equipment requiring a high
degree of experience and
training.
4. Very complicated methods and _
equipment operation proce-
dures requiring a number of
years of experience and
training.
C. Amount of Education and Experience
I. Basic high school education. _
No additional training or
experience required.
2. High school training plus 10
additional on-the-job
experience required.
3. College with no experience
or training required.
4. College with additional on- _
the -job training and experi-
ence required.
5. Graduate from college plus _
additional and extensive
training or experience,
6. Graduate from college with _
no training and experience.
Point Spread 1-18
Casual Working Expert
1-6 7-12 13-18
Point Spread 1-11
Casual Working Expert
1-3 4-7 8-11
Point Spread 1-16
Casual Working Expert
1-5 6-10 11-16
' I
i
I
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
r
,•MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
83
RESPONSIBILITY
2. Responsibility for Accuracy
this factor measures the responsbilily which
goes with Lhe job for accuracy of work pre-
pared. Credit is based on the relative degree
of impact an inaccurate statement or piece
of written correspondence can have on the
City image insofar as the public is concerned.
The measurement is based only on the ability
to translate written and verbal communications
into an accurate finished product.
FACTOR DEGREES:
a. Inaccurate work unlikely to have any _
impact on the public.
b. Inaccurate work likely to have minimal _
effect on the public.
C. Inaccurate work likely to have sub- 9
stantial impact on the public and
City image.
d. Inaccurate work likely to have
catastrophic impact on City image
and the public.
Maximum Total Points: 12
Maximum Assigned Points: 9
RESPONSIBILITY
3. Responsibility for Contacts
This factor measures the courtesy, tact
and persuasiveness required to maintain
good relationships with people at all
levels within the organization and to
induce cooperation by personal or tele-
phone communications with persons other
than immediate supervisors or co-workers.
FACTOR DEGREES
a. Little if any public contact or
inter -departmental interaction.
b. Handles general public and inter-
departmental interaction occasionally
only.
C. Comes in contact with general public
continuously.
d. All contacts internally and with the 10
general public are part of the job
functions.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES HOMES
Point
Spread
0-12
0
1-A
5-9
10-12
Point
Spread
0-10
0
1-2
3-7
8-10
Total
Points
_9
Total
Points
10
I
,MICROFILMED BY JORM MICROLAS CEDAR RAPIDS AND DES MOINES, IOWA
1 '
84
Maximum Total Points: 10
Maximum Assigned Points: 10
RESPONSIBILITY
4. Responsibility for Confidential Data
This factor measures the amount of access
a job has to confidential data, the possible
results of a breach of this confidentiality
and the impact it could have on an individual,
the City or the community as a whole.
FACTOR DEGREES:
a. No contact with confidential data at _
anytime.
b. Some contact with confidential data _
under close observation and super-
vision.
C. Complete and total access to data
that could be damaging to other
employees.
d. Complete and total access to data 13
that could be damaging to people and
City operations.
e. Complete and total access that could
be damaging to people, City operations
and the entire community as a whole.
Maximum Total Points: 15
Maximum Assigned Points: 13
5. Working Conditions and Hazards
This factor appraises the hazards of both accident
and health connected with and surrounding the job
even though all safety devices have been Installed.
Consider the material being handled, the machines
to be used, work positions, the possibility of
accident even though none has occurred and the
possible seriousness of the injury. Where the job
has several different hazards, consider the greatest
of these hazards from the standpoint of time
exposed or the probability and severity of injury.
FACTOR DEGREES:
a. Accident or health hazards absent _
or negligible.
Point
Spread
0-15
0
1-4
5-8
9-13
14-15
Point
Spread
0-5
MICRONVED BY
JORM MICROLAB
CEDAR RAPIDS•DES F101tirS
0
Total
Points
13
Total
Points
0
I
j
1
I
I
�!
I
I
j
I
I
I
,MICROFILMED BY JORM MICROLAS CEDAR RAPIDS AND DES MOINES, IOWA
1 '
84
Maximum Total Points: 10
Maximum Assigned Points: 10
RESPONSIBILITY
4. Responsibility for Confidential Data
This factor measures the amount of access
a job has to confidential data, the possible
results of a breach of this confidentiality
and the impact it could have on an individual,
the City or the community as a whole.
FACTOR DEGREES:
a. No contact with confidential data at _
anytime.
b. Some contact with confidential data _
under close observation and super-
vision.
C. Complete and total access to data
that could be damaging to other
employees.
d. Complete and total access to data 13
that could be damaging to people and
City operations.
e. Complete and total access that could
be damaging to people, City operations
and the entire community as a whole.
Maximum Total Points: 15
Maximum Assigned Points: 13
5. Working Conditions and Hazards
This factor appraises the hazards of both accident
and health connected with and surrounding the job
even though all safety devices have been Installed.
Consider the material being handled, the machines
to be used, work positions, the possibility of
accident even though none has occurred and the
possible seriousness of the injury. Where the job
has several different hazards, consider the greatest
of these hazards from the standpoint of time
exposed or the probability and severity of injury.
FACTOR DEGREES:
a. Accident or health hazards absent _
or negligible.
Point
Spread
0-15
0
1-4
5-8
9-13
14-15
Point
Spread
0-5
MICRONVED BY
JORM MICROLAB
CEDAR RAPIDS•DES F101tirS
0
Total
Points
13
Total
Points
0
j
;,MICROFILMED BY JORM MICROLAB
i
85
CEDAR RAPIDS AND DES MOINES. IOWA
b.
Accidents improbable outside of minor
1
Spread Points
injuries such as abrasions, cuts,
0-8 5
ness, both mental and visual, required by a job.
bruises or burns. Health hazards are
II is measured by the type of work or problems
negligible.
C.
Exposure to lost lime accidents such
2
as crushed hand or foot, loss of
the variety of work, amount and complexity of
fingers, eye injury, etc. Some exposure
planning or inspection and the coordination of
to occupational diseases not incapaci-
FACTOR DEGREES:
tating in nature.
a. Little mental and intermittent
d.
Exposure to incapacitating accidents or
3-4
simple sort requiring no close or
health hazards.
sustained attention.
e.
Exposure to accidents or occupational
5
Work where irregularities or difficul-
disease which may result in total
ties are fairly infrequent or minor
disability or death.
C. Frequent mental or visual attention. 5
Maximum Total Points: 5
Work involves some likelihood of
Maximum Assigned Points: 0
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES tt01t1E5
Point Total
6• Mental and Visual Attention
Spread Points
This factor considers the concentration and alert-
0-8 5
ness, both mental and visual, required by a job.
II is measured by the type of work or problems
encountered. It is limited by the frequency of
occurrence of problems and the alertness and
concentration necessary for the solution of these
problems. Consideration should also be given to
the variety of work, amount and complexity of
planning or inspection and the coordination of
visual attention with manual dexterity.
FACTOR DEGREES:
a. Little mental and intermittent
0
visual attention. Work of a most
simple sort requiring no close or
sustained attention.
b. Ordinary mental and visual attention.
1-2
Work where irregularities or difficul-
ties are fairly infrequent or minor
in effect.
C. Frequent mental or visual attention. 5
3-5
Work involves some likelihood of
irregularity or difficulty.
d. Continuous mental and visual attention.
6-7
Operation required constant alertness.
e. Concentrated mental and visual atten-
8
tion. Work involves planning and laying
out complex work.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES tt01t1E5
i
i
i
Maximum Assigned Points: 5
I
i
I,
I
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j
i
i
i
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;MICROFILMED BY JORM MICROLAB
t
86
• CEDAR RAPIDS AND DES MOINES, IOWA
Maximum lolal Poinls: B
Maximum Assigned Points: 5
/. Surroundings
Point Total
Spread Points
This laclor is a measure of the disagreeable features
0-4 1
of a job. The features to be considered are those
— — -
which affect the physical senses and cause discomfort
to the employees. Typical causes of discomfort are
dirt, fumes, odors, heat, cold, dampness, dust, glare,
—
vibration, noise, inadequate lighting, poor ventilation.
Consider also the relative amount and continuity of
exposure to these conditions which make the job
r
undesirable,
FACTOR DEGREES:
a. Pleasant surroundings with no objet-
0
tionable features. —
b. Fair conditions or rare exposure to 1
1
disagreeable elements.
I
C. Occasional exposure to disagreeable
p
elements.
d. Frequent exposure to one particularly
3
disagreeable element or continuous
exposure to several.
'
e. Continuous exposure to extremely
4 ;
disagreeable elements. —
Maximum Total Points: 4
Maximum Assigned Points: 1
TOTAL POINTS ASSIGNED - ALL CATEGORIES., 70
i MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
i
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES ItOltlES
i
I
i
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—
j
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I
1
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ry
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1
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.'MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
87
The previous analysis determined the following changes or revisions
in the classification system.
PIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIORIES
,.;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
1979 JOB EVALUATION
BENCH MARK POSITIONS
OLD NEW CLASSIFICATION SALARY DATA
GRADE POSITION POSITION ASSIGNED POINTS MAX POINTS FROM TO OLD-FROM/TO
Office and Clerical
1A Word Processing Same 85 100 43 / 3 670/933
Operator
MICROFILMED DY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
2
Acct. Clerk
Same
51
100
2
/
2
749/964
3
Sr. Clerk
Admin.
100
3
/
3
670/933
I
j
Typist
Clerk/Typist
64
4
Secretary I
Same
88
100
4
/
5
751/1052
m
5
Sr. Acct.CD
Admin. Acct.
100
4
/
6
751/1052
Clerk
Clerk
70
I
i
I
I
1
y
9
I
I
MICROFILMED DY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
r
,.IMICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I '
IIICROFILMED BY
JORM MICROLAB
CEDAR RAP IDS -DES !ID RIES
89
w
ii
Group 3: Professional and Technical Employees
IS
A. The Classification System
� I i
Evaluations of positions within this classification centered
around knowledge, responsibility, mental and visual attention
I
and working conditions.
i
Knowledge considered factors similar to the previous two
groupings. However, responsibility within this group was
to Include expanded responsibility and authority. The
ienlarged
—�
major components of responsibility included direction and
I^
instruction of others, confidential data and responsibility for
performance. The positions bench marked and evaluated within
I
this group were: Rehabilitation Finance Specialist, Library
Circulation Supervisor and Assistant Superintendent.
„i
Individual analysis is as follows:
I
I
r
1�
3
3 I
I �
1
II
IIICROFILMED BY
JORM MICROLAB
CEDAR RAP IDS -DES !ID RIES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i
90
JOB EVALUTATION
FY79
POSITION: Rehab. Finance Specialist DATE: 5/25/79
CLASSIFICATION: PROFESSIONAL $ TECHNICAL RANGE:
EVALUATION COMPONENTS
KNOWLEDGE. This factor considers the education, knowledge and experience
the worker must have to perform the job satisfactorily. It
is measured by the complexity of practical knowledge the
worker must possess whether it be gained by on-the-job
experience, prior training and education or both. It is
limited by the nature of instructions received regarding
work task and by the amount of supervision received.
Point Total
1. Job Knowledge Range Points
a. Knowledge of Methods and Procedures 1-12
The ability to fully understand and
comprehend procedures and methods
developed in the execution of duties,
and the Implementation of new procedures
and new duties.
b. Knowledge of Equipment 1-10
The type of machine to be operated,
care of the equipment, maintenance
and adjustments of equipment when
necessary. Preventive maintenance.
C. Education and Experience 1-10
Amount of education and experience,
either formally or on the job, required
to perform the job satisfactorily.
Maximum Total Points: 32
Maximum Assigned Points: 18
FACTOR DEGREES: Scope of knowledge required is measured in three
degrees: 1) casual - incidental or casual knowledge
and little or no experience; 2) working - general
or workable knowledge with average skill and some
experience; 3) expert - exceptional knowledge and
skill and considerable training and experience In
this area.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
.MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
r")
91
Knowledge of:
A. Methods and Procedures
I. Routine methods requiring _
little or nor supervision.
2. Procedures of a semi -complex _
nature requiring precise
direction.
3. Complex methods and pro-
cedures requiring independent—
judgement.
ndependentjudgement.
4. Very complex methods and 8
procedures requiring much
independent judgement and
decision making.
Knowledge of:
B. Equipment
1. Basic, simple equipment
requiring very little skill
or training.
2. Ordinary to semi -complex
equipment requiring some
skill and training.
3. Complex to very complex _
equipment requiring a high
degree of experience and
training.
4. Very complicated methods and
equipment operation procedures
requiring a number of years
of experience and training.
Point Spread 1-12
Casual Working Expert
1-4 5-8 9-12
Point Spread 1-10
Casual Working Expert
1-3 4-7 8-10
C. Education and Experience Point Spread 1-10
P Casual Working Exper
1. Basic high school education. 1-3 4-7 8-10
No additional training or
experience required.
2. High school training plus
additional on the job
experience required.
3. College with no experience
or training required.
4. College with additional on- 7
the -Job training and experince
required.
S. Graduate from college plus
additional and extensive
training or experience.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 14011JES
1377
.-,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MONIES
92
6. Graduate from college with _
no training and experience.
Maximum Total Points: 32
Maximum Assigned Points: 18
RESPONSIBILITY
point Total
2. Responsibility for Equipment
Spread Points _
S �---
This factor is a measure of the job's responsibility
0-13 3
for performing work without damaging equipment. It
evaluates the responsibility for preventing damage
to the equipment
due to carelessness or negligence
used In the performance of a job.
Credit is based on the care necessary to prevent
the estimated cost
damage and in consideration of
of the damage for any one mishap. Auxilliary
equipment not actually used by the job should then
be taken into consideration if careless actions by
in damage to it. The use of
the worker may result
does not necessarily involve a
expensive equipment
high degree of responsibility unless, a slight
mistake will involve a serious loss of life or property.
Point Spread 0-13 �y
FACTO_ R_ DEGREES:
Use of Equipment
a. Little care required. Damage not
likely to occur.
b. Ordinary care required. Some opportu 3
1-3
nity of damage of small consequence.
4-7
C. Steady care required. Regular opportu-_,
nity for but not frequent occurrence
of damage. Damage fairly large.
8-11
d. Special care required. Frequent oppor- _,
tunity for damage of considerable extent
or less frequent opportunity for greater
_
damage.
e. Sustained, special care required. Con- _
12-13
tinuous opportunity for damage of serious
nature.
Maximum Total Points: 13
3
Maximum Assigned Points:
RESPONSIBILITY
Point Total —
Spread Points
3. Responsibility for Direction and
_
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MONIES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
93
f's
Instruction of Others
1-12
This factor measures the responsibility which
r+
goes with the job for instructing and directing
the work of others. It is not intended to
appraise supervisor responsibilities for results.
W
The number of men and women directed shall be
a
considered as those given immediate guidance and
also those directly assisted through any other
channels.
t
FACTOR DEGREES:
u
a. Responsible only for own work but may
1
I�
coordinate work with others.
b. Responsible for instructing and direct- 2
p -q
i kf
Ing one or two helpers 50% or more of
the time.
It
C. Responsible for instructing, directing
5-8
or setting up for a small group of
employees ususally in the same occupation
-�
up to ten persons.
d. Responsible for instructing, directing
9-12
I
and maintaining the flow of work in a
group up to 20 persons.
-
Maximum Total Points: 12
Maximum Assigned Points: 2
q. Responsibility for Contacts
Points Total
Spread Points
-t
This factor measures the courtesy, tact and
0-10 1.0
persuasiveness required to maintain good
—
relationships with people at all levels within
the organization and to induce cooperation by
personal or telephone conversations with persons
other than immediate supervisors or co-workers.
j
FACTOR DEGREES:
i
a. Little if any public contact or inter-
0
departmental interaction.
J
b. Handles general public and Inter-
1-2
departmental interaction occasionally
only.
i J
c. Comes in contact with general public
3-7
continuously.
d. All contacts internally and with the 10
8-10
general public are part of the job
function.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
;,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
91)
Maximum Total Points: 10
Maximum Assigned Points: 10
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIIIES
Point Total
Point Total
5.
Responsibility for Confidential Data
Spread Points
and authority necessary to successfully complete
This factor measures the amount of access a Job
0-8 7
has to confidential data, possible results of a
granted the position insofar as outcome Is
breach of this condfidentiality and the Impact
determined.
it could have on an individual, the City or the
a. Follow established methods and pro-
community as a whole.
cedures; refer exceptions.
FACTOR DEGREES:
b. Occasional, since most duties are
a.
No contact with confidential data at
0
instructions and procedures serve as
anytime.
guides. Unusual problems are referred,
b.
Some contact with confidential data
1-3
C. Limited supervision. The nature of
under close observation and supervision
the work is such that it is performed
C.
Complete and total access to data that
4-6
could be damaging to other employees.
d.
Complete and total access to data that 7
7
could be damaging to people and City
operations.
e.
Complete and total access that could
8
be damaging to people, City operations
and the entire community as a whole.
Maximum Total Points: 8
Maximum Assigned Points: 7
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIIIES
Point Total
6. Responsibility for Performance
Spread Points
This factor measures the level of responsibility
1-10 7
and authority necessary to successfully complete
the job. Consideration is given to types of
parameters expressed and the degree of autonomy
granted the position insofar as outcome Is
determined.
FACTOR DEGREES:
a. Follow established methods and pro-
1
cedures; refer exceptions.
b. Occasional, since most duties are
2-3
repetitive and related, standard
instructions and procedures serve as
guides. Unusual problems are referred,
frequently with suggestions for correction.
C. Limited supervision. The nature of
4-5
the work is such that it is performed
to a large extent on own responsibility
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIIIES
R
MICROFILMED BY JORM MICROLAB
1
• CEDAR RAPIDS AND DES MOINES, IOWA '
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
95
after assignement, with some choice of
method. Occasionally develop own methods.
d. Broad objectives are Outlined. Work is 7
6-7
judged primarily on overall results
with much choice of method. Frequently
develop methods to achieve desired
results.
e. Little or no supervision. Have wide
B-10
choice in selection, development and
coordination of methods within broad
framework of general policies.
Maximum Total Points: 10
Maximum Assigned Points: 7
7. Mental and Visual Attention
Point Total
Spread Points
-
This factor considers the concentration and
1-5
alertness, both mental and visual, required
,J
by a job. It is measured by the type of
work or problems encountered. It is limited
by the frequency of occurrence of problems
and the alertness and concentration necessary
for the solution of these problems. Consider-
ation should also be given to the variety of
s
work, amount and complexity of planning or
inspection and that coodination of visual
_I
attention with manual dexterity.
J
FACTOR DEGREES:
--
a. Little mental and Intermittent visual
1
attention. Work requiring no close
or sustained attention.
-,
b. Ordinary mental and visual attention.
p
Work where irregularities or difficul-
ties are fairly infrequent or minor
i
in effect.
4 ^
C. Frequent mental or visual attention.
3
Work Involves some likelihood of
I
irregularity or difficulty.
d. Continuous mental and visual atten- 4
q
tion. Operation required constant
alertness.
e. Concentrated mental and visual atten-
5
tion. Work involves planning and laying
out complex work.
IJ
Maximum Total Points: 5
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
.MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i�
96
Maximum Assigned Points: 11
Point Total
8.
Hazards
Spread Points
This factor appraises the hazards of both ac-
0-6 0
cident and health connected with surrounding
the job even though all safety devices have
been installed. Consider the material being
handled, the machines to be used, work positions,
the possibility of accident even though none
has occurred and the possible seriousness of the
injury. Where the job has several different
hazards, consider the greatest of these hazards
from the standpoint of time exposed or the
probability and severity of injury.
FACTOR DEGREES:
a.
Accident or health hazards absent or
0
negligible.
b.
Accidents improbable outside of minor
1-3
injuries such as abrasions, cuts,
bruises or burns. Health hazards are
^'
negligible.
;.
C.
Exposure to loss time accidents such
4
as crushed hand or foot, loss of
.•,
fingers, eye injury, etc. Some exposure
to occupational diseases not incapacita-
ting in nature.
d.
Exposure to incapacitating accident or
5
health hazards.
>
e.
Exposure to accidents or occupational
6
disease which may result in total
disability or death.
�.
Maximum Total Points: 6
Maximum Assigned Points: 0
Point Total
9.
Surroundings
Spread Points ti
This factor is a measure of the disagreeable
0-4 0
features of a job. The features to be con-
sidered are those which affect the physical
senses and cause discomfort to the employees.
Typical causes of discomfort are dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, inadequate lighting, poor
ventilation. Consider also the relative amount
and continuity of exposure to these conditions
which make the job undesirable.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES FIOIRES
I
- i
i
I
L.
i
I
I ..
i
w
J
a.
'
w
�
I
_r
I
i
'
I
I
- i
i
I
L.
i
I
,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I '
97
FACTOR DEGREES:
a. Pleasant surroundings with no nhjeC 0 _
lionabie features,
b. Fair conditions or rare exposure to _
disagreeable elements.
C. Occasional exposure to disagreeable —
elements.
d. Frequent exposure to one particularly _
disagreeable element or continuous
exposure to several.
C. Continuous and intensive exposure to
extremely hazardous elements.
Maximum Total Points: 4
Maximum Assigned Points: 0
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 51
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES FIOIr1ES
0
1
2
3
E
f
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
98
JOB EVALIITATION
FY79
POSITION: Library -
Circulation Supervisor DATE: 6/1/79
CLASSIFICATION: PROFESSIONAL & TECHNICAL RANGE:
EVALUATION COMPONENTS "
KNOWLEDGE This factor considers the education, knowledge and experience
the worker must have to perform the job satisfactorily. It
is measured by the complexity of practical knowledge the
worker must possess whether it be gained by on-the-job w
experience, prior training and education or both. It is
limited by the nature of instructions received regarding
work task and by the amount of supervision received. .y
Point Total ,.
1.
Range Points
Job Knowledge
a. Knowledge of Methods and Procedures 1'12
12
The ability to fully understand and .-
comprehend procedures and methods
developed in the execution of duties,
and the implementation of new procedures
and new duties.
1-10 7
b. Knowledge of Equipment
The type of machine to be operated, _
care of the equipment, maintenance
and adjustments of equipment when
necessary. Preventive maintenance.
1-10 B
C. Education and Experience
Amountof education and experience,
either formally or on the job, required
to perform the job satisfactorily.
Maximum Total Points: 32
Maximum Assigned Points:
27
FACTOR DEGREES: Scope of knowledge required Is measured In three
degrees: 1) casual - incidental or casual knowledge
and little or no experience; 2) working general
or workable knowledge with average skill and some
experience; 3) expert - exceptional knowledge and
skill and considerable training and experience In _
this area.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
j
,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
99
Knowledge of:
A. Methods and Procedures
1. Routine methods requiring _
little or nor supervision.
2. Procedures of a semi -complex 12
nature requiring precise
direction.
3. Complex methods and pro-
cedures requiring independent
judgement.
4. Very complex methods and _
procedures requiring much
independent judgement and
decision making.
Knowledge of:
B. Equipment
1. Basic, simple equipment
requiring very little skill
or training.
2. Ordinary to semi -complex 7
equipment requiring some
skill and training.
3. Complex to very complex
equipment requiring a high
degree of experience and
training.
4. Very complicated methods and
equipment operation procedures
requiring a number of years
of experience and training.
Point Spread 1-12
Casual Working Expert
1-4 5-8 9-12
Point Spread 1-10
Casual Working Expert
1-3 4-7 B-10
Point Spread 1-10
C. Education and Experience Casual Working Expert
1. Basic high school education. — 1-3 4-7 B-10
No additional training or
experience required.
2. High school training plus _
additional on the job
experience required.
3. College with no experience _
or training required.
4. College with additional on-
the-job training and experince
required. B
5. Graduate from college plus
additional and extensive
training or experience.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIOS•DES floltirs
i
-.;MICROFILMED BY JORM MICROLAB
I
• CEDAR RAPIDS AND DES MOINES, IOWA '
r_
100
6. Graduate from college with
no training and experience.
Maximum Total Points: 32
Maximum Assigned Points: 27
RESPONSIBILITY
2. Responsibility for Equipment
Point TotalS read Points
This factor is a measure of the job's responsibility
0-13 0
for performing work without damaging equipment. It
—
evaluates the responsibility for preventing damage
-
1 due to carelessness or negligence to the equipment
j used in the performance of a job.
i
rrl
Credit is based on the care necessary to prevent
j damage and in consideration of the estimated cost
of the damage for any one mishap. Auxilliary
equipment not actually used by the job should then
be taken into consideration if careless actions by
the worker may result in damage to it. The use of
expensive equipment does not necessarily Involve a
high degree of responsibility unless, a slight
mistake will involve a serious loss of life or property.
FACTOR DEGREES:
Point Spread 0-13 y
Use of Equipment
a. Little care required. Damage not 0
ry
0
` likely to occur.
. b. Ordinary care required. Some opportu-_
1-3 -
nity of damage of small consequence.
C. Steady care required. Regular opportu-_
4-7
nity for but not frequent occurrence
of damage. Damage fairly large.
d. Special care required. Frequent o
q PPor-
8-11
tunity'for damage of considerable extent
or less frequent opportunity for greater
damage.
e. Sustained, special care required. Con-
12 13
tinuous opportunity for damage of serious
nature.
Maximum Total Points: 13
0
Maximum Assigned Points:
I r —
RESPONSIBILITY
Point Total --
3. Responsibility for Direction and
i
I �
Spread Points
I
MICROFILMED BY
' JORM MICROLAB
CEDAR RAPIDS -DES 1,101NEs
1
-MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
10.1
Instru-Lion of Others
I
1-12
This factor measures the responsibility which
—
goes with the job for instructing and directing
!
the work of others. It is not intended to
appraise supervisor responsibilities for results.
_
The number of men and women directed shall be
considered as those given immediate guidance and
also those directly assisted through any other
channels.
FACTOR DEGREES:
a.
Responsible only for own work but may
i
1
coordinate work with others.
b.
Responsible for instructing and direct-
2-4
ing one or two helpers 50% or more of
the time.
C.
Responsible for instructing, directing g
5-8
or setting up for a small group of
7
employees ususally in the same occupation
t 1.4
up to ten persons.
d.
Responsible for instructing, directing
9-12
..
and maintaining the flow of work in a
w
group up to 20 persons.
i
i
Maximum Total Points: 12
i
Maximum Assigned Points: B
4.
Responsibility for Contacts
Points Total
Spread Points
This factor measures the courtesy, tact and
0-10 10
persuasiveness required to maintain good
relationships with people at all levels within
the organization and to induce cooperation by
personal or telephone conversations with persons
other than immediate supervisors or co-workers.
1
i
FACTOR DEGREES:
a
a.
Little if any public contact or Inter-
0
departmental interaction.
b.
Handles general public and inter -
1 -2
departmental interaction occasionally
Ll
only.
C.
Comes in contact with general public
3-7
continuously.
d.
All contacts internally and with the 10
B-10
general public are part of the job
1
function.
I
i
i
I
I
IIICROFILMED BY
JORM MICROLAB
I
CEDAR RAPI05•DCS MOINES
MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I �I
102
Maximum Total Points: 10
Maximum Assigned Points: 10
Total
Points
5
Total
Points
6
Point
S.
Responsibility for Confidential Data
Spread
This factor measures the amount of access a job
0-8
has to confidential data, possible results of a
breach of this condfidentiality and the impact
it could have on an individual, the City or the
icommunity
as a whole.
FACTOR DEGREES:
a.
No contact with confidential data at
0
anytime.
b.
Some contact with confidential data
1-3
under close observation and supervision
C;
Complete and total access to data that 5
4-6
could be damaging to other employees.
d.
Complete and total access to data that
7
could be damaging to people and City
operations.
e.
Complete and total access that could
8
be damaging to people, City operations
and the entire community as a whole.
Maximum Total Points: 8
Maximum Assigned Points: 5
Point
j 6.
Responsibility for Performance
Spread
This factor measures the level of responsibility
1-10
and authority necessary to successfully complete
the job. Consideration is given to types of
parameters expressed and the degree of autonomy
granted the position insofar as outcome is
determined.
FACTOR DEGREES:
a.
Follow established methods and pro-
1
cedures; refer exceptions.
b.
Occasional, since most duties are
2-3
repetitive and related, standard
instructions and procedures serve as
guides. Unusual problems are referred,
frequently with suggestions for correction.
C.
Limited supervision. The nature of
4-5
the work is such that It is performed
to a large extent on own responsibility
FIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 110I0ES
Total
Points
5
Total
Points
6
U
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
103
after assignemenl, with some choice of
method. Occasionally develop own methods.
d. Broad objectives ar•e outlined. Work is 6
judged primarily on overall results
with much choice of method. Frequently
develop methods to achieve desired
results.
e. Little or no supervision. Have wide
choice in selection, development and
coordination of methods within broad
framework of general policies.
Maximum Total Points: 10
Maximum Assigned Points: 6
7. Mental and Visual Attention
This factor considers the concentration and
alertness, both mental and visual, required
by a job. It is measured by the type of
work or problems encountered. It is limited
by the frequency of occurrence of problems
and the alertness and concentration necessary
for the solution of these problems. Consider-
ation should also be given to the variety of
work, amount and complexity of planning or
inspection and that coodinalion of visual
attention with manual dexterity.
FACTOR DEGREES:
a. Little mental and intermittent visual _
attention. Work requiring no close
or sustained attention.
b. Ordinary mental and visual attention. 2
Work where irregularities or difficul-
ties are fairly infrequent or minor
in effect.
C. Frequent mental or visual attention. _
Work involves some likelihood of
irregularity or difficulty.
d. Continuous mental and visual atten-
tion. Operation required constant
alertness.
e. Concentrated mental and visual atten-
tion. Work involves planning and laying
out complex work.
Maximum Total Points: 5
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIDES
6-7
8-10
Point
Spread
1-5
1
2
3
4
5
Total
Points
2
E
i
;,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i
104
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
Maximum Assigned Points: 2
8.
Hazards
Point Total
Spread Points
This factor appraises the hazards of both ac-
0-6 0
cident and health connected with surrounding
the job even though all safety devices have
been installed. Consider the material being
handled, the machines to be used, work positions,
the possibility of accident even though none
has occurred and the possible seriousness of the
injury. Where the job has several different
hazards, consider the greatest of these hazards
~
from the standpoint of time exposed or the
probability and severity of injury.
FACTOR DEGREES:
a.
Accident or health hazards absent or 0
0
negligible. —
b.
Accidents improbable outside of minor
1-3
injuries such as abrasions, cuts,
bruises or burns. Health hazards are
—
negligible.
C.
Exposure to loss time accidents such
q "
as crushed hand or foot, loss of
fingers, eye injury, etc. Some exposure
to occupational diseases not Incapacita-
ting in nature.
d.
Exposure to incapacitating accident or
5
health hazards.
e.
Exposure to accidents or occupational
6
disease which may result In total
disability or death.
Maximum Total Points: 6
Maximum Assigned Points: 0
9.
Surroundings
Point Total
Spread Points —
This factor is a measure of the disagreeable
0-4
features of a job. The features to be con-
0
—
sidered are those which affect the physical
senses and cause discomfort to the employees.
Typical causes of discomfort are dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, Inadequate lighting, poor
ventilation. Consider also the relative amount
and continuity of exposure to these conditions
_
which make the job undesirable.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIRES
r
MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
105
FACTOR
a. Pleasant surroundings with no objet-
0
tionable features.
0
b. Fair conditions or rare exposure to
disagreeable elements.
I
C. Occasional exposure to disagreeable
elements,
_ 2
d. Frequent exposure to one particularly
disagreeable element or continuous
3
exposure to several.
e. Continuous and intensive exposure to
4
extremely hazardous elements.
-"—
Maximum Total Points:
4
Maximum Assigned Points:
0
MAXIMUM ASSIGNED POINTS - ALL CATEGORIES:
58
MAXIM113Y'lTAL POINTS - ALL CATEGORIES:
100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -UES HINES
I
;MIGROFILMEO BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i�
106
JOB EVALt1TATION
FY79
POSITION: Assistant Superintendent DATE: 5/25
CLASSIFICATION: PROFESSIONAL & TECHNICAL RANGE:
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the education, knowledge and experience
the worker must have to perform the job satisfactorily. It
is measured by the complexity of practical knowledge the
worker must possess whether it be gained by on-the-job
experience, prior training and education or both. It is
limited by the nature of instructions received regarding
work task and by the amount of supervision received.
Point Total
1. Job Knowledge Range PoinLs
a. Knowledge of Methods and Procedures 1-12
The ability to fully understand and
comprehend procedures and methods
developed in the execution of duties,
and the implementation of new procedures
and new duties.
b. Knowledge of Equipment 1-10
The type of machine to be operated,
care of the equipment, maintenance
and adjustments of equipment when
necessary. Preventive maintenance.
C. Education and Experience 1-10
Amount of education and experience,
either formally or on the job, required
to perform the job satisfactorily.
Maximum Total Points: 32
Maximum Assigned Points: 25
FACTOR DEGREES: Scope of knowledge required is measured in three
degrees: 1) casual - incidental or casual knowledge
and little or no experience; 2) working - general
or workable knowledge with average skill and some
experience; 3) expert - exceptional knowledge and
skill and considerable training and experience in
this area.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOVIES
.MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
107
i
r
r
I_
i
i r
1-4 5-8 9-12
A. Methods and Procedures
_1
j
j rr
J
nature requiring precise
direction.
3. Complex methods and pro-
,
cedures requiring independent
judgement.
4. Very complex methods and 11
procedures requiring much
independent judgement and
decision making.
Point Spread 1-10
I
Casual Working Expert
I
I
I
1. Basic, simple equipment _.
1-3 4-7 8-10
requiring very little skill
or training. 7
2. Ordinary to semi -complex
equipment requiring some
skill and training.
3. Complex to very complex
equipment requiring a high
I
I
training.
4. Very complicated methods and
equipment operation procedures
i
of experience and training.
Point Spread 1-10
Casual working Expert
1
I
I
11
1
I
I
.MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIIIES
107
Point Spread 1-12
Casual %Vorkinq Expert
Knowledge of:
1-4 5-8 9-12
A. Methods and Procedures
1. Routine methods requiring
little or nor supervision.
2. Procedures of a semi -complex _
nature requiring precise
direction.
3. Complex methods and pro-
cedures requiring independent
judgement.
4. Very complex methods and 11
procedures requiring much
independent judgement and
decision making.
Point Spread 1-10
Knowledge of:
Casual Working Expert
B. Equipment
1. Basic, simple equipment _.
1-3 4-7 8-10
requiring very little skill
or training. 7
2. Ordinary to semi -complex
equipment requiring some
skill and training.
3. Complex to very complex
equipment requiring a high
degree of experience and
training.
4. Very complicated methods and
equipment operation procedures
requiring a number of years
of experience and training.
Point Spread 1-10
Casual working Expert
C. Education and Experience
1. Basic high school education. _
1-3 4-7 8-10
No additional training or
experience required. 7
2. High school training plus
additional on the job
experience required.
3. College with no experience
or training required.
4. College with additional on-
the-job training and experince
required.
S. Graduate from college plus
additional and extensive
training or experience.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIIIES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
z
108
6. Graduate from college with
no training and experience.
Maximum Iotal Points: 32
Maximum Assigned Points: 9r
RESPONSIBILITY
Paint Total
2. Responsibility for Equipment
Spread Points
This factor is a measure of the job's responsibility
0-13 3
for performing work without damaging equipment. It
evaluates the responsibility for preventing damage
due to carelessness or negligence to the equipment
used in the performance of a job.
Credit is based on the care necessary to prevent
damage and in consideration of the estimated cost
of the damage for any one mishap. Auxilliary
equipment not actually used by the job should then
be taken into consideration if careless actions by
the worker may result in damage to it. The use of
l expensive equipment does not necessarily involve a
high degree of responsibility unless, a slight
mistake will involve a serious loss of life or property.
FACTOR DEGREES:
Point Spread 0-13.
Use of Equipment
I a. Little care required. Damage not
0
likely to occur.
b. Ordinary care required. Some opportu- 3
1-3
nity of damage of small consequence.
C. Steady care required. Regular opportu-_
4-7
' nity for but not frequent occurrence
r of damage. Damage fairly large.
I
d. Special care required. Frequent oppor- _
8-11
j tunity for damage of considerable extent
or less frequent opportunity for greater
damage.
e. Sustained, special care required. Con-
12-13
tinuous opportunity for damage of serious
nature.
i Maximum Total Points: 13
i
Maximum Assigned Points: 3_
RESPONSIBILITY
Point Total
Spread Points
3. Responsibility for Direction and
i
i
i
i
i
i
MICROFILMED BY
' JORM MICROLAB
i CEDAR RAPIDS -DES MOINES
i
{
;MICROFILMED BY JORM MICROLAB
• CEDAR RAPIDS AND DES MOINES, IOWA
FIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES r10111CS
Instruction of Others
1-12
This factor measures the responsibility which
goes with the job for instructing and directing
the work of others. It is not intended to
appraise supervisor responsibilities for results.
The number of men and women directed shall be
considered as those given immediate guidance and
also those directly assisted through any other
channels.
FACTOR DEGREES:
a.
Responsible only for own work but may
1
_
coordinate work with others.
b.
Responsible for instructing and direct-
2-4
_
Ing one or two helpers 50% or more of
the time.
-•
c.
Responsible for instructing, directing
5-8
ior
setting up for a small group of
I
employees ususally in the same occupation
up to ten persons.
d.
Responsible for instructing, directing 10
9-12 {
-
and maintaining the flow of work in a
group up to 20 persons.
j -
Maximum Total Points: 12
-
Maximum Assigned Points: 10
J
4•
Responsibility for Contacts
Points Total
Spread Points
This factor measures the courtesy, tact and
0-10
persuasiveness required to maintain good
-�
t
relationships with people at all levels within
the organization and to induce cooperation by
I
personal or telephone conversations with persons
other than immediate supervisors or co-workers.
FACTOR DEGREES:
a.
Little if any public contact or inter -
0
departmental interaction.
i
b.
Handles general public and inter-
1-2
departmental interaction occasionally
only,
s
C.
Comes in contact with general public
3-7
continuously.
d.
All contacts internally and with the
8-10
general public are part of the job
function,
1
i I
FIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES r10111CS
r
;•MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1 `I
F&
110
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110111E5
Maximum Total Points: 10
6. Responsibility for Performance
Spread Points
Maximum Assigned Points: 7
1-10 7
and authority necessary to successfully complete
Point Total
S.
Responsibility for Confidential Data
Spread Points
granted the position insofar as outcome is
This factor measures the amount of access a job
0-8 5
has to confidential data, possible results of a
a, Follow established methods and pro-
breach of this condfidentiality and the impact
cedures; refer exceptions.
it could have on an individual, the City or the
2-3
repetitive and related, standard
community as a whole.
instructions and procedures serve as
FACTOR DEGREES:
guides. Unusual problems are referred,
a.
No contact with confidential data at
0
C. Limited supervision. The nature of
anytime.
the work is such that it is performed
b.
Some contact with confidential data
1-3
under close observation and supervision
C.
Complete and total access to data that 5
4-6
could be damaging to other employees.
d.
Complete and total access to data that
7
could be damaging to people and City
operations.
e.
Complete and total access that could
8
be damaging to people, City operations
and the entire community as a whole.
Maximum Total Points: 8
Maximum Assigned Points: 5
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110111E5
Point Total
6. Responsibility for Performance
Spread Points
This factor measures the level of responsibility
1-10 7
and authority necessary to successfully complete
the job. Consideration is given to types of
parameters expressed and the degree of autonomy
granted the position insofar as outcome is
determined.
FACTOR DEGREES:
a, Follow established methods and pro-
1
cedures; refer exceptions.
b. Occasional, since most duties are
2-3
repetitive and related, standard
instructions and procedures serve as
guides. Unusual problems are referred,
frequently with suggestions for correction.
C. Limited supervision. The nature of
4-5
the work is such that it is performed
to a large extent on own responsibility
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110111E5
MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
111
after assignemenl, with some choice of
method. Occasionally develop own methods.
d. Broad objectives are outlined. Work is 7
judged primarily on overall results
with much choice of method. Frequently
develop methods to achieve desired
results.
e. Little or no supervision. Have wide _
choice in selection, development and
coordination of methods within broad
framework of general policies.
Maximum Total Points: 10
Maximum Assigned Points: 7
7. Mental and Visual Attention
This factor considers the concentration and
alertness, both mental and visual, required
by a job. It is measured by the type of
work or problems encountered. It is limited
by the frequency of occurrence of problems
and the alertness and concentration necessary
for the solution of these problems. Consider-
ation should also be given to the variety of
work, amount and complexity of planning or
Inspection and that coodination of visual
attention with manual dexterity.
FACTOR DEGREES:
a. Little mental and intermittent visual _
attention. Work requiring no close
or sustained attention,
b. Ordinary mental and visual attention. _
Work where irregularities or dirficul-
ties are fairly infrequent or minor
in effect.
C. Frequent mental or visual attention. _
Work involves some likelihood of
irregularity or difficulty. 4
d. Continuous mental and visual atlen- _
tion. Operation required constant
alertness.
e. Concentrated mental and visual atten-
tion. Work involves planning and laying
out complex work.
Maximum Total Points: 5
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
6-7
B-10
Point
Spread
1-5
1
2
3
4
5
Total
Points
4
;MICROFILMED BY JORM MICROLAB
i
• CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS- DES MOINES
112
Maximum Assigned Points: 4
Point
Total _
B.
Hazards
Spread
Points
This factor appraises the hazards of both ac-
0-6
4
cident and health connected with surrounding
the job even though all safety devices have
been installed. Consider the material being
handled, the machines to be used, work positions,
the possibility of accident even though none
has occurred and the possible seriousness of the
injury. Where the job has several different
hazards, consider the greatest of these hazards
from the standpoint of time exposed or the
probability and severity of injury.
FACTOR DEGREES:
a.
Accident or health hazards absent or
0
—
negligible.
b.
Accidents improbable outside of minor
1-3
injuries such as abrasions, cuts,
_
bruises or burns. Health hazards are
negligible.
4
—
c.
Exposure to loss time accidents such
4
as crushed hand or foot, loss of
fingers, eye injury, etc. Some exposure
to occupational diseases not Incapacita-
ting in nature.
d.
Exposure to incapacitating accident or
5
health hazards.
`
e.
Exposure to accidents or occupational
6
_.
disease which may result in total
disability or death.
Maximum Total Points: 6
1
Maximum Assigned Points: 4
r
Point
Total
9.
Surroundings
Spread
Points r
This factor is a measure of the disagreeable
0-4
4
features of a job. The features to be con-
sidered are those which affect the physical
senses and cause discomfort to the employees.
Typical causes of discomfort are dirt, fumes,
odors, heat, cold, dampness, dust, glare,
vibration, noise, inadequate lighting, poor
ventilation. Consider also the relative amount
and continuity of exposure to these conditions
which make the job undesirable.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS- DES MOINES
i
!.:,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES. IOWA
i
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'
113
_
FACTOR DEGREES:
a. Pleasant surroundings with no objet-
_
tionable features.
b. Fair conditions m• rare exposure to
_
disagreeable elements.
C. Occasional exposure to disagreeable Z
—
elements.
d. Frequent exposure to one particularly
_
disagreeable element or continuous
exposure to several.
e. Continuous and intensive exposure to
_
I
extremely hazardous elements.
I � �
Maximum Total Points:
2
Maximum Assigned Points:
4
`
MAXSMUM ASSIGNED POINTS - ALL CATEGORIES:
67
MAXIMUM TOTAL POINTS - ALL CATEGORIES:
100
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Results of this analysis presented the following changes and/or
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revisions in the classification system.
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RETAKE OF PRECEDING DOCUMENT
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES !IDIIIES
JORM MICR®LAS
TARGET SERIES
-'MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
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6.,441
MICROFILMED BY
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CEDAR RAPIDS -DES HIRES
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1979 JOB EVALUATION
BENCH MARK POSITIONS
SALARY DATA
OLD NEW
CLASSIFICATION
OLD /
GRADE
POSITION POSITION
ASSIGNED
POINTS MAX POINTS
FROM
TO
FROM TO
Professional and Technical
I
1 11
Library'Circ. Same
58
100
9
/ 11
933/1204
r
i
Supv.
11
Assist. Supt. Same
67
100
52
/ 11
1050/1431 —
9
Rehab. Finance
51
100
9
9
933/1204
Specialist
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MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES HIRES
,.-MICROFILMED BY JORM MiCROLAB CEDAR RAPIDS AND DES MOINES, IOWA
n6
Group 4• Supervisors and Executives
A. Classification System
Positions within this classification were evaluated according to
two (2) major factors: knowledge and responsibility.
While job knowledge measured the knowledge and experience
required to perform a job satisfactorily, its subfactors were
different.
Pre-employment Training was defined as the mental development "
and general knowledge required through schooling or self -
study required to absorb the specific training necessary for
I
satisfactory performance on the job.
Employment Training measured the specific training and
experience (in addition to pre-employment training) necessary
to acquire proficiency in performing the duties of a job. The
longer the period of training required the more responsibility
was assigned.
Supervisory Experience measured the supervisory experience `
required to adequately motivate and manage employees in the
accomplishment of departmental objectives.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIIIES
;MICROFILMED BY JORM MICROLAB
r�
117
CEDAR RAPIDS AND DES MOINES, IOWA
Responsibility for Organizing and Planning measured the job
responsibility for organizing and planning departmental
activities. It evaluated the degree of responsibility assigned
for performance standards, accountability for achieving those
standards and the authority for carrying out plans and
procedures. Credit was based on the relative impact improper
planning and organizing could have on the City administration
and ultimate affect on City residents as a whole. Particular
attention was given to overall responsibility for planing the
workflow so as to ensure optimum utilization of human and
monetary resources.
Responsibility for Principles and Methods measured the
initiative and independent judgment required to design and
implement principles and methods that would benefit the
attainment of an efficient and effective operation. Emphasis
was placed on transforming broad conceptual techniques into
workable procedures geared toward minimizing conflicts and
duplication of effort.
Responsibility for Decisions measured the relative
responsibility for decision making on the job. Credit was based
on the impact an Incorrect decision could have on operations
and the degree of authority and autonomy granted in the
making of decisions. Flexibility granted the job in the area of
decision making was of the utmost consideration in evaluating
this factor.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
I ,
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3
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117
CEDAR RAPIDS AND DES MOINES, IOWA
Responsibility for Organizing and Planning measured the job
responsibility for organizing and planning departmental
activities. It evaluated the degree of responsibility assigned
for performance standards, accountability for achieving those
standards and the authority for carrying out plans and
procedures. Credit was based on the relative impact improper
planning and organizing could have on the City administration
and ultimate affect on City residents as a whole. Particular
attention was given to overall responsibility for planing the
workflow so as to ensure optimum utilization of human and
monetary resources.
Responsibility for Principles and Methods measured the
initiative and independent judgment required to design and
implement principles and methods that would benefit the
attainment of an efficient and effective operation. Emphasis
was placed on transforming broad conceptual techniques into
workable procedures geared toward minimizing conflicts and
duplication of effort.
Responsibility for Decisions measured the relative
responsibility for decision making on the job. Credit was based
on the impact an Incorrect decision could have on operations
and the degree of authority and autonomy granted in the
making of decisions. Flexibility granted the job in the area of
decision making was of the utmost consideration in evaluating
this factor.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
-`MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
118
Responsibility for Administration measured the , responsibility
for development, implementation and administration of unit
projects. Credit was based on problem solving techniques,
creativity and scheduling and the effect this could have on
programmatic efforts. Additional measures identified the nature
and extent of the job holder's responsibility for obtaining
results. It included the amount of physical resources available
and degree of authority needed to utilize resources in reaching
objectives.
Responsibility for Supervision measured the responsibility for
I supervising the work of others. It was intended to appraise
supervisory responsibilities for results. The number of
individuals directed was considered as those given immediate
guidance and also those indirectly assisted through channels.
Credit was given to the degree of motivation exhibited by
employees In the performance of their immediate responsibilities
I
and the general departmental climate.
Responsibility for Budgeting and Financial control measured
the degree of budget and financial responsibility of the job.
Credit was based on the job's ability to match performance with
budgetary allocations. Additional consideration related to the
relative degree of decision making and access to financial
support given the job.
i=- -
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 110INES
.MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1 �
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
119
ix
••
Responsibility for ConfidentiaL Data and contacts was measured
a
in the same manner as in groups two and three.
is
B. Classification Results
•.
The positions bench marked and analyzed within this group
i
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were: Community Development Block Grant Coordinator,
i
Controller, Superintendent and Director. Those evaluations
are as follows.
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-IMICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 1101fitS
120
—
JOB EVALUATION
_.
FY79
POSITION: CDBG Coordinator
--
--._______ DATE:
_
CLASSIFICATION: SUPCRVISORS & EXECUTIVES RANGE:
EVALUATION COMPONENTS
_
KNOWLEDGE This factor considers the education, knowledge
experience
and
the worker must have to
salisfperform the job
aictorily. It is
measured by the complexity
OF practical knowledge the worker must
possess
whether it be gained by on-the-job
experience, prior
training and education or both. It is limited by,
the 'nature OF instructions
received regarding the
work task and by the amount of supervision
received.
1. Pre-employment Training Point Total
Ran . c
a• This factor is defined as the mental Por_ _its
development and general knowledge as 1-18
acquired through schooling or self
study required
to absorb the specific
training necessary for satisfactory
per-
formance on the job,
b• Employment Training & Experience
1-17
�.
Specific training and experience in addition
to pre-employment
training necessary to
acquire proficiency in
L
performing the duties
Of the job. The longer the period
Of training
required the more responsibility is assigned,
C. Supervisory Experience
1-10
--
A measure of the supervisory experience
required to adequately
motivate employees
in the accomplishment of departmental
objectives.
Maximum Total Points: 45
-
Maximum Assigned Points: 32
FACTOR Scope of knowledge is measured
by the level of
experience obtained in each component
and Is
measured by three degrees: 1) elementary -
level knowledge
entry-
with minimal standards; 2)
inlernm(Ilale
knowledge Iccluir•nd through continued
exposura to additional training in
arca of
Competence; 3) expert - advanced training and
experience dealing
with each level of professional
competency in area of conrentration,
ej
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 1101fitS
BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
121
dge of:
•e -employment 'I r;rining
High school plus two
years college; —
College degree;
Advanced graduate 10
degree;
Professiona! degree,
i.e. law, engineering,
medicine, etc.
Point Spread 1-18
Casual Intermediate Exoert
1-5 6-10 11-118
int Sreat
B. Employment Training and Experience Casual Intermediate 1-17 Ex eat
1. None; 1-6 7-13 14.17
2. Three months to 1 year;
3. 1-3 years; �4^
4. 4-7 years;
5. 8+ years.
C. Supervisory ExperiencePoint Spread 1-10
Casual Intermediate Expert
1. None; 1-3 4-7
2. Under 1 year; 8-10
3. 1-5 years; —B-
4. 6-10 years;
S. 10+ years.
RESPONSIBILITY
2. Responsibility for organizing h Planning Soi � d
�—
This factor is a measure or the jobs responsible 0-10
for organizing and planning departmental activities.
It evaluates the degree of responsibility assigned
for performance standards, accountability for
achieving those standards and the authority for
carrying out plans and procedures.
Credit is based on the relative impact improper
planning and organizing could have on the City
administration and the ultimate effect on City
residents. Particular attention is given to
-overall responsibility for planning the work
flow so as to insure optimum utilization of
human and monitary resources.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MONIES
Total
Points
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1 '
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES M011ics
122
FACTOR DEGREES:
1.
Organization and planning or activities
0
for approval of immediate supervisor,
_
only. No direct responsibility;
2.
Minimal responsibility for organizing
1-3
and planning activities as it relates
to day-to-day operations only. Long-
term planning is the responsibility of
the immediate supervisor;
-
3.
Responsibility and authority for maxi- 7
4-7 -
mizing resources with occasional
exceptions rererred to supervisor for
_
a decision;
4.
Complete authority and responsibility
8-10
for fiscal administration with little
direction from supervisor; borad objectives
are generally outlined.
Maximum Total Points: 10
—
Maximum Assigned Points: 7
`
RESPONSIBILITY
Point Total
3.
Responsibility for Principals & Methods
Spread Points
This factor measures the initiative and indepen-
0-10 8 _.
dent judgement required to design and implement
principles and methods that benefit the attain-
ment of an efficient and effective operation.
Emphasis is placed on transforming broad concep-
tual techniques into workable procedures geared
toward minimizing conflicts and duplication of
effort.
`
FACTOR DEGREES:
1.
No direct responsibility for principles
0 ~
or methods;
2.
Follow, established methods and proce-
1-3
(lures, refer all exceptions;
3.
Occasional since most duties are
4-7
repetitive and related. Standard
Instructions and procedures serve as
`
guides. Unusual problems are referred
„
frequently with suggestions for cor-
rection. The nature of the wort; Is such
that it is performed to a large extent
on own responsibility after assignement
with some choice of method. Occasionally
develop own methods;
4.
Have -wide choice in selection, devel- _.,8_
8-10
opment and coordination of methods within
broad framework of general policies.
V
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES M011ics
1
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i I
123
Maximum Toral Points:
MAKimllm Assigned Points: _ B
RESPONSIBILI1 Y
4. Responsibility for Decisions
This factor measures the relative responsibility
for decision making on a job. Credit is based
on the impact an incorrect decision could have
on operations and the degree of authority and
autonomy granted in the making of decisions.
FACTOR DEGREES:
1. No Independent decisions made without _
supervisory input;
2. Minor decisions are made without super-
visor approval as they relate to day-
to-day operational problems;
3. Major operational changes and decisions
must be reviewed before implementation;^
4. Discretion granted in responsibility _ for making decisions that affect unit;
5. Broad discretion in responsibility and _
authority granted in all aspects of
decision making.
Maximum TOtAI Points: '10
Maximum Assigned Points: _ 6 -
RESPONSIBILITY _RESPONSIBILITY
Point
Spread
0-10
0
1-3
4-5'
6-8
9-10
Point
5. Responsibility for Adminstralion Spread
This factor measures the responsibility for a 0-5
development, implementation and administration
of unit projects. Credit is based on how the
programs may require problem salving, creative-
ness and scheduling. Additional measures identify
the nature and extent of the job holder's respon-
sibility for obtaining results. It includes the
amount of physical resources available and degree
Of physical resources available and degree of
Authority needed to utilize resources in reaching
objectives.
FACTOR DEGREE;:
1. Responsibility for administration Of 0
unit project' is generally given to
Immediate supervisor;
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
.Total
Points
6
Total
Points
f
:,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
124
2.
Sonic discretion granted in making
1
recommendations for• possible implemen-
tation of activities;
3.
, Responsible fur implementation of 3
2-3
_
projects whose bi-oad objectives have '<
already been ouLlied without budget access;
4.
Responsible for design and adrninistra-
4
tion of new projects with budget access;
5.
Responsibility for design, impleninn-
5
latinn and administralion of new projects —
with intended budget responsibilities
and accountabilities.
Maximum Total Points: 5
Maximum Assigned Points:
RESPONSIBILITY
6.
Responsibility for Supervision
Point
Spread
This factor measures the responsibility which
0-5
goes with the job for supervising the work of
others. It is not intended to appraise super-
visory responsibility for results. The number
j
of individuals directed shall be considered
as those given immcdaite guidance and also those
Indirectly assisted through channels. Cr•Ddit
should be given to the degree of motivation
exhibited by employees in the performance of
r
I
their Immediate responsibilities.
FACTOR DEGREES:
I i
1.
Responsible only for own work but may
0
i
,
coordlante with others;
2.
Responsible for instructing and direct -
1 -2
ing one or, two helpm•s 50% or more of
the time;
j 3.
Responsible for instructing, directing 4
3-4
_
or setting up for a small group of
employees usually in the same operation,
j
up to 10 persons;
4.
Responsible for instructing, directing
5
and maintaining the flow of work, up
to 20 persons.
Maximum Total Points: 5
I
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Maximurn Assigned Points: 4
-
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FIICROFILRED BY
JORM MICROLAB
1
CEDAR RAPIDS•DES NOIRES
Total
Points
4
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
125
RESPONSIBILITY
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIaES
Total
Points
Ir
Total
Points
4
Maximum Total Points: 5
Point.
7.
Responsibility for COnUcts
�P_I;ead
RESPONSIBII.I'rY
Thls fi11'tur IllP;It,LI'CL tllo c(mr1w,y, Lact arid
0-5
porsuasivvnr,s required lu maintain good
B.
Responsibility for Confidential Data
relationships with INDPIP. at DII luvcls within
the organization and to inctuce cooperation by
0-5
personal or telephone contraunications with persons
other than immediate supervisors or co-workers.
FACTOR DEGREES:
it could have on an individual, the City or the
1.
Little if any public contact or inter-
0
departmental interaction;
2.
Handles general public and inter- _ -_
1-2
departmental interaxtion occasionally
2.
only;
1
3.
Comes in contact with general public 4
3-4
3.
continuously;
2-3
4.
All contacts internally and with the ,__
5
4.
general public are part of the job
4
function.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIaES
Total
Points
Ir
Total
Points
4
Maximum Total Points: 5
Maximum Assigned Points: 4
RESPONSIBII.I'rY
Point
B.
Responsibility for Confidential Data
Spread
This factor measures the amount of access a job
0-5
has to confidential data, the possible results
of a breach of this confidentiality and the impact
it could have on an individual, the City or the
community as a whole.
FACTOR DEGREES:
1.
No contact with confidential data at
0
any time;
2.
Some contact with confidentail data
1
under close ObSCI VatlOn and supmvision;
3.
Complete and total access to data that _ _
2-3
could be damaging to other employees'
4
4.
Complete and total access to data that ,
4
could be damaging to people and City
operations;
5.
Complete and total access that Gould be.
damaging to people, City operations
and the entire community as a whole.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIaES
Total
Points
Ir
Total
Points
4
,.-MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES,
I ,
IOWA
1
126
I
Maximum Total Points: 5
4
Maximum Assigned Points:
RESPONSIBILITY Point
Total
' Spread
9. Responsibility for Budgeting &
Points
-
Financial Control
the degree of budget and 0 5
This factor measures
financial responsibility for the job. Cre��ormance
i is based on the, jobs ability [o match p
consideration
with budgetary allocations, additional
to the. relative dogree of decision making
relates
and access to financial support given the job.
sa
�
FACTOREES:
No responsibility for budget and 0
financial administration; 1_2
Respnsibilir/ granted for recommending
a.r i
2,
budgal no responsibility for adminl-
stration;3-4
j 3. Responsibility for approval of expenses 4
only up to $250.00; 5
4, Total responsibility for administration
of budget with no restrictions on
amount, with guidelines.
i Maximum Total Points: 5
i
Maximum Assigned Points: 4_
TOTAL POINTS ASSIGNED ALL CATEGORIES: 74
i,-'—
I
MAXIMl1M TOTALPOINTS ALL CATEGORIES: — 100 ...
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' JORM MICROLAB
CEDAR RAPIDS -DES MOINES
i
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-MICROFILMED BY JORM MICROLAB
907
CEDAR RAPIDS AND DES MOINES, IOWA
IP7
.A)IS LVALUA PION
FY79
POSITION: Controller I)A'rr:
CLASSIFICATION: SUPERVISORS & EXECUTIVES RANGL:
EVALUATION COMPONEN-r5
KNOWLEDGE This factor considers the education, knowledge and
experience the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker"must possess
whether it be gained by on-the-job experience, prior
training and education or both. It is limited by
the nature of instructions received regarding the
work task and by the amount of supervision received.
Point Total
1. Pr•e-employment Training Range Points
N. This factor is defined as the mental 1-18
development and general knowledge as
acquired through schooling or self
study required to absorb the specific
training necessary for satisfactory per-
formance on the job.
b. Employment 'training & Experience 1-17
Specific training and experience in addition
to pre-employment training necessary to
acquire proficiency in performing the duties
of the job. The longer the period of training
required the more responsibility is assigned.
C. Supervisory Experience 1-10
A measure of the supervisory experience
required to adequately motivate employees
in the aCCOMPlishinenl of departmental objectives.
Maximum Total Points: 45
Maximum Assigned Points: 36
FACTOR DEGREES: Scope of knowledge is measured by the level of
experience obtained In each component and is
measured by three degrees: 1) elementary - ent•y-
level knowledge with minimal standards; 2)
inlorowdiale knowledge ar-quired through continued
exposure to additional training in area of
competence; 3) expert - advanced training and
experience dealing with each level or professional
competency in area of concentration.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
i
I
LMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
128
wledge ur:
Pre-employment 'I r.iining
1. High school plus two
years college; —`-
2. College degree;
3. Advanced graduate 76
degree;
4. Professional degree, _
i.e. law, engineering,
medicine, etc.
B. Employment Training and Experience
1 None;
2. Three months to 1 year;
3. 1-3 years; 13
4. 4-7 years;
5. 8+ years.
Point Spread .8
casual InEMIe ate Exert
'1-5 6-10 11-18
Point Spreat 1-17
Casual Intermediate Expert
1-6 7-13 14-17
Point Spread 1-10
C. Supervisory Experience Casual Intermediate Expert
1. None; 1-3 4-7 B -1U
2. Under 1 year;
3. 'I-5 years;
4. 6-10 years;
S. 10+ years.
RESPONSIBILITY
Point
2. Responsibility for Organizing & Planning Spread
This factor is a measure of the jobs responsible 0-10
for organizing and planning departmental activities.
It evaluates the degree of responsibility assigned
for performance standards, accountability for
achieving those standards and the authority for
carrying out plans and procedures.
Cr•odlt is based on the relative impact improper
planning and organizing could hove on the City
administration and the ultimate effect on City
residents. Particular attention Is given to
-overall responsibility for planning the work
flow so as to insure optimum utilization of
human and monitary resources.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MDIIIEs
Total
Points
7
1
i
i
hI
i
i
1
I�
I
LMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
128
wledge ur:
Pre-employment 'I r.iining
1. High school plus two
years college; —`-
2. College degree;
3. Advanced graduate 76
degree;
4. Professional degree, _
i.e. law, engineering,
medicine, etc.
B. Employment Training and Experience
1 None;
2. Three months to 1 year;
3. 1-3 years; 13
4. 4-7 years;
5. 8+ years.
Point Spread .8
casual InEMIe ate Exert
'1-5 6-10 11-18
Point Spreat 1-17
Casual Intermediate Expert
1-6 7-13 14-17
Point Spread 1-10
C. Supervisory Experience Casual Intermediate Expert
1. None; 1-3 4-7 B -1U
2. Under 1 year;
3. 'I-5 years;
4. 6-10 years;
S. 10+ years.
RESPONSIBILITY
Point
2. Responsibility for Organizing & Planning Spread
This factor is a measure of the jobs responsible 0-10
for organizing and planning departmental activities.
It evaluates the degree of responsibility assigned
for performance standards, accountability for
achieving those standards and the authority for
carrying out plans and procedures.
Cr•odlt is based on the relative impact improper
planning and organizing could hove on the City
administration and the ultimate effect on City
residents. Particular attention Is given to
-overall responsibility for planning the work
flow so as to insure optimum utilization of
human and monitary resources.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MDIIIEs
Total
Points
7
U
;MICROFILMED BY JORM MICROLAB
1
129
CEDAR RAPIDS AND DES MOINES, IOWA
FACTOR DEGREES:
1. Organization and planning of activities _
0
for approval of inuaediate supervisur
only. No direct responsibility;
1-3
2, Minimal responsibility fur organizing
and planning activities as it relates
to day-to-day operations only. Long-
term planning is the responsibility of
the immediate supervisor;
3. Responsibility and authority for maxi- _7
4_7
mizing resources with occasional
exceptions referred to supervisor for
a decision;
4. Complete authority and responsibility
8-10
for fiscal administration with little
direction from supervisor; borad objectives
are generally outlined.
Maximum Total Points: 10
Maximum Assigned Points: 7
OESPONSIBILITY
Point
3. Responsibility for.Principals & Methods
Spread
This factor measures the initiative and indepen-
0-10
dent judgement required to clesign and implement
principles and methods that benefit the attain-
ment of an efficient and effective operation.
Emphasis is placed on transforming broad concep-
tual techniques into workable procedures geared
toward minimizing conflicts and duplication of
effort.
FACTOR DEGREES:
1. No direct responsibility for principles
0
or methods;
1-3
2. Fallow established methods and pr•oce-
dures, refer all exceptions;
4-7
3. Occasional since most duties are _
repetitive and related. Standard
instructions and procedures serve as
guides. Unusual problems are referred
frequently with suggestions for cor-
rection. The nature of the work Is such
that it is performed to a large extent
on own responsibility after assignement
with some choice of method. Occasionally
develop own methods;
4. Have wide choire in selection, level- L
8-10
opment and coordination of methods within
broad framework of Ocneral policies.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS.DES r101DES
Total
Points
_ 8
i
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
130
Maximum Total Points:
Maximum Assigned Points: _8 _
RESPONSIBILITY
4. Responsibility for Decisions
This factor measures the relative responsibility
for decision making on a job. Credit is based
on the impact an incorrect decision could have
on operations and the degree or authority and
autonomy granted in the making of decisions.
FACTOR DEGREES:
1. No independent decisions made without
supervisory input;
2. Minor decisions are made without super-
visor• approval as they relate to day-
to-day operational problems;
3. Major operational Changes aril decisions
must be reviewed before implementation;
4. Discretion granted in responsibility
for making decisions that affect unit;
5. Broad discretion in responsibility and _
authority granted in all aspects of
decision making.
Maxinxmr Total Points: '10
Maximum Assigned Points: _7 _
RESPONSIBILITY
S. Responsibility for Adminstralion
This factor measures the responsibility for a
development, iniplamcntation and administration
of unit projects. Credit is based on how the
programs may require problem solving, creative-
ness arid scheduling. Additional measures identify
the nature and extent of the job holder's respon-
sibility for obtaining results. It includes the
amount of physical resources available and degree
of Physical resources available and degree of
authority needed to utilize resources in reaching
objectives.
FACTOR DEGREES:
1. Responsibility fur administration of
unit project:, is generally given to
immediate supurvisur;
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES HOMES
Point
Total
Spread
Points
0-10
7
0
1-3
�e
4-5
6-8
hr
{i r
9-10
M
I
Point
Total
Spread
Points
0-5
a
�. .
0
"
,
-MICROFILMED BY JORM MICROLAB
• CEDAR RAPIDS AND DES MOINES, IOWA
131
2. Some discretion granted in making
1
recommendations 1'or possible implernen-
tation of activities;
3. Responsible for implementation of
2.3
projects whose broad objectives have
already been oullied without budget access -
4. Responsible for design and administra-
4
_
tion of new projects with budget access;
S. Responsibility for design, implernen-
j
tation and administration of new projects
with intended budget responsibilities
and accountabilitius.
Maximum Total Points: 5
Maximum Assigned Points: _4
J
RESPONSIBILITY
i
1
+
Point
Spread
This factor measures the responsibility which
0-5
i
others. It is not intended to appraise super-
visory responsibility for results, The number
of Individuals directed shall be considered
as those given immedaite guidance and also those
indirectly assisted through channels. Credit
IJ
exhibited by employees in the performance of
their immediate responsibilities.
FACTOR DEGREES:
i
1. Responsible only for own work but may
0
coordiante with others;
j
2. Responsible for instructing and direct-
1-2
ing one or lwe helpers 50% or more of
the time;
3. Respnnsible for instructing, directing q�
1
_
or setting up I'nr a small group of
i
employees usually in the same operation,
LIP to 10 persons;
4. Responsible for instructing, directing
5
and maintaining the, flow of work, up
to 20 persons.
i
Maximum Total Points: 5
Maximum Assigned Points: 4
r
i
I
9 r
,
i M
I
�
I
-MICROFILMED BY JORM MICROLAB
• CEDAR RAPIDS AND DES MOINES, IOWA
131
2. Some discretion granted in making
1
recommendations 1'or possible implernen-
tation of activities;
3. Responsible for implementation of
2.3
projects whose broad objectives have
already been oullied without budget access -
4. Responsible for design and administra-
4
_
tion of new projects with budget access;
S. Responsibility for design, implernen-
5
tation and administration of new projects
with intended budget responsibilities
and accountabilitius.
Maximum Total Points: 5
Maximum Assigned Points: _4
RESPONSIBILITY
6. Responsibility for Supervision
Point
Spread
This factor measures the responsibility which
0-5
goes with the job for supervising the work of
others. It is not intended to appraise super-
visory responsibility for results, The number
of Individuals directed shall be considered
as those given immedaite guidance and also those
indirectly assisted through channels. Credit
should be given to the dogree of motivation
exhibited by employees in the performance of
their immediate responsibilities.
FACTOR DEGREES:
1. Responsible only for own work but may
0
coordiante with others;
2. Responsible for instructing and direct-
1-2
ing one or lwe helpers 50% or more of
the time;
3. Respnnsible for instructing, directing q�
3-4
_
or setting up I'nr a small group of
employees usually in the same operation,
LIP to 10 persons;
4. Responsible for instructing, directing
5
and maintaining the, flow of work, up
to 20 persons.
Maximum Total Points: 5
Maximum Assigned Points: 4
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOIIIES
Total
Points
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
132
RESPONSIBILITY
Point
7.
Responsibility for, Contacts
Spread
This factor, measures the courtesy, tact and
0-5
persuasiveness required to maintain good
relationships with people at all levels within
the organization and to induce cooperation by
personal or telephone communications with persons
other than immediate supervisors or co-workers.
FACTOR DEGREES:
1.
Little if any public contact or inter-
0
departmental interaction;
2.
Handles general public and inter-
1-2
departmental inleraxlion occasionally
only;
3.
Comes in contact with general public 4
3-4
continuously;
4.
All contacts inte•nally and with the
5
general public are part of the job
function.
Maximum Total Points: 5
Maxinwm Assigned Points: 4
I
RESPONSIBILITY
Point
B.
Responsibility for Confidential Data
Spread
This factor measures the amount of access a job
0-5
has to confidential data, the possible results
of a breach of this confidentiality and the impact
it could have on an individual, the City or the
community as a whole.
FACTOR DEGREES:
1.
No contact with confidential data at
0
any time;
2.
Some contact with confidentail data
1
under close observation and supervision.
3.
Complete and total access to data that _ _
2-3
could be damaging to other employees;
4
4.
Complete and total access to data that
4
could be damaging to people and City
operations;
5.
Complete and total access that could be
5
damaging to people, City operations
and the entire community as a whole.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES a01aES
Total
Points
4
Total
Points
4
r
-(MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
j ,
133
_
Maximum Total Points: 5
Maximum Assigned Points: 4
RESPONSIBILI fY
Point
Total
9. Responsibility for Budgeting &
Spread
Points
Financial Control
This factor measures the degree of budget and
0-5
4
financial responsibility for the job. Credit
is based on the job's ability to match performance
!
with budgetary allocations, additional consideration
relates to the relative degree of decision making
and access to financial support given the job.
_
FACTOR DEGREES:
1. No responsibility for budget and
0
t
financial administration;
2. Respnsibility granted for recommending
1-2
budget - no responsibility for adminl-
' I ..
stration;
I
3. Responsibility for approval of expenses 4
3-4
I
only up to $250.00;
4. Total responsibility for administration
5
'
_ _
of budget with no restrictions on
—f
I i i
amount, with guidelines.
Maximum Total Points: 5
Maximum Assigned Points: 4
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 78
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 700
1 i
r
;i
1;
l
v
� 1
1 �
-
1377
i
MICROFILMED BY
'
JORM MICROLAB
`
CEDAR RAPIDS -DES IIOIOCs
'IMICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
134
JOB I:VALUAHON
FY79
POSITION: ___,$pperint_endent.. _..___ DATE:
CLASSIFICATION: SUPERVISORS & EXECUTIVES RANGE:
EVALUATION COPAPONENTS
KNOWLEDGE This factor considers the education, knowledge and
experience the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess
whether it be gained by on-the-job experience, prior
training and education or both. It is limited by.
the nature of instructions received regarding the
work task and by the amount of supervision received
Point
'total
1. Pre-employment Training Range Points
a. This factor is defined as the mental
devclopmunt and general knowledge as
acquired through schooling or self
study required to absorb the specific
training necessary for satisfactory per-
formance on the job.
b. Employment Training & Experience 1.17 _
Specific training and experience in addition
to pre-employment training necessary to
acquire proficiency in performing the duties
of the job. The longer the period of training
required the more responsibility is assigned.
C. Supervisory Experience 1-10
A measure of the supervisory experience
required to adequately nurlivate employees
in the accomplishment of departmental objectives.
Maximum Total Points: 45
Maximum Assigned Points: _32
FACTOR DEGREES: Scope of knowledge is measure(] by the level of
experience obtained in each component and is
measured by three degrees: 1) elementary - entry-
level knowledge with minimal standards; 2)
intermediate knowlodge acquired through continued
uxposuro to additional training in area of
competence; 3) expert - advanced training and
experience dealing with each level of professional
compotency in area of concentration.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
4:1
I
j
J 1
i
i I,
I
i
1
i
j
Expert
i
I
i
i
i
i
14-17
I
,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
135
Itnowledge of:
A. Pre-employment 'I rd ining
1. High school plus two
years college;
2. College degree; 11
3. Advanced graduate __ .•
degree;
4. Professional degree,
i.e. law, engineering,
medicine, etc.
Point Spread 118
CDsuaI Intermediate EMeq
1-5 6-10 11 -'IB
1. one; _
2, Under 1 year;
3. 1-5 years; _
4. 6-10 years;
S. 10+ years. _
RESPONSIBILITY point
2. Responsibility for Organizing & planning Spread
This factor is a measure of the jobs responsible 0-10
for organizing and planning departmental activities.
It evaluates the degree of responsibility assigned
for performance standards, eccotmtability for
achieving those standards and the authority for
carrying out plans and procedures.
Credit is based on the relative impact improper
planning and organizing could have on the City
administration and lho ulEimate erred on City
residents. particular attention is given to
-overall responsibility for planning the work
flow so as to insure optimum utilization of
human and monitary resources.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Total
Points
7
H
Point Spreat 1-17
B. Employment Training and Experience
Casual
Intermediate
Expert
1. None;
1-6
7-13
14-17
2. Three months to 1 year; .
13
3. 1-3 years; —_
4. 4-7 years;
5. 8+ years.
Point Spread
1-10
C. Supervisory Experience
Casual
Intermediate
Expert
1.3
4-7
B-10
1. one; _
2, Under 1 year;
3. 1-5 years; _
4. 6-10 years;
S. 10+ years. _
RESPONSIBILITY point
2. Responsibility for Organizing & planning Spread
This factor is a measure of the jobs responsible 0-10
for organizing and planning departmental activities.
It evaluates the degree of responsibility assigned
for performance standards, eccotmtability for
achieving those standards and the authority for
carrying out plans and procedures.
Credit is based on the relative impact improper
planning and organizing could have on the City
administration and lho ulEimate erred on City
residents. particular attention is given to
-overall responsibility for planning the work
flow so as to insure optimum utilization of
human and monitary resources.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Total
Points
7
H
CROFILMED BY JORM MICROLAB
136
• CEDAR RAPIDS AND DES MOINES, IOWA
ICTOR DEGREES:
Organization and planning of activities
for approval of inunediale supervisor
only. No direct responsibility;
Minimal responsibility for organizing
and planning activities as it relates
to day-to-day operations only. Long-
term planning is the responsibility of
the immediate supervisor;
Responsibility and authority for maxi- 7
mizing resources with occasional
exceptions referred to supervisor for
a decision;
4. Complete authority and responsibility 8 .
for fiscal administration with little
direction from supervisor; broad objectives
are generally outlined.
Maximum Total Points: 10
Maximum Assigned Points: 7
RESPONSIBILITy
3. Responsibility for Principals & Methods
This factor measures the initiative and indepen-
dent judgement required to design and implement
principles and methods that benefit the attain-
ment of an efficient and effective operation.
Emphasis is placed on transforming broad concep-
tual techniques into workable procedures geared
toward minimizing conflicts and duplication of
effort.
FACTOR DEGREES:
1. No direct responsibility for principles
or method:;;
2. Follow established methods and prone-
dures, refer all excLiotions;
3. Occasional since most duties are _
repetitive and related. Standard
instructions and procedures serve as
guides. Unusual problems are referred
frequently with suggestions for cor-
rection. The nature of the work Is such
that it is performed to a large extent
on own responsibility after assignement
with some choice of method. Occasionally
develop own methods;
4. Have wide choice in selLClion, devel- A
opment and roordinalion of methods within
broad framework or general policies,
MCROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
0
1-3
4-7
B-10
Point
Spread
0-10
no
1-3
Ir -7
8-10
Total
Points
,;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
I ;'f
Maximum Total Points: 10
Maximum Assigned Points: —.8—
RESPONSIBILITY
8_RESPONSIBILITY
4. Responsibility for Decisions
This factor measures the relative responsibility
for decision making on a job. Credit is based
on the impact an incorrect decision could have
on operations and the degree or authority and
autonomy granted in the making of decisions.
FACTOR DEGREES:
1. No independent decisions made without _
supervisory input;
2. Minor decisions are made without super-
visor approval as they relate to day-
to-day operational problems;
3. Major operational changes and decisions
must be reviewed before implementation;
4. Discretion granted in responsibility
for malting decisions that affect unit;
S. Broad discretion in responsibility and
authority granted in all aspects or
decision making.
Maximum Total Points: 10
Maximum Assigned Points: _8 -
RESPONSIBILITY
Point
Total
Spread
Points
0-10
8
i
i
{
{
i
I
i
t
{
i i
{
d
I
I
,;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
I ;'f
Maximum Total Points: 10
Maximum Assigned Points: —.8—
RESPONSIBILITY
8_RESPONSIBILITY
4. Responsibility for Decisions
This factor measures the relative responsibility
for decision making on a job. Credit is based
on the impact an incorrect decision could have
on operations and the degree or authority and
autonomy granted in the making of decisions.
FACTOR DEGREES:
1. No independent decisions made without _
supervisory input;
2. Minor decisions are made without super-
visor approval as they relate to day-
to-day operational problems;
3. Major operational changes and decisions
must be reviewed before implementation;
4. Discretion granted in responsibility
for malting decisions that affect unit;
S. Broad discretion in responsibility and
authority granted in all aspects or
decision making.
Maximum Total Points: 10
Maximum Assigned Points: _8 -
RESPONSIBILITY
Point
Total
Spread
Points
0-10
8
0
1-3
4-5
6-8
9-10
Point
S. Responsibility for Adminslralion Spread
This factor measures the responsibility for a 0-5
development, Implementation and administration
of unit projects. Credit is based on how the
Programs may require problem solving, creative-
ness and schoduling. Additional measures identify
the nature and extent of the joh holder's respon-
sibility fur ohtaining results. It includes the
amount or physical resources available and degrr:D
of physical resourc:s available and degree of
authority needed to utilize resources in reaching
objectives.
FACTOR DEGREES:
1. Responsibility for administration of _. 0
unit projects is generally given to
immediate supervisor;
MICROFILMED BY
JORM MICROLA13
CEDAR RAPIDS -DES HINES
Total
Points
_JL_
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES. IOWA
138
2. Some discretion granted in making
recommendations for possible implemen-
tation of activities;
3.. Responsible fur implementation of
projects whose broad objectives have
already been outlied without budget access;
4. Responsible for design and administra- i
tion of new projects with budget access;
5. Responsibility for design, implemen-
tation and administration of new projects
with intended budget responsibilities
and accountabilities.
Maximum Total Points: 5
Maximum Assigned Points: 4
RESPONSIBILITY
6. Responsibility for Supervision
This factor measures the responsibility which
goes with the job for• supervising the work of
others. It is not intended to appraise super-
visory responsibility for results. The number
of individuals directed shall be considered
as those given immedoite guidance and also those
indirectly assisted through channels. Credit
Should be given to the degree of motivation
exhibited by employees in the performance or
their immediate responsibilities.
FACTOR DEGREES:
1.. Responsible only for own work but may
coordlante with others;
2. Responsible for instructing and direct- _
ing one or two helpers 50% or more of
the time;
3. Responsible for instructing, directing _
or setting up for a small group of
employees usually in the same operation,
up to 10 persons;
4. Responsible for instructing, directing 5
and maintaining the flow of work, up
to 20 persons.
Maximum Total Points: 5
Maximum Assigned Points: 5
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 1101MES
1
2-3
4
5
Point
Spread
0-5
0
1-2
3-4
5
Total
Points
_5
I
j
i
�i
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES. IOWA
138
2. Some discretion granted in making
recommendations for possible implemen-
tation of activities;
3.. Responsible fur implementation of
projects whose broad objectives have
already been outlied without budget access;
4. Responsible for design and administra- i
tion of new projects with budget access;
5. Responsibility for design, implemen-
tation and administration of new projects
with intended budget responsibilities
and accountabilities.
Maximum Total Points: 5
Maximum Assigned Points: 4
RESPONSIBILITY
6. Responsibility for Supervision
This factor measures the responsibility which
goes with the job for• supervising the work of
others. It is not intended to appraise super-
visory responsibility for results. The number
of individuals directed shall be considered
as those given immedoite guidance and also those
indirectly assisted through channels. Credit
Should be given to the degree of motivation
exhibited by employees in the performance or
their immediate responsibilities.
FACTOR DEGREES:
1.. Responsible only for own work but may
coordlante with others;
2. Responsible for instructing and direct- _
ing one or two helpers 50% or more of
the time;
3. Responsible for instructing, directing _
or setting up for a small group of
employees usually in the same operation,
up to 10 persons;
4. Responsible for instructing, directing 5
and maintaining the flow of work, up
to 20 persons.
Maximum Total Points: 5
Maximum Assigned Points: 5
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 1101MES
1
2-3
4
5
Point
Spread
0-5
0
1-2
3-4
5
Total
Points
_5
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
i�
139
RESPONSIBILITY
7. Responsibility for Contacts
This factor niea;ures the cota•tesy, Lact and
persuasiveness required to maintain good
relationships with people at all levels within
the organization and to induce cooperation by
personal or telephone communications with persr
other than immediate supervisors or co-workers
FACTOR DEGREES:
1. Little if any public contact or inter- _
departmental interaction;
2. Handles general public and inter- _
departmental interaxLion occasionally
only;
3. Comes in contact with general public 4
continuously;
4. All contacts internally and with the _
general public are part of the job
function.
Maximum Total Points: 5
Maximum Assigned Points: 4
RESPONSIBILITY
B. Responsibility for Confidential Data
This factor measures the amount of access a job
has to confidential data, the possible results
of a breach of this confidentiality and the impac
it could have on an individual, the City or the
community as a whole.
FACTOR DEGREES:
1. No contact with confidential data at _
any time;
2. Some contact with conficlentail data
under close observation and supervision;
3. Complete and total access to data that
could be damaging to other employees;
4. Complete and total access to data that _ 4
could be damaging to people and City
operations;
5. Complete and total access that could be
damaging to people, City operations
and the entire cumtrmunity as a whole..
MICROFILMED BY
JORM MICROLAB
CEDAR RARIDS•DES 1101NES
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
— ----- --
1'10
Maximum Total Points: 5
Maximum Assigned Points: 4
RESPONSIBILITY
9. Responsibility for Budgeting &
Financial Control
This factor measures the degree of budget and
financial responsibility for the job. Credit
is based on the job's ability to match performance
with budgetary allocations, additional consideration
relates to the relative degree of decision making
and access to financial support given the job.
FACTOR -DEGREES:
1. No responsibility for• budget and
financial administration;
2. Respnsibility granted for recommending
budget - no responsibility for admini-
stration;
3. Responsibility for approval of expenses 4
only up to $250.00;
4. Total responsibility for administration
of budget with no restrictions on
amount, with guidelines.
Maximum Total Points: 5
Maximum Assigned Points: 4
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 76
MAXIMUM TOTAL POINTS - ALL CATEGORIES: 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
Point
Total
Spread
Points
0-5
I
0
1-2
3-4
5
t
r
A
;MICROFILMED BY JORM MICROLAB
141
• CEDAR RAPIDS AND DES MOINES, IOWA
JOTS I:VALUA I IHN
FY70
P0SI1i0N:-__ Director --'.- DATE:
CLASSIFICATION: SUPERVISORS & EXECUTIVES RANGE:
EVALUATION COMPONENTS
KNOWLEDGE This factor considers the education, knowledge and
-- experience the worker must have to perform the job
satisfactorily. It is measured by the complexity
of practical knowledge the worker must possess
whether it be gained by on -the -jab experience, prior
training and education or both. It is limited by
the nature of instructions received regarding the
work task and by the amount of supervision received.
Point Total
1. Pre-employment Training Ran a Points
a. This factor is defined as the mental 1-18
development and general knowledge as
acquired through schooling or self
study required to absorb the specific
training necessary for satisfactory per-
formance on the job.
b. Employment 'training & Experience. 1•17
Specific training and experience in addition
to pre-employment training necessary to
acquire proficiency in performing the duties
of the job. The longer the period of training
required the more responsibility is assigned.
C. supervisory Experience 1-10 _
A measure of the supervisory experience
required to adequately motivate employees
in the accomplishment of departmental objectives.
Maximum Total Points: 45
Maximum Assigned Points: 45_
FACTOR CEGPF.ES: Scope. of knowledge is measurer) by the Ievcl of
experience obtained in each component and is
measured by three. degrees: 1) elementary - entry-
IDvel knowledge with minimal standards; 2)
intermediate knowledge acquired through continued
exposure to additional training in area of
competence; 3) expert - advanced training and
experience dealing with each level of professional
competency in area of Concentration.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
r
142
Knowledge of:
A. Pre-employment "I1•aining
1. High school plus two
years college;
2. College degree;
3. Advanced graduate —18
degree;
4. Professional degree,
i.e. law, engineering,
medicine, etc.
Point Spread 1-78
CaSLOI Intermediate Expert
1-5 6-10 11-18
Point Spreat 1-17
B. Employment Training and Experience Casual Intermediate Expert
1. None; 1-6 7-13 14-17
2. Three months to 1 year; _
3. 1-3 years; _
4. 4-7 years;
5. 8+ years. —T7
Point Spread 1-10
C. Supervisory Experience Casual Intermediate Expert
1, None; 1-3 4-7 8-10
2. Under 1 year;
3. 1-5 years; _10
4. 6-10 years;
S. 10+ years. _
RESPONSIBILITY
Point
2. Responsibility for Organizing & Planning SSpr•ead
This factor is a measure of the jobs responsible 0-10
for organizing and planning departmental activities.
It evaluates the degree of responsibility assigned
for performance standards, accountability for
achieving those standards and the authority for
carrying out plans and pr•ocedur•es.
Credit is based on the relative impact improper
planning and organizing could have on the City
administration and the ultimate effect on City
residents. Particular attention Is given to
-overall responsibility for planning the work
flow so as to insure optimum utilization of
human and monilary resources.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
Total
Points
10
--,MICROFILMED BY JORM MICROLAB
`'
• CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES II0It1ES
1143
w
FACTOR DEGREES:
;.r
1. Organization and planning of activities
0
•,
for approval of immediate supervisor,
only. No direct responsibility;
2. Minimal responsibility for organizing
1-3
and planning activities as it relates --
"'
to day-to-day uperations only. Long-
term planning is the responsibility or
the immediate Supervisor;
3. Responsibility and authority for maxi-
mizing resources with occasional ---
4-7
exceptions refm'red to supervisor for
I
a decision;
1
'
4, Complete authority and responsibility 10
8-10
for fiscal administration with little
r\r
..
direction From supervisor; borad objectives
are generally outlined.
r
A,
Maximum Total Points: 10
Maximum Assigned Points: 10
iPoint
RESPONSIBILITY
3. Responsibility for Principals & Methods
'total
5 read Points
..P._
! I
This factur measures the initiative and indepen-
0-10 9
dent judgement required to design and Implement
principles and methods that benefit the attain -
111011t of an efficient and effective operation.
.%
Emphasis is placed on transforming broad concep-
teal techniques into workablerocetdur•es
P geared
�
t
.
toward minimizing conflicts and duplication OF
effort.
FACTOR DEGREES:
i
1. No direct responsibility for principles
p
methods;
fcor
2. Follow established methods and prate-
dares, refer all exceptions; — —
i_3
3. Occasional since most duties are
4_7
repetitive and related, Standard
..
instructions and procedures serve as
guides. Unusual problems are referred
r
frequently with suggestions for car -
'rection. *the nature of the work Is such
that it is performed to a large extent
on awn respunsibilily after assignement
with sortie choice Of method. Occasionally
develop own methods;
4. Have wide choice• in selection, drvel- g
8-10
opment and coordination of methods within
^•
F
broad framework or general policies.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES II0It1ES
I
MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
144
Maximum Total Points:
Maximum Assigned Points: 9
RESPON: IUILITY
4. Responsibility for Decisions
This factor measures the relative responsibility
for decision malting on a job. Credit is based
on the impact an incorrect decision could have
on operations and the degree of authority and
autonomy granted in the making of decisions.
FACTOR DEGREES:
1. No independent decisions made without
supervisory input;
2. Minor decisions are made without super- _
visor approval as they relate to day-
to-day operational problems;
3. Major operational changes and decisions
must be reviewed before implementation;
4. Discretion granted in responsibility B _
for malting decisions that affect unit;
S. Broad discretion in responsibility and _
authority granted in all aspects of
decision making.
Maximum Total Points: '10
Maximum Assigned Points: B
RESPONSIBILITY
5. Responsibility for Adminstra Lion
This factor measures the responsibility for a
development, implementation and administration
of unit projects, Creditis based on how the
programs may require problem solving, creative-
ness and scheduling. Additional measures identify
the nature and extent of the job holder's respon-
sibility for obtaining results. It includes the
amount of physical resources available and degree
of physical resources available and degree of
authority necdcd to utilize resources in reaching
objectives.
FACTOR DEGREES:
1. Responsibility for administration of
unit Projects is generally given to
immediate supervisor;
MICRDFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES BOWES
0
PoinL
Total
Spread
Points
0-10
B
0
1-3
4-5
6-8
•�
9-10
• I '
i
i
Point
Total
Spread
Points
0-5
5
0
-,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
145
2.
Some discretion granted in making
1
_
recommendations for possible implemen-
tation of activities;
3..
Responsible Im• implementation of
2-3
projects whose broad objectives have. _
already been outlied without budget access;
4.
Responsible for design and administra-
4
tion of new projects with budget access;
S.
Responsibility for design, implemen- 5
5
Latton and administration of new projects
with intended budget responsibilities
and accountabililias.
Maximum Total Points: 5
Maximum Assigned Points: 5
RESPONSIBILITY
G.
Responsibility for Supervision
Point
Spread
This factor measures the responsibility which
0-5
goes with the job for supervising the work of
others. It is not intended to appraise super-
visory responsibility for results. The number
of individuals directed shall be considered
as those given immudaite guidance and also those
indirectly assisted through channels. Credit
Should be given to the degree of motivation
exhibited by employees in the performance of
their immediate responsibilities.
17ACTOR DEGREES:
1.
Responsible only for own work but may
0
_
coordlante with others;
2.
Responsible for instructing and direct-
1-2
ing one or two helpers 50% or more of
the time;
3.
Responsible fur insu•ucting, directing 4
3-4
or setting up 1'()I' a small group of —' —
employees usually in the same operation,
Lip to 10 persons;
4.
Responsible for instructing, directing
5
_
and maintaining the flow of work, up
to 20 persons.
Maximum Total Points: 5
Maximum Assigned Points: 4
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
Total
Points
4
r
,,;,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES. IOWA
I
r-
146
RESPONSIBILITY
Point
Total
7.
Responsibility for C.ontacts
Spread
Points
This factor, measures the c01.11-te::y, tact and
0-5
5
persuasiveness required to maintain good
relationships with people at all levels within
the organization and to induce cooperation by
`
personal or telephone communications with persons
other than immediate supervisors or co-workers.
I FACTOR DEGREES:
1.
Little if any public contact or inter-
0
departmental interaction;
2.
Handles general public and inter-
`
1-2
departmental interaxtion occasionally
only;
3.
Comes in contact with general public
3-4
continuously;
4.
All contacts internally and with the ter_
5
general public are part of the job
i
function.
! I
Maximum Total Points: 5
Maximum Assigned Points: _5
RESPONSIBILITY
Point
Total
B.
Responsibility for Confidential Data
Spread
Points
.i:.
i
This factor measures the amount of access a job
0-5
4
has to confidential data, the possible results
of a breach of this confidentiality and the impact
I'
it could have on an individual, the City or the
community as a whole.
FACTOR DEGREES:
1.
No contact with confidential data at
0
any time;
2.
Some contact with confidentail data
1
under close observation and supervision;
3.
Complete and total access to data that _ _
2-3
P
could be damaging to other employees;
4
�i 4.
I
Complete and total access to data that _
4
could be damaging to people and City
'i
operations;
5.
Complete and total access that cruld be
5
damaging to people, City operations
iand
I
i
i
i
the entire community as A wholr,.
i
i
i
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i
I
IICROFILMED BY
JORM MICROLAB
i
CEDAR RAPIDS -DES FIOIIIES
r-
;MIGROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
147
Maximum Tolal I'ninl:: 5
Maximum Assigned Points: _4,
RESPONSIBILITY
Point Total
9. Responsibility for Budgeting & Spread Points
Financial Control
This factor measures the degree of budget and 0-5 _ S
financial responsibility for the job. Credit
is based on the job's ability to match performance
with budgetary allocations, additional consideration
relates to the relative degree of decision making
and access to financial support given the job.
FACTOR DEGREES:
1. No responsibility for budget and
financial administration;
2. Respnsibility granted for recommending _
budget - no responsibility for admini-
stration;
3. Responsibility for approval of expenses i
only up to $250.00;
4. Total responsibi lily for administration q _
of budget with no restrictions on
amount, with guidelines.
Maximum Total Points: 5
Maximum Assigned Points: _ 5
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 95
MAXIMUM TOTAL POINTS - ALL CATEGORIES: _ 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOIIIES
0
1-2
3-4
5
r
I
t
i
;MIGROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
147
Maximum Tolal I'ninl:: 5
Maximum Assigned Points: _4,
RESPONSIBILITY
Point Total
9. Responsibility for Budgeting & Spread Points
Financial Control
This factor measures the degree of budget and 0-5 _ S
financial responsibility for the job. Credit
is based on the job's ability to match performance
with budgetary allocations, additional consideration
relates to the relative degree of decision making
and access to financial support given the job.
FACTOR DEGREES:
1. No responsibility for budget and
financial administration;
2. Respnsibility granted for recommending _
budget - no responsibility for admini-
stration;
3. Responsibility for approval of expenses i
only up to $250.00;
4. Total responsibi lily for administration q _
of budget with no restrictions on
amount, with guidelines.
Maximum Total Points: 5
Maximum Assigned Points: _ 5
TOTAL POINTS ASSIGNED - ALL CATEGORIES: 95
MAXIMUM TOTAL POINTS - ALL CATEGORIES: _ 100
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOIIIES
0
1-2
3-4
5
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4
p
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148
The analysis determined the following revisions and/or changes in
classification.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES MOINES
- �
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FROMSIFICATION TO
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MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1979 JOB EVALUATION
BENCH MARK POSITIONS
GRADE
�nnarvicorc
OLD
POSITION
and Executing
NEW
POSITION
. ASSIGNED POINTS
MAX POINTS
FROMSIFICATION TO
SALARY DATA
FROMLTO /
14
CDBG Coord.
Same
74
100
53 / 14
1300/1982
15
Controller
Same
78
100
53 / 15
1300/1982
15
Supt.
Same
76
100
53 / 15
1300/1982
18
Director
Same
95
100
56 / 17
1590/2528
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
j
I
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ii
plan units as of 3-79.
1�
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p,
City hierarcy with much emphasis on bargaining unit
I .
employees. Consequently, no formal program was developed for
I
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i �.
150
Phase 3 - Administrative Pay Plan Guidelines
A. Present City Pay Plans
The following represents the City of Iowa City's various pay
plan units as of 3-79.
The pay plans were developed according to positions within the
City hierarcy with much emphasis on bargaining unit
employees. Consequently, no formal program was developed for
non -bargaining unit employees resulting in inequity in policy as
MI
well as administration.
The pay plan covers the following employees: American
M
Federation of State, County and Municipal Employees,
—
Administrative, Confidential, Police and Fire.
These plans were as follows:
MICROFILMED BY
JORM MICROLAB
CEDAR RANDS -DES 1101DES
M1CROfILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
RANGE
- 1A 00
Library Ade - 01
15.1
CIl'i OF IOWA CITY
AFSCME BARGAINING UNIT
PAY PLAN
APRIL 1, 1979
A B C
Hrly
3.756
4.254
Biwk
300.48
340.32
Mo*
651.04
737.36
Ann
7812 48
8848 32
1* 01 Hrly 3.884 4.404
Clerk/Typist - 01 Biwk 310.72 352.32
Maint. Work. I-03 Mo 673.22 763.36
Prkg. Enf. Att.-04 Ann 8078.72 9160.32
Wtr. Meter Read. -05
i Library Clerk - 02
- 2* 02 Hrly 4.024 4.554
-I Keypunch Op. - 01 Biwk 321.92 364.32
Acct. Clerk - 02 Mo. 697.49 789.36
I
Oup. Mach. Op. -03 Ann 8369.92 9472.32
3* 03 Hrly 4.163 4.716
j,Sr. Clk/Typ. - O1 Biwk 333.04 377.28
Animal Cont. Of -02 Mo 721.58 817.44
Sr. Lib. Clk.-03 Ann 8659.04 9809.28
7 Rec. Prog. - 05
j Supv. I
4* 04 Hrly 4.314 4.889
1 Bus Driver - 04 Biwk 345.12 391.12
Police Disp. - 02 Mo 747.76 847.42
Maint. Wkr. II -03 Ann 8973.12 10169.12
t 5* 05
i -1 Library Asst. - 01 Hrly 4.475 5.062
Biwk 358.00 404.96
Mo 775.66 877.41
II Ann 9308.00 10528.96
1 _
.J
I �
I
i-
D E F
4.404
4.554
4.716
4.889
352.32
364.32
377.28
391.12
763.36
789.36
817.44
847.42
9160.32
9472.32
9809.28
10169.12
4.554
4.716
4.889
5.062
364.32
377.28
391.12
404.96
789.36
817.44
847.42
877.41
9472.32
9809.29
10169.12
10528.96
4.716
4.889
5.062
5.247
377.28
391.12
404.96
419.76
817.44
847.42
877.41
909.48
9809.28
10169.12
10528.96
10913.76
t
4.889
5.062
5.247
5.443
391.12
404.96
419.76
435.44
847.42
877.41
909.48
943.45
10169.12
10528.96
10913.76
11321.44
a
5.062
5.247
5.443
5.650
404.96
419.76
435.44
452.00 i
877.41
909.45
943.45
979.33
10528.96
10913.76
11321.44
11752.00 j
5.247
5.443
5.650
5.858
419.76
435.44
452.00
468.64
909.48
943.45
979.33
1015.38
10913.76
11321.44
11752.00
12184.64
IIICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIIIES
r
"MICROFILMED BY JORM MICROLAS
1 '
RANGE A B
• CEDAR RAPIDS AND DES MOINES, IOWA
152
6* 06
Sr. Acct Clk.-03
Hrly
4.636
5.247
Maint. Wk. III -05
Biwk
370.88
419.76
Treat. Plant - 06
Mo
803.57
909.48
Operator I
Ann
9642.88
10913.76
Hsg. Mgt. Aide -08
Trans. Operation's -09
Asst.
7* 07 Hrly 4.808 5.443
Tech. Asst. - 06 Biwk 384.64 435.44
Mech. I - 07 Mo 833.38 943.45
Ann 10000.64 11321.44
8* 08 Hrly 4.990 5.650
Sr Maint Worker -04 Biwk 399.20 452.00
Electrician - 05 No 864.93 979.33
Mechanic II - 06 Ann 10379.20 11752.00
Rec. Prog. Supv II - 08
Buyer - 09
Electronics Technician - 10
9* 09 Hrly 5.287 5.858
Lab Tech7- 12 Biwk 422.96 468.64
Rehab Fin. Spec -13 Mo 916,41 1015.38
Sr. Mechanic - 05 Ann 10996.96 12184.64
Hsg/Red Spec. - 07
i Librarian I - 03
Sr. Treatment - 06
Plant Op.
10* Hrly 5.485 6.089
} Spector Biwk 438.80 487.12
Shop Supr. - 04 Mo 950.73 1055.42
Ann 11408.80 12665.12
11* Hrly 5.704 6.320
fir. Eng. Tech -04 Biwk 456.32 505.60
Librarian II - 07 Mo 988.69 1095.46
Broadband Ann 11864.32 13145.60
Telecommunications
Specialist
C D E F
5.443 5.650 5.858 6.OP-n
435.44 452.00 468.64 487.1,
943.45 979.33 1015.38 1055.4k
11321.44 11752.00 12184.64 12665.12_
5.650 5.858 6.089 6.320
452.00 468.64 487.12 505.60-
979.33 1015.38 1055.42 1095.4E
11752.00 12184.64 12665.12 13145.60
5.858 6.089 6.320 6.5;..
468.64 487.12 505.60 525.92
1015.38 1055.42 1095.46 1139.4F-
12184.64 12665.12 13145.60 13673.9,
6.089 6.320 6.574 6.8�_
487.12 505.60 525.92 548.0[-
1055.42 1095.46 1139.49 1187.33
12665.12 13145.60 13673.92 14248.00-
6.320 6.574 6.850 7.1(
505.60 525.92 548.00 568.K_-
1095.46 1139.49 1187.33 1231.36
13145.60 13673.92 14248.00 14776,32
6.574 6.850 7.104 7.39,7,1
525.92 548.00 568.32 591.45
1139.49 1187.33 1231.36 1281.45"
13673.92 14248.00 14776.32 15377.441
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MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
I
' �MIGROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
WE
STEP
w.
RANGE A B C D E F
5r. Librarian -03
-- *Each of these salaries may be escalated to reflect quarterly adjustments in the Consumer
j Price Index.
_Y *All monthly salaries are rounded down.
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12* Hrly 6.165 6.850 7.104 7.393 7.693 7.98I
Sr Const Insp-07 Biwk 493.20 548.00 568.32 591.44 615.44 638.48
Rehab/ConstSpec-06 Mo 1068.60 1187.33 1231.36 1281.45 1333.45 1383.37
13 Planner/Prog.-08 Ann 12823.20 14248.00 14776.32 15377.44 16001.44 16600.48
Analyst I
NJ
19 13* Hrly 6.427 7.104 7.393 7.693 7.981 8.270
w Planner/Prog - 01 Biwk 514.16 568.32 591.44 615.44 638.48 661.60
Analyst II Mo 1114.01 1231.36 1261.45 1333.45 1383.37 1433.46
Civil Engineer -02 Ann 13368.16 14776.32 15377.44 16001.44 16600.48 17201.60
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES MOINES
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CITY OF IOWA CITY
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PAY PLAN
JULY 1, 1978
RANGE
TITLE
MIN.
MAX.
j
01
Clerk/Typist - Confidential 41-01
$621/mo.
$ 863/mo.
01
i
670
933
i
02
Word Processing Operator - Confidential 43-02
670
933
,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIIIES
15h
CITY OF IOWA CITY
CONFIDENTIAL EMPLOYEES
PAY PLAN
JULY 1, 1978
RANGE
TITLE
MIN.
MAX.
41
43
01
Clerk/Typist - Confidential 41-01
$621/mo.
$ 863/mo.
01
Sr. Clerk/Typ. - Confidential 43-01
670
933
43
46
02
Word Processing Operator - Confidential 43-02
670
933
01
Secretary - Confidential 64-01
1052
46
46
02
Sr. Account Clerk - Confidential 46-02
.751
751
1052
46
03
Sr. Bus Driver - Confidential 46-03
751
1052
48
04
Deputy City Clerk - Confidential 46-04
751
1052
49
01
Sec'y. to City Manager. - Confidential 48-01
813
1141
01
Civil Rights Specialist - Confidential 49-01
937
1291
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIIIES
r
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
I
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES 11010ES
15S
CITY OF IOWA CITY
ADMINISTRATIVE PAY PLAN
JULY 1, 1978
MIN MAX
GROUP I 51
875 1193
51
04 Word Processing Supervisor - 04
01 Animal Control Supervisor - 01
02 Library Technical Services Supervisor - 02
03 Library Circulation Services Supervisor - 03
GROUP II 52
1050 1431
52
01 Housing Rehabilitation Supervisor - 01
03 Senior Housing Inspector - 03
04 Assistant Superintendent - 04
Energy Coordinator
_.
GROUP III
1100 1749
j
53
01 Program Coordinator Block Grant - 01
02 Development Coordinator - 02
Sr. Building Inspector
04 Refuse Superintendent - 04
05 Cemetery/Forestry Superintendent - 05
06 Parking System Supervisor - 06
07 Street Superintendent - 07
08 Park Superintendent - 08
09 Equipment Superintendnet - 09
-
10 Administrative Assistant - 10
11 Librarian - Children's Services - 11
12 Personnel Specialist - 12
-J
13 Recreation Superintendent - 13
14 Treasurer - 14
^�
15 Traffic Engineer - 15
16 Assistant to City Engineer - 16
17 Purchasing Agent - 17
18 Controller - 18
"j
19 Transit Manager - 19
f
20 Housing Coordinator - 20
21 Senior Planner - 21
22 Assistant City Attorney - 22
{
23 Adult Services - 23
24 Assistant City Manager - 24
i
GROUP IV
1300 1982
54
01 Pollution Control Superintendent - 01
I
02 Water Superintendent - 02
..�
03 Assistant City Engineer - 03
GROUP V
1430 2279
55
01 City Engineer - 01
i
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GROUP VI 56 1590 2528
56 06 Public Works Director - 06
02 Finance Director - 02
01 Community Development Director - 01
05 Police Chief - 05
08 Fire Chief - 08
03 Human Relations Director - 03
07 Library Director - 07
04 Parks and Recreation Director - 04
09 Housing and Inspection Services Director/ - 09
Building Official
UNCLASSIFIED 60
60 02 City Clerk $18,500 - 02
01 City Manager 34,344 - 01
City Attorney 37.50 or $42.50/hr.
on retainer
90 Temporary, Part-time, Full-time, summer help
Bargainina Unit Position Status
1 - General 1 - Permanent Full-time
2 - Fire 2 - Permanent Part-time
3 - Police 3 - Temporary Full-time
4 - Library 4 - Temporary Part-time
9 - Exempt 5 - Special Programs - CETA - Mayor's Youth
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157
POLICE CONTRACT
PAY PLAN
JULY 1, 1978
RANGE TITLE
31
01
POLICE OFFICER - 31-01
Beginning
Salary
12 mo.
18 mo.
36 mo.
54 mo.
Hrly. 5.175
5.314
6.370
6.981
7.512
Bi -wkly 414.00
425.12
509.60
558.48
600.96
Mo. 897
921
1,104
1,210
1,302
Ann. 10,764
11,052
13,248
14,520
15,624
32
01
POLICE SERGEANT - 32-01
Minimum
Maximum
Hrly. 7.725
8.377
Bi -wkly 618.00
670.16
Mo. 1,339
1,452
Ann. 16,068
17,424
33
01
POLICE CAPTAIN - 33-01
Minimum
Maximum
Hrly. 8.377
9.289
Bi -wkly 670.16
743.12
Mo. 1,452
1,610
Ann. 17,424
19,320
34
01
DEPUTY POLICE CHIEF - 34-01
Minimum
Maximum
Hrly. 9.289
10.148
Bi -wkly 743.12
811.85
Mo. 1,610
1,759
Ann. 19,320
21,108
56
05
CHIEF* - 56-05
Minimum
Maximum
Hrly. 10.148
14.066
Bi -wkly 811.85
1,125.23
Mo. 1,759
2,438
Ann. 21,108
29,256
*This
salary range
is established for the purpose of
computing
pension of
retirees.
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS•DES IIOIMES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
158
FIRE DEPARTMENT
PAY PLAN
APRIL 1, 1979
Bargaining Unit Members:
FIREFIGHTER
21-01-(
A B
C D
E
F
Hrly
3.936 4.109
4.286 4.463
4.665
4.867
Biwkly"
440.84 460.21
480.04 499.86
522.48
545.11
Mo
955.00 997.00
1040.00 1083.00
1132.00
1181.00
Ann
11460.00 11964.00 12480 12996.00
13584.00
14172.00
LIEUTENANT
22-01-( )-2-1
Hrly
4.867
5.086
5.320
Biwkly
545.11
569.64
595.84
Mo
1181.00
1234.00
1291.00
Ann
14172.0
14808.00
15492.00
CAPTAIN
23-01-( )-2-1
Hrly
5.320
5.547
5.798
Biwkly
595.84
621.27
649.38
Mo
1291.00
1346:00
1407.00
Ann
15492.00
16152.00
16884.00
"Each of these
salaries may be escalated
not more than
1/2X per quarter
depending upon
increases in the Consumer
Price Index.
Battalion Chief
) 24-01-08-9-1
Fire Marshal
) 25-01-08-9-1
Training Officer ) 26-01-08-9-1
MIN
MAX
Hrly
7.956
9.087
Biwkly
636.46
726.92
Mo
1379.00
1575.00
Ann
1654d.00
18900.00
Chief" 56-08-08-9-1
Hrly
9.087
11.775
Biwkly
726.92
942.00
No
1575.00
2042.00
Ann
18900.00
24492.00
"This salary range is established for
the purpose of computing pension
of
retirees.
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;MICROFILMED BY JORM MiCROLAB CEDAR RAPIDS AND DES MOINES, IOWA
159
B. Revised City of Iowa City Pay Plan
The following City of Iowa City pay plan represents a combination of
the previous units with much continuity of pay scale and admini-
stration.
Attention is focused on all City employees and the development of a
manageable system with incentive for career growth.
The City pay plan contains 19 grades for various position groupings.
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159
B. Revised City of Iowa City Pay Plan
The following City of Iowa City pay plan represents a combination of
the previous units with much continuity of pay scale and admini-
stration.
Attention is focused on all City employees and the development of a
manageable system with incentive for career growth.
The City pay plan contains 19 grades for various position groupings.
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Proposed Salary Range
I
$ 640-$ 889 per month
1A
$ 668-$ 860*
I
$ 690-$ 894
2
$ 714-$ 926
3
$ 716-$ 997
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$ 738-$ 960
4
$ 765-$ 996*
t{
$ 780-$1084
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$ 793-$1032*
$ 819-$1141
6
$ 850-$1112*
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7
$ 850-$1112
$ 955-$1181*
8
$ 882-$1156*
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Grades 1 through 8 Include office and clerical workers with salary ranges —
as per the following:
Grade
Proposed Salary Range
Trainee:
$ 640-$ 889 per month
1A
$ 668-$ 860*
1
$ 690-$ 894
2
$ 714-$ 926
3
$ 716-$ 997
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$ 738-$ 960
4
$ 765-$ 996*
t{
$ 780-$1084
5
$ 793-$1032*
$ 819-$1141
6
$ 850-$1112*
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$ 813-$1194
7
$ 850-$1112
$ 955-$1181*
8
$ 882-$1156*
*Represents project union rate as of 7-1-79.
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161
Grades 1 through 9 includes skilled and unskilled workers with the
following salary ranges:
Grade
Proposed Salary Range
w
$ 690-$ 894*
4
$ 765-$ 996
i
$ 820-$1072*
7
$ 850-$1112
8
is
9
$ 933-$1204
Id
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161
Grades 1 through 9 includes skilled and unskilled workers with the
following salary ranges:
Grade
Proposed Salary Range
1
$ 690-$ 894*
4
$ 765-$ 996
6
$ 820-$1072*
7
$ 850-$1112
8
$ 882-$1156
9
$ 933-$1204
*Represents projected union wage rate as of 7/1/79.
Grades 9 through 13 include all professional and technical occupations
and are as follows:
Grade Proposed Salary Range
9 $ 897-$1302*
$ 933-$1204*
$ 936-$1276
10 $ 968-$1248*
$1264-,$1381
$1000-$1390
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CEDAR RAPIDS -DES MOINES
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
162
11 $1100-$1529
_
$1006-$1298*
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And, finally, grades 14 through 18 include all supervisory and
executive -
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
162
11 $1100-$1529
_
$1006-$1298*
12 $1085-$1400*
13 $1131-$1450*
And, finally, grades 14 through 18 include all supervisory and
executive -
personnel. Their ranges are as follows:
Grade Protected Salary
14 $1400-$1900
..
i i
$1381-$1505
15 $1480-$2026
`^
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$1484-$1860-
16 $1530-$2392
FI
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$1610-$2415
.9 ;
17 $1800-$2702
The total pay plan combined is as follows:
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• 12
$1085-$1400*
13
$1131-$1450*
And, finally,
grades 14 through 19 include all supervisory and executive
i
y
I
Projected Salary
I
14
$1400-$1900
-
$1339-$1630
15
$1480-$2026
$1484-$1860
16
$1530-$2392
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1
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MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
162
11
$1100-$1529
$1006-$1298*
• 12
$1085-$1400*
13
$1131-$1450*
And, finally,
grades 14 through 19 include all supervisory and executive
personnel. Their ranges are as follows:
i
Grade
I
Projected Salary
I
14
$1400-$1900
-
$1339-$1630
15
$1480-$2026
$1484-$1860
16
$1530-$2392
i
$I630-$2051 '
17 $1800-$2891
The total pay plan combined is as follows:
MICROFILMED BY
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CEDAR RAPIDS•DES IIOIIIES
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;,MIGROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES 110171F.S
I
Reflects orojected
rates as of
C1 TY OF
IONA CITY
7/1/19. NadlleoOtIsmdeto
project wage rates
beyond that
AOM I N I S T P, AT
I VE PAY
PLAN period due to cost
of living
adjustrents.
FY
1980
POSITION
GRADE
UNIT
TITLE
MIM I Mum
MIO -POINT
MAXIMUM
tra l are
A
Clerk/typist 1
640.00
764.00
889.00
i IA
U
Library Aldrt
•668.00
774.00
780.00 806.00
874.00
866.00
A
Clerk/typist 11
670.00
185.00
900.00
I
U
Clerk/lypIst
•690.00
780.00
806.00 874.00
864.00
894.00
I
U
Maintenance Yorker I
•
U
Parking EnforceaMnt Attendant
U
Yater Meter Reader
U
Library Clerk
I
2
U
Keypunch Operator
•714.00
806.00
874.00 864.00
89600
926.00
U
Account Clerk
U
Duplicating Machine Operator
7
A
Word Processing Operator
716.00
856.00
997.00
A
Addnistratire Clerk/typist
U
Aninal Control Officer
•778.00
874.00
864.00 89.4.00
926.00
960.00
U
Senior Library Clerk
p.
U
Recreation Program Supervisor
1
w
7
I
I
U
Senior Clerk/typist
-
1
A
Deputy City Clerk
780.00
972.00
1084.00
A
Clerk -Stena 1
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GRACE
UNIT
tl7ll -
ML9IMUM
M1040I4T
MAXI"
UAT.
4
U
But Drleer
•765.00 064.00
894.00 926.00
960.00
996.00
7
U
Police Dispatcher
s,
U
Maintenance Yorker 11
}
"
5
U
library Assistant
•797,00 894.00
926.00 960.00
996.00
1072.00
'I
A
Secretary I
819.00
980.00
1141.00
l 1
A
Clerk-Stmo II
71
rr
6
A
Adninislntlre Account Clerk
847.00
1011.00
1184.00
iA
Secretary 11
U
Senior Account Clerk
•820.00 926.00
960.00 996.(W0
1012.00
1072.00
U
Maintenance Porker III
U
Treateaent Plant Operator I
U
Housing Management Aide
000
U
Transit Operation Assistant
�
7
U
Technical Assistant
•850.00 960.00
996.00 1072.00
1012.00
1112,00
U
mechanic 1
--
A
Adelntstratlre Secretary
865.00
1049.00
1274.00
A
Senior Bus Orleer
1
I
d
U
firefighter
•1012.00. 1067.00
1113.00 1159.00
1711.00
1264.01)
1
U
Buffer
•882.00 996.00
1072.00 1072.00
1112.00
1156.00
y i
U
Senior Maintenance Worker
U
El.trltlan
U
Mechanic It
{4t I
U
Electronic Technician
1
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POS IT IOM
GRACE UNIT TITLE
j
9 U Police Officer
U Recreation Program Supervisor I7
U Laboratory Technician
- U Senior Mechanic
U Llbrarian 1
U Senior Treat.ent Plant Operator
U Rehab. Finance Specialist
A Administrative Assistant
10 U Building Inspector
U Housing Inspector
U Shop Supervisor
U Lieutenant
A Library Circulation Supervisor
A Aninal Control Supervisor
A Yard Processing Supervisor
M IM IMW4
•90p.nn 9BS.nn
•933.00 1032.00
936.00
•968.00 1072.00
176a.nn
1000.00
11 A
Library Technical Services Supervisor 1100.00
- A
AiNrmaelve Action Comllance Specialist
A
Assistant Superintendent
A
Energy Coordinator
U
Senior Engineering Technician •1006.00 1112.00
U
Librarian 11
- U
Broadband Teleconanunications Specialist
12 U
Rehabilitation Officer •I DOS. 00 1204.00
U
Planner/Program Analyst 1
' U
v
Sr. Construction Inspector
611CROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIOIIiES
MIO -POINT MAXIMUM
1131.00 ;,95.601 7A9..gO
1072.00 1112.00 1 1156.00 1204.00
1106.00
1
1204.00
1276.00
1248.00
i
1112.00 1156.00
�\
1320.00
1781.00
�
1195.00
1390.00
1529.00
i
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1714.00
1156.00 1204.00
1248.00
1298.00
r j
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1750.00
1450,00
f
1248.00 1298.00
r
GRADE
13
14
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A Senior Cent
A CO8G CoonL
A ee4n I
A n9 Coo
A LibrarAn-C'.
A LibrarSen-A
Battalion Ci
A Training 0/
A Controller
A Treasurer
A Assistant C
A Budget Admil
M:MIMiM M10 -POINT MAXIMUM
•1171.00 1248.00 1298.00 1350.00 1400.00 1450.00
1181.00 1236.00 1291.00
1400.00 1650.00 1900.00
POSITION
ON IT
TITLE
u
Senior Librarian
U
Planner/Program Analyst II
Cie 11 Engineer
U
Fl re Lieutenant
A
Senior H ng Inspector
A
Senior Sul kiln Spector
A
Pun'asing Agent
A
Senior Planner
A
Personnel Analyst
A
Assistant City Attorney I
A
Assistant City Engineer
A
Parting System Supervisor
U
Fin Captain
A
Police Sergeant
A Senior Cent
A CO8G CoonL
A ee4n I
A n9 Coo
A LibrarAn-C'.
A LibrarSen-A
Battalion Ci
A Training 0/
A Controller
A Treasurer
A Assistant C
A Budget Admil
M:MIMiM M10 -POINT MAXIMUM
•1171.00 1248.00 1298.00 1350.00 1400.00 1450.00
1181.00 1236.00 1291.00
1400.00 1650.00 1900.00
MICROFILMED BY JORM MICROLAB
CEDAR RAPIDS AND DES MOINES, IOWA �
I
POSITION
GRADE UNIT TITLE
,'.;.
,i
13 U Senior Librarian
U Planner/Program Analyst II
:I U Civil Engineer
U Fire Lieutenant
MINIMUM MID -POINT MAXIMUM
•1131.00 1248.00 1298.00 1350.00 1400.00 1450.OU
1181.00 1278.00 1291.00
14 A
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Senior Building Inspector
i
1
MINIMUM MID -POINT MAXIMUM
•1131.00 1248.00 1298.00 1350.00 1400.00 1450.OU
1181.00 1278.00 1291.00
14 A
Senior Housing Inspector
1400.00
1650.00
1900.00
A
Senior Building Inspector
A
Purchasing Agent
A
Senior Planner
A
Personnel Analyst
A
Assistant City Attorney i
A
Assistant City Engineer
A
Parking System Supervisor
B
Fire Captain
I3al.00
1440.00
1505.00
A
Police Sergeant
1179.00
1484.00
1670.00
IS A
Senior Center Coordinator
1480.00
1757.00
2026.00
A
CDBG Coordinator
A
Redevelopment Coordinator
A
Housing Coordinator
A
Librarlan-Children's Services
A
Librarian -Adult Services
A
Transit Manager
A
Traffic Engineer
A
Controller
A
treasurer
A
Assistant City Attorney II
A
nudn4t ArMlnlltralar
MICROFILMED BY
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vMICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
1484.00
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIORIES
1670.00
1961.00
1860,00
2251.00
1860.00
2792.00
2051.00
3191.00
1✓Jn
PCs IT ION
j • GRADE
OMIT
TITLE
CONT.
i IS
A
Transit Manager
A
Fire Marshall
A
Traffic Engineer
A
Cemetery/Forestry Superintendent
A
Street/Sanitation Superintendent
A
Park Superintendent
A
Recreation Superintendent
i
A
ERuipront Superintendent
I
A
Pollution Control Superintendent
A
Mater Superintendent
A
Police Captain
1 6
A
�1 ant City Manager
A
Assistant Cit t may 111
A-- -_--
Deputy Pollen Chleef
17
A
Planning A Program Development D'
A
Finance Director
A
Mousing 6 Inspections Director
'
A
Hunan Relations Director
A
Library Director
A
Parks A Recreation Director
.-.
A
Public Works Director
A
10 it CMef
,
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A
Fin CAlef
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1484.00
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1670.00
1961.00
1860,00
2251.00
1860.00
2792.00
2051.00
3191.00
1✓Jn
MID -POINT
MAAINUM
1484.00
MICROFILMED BY
JORM MICROLAB
CEDAR RAPIDS -DES IIORIES
1670.00
1961.00
1860,00
2251.00
1860.00
2792.00
2051.00
3191.00
( -,MICROFILMED BY JORM MICROLAB
CEDAR RAPIDS AND DES MOINES, IOWA �
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POSIT IN
I Ge01 Uh li TITLE
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WICLASSIFIED
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- i City Clerk
i g City Manager
1' 7 City Attorney
MID•PUIMT
:Ui1IMUM
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iCEDAR RAPIDS -DES MOINES
;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
MIO -POINT MAXIMUM
1617.00 17S6.00
1614,00
1795.00
1965.00
2792.00
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1966.00
1
2891.00
MINIMUM
1 CONT.
15
A
Battalion Chief
A
Training Offlcer
1475.00
A
Fire,Unhall
I '
A
Cemetery/Forestry Superintendent
i
A
Street/Sanitation Superintendent
j
A
Park Superintendent
A
Recreation Superintendent
j
A
Equipment Superintendent
I. '.
A
Pollution Control Superintendent
A
Water Superintendent
A
Police Captain
ISSi.00
J
16
A'
A
City Ingp near XaneBer
�
A
AssiCitystant
tantCit
Av isiant CItY Attorney IIf
1570.00
A
Deputy Police Chief
1670.00
17
A
Planning B Program Oevelapment Director
1600,00
A
Finance Director
I.
A
Mousing B Inspections Director
A
Muman Relations Director
A
Library Director
L.
A
Parks 1 Recreation Director
A
Public Work, Director
A
Police Chief
1
A
Fire Chief
1757.00
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MIO -POINT MAXIMUM
1617.00 17S6.00
1614,00
1795.00
1965.00
2792.00
1640.00
1966.00
2545.00
2891.00
219A.00 2664.00
21155.00 1175.011
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r1
169
Only those positions outside of bargaining units were recommended
for position classification changes. New positions added to the pay
plan were: Clerk Steno I, Clerk Steno II, Administrative Secretary,
Assistant City Attorney Il, Assistant City Attorney III and Budget
Administrator.
Position changes in the system are:
- Senior Clerk Typist - changed to Administrative Clerk Typist
- Senior Account Clerk - Changed to Administrative Account
Clerk
- Civil Rights Specialist - changed to Affirmative Action
Compliance Specialist
- Personnel Specialist - changed to Personnel Analyst
- Administrative Assistant - reclassified at Range 9
of the Pay Plan.
While the pay plan recognizes extended ranges for all employees and
bring non -bargaining unit employees in line with projected cost of
living increases for union members, It does not necessarily suggest
that all employees will be extended to the and of the grade range
maximum. On the contrary, a salary administration and a
performance appraisal program has been designed to accompany the
new pay plan. It is designed to accurately and fairly administer the
new City pay classification system awarding those employees that
merit reward and recognizing those employees that do satisfactory
work.
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r1
169
Only those positions outside of bargaining units were recommended
for position classification changes. New positions added to the pay
plan were: Clerk Steno I, Clerk Steno II, Administrative Secretary,
Assistant City Attorney Il, Assistant City Attorney III and Budget
Administrator.
Position changes in the system are:
- Senior Clerk Typist - changed to Administrative Clerk Typist
- Senior Account Clerk - Changed to Administrative Account
Clerk
- Civil Rights Specialist - changed to Affirmative Action
Compliance Specialist
- Personnel Specialist - changed to Personnel Analyst
- Administrative Assistant - reclassified at Range 9
of the Pay Plan.
While the pay plan recognizes extended ranges for all employees and
bring non -bargaining unit employees in line with projected cost of
living increases for union members, It does not necessarily suggest
that all employees will be extended to the and of the grade range
maximum. On the contrary, a salary administration and a
performance appraisal program has been designed to accompany the
new pay plan. It is designed to accurately and fairly administer the
new City pay classification system awarding those employees that
merit reward and recognizing those employees that do satisfactory
work.
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IMICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
170
Phase 4: Salary Administration Guidelines - City of Iowa City
A. Salary Administration Program
The purpose of the Salary Administration Program of the City
of Iowa City is three -fold: 1) to pay salaries that are equitable
In relation to the level of work performed; 2) to pay salaries
that are comparable to salaries paid for similar work in the
occupation and area; and, 3) to pay salaries that will
compensate an individual for his/her performance.
The program has four primary elements:
1. Annual Adjustment Increases;
2. Merit Adjustment Increases;
3. Exceptional Service Increases; and
4. Accelerated Salary Increases.
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pay structure. Any annual adjustment increase declared
by the City will be designated as either an annual
inflationary adjustment to offset loss in purchasing power
as a result of inflation or an annual administrative
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I. Annual Adjustment Increases
Annual Adjustment Increases are increases in an
employee's rate of pay that may be given as the result of a
complete annual review and increase in the City's overall
pay structure. Any annual adjustment increase declared
by the City will be designated as either an annual
inflationary adjustment to offset loss in purchasing power
as a result of inflation or an annual administrative
_
adjustment geared toward any changes that may have
�-
occurred in the classification structure. An annual
administrative adjustment is generally the result of a pay
plan and salary structure survey.
rl
2. Merit Increase Adjustment
I:
A Merit Increase Adjustment is designed to reward the
employee who is performing satisfactorily. Merit increases
are based upon the following factors: performance since
last increase, potential for future advancement. Merit
�+
increases will be available to all employees within a
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department provided satisfactory performance warrants
such an increase and shall not exceed 5-7.5 percent per
ki
person. 'Phe City Mnntwe-r reserves the right, to determine
6he roux Luurn nl Int+nbie. inr.rcu:;e, oval L+ble. 1'or mr. rtl.ortouD
inrrementn at thp. beginntTw of enrh fi :col year.
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172
3. Exceptional Service Increase
Exceptional service increases are designed to recognize
and reward excellent performance by an employee within a
department. Factors to be considered are: performance,
contributions to departmental objectives, tangible results
of individual efforts.
This type of increase can go to no more than five percent
of the average number of personnel within the department.
Exceptional service increases range from 7.5-10. percent
per person.
4. Accelerated Salary Increases
This type of Increase is to be used only for outstanding
performance and contributions by an employee over an
annual timeframe. Accelerated Salary Increases may fall at
any point within the salary range provided this does not
conflict with federal or state statutes, granted that the
employee's education and experience fall within specified
guidelines.
Accelerated Salary Increases may be given. only on an
annual basis at the beginning of the calendar year and
collectively may not exceed more than one percent of the
total City personnel budget.
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• CEDAR RAPIDS AND DES MOINES, IOWA
Performance criteria for the aforementioned increases are detailed in
the following section:
B. Performance Appraisal System
A performance appraisal system for the City of Iowa City was
designed to fairly and adequately evaluate City employee
performance. The very nature of municipal government and the
standards that have been set insofar as performance is
concerned dictates that a performance appraisal 1) reflect the
nature of the task at hand; 2) be easily administered and 3)
finally reflect the objectives of maximum service delivery within
the budgetary constraints that are part of a municipal
administration.
To this end a revised performance appraisal system has been
designed for the City of Iowa City in order to recognize the
various levels of administration within the City and its
relationship to accountabilities. Three levels have been
identified within the performance appraisal system itsel.
Level one refers to all clerical and office personnel. Level two
refers to all skilled and unskilled workers, transit drivers, etc.
And, level three and four refers to supervisory and managerial
personnel. An example of each form to be used in the appraisal
of employees within the City follows.
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CEDAR RAPIDS AND DES MOINES, IOWA
174 /1
ITY OF IOWA CITY
CENTER 410 E. WASHINGTON ST IOWA CITY IOWA 52240 (319) 354.180D
.DEPARTMENT OF PERSONNEL
PERFORMANCE APPRAISAL SYSTEM
SEE:PERIOD COVERED: FROM_ TO
CLASSIFICATION:
TYPE OF APPRAISAL:
S
�I
IDENTIFIED BELOW, LIST THOSE EL IMS
OF THE POSITION THAT RELATE TO EACH FACTOR, AND THE EMPLOYEE'S PERFORMANCE IN THAT
CATEGORY.
b
FACTOR POSITION FUNCTION aw
'
Is employee care- USE OF EQUIP-
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less or negligent? MENT AND TOOLS
Can he/she handle
dyw" pa�
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without damage
a
Has employee
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-MICROFILMED BY JORM MICROLAB
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174 /1
ITY OF IOWA CITY
CENTER 410 E. WASHINGTON ST IOWA CITY IOWA 52240 (319) 354.180D
.DEPARTMENT OF PERSONNEL
PERFORMANCE APPRAISAL SYSTEM
SEE:PERIOD COVERED: FROM_ TO
CLASSIFICATION:
TYPE OF APPRAISAL:
jZeRrE;
RATE THE EMPLOYEE ACCORDING TO THE APPRAISAL FACTORS
IDENTIFIED BELOW, LIST THOSE EL IMS
OF THE POSITION THAT RELATE TO EACH FACTOR, AND THE EMPLOYEE'S PERFORMANCE IN THAT
CATEGORY.
b
FACTOR POSITION FUNCTION aw
'
Is employee care- USE OF EQUIP-
wog
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less or negligent? MENT AND TOOLS
Can he/she handle
dyw" pa�
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equipment tools
without damage
a
Has employee
INDIVIDUAL I No. of Job Related
been involved SAFETY & SAFETY Accidents:
in careless OF OTHERS
accidents? Been No, of Injuries:
repeatly injured in
I&XtQ13HU1Qd_af_AutAea7_•
No. of Times
Absent:
RELIABILITY No. of Times
Tardy:
Total excused: r
Is employee courteous l
to all? Aware of
nature of public COURTESY
employment?
LEVEL I
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INVIDA JOB STNW�MIDERATIX -.
LIST THOSE STANDARDS APPLICABLE TO PERFORMANCE OF IHIB. JOB ONLY WHICH ARE IMPORTANT
FACTORS IN ASSESSING THE EMPLOYEES PERFORMANCE,
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SUPERVISOR'S COhfeM:
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INCREASE IZECE1fM mm: YES NO
TYPE: how: i % )
SIGNAIXtE OF EMPLOYEE DATE SIGNATURE OF SUPERVISOR DATE
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CITY CSF IOWA CITY
CIVIC UNIHI 410 E. WASHINGTON SI IOWA CIIY IOWA 57140 (319) 354 13(1)
i,
DEPARTMENT OF PERSONNEL
1 PERFORMANCE APPRAISAL SYSTEM
° EMPLOYEE Nm PERIOD COVERED; FRAM_ TO
POSITION:
CLASSIFICATION: RAME;
TYPE OF APPRAISAL:
I
RATE THE EDPLOYEE ACCORDING TO THE APPRAISAL FACTORS IDENTIFIED BELOW, LIST THOSE ELEMENTS
OF THE POSITION THAT RELATE TO EACH FACTOR.
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FACTOR
POSITION FUNCTION
Is work neat,
❑ r7
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accurate &
ACCURACY OF WORK PERFORMED
❑ C7
precise?
❑ ❑
❑
Is employee
❑
courteous to
COURTESY
all?
Does employee
discuss con-
MAINTENANCE OF
fidential
CONFIDENTIALITY
matter .0 others?
Does employee
need constant
DISPLAY OF ALERTNESS
reminders7
6 CONCENTRATION IN
Follow instructions
PERFORMANCE OF DUTIES
Is employee
No. of times
constantly late?
RELIABILITY
absent
Excessive absences?
No, of times
tardy
Total excused
�
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❑ r7
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❑
❑ C7
=
❑ ❑
❑
❑ ❑
❑
Tan/pr TY
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SPECIFIC ACTIVITIES FOR FUTURE COMPLETION
ACT IV I TY Target Date
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SUPERVISORS COM FMS:
EMPLOYEE'S COM4EPITS:
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INCREASE REcwmNDED: YES ND
TYPE: AMOUNT: C 9 )
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SIGNATURE OF EWLOYEES DATE SIGNATURE OF SUPERVISOR DATE
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SPECIFIC ACTIVITIES FOR FUTURE COMPLETION
ACT IV I TY Target Date
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SUPERVISORS COM FMS:
EMPLOYEE'S COM4EPITS:
j
INCREASE REcwmNDED: YES ND
TYPE: AMOUNT: C 9 )
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SIGNATURE OF EWLOYEES DATE SIGNATURE OF SUPERVISOR DATE
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_~ CITY CSF ICW/-'\ CITY
CIVIC r .EI ITER 410 E WASHINGTON ST I( -)WA CITY IOWA 52240 Q19J 35413C(.
DEPARTMENT OF PERSONNEL
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PERFORMANCE APPRAISAL
„j SYSTEM
M Ewe WE: PERIOD C(NEM;FW4__— To I
PbsITION:
CLASSIFICATION: RANGE:
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TYPE OF APPRAISAL:
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MANAGEMENT APPRAISAL PROGRAM
ACCOUNTABILITIES
LIST THE END RESULTS FOR WHICH THIS POSITION IS HELD ACCOUNTABLE AS COVERED IN
THE POSITION DESCRIPTION:
LIST SPECIFIC PROJECTS OR PROGRAMS TARGETED FOR COMPLETION SINCE THE PREVIOUS
EVALUATION PERIOD:
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;,MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
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ASSESSMENT OF PERFORMANCE
DATE
OVERALL ASSESSMENT
o�
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DESCRIPTION OF RESULTS ACHIFVED
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,.;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
SPECIFY ACTIVITIES FOR FUTUf AMPLETION:
SUPERVISOR'S CM4ENTS:
I
EMPLOYEE'S COM4ENTS:
I
INCREASE RECawmED: YES NO
TYPE: Now:
SIGNAURE OF EMPLOYEE DATE SIGNATURE OF SUPERVISOR DATE
MICROFILMED BY
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CEDAR RAPIDS•DES FMDIlIES
(MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
i
177
CONCLUSION
The aforementioned material and analysis represents the combined
efforts of a number of City departments including, of course, the
Department of Personnel, the Department of Finance, and all
department directors and division heads who were so cooperative in
responding to the sometimes extremely tight deadlines. Thanks is
also given to the Iowa Association of Firefighters, Local 610, AFL-
CIO, Nathan B. Hopkins, President, whose response to the
I questionnaire was very helpful, and finally, to the American
Federation of State, County and Municipal Employees, Local 183, and
to former President Lora Ileff. Any questions concerning the
analysis conducted or the results therein can be directed to the
Human Relations Department.
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;MICROFILMED BY JORM MICROLAB CEDAR RAPIDS AND DES MOINES, IOWA
1
1'18
APPENDIX A
JOB.DESCRIPTION QUESTIONAIRE
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CEDAR RAPIDS AND DES MOINES, IOWA
Date: April 10, 1979 0O
To: All Department Directors v�
From: Patricia S. Brown, Numan Relations Director
Re: Job Analysis Confidential and Managerial Employees
One of the top concerns expressed by managers and employees alike
during the recent departmental analysis, centered around our current
wage and uncovered that rare administration
attributablem to any
overal le lack eof
Policies and direction in this area.
The first step in developing a sound salary/classification program
begins with an internal analysis of the positions within the
organization. Phase one of our program will additionally
concentrate on non -bargaining unit employees.
Our internal analysis will be conducted vis-a-vis the attached
questionnaire. Each employee within your jurisdiction, including
yourself, must completly fill out an individual questionnaire which
generates specific information regarding job duties. This
questionnaire is subsequently reviewed by the department director in
question and then forwarded to the Human Relations Department.
Once the data is received from each department, a position
description and specification will be developed for each position
analyzed in concert, of course, with department and division
managers. From this process, an improved classification plan will
emerge consistent with regional, national and area position and
salary norms. A natural career path geared toward promotion,
incentives and training will also be developed.
Although there is an enormous amount of work involved, the end
results will benefit employees and managers alike primarily through
a consistent program of salary administration.
At this point, it is imperative that bargining unit employees do not
receive the questionnaire until such time that the unions have had an
opportunity to review the questionnaire for content.
I would appreciate receiving this completed questionnaire by
Thursday, April 19, 1979.
Thank you for your cooperation in completing this study and if there
are any questions, please don't hesitate to contact me.
bj2/9
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City of°Iowa Cit'-
•- MEMORANDUM
Date: April 27, 1979
To: All Department Directors
1
From: Patricia S. Brown, Director of Human Relations
Re: AFSCME Bargaining Unit Job Analysis Questionnaire
On April 19, 1979, a meeting was held with Laura Iliff, President,
American Federation of State, County and Municipal employees, Local 183,
regarding the City's current job analysis questionnaire.
Mrs. Iliff agreed to the distribution of the questionnaire to all
AFSCME bargaining unit employees. She has already made contact with
each union steward within Local 183 and employees who have questions or
concerns regarding the validity of the questionnaire should contact
their steward for information and clarification.
Additionally, each division or appropriate union steward is to review
the questionnaire prior to submission of the questionnaire to this
office, in concert with their respective supervisor or division head.
When the survey is completed I will sit down with Mrs. Iliff concerning
the results of the survey in order to facilitate mutual understanding on
the part of both management and our union which is an exclusive bar-
gaining unit.
Please make sure that your department questionnaires are returned by
May 7, 1979, so we may reach our June 1 deadline.
Thank you for your cooperation in this matter and if there are any
questions please don't hesitate to contact me..
cc: Laura Iliff
jm5/7
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City of Iowa Ci.,
MEMORANDUM
Date: April 27, 1979
To: All American Federation of State, County, and Municipal
Employee Bargaining Unit Employees J
From: Patricia S. �N
Brown, Director of Human Relation���
Re: Job Analysis Questionnaire
i i
t
A meeting was held on Wednesday, April 11, 1979, with Laura Iliff,
President, Local 183, American Federation
_ I
of State, County, and Munic-
ipal.Employees, concerning the distribution of a job analysis
ques-
tionnaire to all AFSCME bargaining unit employees.
On Tuesday, April 19, 1979, this office received official union sanction
and
j
concurrence regarding the distribution of this questionnaire to its
bargaining unit members.
_I
These questionnaires are to be completed and reviewed by both your union
steward and division head
or supervisor prior to submitting the ques-
tionnaire to this office. Any questions pertaining to the validity
of
the questionnaire should be directed to your union steward for clari-
fication.
I
i
We are requesting that all questionnaires be submitted by May 7, 1979,
in
LI -;
order to complete the process by June 1, 1979.T hank you very much
for your cooperation and assistance in this
L�
matter and If I can be of
any help or assistance please contact me.
jm5/4
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182
CITY OF IOWA CITY
Job Description Questionnaire
DATE
DEPARTMENT
PRESENT JOB TITLE AND GRADE
GROUP OR DIVISION
{ — SUPERVISOR'S NAME
1. Describe major duties of your job:
2. Other, less important job duties:
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{
I 3. List machines or equipment you use:
Continually
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Frequently
Occasionally
4. flow much formal education is necessary to do this job (check
_
one):
Less than high school
school
_High
_High school plus one year of other schooling
I _High school plus 2-3 years of other schooling
_.
_College degree 4 years major
_College degree plus other schooling
5. List other additional specialized courses, subjects or training
which are necessary but which are not easily available in high
—
school or college:
f
I
I 6. How much previous, similar or related work experience is
i necessary for a person starting this job?
_None
_Less than three months
Three month to one year
--1-3 years
_3-5 year
1,
_5-10 years
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18h
7. How long should it take an employee with the necessary education
and previous experience (as shown above) to become generally
familiar with details and to do this job reasonably well?
Two weeks or less
_Three months
Six months
_1 year
_2 years or more
8. What amount of supervision does this job ordinarily require
(check one);
_Frequent; all but minor variations are referred to
supervisor.
_Several times daily to report or to get advice and/or
assignments.
_Follow established methods and procedures; refer
exceptions.
_Occasional, since most duties are repetitive and related,
standard instructions and procedures serve as guides.
Unusual problems are referred, frequently with suggestions
for correction.
_Limited supervision. The nature of the work is such that
it is performed to a large extent on own responsibility
after assignment, with some choice of method.
Occasionally develop own methods.
_Broad objectives are outlined. Work is judged primarily
on overall results with much choice of method. Frequently
develop methods to achieve desired results.
_Little or no supervision. Have wide choice in selection,
development and coordination of methods within broad
framework of general policies.
9. What are the nature and scope of any independent decisions you
make?
10. Are your decisions to approve ususally approved before becoming
effective? If so, by wham?
11. Are your decisions to reject usually reviewed before becoming
effective? If so, by whom?
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12. What effect would an incorrect error in judgement have on the
operation of your department?
13. In what ways does this job require resourcefulness, originality
and/or initiative; give examples.
14. What kinds of errors are likely to occur on this job? —
15. Now are such errors ordinarily checked or discovered?
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16. What would be the effect of such errors if not caught?
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17. Check the extent of contacts you have regarding the City's
business:
j Employees and other units of the company:
Continually Method:
_Frequently Phone
_Occasionally —Letter
_Never =In person
Policy holders and/or agents: `
_Continually Method:
_Frequently Phone
_Occasionally —Letter
_Never In person
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186
General public; community or trade and professional
associations:
Method:
_Continually
Frequently Phone
—Letter
—Occasionally
_Never _In person
Federal and state government agencies:
Method:
_Continually
_Phone
_Frequently
Occasionally Letter
_Never _In person
Other (please specify):
—'
Method:
_Continually
Frequently _Phone
_Occasionally Letter
—
_Never =In person
18, If the minimum visual alertness required is more than normal, .
check one in each column:
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Close
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_Highly concentrated
periods of short duration
—Occasional,
but with occasional breaks
j
_Frequent
Steady and sustained ,
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19. Describe any muscular action, body movement, working positions
or posture changes occurring while performing duties which
...
result in unusual fatigue. Estimate percentage of time in each.
20. Indicate any disagreeable job conditions to which you are
exposed, such is dirt, noise, water, fumes, heat, outside
weather, monotony, accident hazards, etc.
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187
21. If YOU travel overnight on the job, indicate approximate times
per month and method:
22. Approximately how many miles per month do you drive in doing
this job?
23. Answer only if you are responsible for the work of others.
Check below those supervisory responsibilities which are a part
Of this job:
_Instructing
_Assigning work
_Reviewing work
_Planning work of others
_Maintaining standards
_Coordinating activities
_Allocating personnel
Acting on employee problems
_Selecting new employees
_Transferring, promoting; recommend or approve
_Disciplining; recommend or approve
_Discharge; recommend or approve
_Salary increases; recommend or approve
24. List job titles which are under your direct supervision and the
number of employees in each:
Show total number of employees, including those just above,
over which you have supervisory authority:
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25. Additional Comments:
IForm completed by:
f
NAME
-- TITLE
i Note to supervisor: Your signatiure below indicates that you have
wed
reviethe above ,job description. If you desire to make revisions,
j please enter them in redep ncil in the cppropriate spaces. If
needed, use additional sheets, numbering yr.ur comments to match the
items in question. These items will be reviewed with you before a
final job description is prepared. Now many employees under your
J supervision do the jobs describe above?
Reviewed by:
NAME
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TITLE
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174�I
parks & recreation
department
MEMO
to: from:
Neal Berlin Dennis Showalter
re: Management Compensation date: June 13, 1979
Committee recommendations
The flan] mccLing (fur FY 79) of the Manngmn:•nt Cumpcnnntlon Committee was held
„
un .lune S, 1979 with Pat Brown also present. A.L.I. members rucclved cuples of the pro—
•+
posed new pay plan on May 30. If members had questions, they were to be submitted
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to Pat in writing by 1 p.m. of .lune 1, so that she would have time to prepare a response.
A number of changes were made on .lune 5; all of the committees recotmnendatl.ons
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regarding classification changes are in the present pay plan. We urge you to accept
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the plan, and recommend that the council adopt the pay plan, as proposed.
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Our recommendations regarding salaries, additional benefits, time away from work
t•.
and severance benefits are as follows:
1. That every management employee receive a $104 per month Cost of Living
increase for FY 80, effective July 1, 1979.
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x 2. That every management employee is elegible for a merit salary increase of up
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to 52 of current salary, until the employee ronchen Lho top of their pay range.'-
3. That vacation days be increased to 22 days per year, and that vacation accum-
ulations be Incruascd to 44 days.
4. That a deferred compensation plan be put Into effect as early as possible.
,
We suggest that the Finance Director pick a sound company wLth a good track
record, and that each employee have the option of having payroll deductions
forwarded to this company,
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It is the desire of the team to continue to serve as an advisory group to
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you on all matters relating to management compensation. Pat Drown has agreed to refer
all matters regarding compensation policy to us for a recommendation.
,
We wish to thank Pat Brown for considering our concerns, and to congratulate her
and her department for performing a mountainous task in a short period of time.
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Respectfully submitted,
..;
e•
Lolly Iiggers
Jim Bracktel
Kevin Keck
Iinrvey Miller
Mike Kucharzik
�^
Dennis Showalter, Chairman
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