ࡱ> "$ !%` bjbj ̟̟Vst$N6N6N6P684."?(U4\U\U\UV4j [uHgiiiiii$bha|VV||\U\U;GGG|\U\UgG|gGG6\U? OjN6u}s6d$04ZR3~RlRz5{hG{T{zzz^zzz4||||D*$j*  Department of Administrative Services Human Resources Enterprise JOB EVALUATION QUESTIONNAIRE July 2008 STATE OF IOWA JOB EVALUATION QUESTIONNAIRE INSTRUCTIONS In completing the questionnaire, please observe the following guidelines: Fill out the questionnaire promptly. Type your responses. Answer each question as completely and as accurately as possible, yet in a concise manner. If a question is not applicable, please type does not apply. Do not be too concerned about grammar, punctuation, or style. Take the time to read through the entire questionnaire before proceeding. Do not try to complete the entire questionnaire all at once. Make notes on each section and then go back over your responses during the time you have to complete the information. Keep the questionnaire at or near your workstation or desk. As you are performing your job you will think of additional information. Later, go back and review it and, if necessary, revise what you have written. It is expected that you will complete the questionnaire during your normal work time. If you have any questions at all or do not understand any part of the questionnaire or need any assistance in filling out the questionnaire, contact either your supervisor or the personnel representative in your agency for assistance. If there is not enough space provided for your answers, you may attach additional typed pages. Merely identify to what question number the information pertains. If there are any other employees who are in the same job classification in your area who perform the same job as you do, feel free to consult with them in completing this form. Remember, we are interested in learning as much as possible about your job classification, and any additional input is welcome. If another person(s) from your area with the same job classification as yours also received a questionnaire and you believe that your jobs are the same, you may work together and submit one questionnaire. If so, each person should complete page 2 and attach it to the one questionnaire that was completed by the group. Each member of the group should also sign a copy of page 26 and attach it after discussing any changes made by the supervisor. Complete the questionnaire and return it to your supervisor within two weeks so that he/she may review it, complete his/her portion, and return it to your agencys personnel representative as soon as possible. Please read the instructions (above) before completing this questionnaire. Identification Name FORMTEXT      Date FORMTEXT      Classification Title FORMTEXT      Department FORMTEXT      Division FORMTEXT      Section FORMTEXT      Unit FORMTEXT      Work Location/Telephone NumberBuilding FORMTEXT      (include extension) FORMTEXT      City FORMTEXT      Immediate Supervisor (person who signs your performance evaluation):Name FORMTEXT      Title FORMTEXT      Telephone Number FORMTEXT      Time employed in current classificationYears FORMTEXT      Months FORMTEXT      Total employment with State of Iowa Years FORMTEXT      Work Hours (start/finish  indicate a.m./p.m.) FORMTEXT      to FORMTEXT      Work Year FORMCHECKBOX Full-time FORMCHECKBOX Regular part-time FORMCHECKBOX Other (specify) FORMTEXT       Outline of Organization Chart Using the chart below, please fill in the classifications of: (1) your immediate supervisor, (2) employees you work with and who also report to your supervisor, and (3) any employees you supervise (attach a printed chart with the same information if you prefer). Note: List only those positions over which you have full supervisory authority.  FORMTEXT Supervisor FORMTEXT       FORMTEXT Your position here FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       Purpose of Position Briefly describe what you consider the major purpose or objectives of your position. Simply stated, what are you attempting to accomplish in your position or why does your job exist?  FORMTEXT        Typical Duties and Responsibilities/Job Content Please list the typical duties and responsibilities you perform in the spaces provided on the next two pages. Before beginning, read the following specific instructions: List one duty or responsibility in each space. Try to PLACE THEM IN THE ORDER OF THEIR IMPORTANCE to your job (#1 being the most important duty or responsibility). List only those duties which either occupy the major part of your time and which are characteristic elements of your normal work routine OR which, although performed infrequently, are outstanding or important elements of your work. Describe your position in such a way that it can be understood by someone not immediately familiar with your work. Begin each statement with an action word, such as plans, counsels, cleans, repairs, types, etc. After listing all responsibilities and duties, INDICATE THE PERCENT OF WORKING TIME ROUGHLY DEVOTED TO EACH. The total of these percentages must not exceed 100%. Space is provided for up to 9 duties and responsibilities. Attach an additional page if more space is necessary. After listing all your duties, place an asterisk (*) next to the items which are the essence or key parts of you job. To the best of your knowledge, have any new duties been assigned since this job was last classified?  FORMCHECKBOX  Yes  FORMCHECKBOX  No. If yes, place an X beside the new duties or responsibilities listed. 3. Typical Duties and Responsibilities/Job Content (continued) -EXAMPLE- a. 20% Types monthly budget analysis report, including statistical data.  a. FORMTEXT   % FORMTEXT        b. FORMTEXT   % FORMTEXT        c. FORMTEXT   % FORMTEXT        d. FORMTEXT   % FORMTEXT        e. FORMTEXT   % FORMTEXT        f. FORMTEXT   % FORMTEXT        g. FORMTEXT   % FORMTEXT        h. FORMTEXT   % FORMTEXT        i. FORMTEXT   % FORMTEXT        Secondary Duties List those duties which you perform on an occasional basis or at irregular intervals that were not listed above. DutiesFrequency FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       Special Duties Include any special projects, studies, surveys or investigations of a nonroutine nature which you have performed in the past two years, or anticipate in the near future that you will be responsible for initiating or conducting.  FORMTEXT        Projects If a significant amount of your work is project oriented, briefly describe a typical project(s).  FORMTEXT        Areas of Personal Specialization To the best of your knowledge, are there any special duties, responsibilities or assignments that you perform that are not performed by anyone else in your classification? If so, please list:  FORMTEXT        Supervision Received Who usually gives you your work assignment (name and classification)?  FORMTEXT        In general, how frequently are they given? (Check one)  FORMCHECKBOX  More than once per day  FORMCHECKBOX  Daily  FORMCHECKBOX  Several times per week  FORMCHECKBOX  Weekly  FORMCHECKBOX  Less than once per week To what degree are your duties and assignments routine, i.e., predetermined or structured? (Check one)  FORMCHECKBOX  Very little deviation from a set routine  FORMCHECKBOX  Only moderate deviation from routine  FORMCHECKBOX  Considerable change from day-to-day, but usually within some reasonable and expected boundaries  FORMCHECKBOX  Relatively little routine work; considerable opportunity for improving methods and the necessity to make decisions Do you establish your own work priorities or are they established for you? If established by others, please identify them by classification.  FORMTEXT        Give an example of when and how you may be required to develop alternative methods, variations or approaches to deal with unusual circumstances in your work.  FORMTEXT        List positions, other than your immediate supervisor, that provide you with advice, counsel or functional guidance, and briefly discuss the nature and purpose of that guidance.  FORMTEXT        To whom do you give your work for review?  FORMTEXT        How frequently and how extensively is your work reviewed or checked?  FORMTEXT        Supervisory Responsibility List below the classification titles and numbers of personnel you directly supervise. If none, proceed to item #11. NOTE:  Supervision means a responsibility assigned to an employee by management to direct the work of two or more employees and to hire, evaluate, reward, promote, transfer, lay off, recall, respond to grievances and discipline those employees. Classification Titles Directly Supervised Number FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       What is the total number of employees for whom you are responsible, either directly or indirectly through supervisors ultimately responsible to you?  FORMTEXT       What proportion of your time do you spend in supervisory duties and/or planning the work of others?  FORMTEXT      % Are the individuals you supervise located in one location?  FORMCHECKBOX  Yes  FORMCHECKBOX  No If no, are they located on a:  FORMCHECKBOX  Regional Basis  FORMCHECKBOX  Statewide  FORMCHECKBOX  Other (specify)  FORMTEXT       e. Type of Supervision Check each of the phrases below which describe the kind of supervision you are required to exercise independently.  FORMCHECKBOX Assign work, add or delete duties FORMCHECKBOX Recommend salary adjustments FORMCHECKBOX Plan work, establish priorities FORMCHECKBOX Make final decisions on compensation FORMCHECKBOX Instruct and train in methods and procedures FORMCHECKBOX Make promotional recommendations FORMCHECKBOX Make hiring recommendations FORMCHECKBOX Make final decisions on promotions FORMCHECKBOX Make final decision on hiring FORMCHECKBOX Maintain staff personnel records FORMCHECKBOX Prepare performance evaluations FORMCHECKBOX Make final decision to terminate employees FORMCHECKBOX Make recommendations regarding unsatisfactory employees FORMCHECKBOX Respond to complaints and grievances as a step in the grievance process FORMCHECKBOX Other (please specify)  FORMTEXT       f. Nature of Instructions Given Do you give specific or direct instructions as to what work assignments others are to do? (Give examples)  FORMTEXT        Do you instruct others on how to do their work? (Give examples)  FORMTEXT        Advice or Guidance: List the classifications, other than subordinates, to whom you provide functional guidance or direction.  FORMTEXT        Do you give specific or direct instructions as to what work assignments others are to do? (Give examples)  FORMTEXT        Do you instruct others on how to do their work? (Give examples)  FORMTEXT        Procedures/Guidelines Available What precedents, rules, instructions, or procedures are available to guide or restrict your duties, i.e., policies, reference manuals, style manuals, handbooks, legislation, regulations, etc.  FORMTEXT        How often do they apply?  FORMCHECKBOX  Nearly always  FORMCHECKBOX  More than 2/3 of the time  FORMCHECKBOX  More than 1/3 of the time  FORMCHECKBOX  Seldom To what extent would you have the freedom to change or modify such procedures or instructions?  FORMTEXT        In what ways and how frequently is independent thinking required, in your opinion, in originating new or improved operating strategies, procedures, plans or concepts?  FORMTEXT        Problem-Solving Describe four typical problems or difficult or sensitive situations you would be called upon to solve or deal with in the normal course of your work. a. FORMTEXT       b. FORMTEXT       c. FORMTEXT       d. FORMTEXT        Decision Authority/Recommendation Areas The two parts of this question ask you to list areas of responsibility or activities for which you (a) have full decision-making authority i.e., you decide on a course of action and have the authority to implement it, and (b) make recommendations to your supervisor for his/her final decision to implement. List responsibilities or activities for which you have full decision-making authority to implement (approval of others not required).  FORMTEXT        List responsibilities or activities for which you make recommendations to a supervisor for her/his final decision.  FORMTEXT        Confidential Information To what extent does your job require dealing with information which is considered sensitive or confidential to the organization? (check one)  FORMCHECKBOX  Daily  FORMCHECKBOX  Weekly  FORMCHECKBOX  Monthly  FORMCHECKBOX  Occasionally  FORMCHECKBOX  Never What is the nature of this information?  FORMTEXT        What judgment do you have to exercise in utilizing or disclosing this information to others?  FORMTEXT        Equipment Operated List below any equipment and machines you operate on a regular basis, the extent to which you use it on average per day, the proficiency required, and how long it would normally take a person to learn how to use this equipment. Proficiency required can be described as: Familiarity - requires only a fundamental knowledge of how to use it. Average must be able to use in an effective manner on a regular basis. High Competency as in an efficient production activity, where high speed and accuracy are required. EquipmentHours Per DayProficiency RequiredTime To Learn FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       Contacts with Others Describe the purpose and frequency of any recurring contacts you would be required to have with others both within and outside your immediate work group. Give examples of specific kinds of people contacted, including those listed below. For each of the contacts listed below, indicate the nature of the contact and how often you communicate with them. The communication may be oral (face-to-face or by telephone) or written. Frequency of contacts (use these definitions as guidelines): OftenOnce a day or more.SomeAt least twice per week.SeldomOnce per month or less.RarelyAbout once per year. Nature or purpose. For example, do you: Receive or provide factual information Secure services Explain or interpret guidelines or instructions Make presentations Conduct interviews Negotiate Solve problems through persuasion or discussion Other ContactsFrequencyNature or PurposeWith outsiders/the general public FORMTEXT       FORMTEXT      With suppliers/vendors FORMTEXT       FORMTEXT      With top management (other departments) FORMTEXT       FORMTEXT      With head of your department FORMTEXT       FORMTEXT      With managers in other departments FORMTEXT       FORMTEXT      With co-workers within your department FORMTEXT       FORMTEXT      With peers outside your department FORMTEXT       FORMTEXT      With legislators FORMTEXT       FORMTEXT      With commercial businesses FORMTEXT       FORMTEXT      With the press FORMTEXT       FORMTEXT      With others (please specify) FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       Impact of Position If the duties of your position did not get carried out, what would be the impact, or affect, on: (1)Your area s functioning: FORMTEXT       (2)The organization: FORMTEXT       (3)Others outside the organization: FORMTEXT        List any relevant numbers identifying the relative size and scope of your position, such as: Responsibility for people (not people you supervise)  FORMTEXT        Total operating and/or program budget for which you are accountable  FORMTEXT        Responsibility for equipment or materials  FORMTEXT        Other (please specify)  FORMTEXT        Impact of Errors What types of problems could occur from errors made in the course of your work, e.g., loss of time or money, inconvenience to others, inaccurate reports, etc.?  FORMTEXT        How quickly or how likely would errors in your work be detected, i.e., are errors typically identified by routine check of your work, or would errors probably not be noticed until they affected other departments or the public?  FORMTEXT        Safety What responsibility do you have for the safety and welfare of others?  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Check each to which you are exposed in the normal course of your work. Also, for each condition checked, fill in the approximate percent of time you are exposed to that condition. CheckPercent Of Time Exposed FORMCHECKBOX Intense or continuous noise. FORMTEXT      % FORMCHECKBOX Awkward or confining work space (conditions in which the body is very cramped or highly uncomfortable) FORMTEXT      % FORMCHECKBOX Dirty environment (situations in which workers or their clothing easily become bloody, soiled, greasy, etc.). FORMTEXT      % FORMCHECKBOX Improper illumination (glare, inadequate lighting, etc.). FORMTEXT      % FORMCHECKBOX Air contamination (dust, fumes, steam, disagreeable odors, etc.). FORMTEXT      % FORMCHECKBOX High or low temperatures or changes in temperatures (possibly leading to decreased ability to work effectively). FORMTEXT      % FORMCHECKBOX Other:  FORMTEXT        FORMTEXT      % Describe any unavoidable hazards in your job or how your health or well-being may be affected.  FORMTEXT        What type of accidents may occur, e.g., burns, contact with contaminated material, disease, electrical shock, physical attack, cuts? How often has this occurred?  FORMTEXT        Working Conditions What causes variations in your work volume or pace or work?  FORMTEXT        Describe how time pressures, rush orders, emergencies, or imposed changes in priorities of tasks or deadlines contribute to difficulty in planning and organizing your work.  FORMTEXT        Describe the frequency, duration and nature of uncontrollable interruptions and distractions which interfere with the organization and orderly completion of your work.  FORMTEXT        Does your job require you to work in unpleasant customer situations, e.g., necessity to deal with upset or hostile clients or the public? If so, please describe how, and how often.  FORMTEXT        Do the responsibilities inherent in your position require you to work irregular hours or work beyond or outside of your normal work day? If so, how often?  FORMTEXT        Effort or Exertion Describe any significant physical effort required in your position.  FORMTEXT        Listed below are a number of demands which may be required in your job. Check each that describes your job situation and fill in the approximate percent of time you perform that activity. CheckPercent of Time Performed FORMCHECKBOX Sitting (prolonged) FORMTEXT      % FORMCHECKBOX Standing (prolonged) FORMTEXT      % FORMCHECKBOX Standing (intermittent) FORMTEXT      % FORMCHECKBOX Walking FORMTEXT      % FORMCHECKBOX Bending or stooping FORMTEXT      % CheckPercent of Time Performed FORMCHECKBOX Lifting FORMTEXT      % FORMCHECKBOX Repetitive activities (performance of the same physical or mental activities repeatedly and without interruption for long periods of time). FORMTEXT      % FORMCHECKBOX Crouching, kneeling or crawling FORMTEXT      % FORMCHECKBOX Extended reaching FORMTEXT      % FORMCHECKBOX Carrying objects FORMTEXT      % List the type of items, i.e., things, equipment, people, you would lift or carry and indicate their maximum weight in pounds. ItemWeightFrequency FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       What are the specific agility or dexterity requirements of your job?  FORMTEXT        What hand-eye coordination is required?  FORMTEXT        Educational Requirements Using the categories below, please check the level of formal education or equivalent knowledge and skill that you believe is the minimum required to perform satisfactorily in your job. State what you think is minimally required, not necessarily your own education level. This type of knowledge and skill would typically be attained through educational institutions rather than on-the-job experience. LevelFormal SchoolingEquivalent To FORMCHECKBOX 1NoneFollow simple instructions FORMCHECKBOX 2Elementary (8 grades)Read, write, add, subtract, use simple tools FORMCHECKBOX 31 to 2 years high schoolReading and understanding directions, use measuring instruments or gauges, working with fractions FORMCHECKBOX 43 to 4 years high schoolVocational or business skills, such as typing, shorthand, mechanics, drafting FORMCHECKBOX 51 to 2 years university, community college, business school, trade or technical schoolMore advanced knowledge of vocational or business field, including full apprenticeships FORMCHECKBOX 6College graduationAdvanced training in a field of study, such as chemistry, business, accounting, engineering, etc. FORMCHECKBOX 7Master s degreeAdvanced professional training in a well-defined field of study, such as engineering, business, science, accounting FORMCHECKBOX 8Master s degree, plus considerable additional formal educationSame as above, but more extensive, in-depth study FORMCHECKBOX 9Doctoral degree, law degree or similarExtensive, advanced study, including the conduct of significant, original research Comments:  FORMTEXT        Experience Requirements Indicate the minimum amount and types, e.g., secretarial, engineering, supervisory, etc., of previous experience required for a person possessing the minimum educational requirements to perform your job satisfactorily. Include experience in related work or lower-level jobs, either with the State or elsewhere. Type of ExperienceMinimum Time Requireda. FORMTEXT       FORMTEXT   Years FORMTEXT   Months FORMTEXT       FORMTEXT   Years FORMTEXT   Months FORMTEXT       FORMTEXT   Years FORMTEXT   Months b. What special work skills are required to enter your job?  FORMTEXT        What special knowledge of laws, codes or regulations are required to enter your job (not what you know now)?  FORMTEXT        Assuming that an individual has the necessary background, and after a brief orientation period, how long would it take for a person to be able to perform all assigned tasks competently?  FORMTEXT        e. What prior training and experience did you have before taking this job?  FORMTEXT        What job-related formal training have you received since you assumed your present job?  FORMTEXT        From what classifications within the organization could employees be promoted to this classification?  FORMTEXT        Certificates, Licenses, Other Required Qualifications Use this space to list any officially recognized certificates, licenses, authorizations to practice a trade or profession, or other required qualifications necessary for persons entering your job classification.  FORMTEXT        General Comments Recognizing that no single questionnaire can cover every aspect of a position, can you think of any other information which would be important in understanding your position. If so, please list any additional comments below.  FORMTEXT        Describe any other factors or aspects of your job that should be considered in evaluating or comparing your classification with others.  FORMTEXT        Please list any special pay or benefits which you receive in addition to your base salary as a result of serving in this job classification.  FORMTEXT        NOTE: Upon completion of this questionnaire, please forward it to your supervisor for completion of pages 25 and 26. SUPERVISOR REVIEW AND COMMENTS It is important that you, the supervisor, review this questionnaire, since you may have a different perspective of the job described. Do not change the incumbent's description of the job in the questionnaire itself. Please remember that this questionnaire is intended solely for the purpose of accurately describing the classification in question. The information provided on the previous pages is not to be used for purposes of evaluating this individual's performance nor should your comments be addressed to that subject. It is particularly important that you review the percentages assigned to the typical duties and responsibilities on page 4. This section (item number 3) must be completed. If this section is not complete, please fill in the blanks when you review the questionnaire with the incumbent. If you disagree with any information provided or believe some information has not been included on the questionnaire, indicate below the question number and your response. Question No. Comments FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       If necessary, continue comments on the following page. Also, complete the statement box at the bottom of the following page. Question No. Comments FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       Please check the appropriate statement.  FORMCHECKBOX  I agree with the incumbent's questionnaire as written.  FORMCHECKBOX  The above modifications have been discussed with the incumbent. The incumbent agrees with these modifications.  FORMCHECKBOX  The above modifications have been discussed with the incumbent. The incumbent disagrees with these modifications. Supervisor s Signature________________________________________ Date_____________________  I have read the modifications made by my supervisor in the Comments Section above. Employee s Signature________________________________________ Date_____________________  When completed, please return to the Department of Administrative Services  Human Resources Enterprise. Thank you.     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