SECTION 1
DETERMINING YOUR
LEVEL OF RESPONSIBILITY

Two methods of determining the level of responsibility of a job are outlined in this section.

The Job Evaluation Guide, which uses point scores to assess a job, is more precise and accurate. The Job Classification Guide is used by many companies but is less precise.

It is recommended the Job Classification Guide be used to verify the results obtained through job evaluation.

METHOD 1: JOB EVALUATION GUIDE

Introduction

This point score guide has been developed as a technique for providing members and employers of members with an accurate, yet easy to use, system for evaluating the level of responsibility of engineering, geological and geophysical jobs. Usage will undoubtedly reveal useful improvements. Used objectively, this guide provides a base whereby any particular engineering, geological and geophysical job can be classified and ranked relative to other engineering, geological and geophysical positions. This same job evaluation system can be used to evaluate other professional and near professional jobs, thus making comparisons with these occupational groups more systematic and credible.

Job Rating Summary

To provide the most objective rating for the job, the following procedure is recommended:

• rate the job in accordance with the points allocated for each factor: duties, education, experience, etc. on pages 3 to 9 and record points in the left hand column of the chart on the following page.
  
• compare the results with ratings assigned to the benchmark jobs in the tables on pages 10 to 16.
  
• make any necessary adjustments and record the final points in the right hand column of the chart.
  
• determine your classification (A,B,C, etc.) using the chart on page 17.
  
• Figure 2 is provided as additional information to be used for comparison.
  
• Method 2: Job Classification Guide can be used to verify self-evaluation.

Caution in Self-Evaluation

In self-evaluation there will be a tendency toward overrating on some factors, particularly duties, as well as recommendations, decisions and commitments. Where doubt exists, the next grade or half-grade lower in line will usually prove to be the more accurate choice.

Factor	Preliminary Rating Points	Final Rating Points
A. Duties
B. Education
C. Experience
D. Recommendations, Decisions and Commitments
E. Supervision Received
F. Leadership Authority and/or Supervision Exercised
G. Supervision Scope
H. Physical Demands
I. Job Environment
J. Absence from Base of Operations
K. Accident and Health Hazards
Total Points

Benchmark Job Description

A job evaluation guide is difficult to use without guidance from an experienced job analyst on how to apply the guide. To assist you in determining your level of responsibility, sample benchmark job descriptions have been provided on pages 10 to 16. The jobs range from the most junior, to that of a fairly senior manager.

As your job will not match exactly, the points you give your job will vary from the sample jobs evaluated (both on the various factors and in total points).

Job Rating Factors

A. DUTIES

This factor is concerned with the general nature of tasks assigned. The range includes duties performed in an entry level jobs to those carried out at an advanced level of administration. Select the description that fits your job most appropriately. Carefully consider the relationship that your duties have to those of others in your organization. If you cannot decide between two adjoining descriptions, use the midpoint value.

DESCRIPTION		POINTS
1.0	Receives training in the various phases of office, plant, field, or laboratory engineering, geological or geophysical work as on-the-job assignments. Tasks assigned include: preparation of simple plans, designs, plots, calculations, costs, and bills of material in accordance with established codes, standards, drawings, or other specifications. May carry out routine technical surveys or inspections and prepare reports.	10
1.5		15
2.0	Normally regarded as a continuing portion of an engineer's, geologist's or geophysicist's training and development. Receives assignments of limited scope and complexity, usually minor phases of broader assignments. Uses a variety of standard engineering, geological or geophysical methods and techniques in solving problems. Assists more senior engineers, geologists or geophysicists in carrying out technical tasks requiring accuracy in calculations, completeness of data, and adherence to prescribed testing, analysis, design or combination of methods.	20
2.5		30
3.0	This is typically regarded as a fully qualified professional engineering, geological or geophysical level. Carries out responsible and varied assignments requiring general familiarity with a broad field of engineering, geology or geophysics and knowledge or reciprocal effects of the work upon other fields. Problems usually solved by use of combinations of standard procedures, modifications of standard procedures, or methods developed in previous assignments. Participates in planning to achieve prescribed objectives.	40
3.5		55
4.0	This is the first level of direct and sustained supervision of other professional engineers, geologists or geophysicists or full specialization. Requires application of mature engineering, geological or geophysical knowledge in planning and conducting projects having scope for independent accomplishment, and coordination of difficult and responsible assignments. Assigned problems make it necessary to modify established guides, devise new approaches, apply existing criteria in new manners and draw conclusions from comparative situations.	70
4.5		90

DESCRIPTION		POINTS
5.0	Usually requires knowledge of more than one field of engineering, geology or geophysics or performance by a specialist in a particular field. Participates in short- and long-range planning. Makes independent decisions for devising practical and economical solutions to problems. May supervise large groups containing both professional and non-professional staff, or may exercise authority over a small group of highly qualified professional personnel engaged in complex technical applications.	110
5.5		130
6.0	Usually responsible for an engineering, geological or geophysical administrative function; directing several professional and other groups engaged in interrelated engineering, geological or geophysical responsibilities; or as consultant, has achieved recognition as an authority in an engineering, geological or geophysical field of major importance to the organization. Independently conceives programs and problems to be investigated. Participates in discussions determining basic operating policies, devising ways of reaching program objectives in the most economical manner and of meeting unusual conditions affecting work progress.	150
6.5		175
7.0	Within the framework of general policy, conceives independent programs and problems to be investigated. Plans or approves projects requiring the expenditure of a considerable amount of manpower and financial investment. Determines basic operating policies, and solves primary problems or programs to accomplish objectives in the most economical manner to meet any unusual condition.	200

B. EDUCATION

Rate the minimum university qualifications in an engineering, geological or geophysical discipline required in order to begin your job.

Note: A rather special situation develops with the factors of education and experience. Do not rate your position on the basis of level of education and years of experience you have attained. You may have a Master's degree and thirty years of experience. However, if the job requires neither an advanced degree nor extensive experience, rating the job according to your own qualifications will result in a point score that is unreasonably high. Members should estimate the education and experience combination required by the job.

C. EXPERIENCE (See "Note" in Education on previous page)

Rate the minimum number of years in full-time, permanent engineering, geological or geophysical work and/or work where an engineering, geological or geophysical background was a distinct asset which would normally be required by a person starting the job. Take your count to the nearest whole or half year.

EXP.	POINTS		EXP.	POINTS		EXP.	POINTS		EXP.	POINTS
1 year	25		3 years	45		7-8 years	70		15-17 years	113
1 year	30		4 years	50		9-10 years	80		18-20 years	125
1½ years	35		5 years	55		11-12 years	90		21-24 years	138
2 years	40		6 years	60		13-14 years	100		25 years	150

D. RECOMMENDATIONS, DECISIONS AND COMMITMENTS

Select the category that fits your job most appropriately. If you cannot decide between two categories, use the midpoint value.

DESCRIPTION		POINTS
1.0	Few technical decisions called for and these will be of routine nature with ample precedent or clearly defined procedures.	35
1.5		40
2.0	Recommendations limited to solution of the problem rather than end results. Decisions made are normally within established guidelines.	45
2.5		50
3.0	Makes independent studies, analyses, interpretations and conclusions. Difficult, complex, or unusual matters or decisions are usually referred to more senior authority.	55
3.5		60
4.0	Recommendations reviewed for soundness of judgement, but usually accepted as technically accurate and feasible.	70
4.5		80
5.0	Makes responsible decisions not usually subject to technical review, on all matters assigned, except those involving large sums of money or long-range objectives. Takes courses of action necessary to expedite the successful accomplishment of assigned projects.	90
5.5		105
6.0	Makes responsible decisions on all matters, including the establishment of policies and expenditures of large sums of money and/or implementation of major programs, subject only to overall policy and financial controls.	120
6.5		135
7.0	Responsible for long-range planning, coordination and making specific and far-reaching management decisions. Keeps management associates informed of all matters of significant importance.	150

E. SUPERVISION RECEIVED

This factor is concerned with the degree to which independent action is required or permitted. It will be limited by the amount of direction received from supervisors or provided through standard practice instructions, precedents or practice. Select the category that fits your job most appropriately. If you cannot decide between two categories, use the midpoint value.

DESCRIPTION		POINTS
1.0	Works under close supervision. Work is reviewed for accuracy, adequacy and conformance with prescribed procedures.	20
1.5		25
2.0	Duties are assigned with detailed oral and occasionally written instructions, as to methods and procedures to be followed. Results are usually reviewed in detail and technical guidance is usually available.	30
2.5		35
3.0	Work is not generally supervised in detail and amount of supervision varies depending upon the assignment. Usually technical guidance is available to review work programs and advise on unusual features of assignment.	40
3.5		45
4.0	Work is assigned in terms of objectives, relative priorities, and critical areas that impinge on work of other units. Work is carried out within broad guidelines, but informed guidance is available.	50
4.5		55
5.0	Work is assigned only in terms of broad objectives to be accomplished, and is reviewed for policy, soundness of approach and general effectiveness.	60
5.5		70
6.0	Receives administrative direction based on organization policies and objectives. Work is reviewed to ensure conformity with policy and coordination with other functions.	80
6.5		90
7.0	Operates with broad management authority, receiving virtually no technical guidance and control; limited only by general objectives and policies of the organization.	105

F. LEADERSHIP AUTHORITY AND/OR SUPERVISION EXERCISED

This factor is concerned with the character of the supervisory responsibility. This may be direct (line) or indirect (staff). Select the category that fits your job most appropriately.

G. SUPERVISION SCOPE

This factor is concerned with the size of the direct (line) responsibility and is rated in terms of the total number of persons falling into that category. Count your immediate subordinates together with all employees reporting to them, either directly or through other levels of supervision. If numbers vary seasonally or for other reasons, compute an average for the year. Exclude persons, such as students, for whose work you have no continuing responsibility. As well, do not count persons to whom you give occasional technical direction or functional guidance. In short, count persons only for whose work you are fully accountable.

Employees Supervised		0		1		2-3		4-7		8-13		14-20
Points		1		3		5		8		10		15
Employees Supervised		21-30		31-40		41-50		51-75		76-100		101-200
Points		20		25		30		35		40		45
Employees Supervised		201-400		401-750		751-1200		1201-2000		Over 2000
Points		50		55		60		65		70

H. PHYSICAL DEMANDS

This factor is concerned with the intensity and severity of the physical effort required of the job and with the continuity and frequency of that effort. Of those listed below, choose the level of exposure that most closely describes your situation and select the one value that carries the highest point score.

DEMAND	LEVEL OF EXPOSURE
	Not Applicable	Limited	Occasional	Frequent	Continuing
Standing or Moving About (Inside Position)	0	5	8	10	15
Walking over Rough Ground, Climbing, etc. (Outside Position)	0	8	10	15	20
Heavy Physical Exertion	0	10	15	25	40
Uninterrupted Visual Concentration (as in drafting work)	0	5	10	20	30
Uninterrupted and Intense Mental Concentration	0	5	8	15	20

I. JOB ENVIRONMENT

Under this factor, select the category that describes most clearly the conditions under which your work is normally carried out.

J. ABSENCE FROM BASE OF OPERATIONS

Under this factor, select the category that most closely describes the demands of your job for travelling and being absent from your base of operations.

K. ACCIDENT AND HEALTH HAZARDS

Under this factor, rate your job in terms of conditions that might result in accident or occupational disease. Consider the most prevalent hazard to which you are exposed, not some remote possibility. Select one value only.

Use of Point Count Results

After completing the Job Rating Summary, refer to the chart below in order to determine the classification of the job. As it is not practical to have a pay range for each point count, jobs are classed together in one level or classification.

The following table correlates responsibility level with years of experience. This table is provided for use as a general check of self-evaluation.

FIGURE 2

See Section 2 for definition of survey statistical measures (D1,Q1, etc.)

METHOD 2: JOB CLASSIFICATION GUIDE

Many companies use the generally adequate and less time consuming (but less precise) classification system commonly called the ABC system. This system broadly describes each level of responsibility according to five factors: Duties; Recommendations, Decisions and Commitments; Supervision Received; Leadership Authority and/or Supervision Exercised; and Guide to Entrance Qualifications. A copy of the description for each level of responsibility is provided in Appendix A. An abbreviated Job Classification Guide of the ABC system is shown below.

As many salary surveys are carried out using the ABC system, it is useful to be able to equate the results of the Point-Count Job Evaluation system and the Job Classification system. Application of the two systems has not been completely standardized across companies so absolute relationships cannot be set. A reasonable relationship between the two systems can established and this is shown in the chart below. Individual companies will vary to some degree.