June 2000 Salary Survey SECTION 1 [ Back to Table of Contents ] DETERMINING YOUR LEVEL OF RESPONSIBILITY METHOD 1: JOB EVALUATION GUIDE (continued) Job Rating Factors A. DUTIES B. EDUCATION C. EXPERIENCE D. RECOMMENDATIONS, DECISIONS AND COMMITMENTS E. SUPERVISION RECEIVED F. LEADERSHIP AUTHORITY AND/OR SUPERVISION EXERCISED G. SUPERVISION SCOPE H. PHYSICAL DEMANDS I. JOB ENVIRONMENT J. ABSENCE FROM BASE OF OPERATIONS K. ACCIDENT AND HEALTH HAZARDS SAMPLE BENCHMARK JOB DESCRIPTIONS AND CORRESPONDING RATINGs 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

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