Smithfield County is part of one of the largest metropolitan areas in the southeastern United States and Smithfield County Health Services (SCHS) is the primary provider of health-care services for the region. SCHS employs 2,500 employees in various professional, technical, and administrative support positions. Services provides by SCHS include vaccinations, screening and treatment of communicable diseases, and programs on nutritional and mental health. Due to steady economic growth and increasing demands for health care, competition for qualified employees is keen across all areas.

You have been asked by the Director to evaluate six key job descriptions using the Compensable Factors provided. Use the materials provided and the directions below to conduct Job Evaluation on these positions.

Directions: 1. Read through a Job Description and then rate it using the 4 Compensable Factors and their subfactors and their corresponding degrees. 2. To determine which degree is appropriate, use the information in the Job Description to help you decide. For each factor, once you determine a degree for subfactor A, use the Job Evaluation Chart by going vertically down the degree numbers under subfactor A. For example, let's say you determined problem solving is a degree "3". Look at the chart below and go vertically down to a "3". 3. Next for that same factor, determine a degree for subfactor B and go horizontally across the degrees to determine a score for that factor. For example, let's say you determine the the degree for Latitude is a "2". You can see on the chart below that the point value for that factor would be 117. 4. For each position, write the score for each Compensable Factor on the Job Evaluation Score Sheet. 5. Total the score for each position by adding the numbers across for each position. 6. Submit your Job Evaluation Score Sheet that shows all six positions.

I. Read through each Job Description and rate it using the Compensable Factors

II. Use these Compensable Factors to determine the relative worth of each position.

III. Use this Job Evaluation Score Sheet to determine the value of each factor for each job. Don't spend a huge amount of time with this - just give your best guess after thinking about it.

IV. Enter your scores on the Job Evaluation Score Sheet by comparing each Job Description to each Compensable Factor. Use the degrees from the two Subfactorsto find the score for each factor we are using (remember look at the vertical scores for SubfactorA first and then go horizontally across to the degree for SubfactorB.

FACTOR THREE-SUPERVISORY RESPONSIBILITY (SR). Factor measures the human resource responsibilities delegated to a position over other positions. Factor is measured in terms of two subfactors: `Subfactor A: Type of Supervision. There are two basic types of supervision: Functional supervision is delegated to a position if it has responsibility determining work assignments, priorities, and methods used by other positions. It does not have responsibilities for determining work performance reviews. Admin- istrative supervision is delegated to a position if it has responsibilities for recom- mending and/or approving all personnel actions that affect other positions. Degree One: Position exercises no supervisory responsibilities over other positions. Degree Two: Position exercises work guidance or lead direction over other positions but no functional supervision. Degree Three: Position exercises functional supervision. Degree Four. Position exercises functional supervision and is delegated respons sibilities for most personnel actions except for work performance reviews. Degree Five: Position exercises administrative supervision over other positions. Subfactor B: Employees Supervised. Measures the total number of full-time employees supervised by a position. Degree One: Position is responsible for no employees. Degree Two: Position is responsible for between one and three employees. Degree Three: Position is responsible for between four and ten employees. Degree Four. Position is responsible for between 11 and 20 employees. Degree Five: Position is responsible for more than 21 employees.FACTOR FOUR-WORK REQUIREMENTS (WR). Factor measures the magnum work qualifications required to satisfactorily perform the duties and responsibilities delegated to a position, whether gained through formal education or on-the job exper rience. Two subfactors: Subfactor A: Knowledge. Measures the minimum level of knowledge gained through formal education or equivalent work experience. Degree One: Position requires a basic knowledge of reading and writing to per- form the assigned work. Degree Two: Position requires technical or special knowledge to perform the assigned work. Degree Three: Position requires advanced knowledge of a technical skill or dis- cipline to perform the assigned work. Degree Four: Position requires expert knowledge of a technical skill or discipline to perform the assigned work. Subfactor B: Experience. Measures the minimum amount of work experience, beyond the level of knowledge, required to perform the duties and responsibili ties assigned to a position. Degree One: Position requires a minimum of fewer than six months of prior related work experience. Degree Two: Position requires a minimum of six months to one year of prior related work experience. Degree Three: Position requires a minimum of one to two years of prior related work experience. Degree Four. Position requires a minimum of two to four years of prior related work experience.POINT FACTOR JOB EVALUATION Compensable Factors FACTOR ONE-JOB COMPLEXITY (JC). This factor measures the judgment, Cre- ativeness, and resourcefulness required to perform the work assigned to a position and the amount of discretion to carry out the assigned tasks. The factor is measured in terms of two subfactors: Subfactor A: Problem Solving. The degree to which a position is required to use judgment, decision making, research, and creativity to carry out work assignments. Degree One: Position applies physical dexterity in carrying out its work assign- ments. There is little or no discretion or judgment. The work assignments are repetitive and routine. Degree Two: Position applies judgment to follow work methods and procedures and/or to interpret work policies and/or analyses in carrying out its work assign- ments. Work assignments are more complex but repetitive and interrelated. Degree Three: Position applies judgment and/or research analysis to determine work approaches and to recommend courses of action where no precedent exists. Work assignments are varied and usually encompass a single discipline. Degree Four: Position applies judgment to create, formulate, and evaluate oper- ating policies, objectives, and systems in analyzing and carrying out broad orga- nizational activities. Subfactor B: Latitude. The degree of supervision or guidance received by a position or the amount of freedom given the position to perform its work assignments. Degree One: Position receives regular supervision and work directions. No lati- tude given to alter work methods. Degree Two: Position receives regular supervision and work directions. Position has considerable latitude to select work methods Degree Three: Position receives broad work supervision and direction. Position has complete latitude to accomplish work goals and objectives. Degree Four: Position receives presidential work supervision and direction. Position has complete latitude to accomplish and/or develop strategic goals and objectives for a major segment of SCHS.FACTOR TWO-ORGANIZATIONAL IMPACT (On). This factor measures the posi- tion's influence and contribution to SCHS. It is measured in terms of two subfactors: Subfactor A: Internal Impact. Measures the scope and breadth of work responsibility and accountability assigned to a position. Degree One: Position is accountable for carrying out assigned work tasks that have limited impact on SCHS. Degree Two: Position is accountable for carrying out assigned job duties that have an Indirect impact on SCHS. The work assigned to the position supports other positions that have an impact on the accomplishment of organizational goals and objectives. Degree Three: Position is accountable for an assigned work department or operations headquarters of SCHS. Position's work results have a significant Impact on the accomplishment of broad organizational goals and objectives of SCHS. Degree Four, Position is accountable for the accomplishment of corporate goals and objectives across a number of work departments and operations headquar ters within SCHS. Subfactor B: External Impact. Measures the scope and breadth of work responsibility and accountability assigned to a position for programs, policies, services, and operating systems that directly impact SCHS activities outside of. the local environment. Degree One: Position has no direct impact on the accomplishment of SCHS activities outside of the local environment. Dogree Two: Position has limited direct Impact on the accomplishment of SCHS activities outside of the local environment. The external impact is limited to giving support to other positions that directly serve SCHS affiliates outside of the local sector. Degree Three: Position has a contributory impact on the accomplishment of SCHS activities outside of the local environment. Degree Four. Position has direct impact on the accomplishment of SCHS active- ties outside of the local environment. The position works directly with SCHS affill- ates to design, develop, and execute various programs, services, and operating systems within their organization.Position Title: Administrative Assistant Department Purchasing Title of Immediate Supervisor: Purchasing Agent POSITION SUMMARY: The purpose of this position is to provide clerical support within the purchasing department. JOB FUNCTIONS: I. Purchasing Duties A. Verify receipts as proof that the product(s) were received against the origi- nal invoice insuring prompt and accurate payment. B. Complete disbursement voucher and/or purchase order for payment of services rendered to the appropriate vendor. . C. Update and maintain files (maintenance, technical supplies, equipment, etc.) as needed. D. Type letters, memorandums, and reports as needed. E. Assist with in-house duplicating as needed. Position Title: Administrative Assistant Department Purchasing Tide of Immediate Supervisor: Purchasing Agent F. Responsible for telephone coverage in the department. G. Responsible for typing approved major/minor equipment packets during the budget process. H. Assist stock room personnel with quarterly inventories. JOB REQUIREMENTS: This position requires a high school diploma and typing speed of 60-80 words per minute. Good math background and related work experience is helpful. SUPERVISION OF OTHERS: NonePosition Title: Coordinator, Emergency Services Department Emergency Services Title of Immediate Supervisor. Director of Emergency Services POSITION SUMMARY: The purpose of this position is to provide administrative leadership to Emergency Services. JOB FUNCTIONS: I. Administrative Duties A. Identify and provide supervisory training and developmental needs to paid and volunteer staff. B. Maintaini up-to-date job descriptions for staff and volunteer positions, C. Provide work performance reviews for paid and key volunteer staff. D. Provide technical and logistical support to Director of Emergency Services. E. 'Prepare disaster reports according to correct procedure. F. Prepare annual reports according to guidelines. Il. Public Relations Duties A. Participate In community emergency planning. B. Develop public Information materials. C. Maintain relationships with other health service agencies. IIL Staff Development Duties A. Train staff and volunteers for disaster assignments. B. Maintain roster and skills file for paid and volunteer staff. C. Maintain adequate coverage by staff and volunteers. JOB REQUIREMENTS: Graduation from an accredited college with three to five years experience in an administrative or supervisory capacity, Social welfare background is preferred. Ability to interpret programs to personnel and to the public through effective speaking and writing. Decision-making skills. Knowledge of SCHS policies, procedures, and ser- vices. Ability to work with and promote volunteer strengths. SUPERVISION OF OTHERS: Supervision of two staff members and approximately 25 volunteersPosition Title: Systems Analyst Department Management Information Systems (MIS) Title of Immediate Supervisor. Senior Systems Analyst POSITION SUMMARY: The purpose of this position is to assist in the design and development of various systems programs. JOB FUNCTIONS: L. Program Design "A. Defines functional capabilities required to meet the determined needs. B. Designs computer applications working with system specifications. Program Testing and Documentation A. Generates test data, as necessary. B. Runs program tests to ensure correctness. C. Meets standards for documentation. D. Assists with the user documentation of programs/systems. . Ill. . Program Resolution A. Assists other MIS staff with problems. . . B. Assists other departments with daily MIS operational problems. . C. Must be able to work independently with little or no supervision. IV. Security A. Access to system hardware as an authorized MIS staff. B. Access to data is restricted to "test' data only. C. Access to "Tive" data is kept to a minimum as an authorized MIS staff. D. Authorized to assist with maintenance of system/user security. JOB REQUIREMENTS: Degree in computer science plus 5 years experience programming; or minimum of 8 years programming. SUPERVISION OF OTHERS: Does not directly supervise others but is authorized to support the supervision furic- tion as necessary.Position Title: Staff Nurse Department Specimen Services. Title of Immediate Supervisor: Head Nurse, Specimen Services POSITION SUMMARY: The purpose of this position is to assist with all aspects of specimen collection opera- tions. JOB FUNCTIONS: . I. Specimen Collection Duties .A. Collect specimens according to standard operating procedures. B. Delegate and assure proper orientation of volunteers. C. Consult appropriate supervisor when deemed necessary. Il. Administrative Duties A. Perform administrative functions to assure Specimen Collection Operation is in accordance with written policies. B. Complete assignments and fulfill responsibilities in a timely manner. C. Prepare daily operation reports and quality control records. D: Accept and adapt willingly to changes in procedures, E. Exhibit courteous, tactful, and sensitive communication skills. Ill. Other Duties A. Share In driving staff car and refueling as needed. B. Attend CPR class annually. C. Attend First Aid class every three years. D. Attend all staff meetings. E. Demonstrate knowledge of and compliance with nursing regulations, L.e dress code, punctuality, etc. JOB REQUIREMENTS: Graduate of an accredited School of Nursing. Bachelor of Science in Nursing pre- ferred. Current license to practice nursing in state. Continuous telephone service and a valid driver's license required. Must support and promote philosophies and policies of SCHS. Full knowledge of pertinent skills and demonstrated technical proficiency. schedule. Must be flexible and accept irregular hours, Including last minute changes in work SUPERVISION OF OTHERS: . NoneJob Descriptions Position Title: Production Technician I Department Screening Services Title of Immediate Supervisor: Operations Supervisor POSITION SUMMARY: The purpose of this position is to prepare and maintain specimens and records of analysis. JOB FUNCTIONS: L. Specimen Analysis A. Prepare all specimens for analysis. B. Maintain thorough and accurate records (manual and computerized). C. Participate in the maintenance and quality control procedures for depart- ment equipment D. Label products. E. Prepare frozen specimens for storage and shipment. Il. Other Laboratory Functions A. Participate in special products and studies. B. Attend continuing education seminars. JOB REQUIREMENTS: This position has a minimum requirement of a high school diploma. Must be able to stand for long periods of time; must be able to lift and carry up to 30-pound loads. Must be able to leam skills required for computer data entry. Must be able to work on weekends on a rotating basis. Must apply professional ethics and maintain confident tiality about information gained from access to test results. SUPERVISION OF OTHERS: Not requiredJob Descriptions Position Title: Assistant Director, Public Relations Department Public Relations Title of Immediate Supervisor: Director, Public Relations POSITION SUMMARY: Implement communications projects and programs to gain and maintain public understanding and support for Smithfield County Health Services (SCHS). JOB FUNCTIONS: 1. External Communications A. Write, edit, and produce printed materials directed to Smithfield County Health Services as identified by organizational marketing objectives mak- ing full use of desktop publishing. B. Produce audiovisual presentations/programs for SCHS. IL. Internal Communications A. Provide consultation and the appropriate communication vehicles to keep volunteers and paid staff informed about and involved in organizational objectives. B. Publish newsletter and other internal communications. III. Media Relations A. Work with the media through news articles, radio and TV news, public ser- vice announcements, and editorials to reach SCHS external publics with strong and positive messages about programs and services, Activities involve telephone calls, personal visits, contact through professional organi- zations, dissemination of news releases, answering media inquiries, news conferences, interviews with staff and/or volunteers as appropriate. JOB REQUIREMENTS: Broad background in public relations, including strong oral and written communica- tion skills, and publication design experience, including desktop publishing' Plan and implement projects and programs using organizational skills, creativity, and resource- fulness. Requires media or media relations experience. Three to five years experi- ence required. SUPERVISION OF OTHERS: Supervises five staff members and approximately 20 volunteers.Job Evaluation Chart FACTOR ONE-JOB COMPLEXITY A Problem Solving B. Latitude Degree 1 2 3 4 20 35 50 70 61 75 95 115 102 -117 135 156 143 160 180 201 FACTOR TWO-ORGANIZATIONAL IMPACT A. Internal Impact B. External Impact Degree 1 2 3 4 10 25 40 55 25 40 55 70 AWN - 42 57 72 87 59 74 89 104 FACTOR THREE-SUPERVISORY RESPONSIBILITY Kind of Supervision B. Employees Supervised Degree 1 2 3 4 5 0 22 44 66 B8 25 47 69 91 +13 50 72 94 116 138 75 97 119 141 163 100 122 144 166 188 FACTOR FOUR-WORK REQUIREMENTS Knowledge B. Experience Degree 1 2 3 4 10 25 40 55 25 40 55 70 A W N - 42 57 72 87 59 74 89 104Job Evaluation Chart Factor One - Job Complexity A. Problem Solving B. Latitude Degree 1 3 4 20 35 50 70 61 75 95 115 102 117 135 156 143 160 180 210 Job Evaluation Score Sheet Job Title Job Organizational Supervisory Work Total Job Complexity Impact Responsibility Requirements Evaluation PointsJob Evaluation Score Sheet Job Title Job Organizational Total Job Complexity Evaluation