[NCASG] [External] State of WV - Definitions Survey

[Morgan, Alexandra]

Hello,

We do have complexity defined (quoted below as well as link to full
manual).

Advanced level is captured within the compensable factors and is accounted
for in the job classification; however, agencies have the discretion (and
often do) create more specific job levels within their agency to further
distinguish Virginia's broadbanded class structure. This typically includes
levels for entry, practitioner, senior, etc.

https://www.dhrm.virginia.gov/docs/default-source/hr/manuals/hrmanual.pdf?sfvrsn=2


*COMPENSABLE FACTORS*
Human resource professionals or line managers should be able to assign
positions to the appropriate Career Groups by comparing the overall duties
and responsibilities listed in the Employee Work Profile to the Concept of
Work outlined in the Career Group Description. The compensable factors will
be used primarily to determine the appropriate Role to which a position
should be allocated within a Career Group. Definitions of the three
compensable factors are as follows:
*1. Complexity of Work *
This factor describes the nature of work in terms of resources (e.g.,
machines, manuals, guidelines and forms) used or encountered and the
processes applied. This factor takes into account the number and variety of
variables considered, the depth and breath of activity and the originality
exercised. · Difficulty - the relative character of the work process and
the corresponding, thinking, analysis and judgment required of the employee
while doing the work. · Scope and Range of Assignments – the breadth and
variety of the employee’s assignments. · Knowledge, Skills and Abilities –
the level of information, experience and qualifications needed by the
employee in order to perform the assigned duties. · Nature of Contacts –
the extent of the employee’s human interactions within and/or outside the
organization in terms of both frequency and the depth of information
exchanged.
*2. Results (or Scope) *
This factor describes the work outcomes and the range and impact of
effects, such as the benefit or harm to citizens, the gain or loss of
resources and the goodwill created. Impact – the range of people, things,
and organizations directly affected by the employee. · Effect of Services –
the extent to which decisions and work products made by the employee affect
the level of service, quality of work, welfare of constituents, the
organization’s image and cost of operations. · Consequence of Error – the
potential costs of the employee’s mistakes in terms of financial and human
costs, efficiency, morale, physical maintenance and image.
*3. Accountability *
This factor describes the employee’s responsibility or authority exercised
in terms of guidance given to fellow workers, independence and autonomy of
functioning and finality of decisions made. · Leadership – the level of
control the employee has over resources such as people, functions,
facilities and budget. · Judgment and Decision-making – the types and kinds
of decisions made by the employee and the finality of these decisions and
actions taken. · Independence of Action – latitude or freedom of action
exercised by the employee.




*Alex Morgan, SHRM-SCP*
Director Compensation & Workforce Analytics

*(804) 513-2928* | alex.morgan at dhrm.virginia.gov
<alex.morgan at dhrm.virginia.gov>

jobs.virginia.gov

101 N 14th Street, Richmond, VA 23219


*Navigating Pathways to Workforce Excellence*




On Wed, May 12, 2021 at 5:16 PM Parker, Terri (OFM) <terri.parker at ofm.wa.gov>
wrote:

> Hi Dori and Joe, here are WA’s offerings. 😊
>
>
>
> Glossary of Classification Terms
> <https://ofm.wa.gov/sites/default/files/public/shr/CompensationAndJobClasses/Comp%20Class%20HR%20Pro%20Tools/ClassificationGlossary.doc>
> –
>
> Complex/complexity: see *Complexity of Work*/*Complex* (p1), *Highly
> Complex* (p2)
>
> Advanced level of work: see *Level of Work*/*Senior* (p3), *Professional*
> (p4)
>
>
>
> IT Evaluators Handbook
> <https://ofm.wa.gov/sites/default/files/public/shr/CompensationAndJobClasses/it-position-evaluation-tool/IT%20Evaluator%27s%20Handbook%20May%202020%20Version4.pdf>
>
> Unique: see *IT POSITION EVALUATION TOOL AND INCLUSION CRITERIA
> TERMS/Single Point of Failure* (p70)
>
>
>
>
>
> *Terri Parker **(she/her/hers)*
>
> 360-515-6299
>
> terri.parker at ofm.wa.gov
>
>
>
>
>
>
>
> *From:* Marro, Joe <joe.marro at nc.gov>
> *Sent:* Wednesday, May 12, 2021 12:08 PM
> *To:* Sunderland, Dori B <dori.b.sunderland at wv.gov>;
> dhr_ncasg_survey_list at admws.idaho.gov
> *Subject:* Re: [NCASG] [External] State of WV - Definitions Survey
>
>
>
> External Email
>
> Good afternoon, Dori. You are not alone. We too would be interested in
> learning how those terms are applied in other states.  I would add one more
> term to your list that we often hear:
>
>
>
>    - Unique
>
>
>
> Attached are draft documents we’ve been working on to further define terms
> and distinguish levels for job evaluation purposes. Some of the definitions
> of career levels that begin on page 10 of the draft Job Description Form
> may be of interest to you.
>
>
>
> Thanks.  -Joe
>
>
>
> *From:* Sunderland, Dori B <dori.b.sunderland at wv.gov>
> *Sent:* Wednesday, May 12, 2021 1:07 PM
> *To:* dhr_ncasg_survey_list at admws.idaho.gov
> *Subject:* [External] [NCASG] State of WV - Definitions Survey
>
>
>
> *CAUTION:* External email. Do not click links or open attachments unless
> you verify. Send all suspicious email as an attachment to Report Spam.
> <report.spam at nc.gov>
>
>
>
> Good afternoon,
>
>
>
> The State of West Virginia, Division of Personnel are reviewing
> definitions that we use in our class specifications. We would love to know
> if your states have definitions for the following terms:
>
>    - Complex/complexity
>    - Advanced level work
>
> *Please respond by the end of the day on Monday, May 17th. *
>
>
>
> Any information is appreciated!
>
>
>
> Thanks,
>
>
> *Dori B. Sunderland, M.S.*
>
> Human Resources Manager
>
> Classification and Compensation
>
> WV Division of Personnel
>
> *Phone*: 304.414.0854
> *Address*: WV State Capitol Complex, Building 3, Suite 500
>
> 1900 Kanawha Boulevard East
>
> Charleston, WV 25305
>
> *Website*: www.personnel.wv.gov
> <https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Furldefense.com%2Fv3%2F__http%3A%2Fwww.personnel.wv.gov%2Fohrd__%3B!!HYmSToo!POR_WTCGHUmqpAhfi7xuUoH9Nes1dsTWM-yGmY6upUekZPfetfjTNViodzHUt2Mf%24&data=04%7C01%7CTerri.Parker%40ofm.wa.gov%7C842dc545bf904267e3a508d915793a33%7C11d0e217264e400a8ba057dcc127d72d%7C0%7C0%7C637564432803529669%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0&sdata=BYmvwOwz9eJhywdmdGd1YmkLqUAkXnSIBzQknu%2Be0Xc%3D&reserved=0>
>
>
> ------------------------------
>
>
> Email correspondence to and from this address may be subject to the North
> Carolina Public Records Law and may be disclosed to third parties by an
> authorized state official.
>
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