The information provided in these factors is used to determine zone placement. Provide information not contained in either Duties and Responsibilities or Qualification Requirements. Factor descriptions for each zone are described in the Zone Placement Matrix and defined in Zone Assignment Matrix Factor Definitions.
The completion of this section as it relates to a specific job will enable the organizational unit leadership to match the job to a zone in the appropriate job family. The five zone definition factors are:
Knowledge, Skills and Abilities (KSAs)
Factors to Consider
- KSAs are those special qualifications and personal attributes that are needed to be successful in a particular job. Describe here the level that an experienced, proficient job holder would have. Knowledge refers to an organized body of information usually of a factual or procedural nature. Skills refer to the proficient manual, verbal or mental manipulation of data or things. Abilities refer to the power to perform an observable activity.
Example Descriptions
- Knowledge of project organization management and control.
- Knowledge of the hazards of working on or near energized lines and equipment and of necessary safety precautions.
- Skill in analyzing information, problems, situations, practices or procedures.
- Skill in organizing material, information, people in a systematic way to optimize efficiency and minimize duplication of effort.
- Ability to analyze problems quickly and accurately and adopt effective courses of action.
- Ability to prepare budgets and cost estimates.
- Ability to review or check the work products of others to ensure conformance to standards.
Problem-Solving/Decision-Making
Indicate to what degree this job will exercise these skills.
Factors to Consider
- How much authoritative advice will be given?
- What level of analysis or information gathering will be needed?
- How much freedom will the incumbent have?
Example Descriptions
- Makes decisions or judgments covering routine situations, within established guidelines. If problem is beyond this scope, seeks advice or resolution from manager / supervisor.
- Many problem-solving situations will require independent analysis of relevant information from multiple sources.
- Analyzes job responsibilities, recommends and implements approved changes.
Interactions
Describe the frequency and nature / purpose of contact with other people.
Factors to Consider
- How much and what kind of contact will the incumbent have with co-workers, University employees outside the unit, people outside the University, customers?
Example Descriptions
- Daily interaction with co-workers to gather or provide information needed to accomplish tasks.
- Daily interaction with other University units to exchange information and schedule meetings.
- Occasional interaction with individuals at peer institutions of higher education to gather or provide information.
- Daily interaction with customers who order products or services, in order to provide information such as pricing, availability and shipping alternatives.
Nature of Supervision
Identify how much supervision the job will both give and receive. Indicate whether supervision will be given over regular staff, temporary staff/student or none at all. Indicate whether supervision received by this job will be close, moderate or none at all.
Impact
Describe how influential this position is within the institution.
Factors to Consider
- How much is the incumbent involved within the institution, based on the importance of the decisions or final recommendations typically rendered?
- What is the likely effect of potential errors made by the incumbent in the regular course of work?
- How much impact does an incumbent have on the fiscal affairs of the institution?
- How important is the impact of the work of this position to the operations, activities and future of the entire institution?
Example Descriptions
- Decisions and influence are limited to short-range decisions and planning within a small group or activity.
- Errors may result in significant disruption of operations or services or damage to individuals or activities.
- There is responsibility for budget development, expense control, and/or revenue generation usually covering one or more areas within a large organizational unit, or an organizational unit or university activity of moderate size.