Appendix B.

Occupational Descriptions

	The primary purpose of preparing job descriptions for the Bureau's occupational pay 
surveys is to assist its field economists in classifying into appropriate occupations workers 
who are employed under a variety of payroll titles and different work arrangements from 
establishment to establishment and from area to area.  This permits grouping of 
occupational wage rates representing comparable job content.  Because of this emphasis 
on comparability of occupational content, the Bureau's job descriptions may differ 
significantly from those in use in individual establishments or those prepared for other 
purposes.  In applying these job descriptions, the Bureau's field economists are instructed 
to exclude working supervisors;  apprentices;  learners, beginners, and trainees;  and part-
time, temporary, and probationary workers, unless specifically included in the job 
description.  Handicapped workers whose pay are reduced because of their handicap are 
also excluded.
	The titles and numeric codes below the job titles in this appendix are taken from the 
1980 edition of the Standard Occupational Classification Manual (SOC), issued by the 
U.S. Department of Commerce, Office of Federal Statistical Policy and Standards.
	In general, the occupational descriptions of the Bureau of Labor Statistics are much 
more specific than those found in the SOC manual.  The BLS occupation, "Attorney," for 
example, excludes workers engaged in patent work;  the SOC occupation (code 211) 
includes patent lawyers.
	Thus, in comparing the results of this survey with other sources, factors such as 
differences in occupational definitions and survey scope should be taken into 
consideration.

Professional

ACCOUNTANT
(1412: Accountant and auditor)

	Performs professional operating or cost accounting work requiring knowledge of the 
theory and practice of recording, classifying, examining, and analyzing the data and 
records of financial transactions.  The work generally requires a bachelor's degree in 
accounting or, in rare instances, equivalent experience and education combined.  Positions 
covered by this definition are characterized by the inclusion of work that is analytical, 
creative, evaluative, and advisory in nature.  The work draws upon and requires a 
thorough knowledge of the fundamental doctrines, theories, principles, and terminology of 
accountancy, and often entails some understanding of such related fields as business law, 
statistics, and general management.

	Professional responsibilities in accountant positions above levels I and II include several 
such duties as:

	Analyzing the effects of transactions upon account relationships;

	Evaluating alternative means of treating transactions;

	Planning the manner in which account structures should be developed or modified;

	Assuring the adequacy of the accounting system as the basis for reporting to 
management;

	Considering the need for new or changed controls;

	Projecting accounting data to show the effects of proposed plans on capital investments, 
income, cash position, and overall financial condition;

	Interpreting the meaning of accounting records, reports, and statements;

	Advising operating officials on accounting matters; and

	Recommending improvements, adaptations, or revisions in the accounting system and 
procedures.

	Accountant I and II positions provide opportunity to develop ability to perform 
professional duties such as those enumerated above.
	In addition to such professional work, most accountants are also responsible for 
assuring the proper recording and documentation of transactions in the accounts.  They, 
therefore, frequently direct nonprofessional personnel in the actual day-to-day 
maintenance of books of accounts, the accumulation of cost or other comparable data, the 
preparation of standard reports and statements, and similar work.  (Positions involving 
such supervisory work but not including professional duties as described above are not 
included in this description.)

	Some accountants use electronic data processing equipment to process, record, and 
report accounting data.  In some such cases the machine unit is a subordinate segment of 
the accounting system; in others it is a separate entity or is attached to some other 
organization.  In either instance, provided that the primary responsibility of the position is 
professional accounting work of the type otherwise included, the use of data processing 
equipment of any type does not of itself exclude a position from the accountant 
description nor does it change its level.

Excluded are:

a.	Top technical experts in accounting, for an organization, who are responsible for the 
overall direction of an entire accounting program which includes general accounting 
and at least one other major accounting activity such as cost, property, sales, or tax 
accounting;

b.	Accountants above level VI who are more concerned with administrative, 
budgetary, and policy matters than the day-to-day supervision of an operating 
accounting program; and

c.	Accountants primarily responsible for 1) designing and improving accounting 
systems or 2) performing nonoperating staff work such as budget or financial 
analysis, financial analysis, or tax advising.

Accountant I	

General characteristics.  At this beginning professional level, the accountant learns to 
apply the principles, theories, and concepts of accounting to a specific system.  The 
position is distinguishable from nonprofessional positions by the variety of assignments; 
rate and scope of development expected; and the existence, implicit or explicit, of a 
planned training program designed to give the entering accountant practical experience.  
(Terminal positions are excluded.)

Direction received.  Works under close supervision of an experienced accountant whose 
guidance is directed primarily to the development of the trainee's professional ability and 
to the evaluation of advancement potential.  Limits of assignments are clearly defined, 
methods of procedure are specified, and kinds of items to be noted and referred to 
supervisor are identified.

Typical duties and responsibilities.  Performs a variety of accounting tasks such as: 
examining a variety of financial statements for completeness, internal accuracy, and 
conformance with uniform accounting classifications or other specific accounting 
requirements; reconciling reports and financial data with financial statements already on 
file, and pointing out apparent inconsistencies or errors; carrying out assigned steps in an 
accounting analysis, such as computing standard ratios; assembling and summarizing 
accounting literature on a given subject; preparing relatively simple financial statements 
not involving problems of analysis or presentation; and preparing charts, tables, and other 
exhibits to be used in reports.  In addition, may also perform some nonprofessional tasks 
for training purposes.

Responsibility for the direction of others.  Usually none.

Accountant II	

General characteristics.  At this level, the accountant makes practical application of 
technical accounting practices and concepts beyond the mere application of detailed rules 
and instructions.  Initial assignments are designed to expand practical experience and to 
develop professional judgment in the application of basic accounting techniques to simple 
problems.  Is expected to be competent in the application of standard procedures and 
requirements to routine transactions, to raise questions about unusual or questionable 
items, and to suggest solutions.

Direction received.  Work is reviewed to verify general  accuracy and coverage of unusual 
problems, and to insure conformance with required procedures and special instructions.

Typical duties and responsibilities.  Performs a variety of accounting tasks, e.g., prepares 
routine working papers, schedules, exhibits, and summaries indicating the extent of the 
examination and presenting and supporting findings and recommendations.  Examines a 
variety of accounting documents to verify accuracy of computations and to ascertain that 
all transactions are properly supported, are in accordance with pertinent policies and 
procedures, and are classified and recorded according to acceptable accounting standards.

Responsibility for the direction of others.  Usually none, although sometimes responsible 
for supervision of a few clerks.

Accountant III	

General characteristics.  The accountant at this level applies well established accounting 
principles, theories, concepts, and practices to moderately difficult problems.  Receives 
detailed instructions concerning the overall accounting system and its objectives, the 
policies and procedures under which it is operated, and the nature of changes in the 
system or its operation.  Characteristically, the accounting system or assigned segment

is stable and well established (i.e., the basic chart of accounts, classifications, the nature of 
the cost accounting system, the report requirements, and the procedures are changed 
infrequently).

	Depending upon the work load involved, the accountant may have such assignments as 
supervision of the day-to-day operation of:  (a) the entire system of a relatively small 
organization; (b) a major segment (e.g., general accounting, cost accounting, financial 
statements and reports) of a somewhat larger system; or (c) in a complex system, may be 
assigned to a relatively narrow and specialized segment dealing with some problem, 
function, or portion of work which is appropriate for this level.

Direction received.  A higher level professional accountant normally is available to 
furnish advice and assistance as needed.  Work is reviewed for technical accuracy, 
adequacy of professional judgment, and compliance with instructions through spot checks, 
appraisal of results, subsequent processing, analysis of reports and statements, and other 
appropriate means.

Typical duties and responsibilities.  The primary responsibility of most positions at this 
level is to assure that the assigned day-to-day operations are carried out in accordance 
with established accounting principles, policies, and objectives.  The accountant performs 
such professional work as: developing nonstandard reports and statements (e.g., those 
containing cash forecasts reflecting the interrelations of accounting, cost budgeting, or 
comparable information); interpreting and pointing out trends or deviations from 
standards; projecting data into the future; predicting the effects of changes in operating 
programs; or identifying management informational needs, and refining account structures 
or reports accordingly.

	Within the limits of delegated responsibility, makes day-to-day decisions concerning the 
accounting treatment of financial transactions.  In expected to recommend solutions to 
moderately difficult problems and propose changes in the accounting system for approval 
at higher levels.  Such recommendations are derived from personal knowledge of the 
application of well-established principles and practices.

Responsibility for the direction of others.  In most instances is responsible for supervision 
of a subordinate nonprofessional staff; may coordinate the work of lower level 
professional accountants.

Accountant IV	

General characteristics.  At this level the accountant applies well-established accounting 
principles, theories, concepts, and practices to a wide variety of difficult problems.  
Receives instructions concerning the objectives and operation of the overall accounting 
system.  Compared with level III, the accounting system or assigned segment is more 
complex, i.e., (a) is relatively unstable, (b) must adjust to new or changing operational 
environments, (c) is substantially larger or (d) is complicated by the need to provide and 

coordinate separate or specialized accounting treatment and reporting (e.g., cost 
accounting using standard cost, process cost, and job order techniques) for different 
internal operations or divisions.

	Depending upon the work load and degree of coordination involved, the accountant IV 
may have such assignments as the supervision of the day-to-day operation of: (a) an entire 
accounting system which has a few relatively stable accounting segments; (b) a major 
segment (e.g., general accounting, cost accounting, or financial statements and reports) of 
an accounting system serving a larger and more complex organization; or (c) in a complex 
system, may be assigned to a relatively narrow and specialized segment dealing with some 
problem, function, or portion of work which is of the level of difficulty characteristic of 
this level.

Direction received.  A higher level accountant normally is available to furnish advice and 
assistance as needed.  Work is reviewed by spot checks and appraisal of results for 
adequacy of professional judgment, compliance with instructions, and overall accuracy 
and quality.

Typical duties and responsibilities.  As at level III, a primary characteristic of most 
positions at this level is the responsibility of operating an accounting system or major 
segment of a system in the intended manner.

	The accountant IV exercises professional judgment in making frequent, appropriate 
recommendations for: new accounts; revisions in the account structure; new types of 
ledgers; revisions in the reporting system or subsidiary records; changes in instructions 
regarding the use of accounts, new or refined account classifications or definitions; etc.  
Also makes day-to-day decisions concerning the accounting treatment of financial 
transactions and is expected to recommend solutions to complex problems beyond 
incumbent's scope of responsibility.

Responsibility for the direction of others.  Accounting staff supervised, if any, may 
include professional accountants.

Accountant V	

General characteristics.  The accountant V applies accounting principles, theories, 
concepts, and practices to the solution of problems for which no clear precedent exists or 
performs work which is of greater than average responsibility due to the nature or 
magnitude of the assigned work.  Responsibilities at this level, in contrast to accountants 
at level IV, extend beyond accounting system maintenance to the solution of more 
complex technical and  managerial problems.  Work of accountants V is more directly 
concerned with what the accounting system (or segment) should be, what operating 
policies and procedures should be established or revised, and what is the managerial as 
well as the accounting meaning of the data included in the reports and statements for 
which they are responsible.

	Examples of assignments characteristic of this level are supervision of the day-to-day 
operation of: (a) an entire accounting system which has a few relatively complex 
accounting segments; (b) a major segment of a larger and more complex accounting 
system; (c) an entire accounting system (or major segment) that is relatively stable and 
conventional when the work includes significant responsibility for accounting system 
design and development; or (d) in a complex system, may be assigned to a relatively 
narrow and specialized segment dealing with some problem, function, or portion of work 
which is itself of the level of difficulty characteristic of this level.

Direction received.  An accountant of higher level normally is available to furnish advice 
and assistance as needed.  Work is reviewed for adequacy of professional judgment, 
compliance with instructions, and overall quality.

Typical duties and responsibilities.  The accountant V performs such professional work 
as: participating in the development and coordinating the implementation of new or 
revised accounting systems, and initiating necessary instructions and procedures; assuring 
that accounting reporting systems and procedures are in compliance with established 
administrative policies, regulations, and acceptable accounting practices; providing 
technical advice and services to operating managers, interpreting accounting reports and 
statements, and identifying problem areas; and evaluating complete assignments for 
conformance with applicable policies, regulations, and tax laws.

Responsibility for the direction of others.  Accounting staff supervised generally includes 
professional accountants.

Accountant VI	

General characteristics.  At this level, the accountant applies accounting principles, 
theories, concepts, and practices to specialized, unique, or nonrecurring complex 
problems (e.g., implementation of specialized automated accounting systems).  The work 
is substantially more difficult and of greater responsibility than level V because of the 
unusual nature, magnitude, importance, or overall impact of the work on the accounting 
program.

	At this level the accounting system or segment is usually complex, i.e., (a) is generally 
unstable, (b) must adjust to the frequent changing needs of the organization, or (c) is 
complicated by the need to provide specialized or individualized reports.

	Examples of assignments at this level are the supervision of the day-to-day operation of: 
(a) a large and complex accounting system; or (b) a major segment (e.g., general 
accounting, property accounting, etc.) of an unusually complex accounting system 
requiring technical expertise in a particular accounting field (e.g., cost accounting, tax 
accounting, etc.).

Direction received.  A higher level professional accountant is normally available to 
furnish advice as needed.  Work is reviewed for adequacy of professional judgment, 
compliance with instructions and policies, and overall quality.

Typical duties and responsibilities.  Accountants at this level are delegated complete 
responsibility from higher authority to establish and implement new or revised accounting 
policies and procedures.  Typically, accountants VI participate in decision-making 
sessions with operating managers who have policy-making authority for their subordinate 
organizations or establishments; recommend management actions or alternatives which 
can be taken when accounting data disclose unfavorable trends, situations, or deviations; 
and assist management officials in applying financial data and information to the solution 
of administrative and operating problems.

Responsibility for the direction of others.  Accounting staff supervised generally includes 
professional accountants.

ACCOUNTANT, PUBLIC 
(1412: Accountant and auditor)

	Performs professional auditing work in a public accounting firm.  Work requires at least 
a bachelor's degree in accounting.  Participates in or conducts audits to ascertain the 
fairness of financial representations made by client companies.  May also assist the client 
in improving accounting procedures and operations.

	Examines financial reports, accounting records, and related documents and practices of 
clients.  Determines whether all important matters have been disclosed and whether 
procedures are consistent and conform to acceptable practices.  Samples and tests 
transactions, internal controls, and other elements of the accounting system(s) as needed 
to render the accounting firm's final written opinion.

Excluded are positions which do not require full professional accounting training.  Also 
excluded are specialist positions in tax or management advisory services.

Accountant, Public I 	

General characteristics.  As an entry level public accountant, serves as a junior member 
of an audit team.  Receives classroom and on-the-job training to provide practical 
experience in applying the principles, theories, and concepts of accounting and auditing to 
specific situations.  (Positions held by trainee public accountants with advanced degrees, 
such as MBA's are excluded at this level.)

Direction received.  Complete instructions are furnished and work is reviewed to verify its 
accuracy, conformance with required procedures and instructions, and usefulness in

facilitating the accountant's professional growth.  Any technical problems not covered by 
instructions are brought to the attention of a superior.

Typical duties and responsibilities.  Carries out basic audit tests and procedures, such as: 
verifying reports against source accounts and records; reconciling bank and other 
accounts; and examining cash receipts and disbursements, payroll records, requisitions, 
receiving reports, and other accounting documents in detail to ascertain that transactions 
are properly supported and recorded.  Prepares selected portions of audit working papers.

Accountant, Public II	

General characteristics.  At this level, the public accountant carries out routine audit 
functions and detail work with relative independence.  Serves as a member of an audit 
team on assignments planned to provide exposure to a variety of client organizations and 
audit situations.  Specific assignments depend upon the difficulty and complexity of the 
audit and whether the client has been previously audited by the firm.  On moderately 
complex audits where there is previous audit experience by the firm, accomplishes 
complete segments of the audit (i.e., functional work areas such as cash, receivables, etc.).  
When assigned to more complicated audits, carries out activities similar to public 
accountant I.

Direction received.  Works under the supervision of a higher level public accountant who 
provides instructions and continuing direction as necessary.  Work is spot checked in 
progress and reviewed upon completion to determine the adequacy of procedures, 
soundness of judgment, compliance with professional standards, and adherence to clearly 
established methods and techniques.  All interpretations are subject to close professional 
review.

Typical duties and responsibilities.  Carries out a variety of sampling and testing 
procedures in accordance with the prescribed audit program, including the examination of 
transactions and verification of accounts, the analysis and evaluation of accounting 
practices and internal controls, and other detail work.  Prepares a share of the audit 
working papers and participates in drafting reports.  In moderately complex audits, may 
assist in selecting appropriate tests, samples, and methods commonly applied by the firm 
and may serve as primary assistant to the accountant in charge.  In more complicated 
audits concentrates on detail work.  Occasionally may be in charge of small, 
uncomplicated audits which require only one or two other subordinate accountants.  
Personal contacts usually involve only the exchange of factual technical information and 
are usually limited to the client's operating accounting staff and department heads.

Accountant, Public III	

General characteristics.  At this level the public accountant is in charge of a complete 
audit and may lead a team of several subordinates.  Audits are usually accomplished one 
at a time and are typically carried out at a single location.  The firms audited are typically 
moderately complex, and there is usually previous audit experience by the firm.  The audit 
conforms to standard procedural guidelines, but is often tailored to fit the client's business 
activities.  Routine procedures and techniques are sometimes inadequate and require 
adaptation.  Necessary data are not always readily available.  When assigned to more 
difficult and complex audits (see level IV), the accountant may run the audit of a major 
component or serve as the primary assistant to the accountant in charge.

Direction received.  Works under the general supervision of a higher level public 
accountant who oversees the operation of the audit.  Work is performed independently, 
applying generally accepted accounting principles and auditing standards, but assistance 
on difficult technical matters is available.  Work may be checked occasionally during 
progress for appropriateness and adherence to time requirements, but routine analyses, 
methods, techniques, and procedures applied at the work site are expected to be correct.

Typical duties and responsibilities.  Is responsible for carrying out the technical features 
of the audit, leading team members and personally performing the most difficult work.  
Carries out field work in accordance with the general format prescribed in the audit 
program, but selects specific methods and types and sizes of samples and tests.  Assigns 
work to team members, furnishes guidance, and adjusts work loads to accommodate daily 
priorities.  Thoroughly reviews work performed for technical accuracy and adequacy.  
Resolves anticipated problems with established guidelines and priorities but refers 
problems of unusual difficulty to superiors for discussion and advice.  Drafts financial 
statements, final reports, management letters, and other closing memoranda.  Discusses 
significant recommendations with superiors and may serve as technical resource at 
"closing" meetings with clients.  Personal contacts are usually with accounting directors 
and assistant controllers of medium size companies and divisions of large corporations to 
explain and interpret policies and procedures governing the audit process.

Accountant, Public IV	

General characteristics.  At this level, the public accountant directs field work including 
difficult audits--e.g., those involving initial audits of new clients, acquisitions, or stock 
registration--and may oversee a large audit team split between several locations.  The audit 
team usually includes one or more level III public accountants who handle major

components of the audit.  The audits are complex and clients typically include those 
engaged in projects which span accounting periods; highly regulated industries which 
have various external reporting requirements; publicly held corporations; or businesses 
with very high dollar or transaction volume.  Clients are frequently large with a variety of 
operations which may have different accounting systems.  Guidelines may be general or 
lacking and audit programs are intricate, often requiring extensive tailoring to meet 
atypical or novel situations.

Direction received.  Works under general supervision.  The supervisor sets overall 
objectives and resource limits but relies on the accountant to fully plan and direct all 
technical phases of the audit.  Issues not covered by guidelines or known precedents are 
discussed with the supervisor, but the accountant's recommended approaches and courses 
of action are normally approved.  Work is reviewed for soundness of approach, 
completeness, and conformance with established policies of the firm.

Typical duties and responsibilities.  Is responsible for carrying out the operational and 
technical features of the audit, directing the work of team members, and personally 
performing the most difficult work.  Often participates in the development of the audit 
scope, and drafts complicated audit programs with a large number of concurrently 
executed phases.  Independently develops audit steps and detailed procedures, deviating 
from traditional methods to the extent required.  Makes program adjustments as necessary 
once an audit has begun; selects specific methods, types and sizes of samples, the extent to 
which discrepancies need to be investigated, and the depth of required analyses.  Resolves 
most operational difficulties and unanticipated problems.

	Assigns work to team members; reviews work for appropriateness, conformance to time 
requirements, and adherence to generally accepted accounting principles and auditing 
standards.  Consolidates working papers, draft reports, and findings; and prepares 
financial statements, management letters, and other closing memoranda for management 
approval.  Participates in "closing" meetings as a technical resource and may be called 
upon to sell or defend controversial and critical observations and recommendations.  
Personal contacts are extensive and typically include top executives of smaller clients and 
mid- to upper-level financial and management officers of large corporations, e.g., assistant 
controllers and controllers.  Such contacts involve coordinating and advising on work 
efforts and resolving operating problems.

	Note:		Excluded from this level are public accountants who direct field work 
associated with the complete range of audits undertaken by the firm, lead the 
largest and most difficult audits, and who frequently oversee teams performing 
concurrent audits.  This type of work requires extensive knowledge of one or 
more industries to make subjective determinations on questions of tax, law, 
accounting, and business practices.  Audits may be complicated by such 
factors as: the size and diversity of the client organizations (e.g., multinational 
corporations and conglomerates with a large number of separate and distinct 
subsidiaries); accounting issues where precedents are lacking or in conflict; 
and, in some cases, clients who are encountering substantial financial 
difficulties.  They perform most work without technical supervision and 
completed audits are reviewed mainly for propriety of recommendations and 
conformance with general policies of the firm.  Also excluded are public 
accountants whose principal function is to manage, rather than perform 
accounting work, and the equity owners of the firm who have final approval 
authority.

ATTORNEY
(211: Lawyer)

	Performs consultation and advisory work and carries out the legal processes necessary to 
effect the rights, privileges, and obligations of the organization.  The work performed 
requires completion of law school with an L.L.B. degree (or the equivalent) and admission 
to the bar.  Responsibilities or functions include one or more of the following or 
comparable duties:

Preparing and reviewing various legal instruments and documents, such as 
contracts, leases, licenses, purchases, sales, real estate, etc.;

Acting as agent of the organization in its transactions;

Examining material (e.g., advertisements, publications, etc.) for legal 
implications; advising officials of proposed legislation which might affect the 
organization;

Applying for patents, copyrights, or registration of the organization's products, 
processes, devices, and trademarks; advising whether to initiate or defend law 
suits;

Conducting pretrial preparations; defending the organization in lawsuits; and

Advising officials on tax matters, government regulations, and/or legal rights.

Excluded are:

a.	Patent work which requires professional training in addition to legal training 
(typically, a degree in engineering or in a science);

b.	Claims examining, claims investigating, or similar work for which professional 
legal training and bar membership is not essential;

c.	Attorneys, frequently titled "general counsel" or "attorney general" (and their 
immediate full associates or deputies), who are responsible for participating in 
the management and formulation of policy for the overall organization in 
addition to directing its legal work.  (The duties and responsibilities of such 
positions exceed level VI as described below);
d.	Attorneys in legal firms; and,

e.	Attorneys primarily responsible for: prosecuting defendants; drafting legislation; 
defending the general public (e.g., public defenders, student's attorneys); and 
planning and producing legal publications.

	Attorney jobs which meet the above definitions are to be classified and coded in 
accordance with the chart below.

Criteria for matching attorneys by level
	
Level 	Difficulty level of legal work		Responsibility level of job			Experience required
	
  I	This is the entry level. The duties and responsibilities after initial					Completion of law school with an L.L.B.
	orientation and training are those described in D-1 and R-1.					or J.D. degree plus admission to the bar.
	
  II	D-1			R-2					Sufficient professional experience (at least 1 
			or							year, usually more) at the "D-1" level to 
	D-2		R-1					assure competence as an attorney.
	
 III	D-2		R-2					At least 1 year, usually more, of professional 
								experience at the "D-2" level.
	
  IV	D-2			R-3					Extensive professional experience at the "D-2"
			or							or a higher level.
	D-3				R-2
	
   V	D-2				R-4					Extensive professional experience at the "D-3"
		or	 					or "R-3" levels.
	D-3				R-3	         
	
  VI  	D-3				R-4					Extensive professional experience at the "D-3"
			 					and "R-3" levels.
	
D-1, -2, and -3, and R-1, -2, -3, and -4 are explained on the following pages.

Difficulty

D-1

	Legal questions are characterized by: facts that are well-established; clearly applicable 
legal precedents; and matters not of substantial importance to the organization.  (Usually 
relatively limited sums of money, e.g., a few thousand dollars, are involved.)

Examples of D-1 work are:

a.	legal investigation, negotiation, and research preparatory to defending the 
organization in potential or actual lawsuits involving alleged negligence where the 

facts can be firmly established and there are precedent cases directly applicable to 
the situation;

b.	searching case reports, legal documents, periodicals, textbooks, and other legal 
references, and preparing draft opinions on employee compensation or benefit 
questions where there is a substantial amount of clearly applicable statutory, 
regulatory, and case material; and

c.	drawing up contracts and other legal documents in connection with real property

transactions requiring the development of detailed information but not involving 
serious questions regarding titles to property or other major factual or legal issues.

D-2

	Legal work is regularly difficult by reason of one or more of the following: the absence 
of clear and directly applicable legal precedents; the different possible interpretations that 
can be placed on the facts, the laws, or the precedents involved; the substantial importance 
of the legal matters to the organization (e.g., sums as large as $100,000 are generally 
directly or indirectly involved); or the matter is being strongly pressed or contested in 
formal proceedings or in negotiations by the individuals, corporations, or government 
agencies involved.

Examples of D-2 work are:

a.	advising on the legal implications of advertising representations when the facts 
supporting the representations and the applicable precedent cases are subject to 
different interpretations;

b.	reviewing and advising on the implications of new or revised laws affecting the 
organization;

c.	presenting the organization's defense in court in a negligence lawsuit which is 
strongly pressed by counsel for an organized group; and

d.	providing legal counsel on tax questions complicated by the absence of precedent 
decisions that are directly applicable to the organization's situation.

D-3

	Legal work is typically complex and difficult because of one or more of the following: 
the questions are unique and require a high order of original and creative legal endeavor 
for their solution; the questions require extensive research and analysis and the obtaining 
and evaluation of expert testimony regarding controversial issues in a scientific, financial, 
corporate organization, engineering, or other highly technical area; the legal matter is of 
critical importance to the organization and is being vigorously pressed or contested (e.g., 
sums such as $1 million or more are generally directly or indirectly involved.)

Examples of D-3 work are:

a.	advising on the legal aspects and implications of Federal antitrust laws to projected 
greatly expanded marketing operations involving joint ventures with several other 
organizations;

b.	planning legal strategy and representing a utility company in rate or government 

franchise cases involving a geographic area including parts or all of several States;

c.	preparing and presenting a case before an appellate court where the case is highly 
important to the future operation of the organization and is vigorously contested by 
very distinguished (e.g., having a broad regional or national reputation) legal talent;

d.	serving as the principal counsel to the officers and staff of an insurance company on 
the legal problems in the sale, underwriting, and administration of group contracts 
involving nationwide or multi-state coverages and laws; and

e.	performing the principal legal work in nonroutine, major revision of a company's 
charter or in effectuating new major financing steps.

Responsibility

R-1

	Responsibility for final action is usually limited to matters covered by legal precedents 
and in which little deviation from standard practice is involved.  Any decisions or actions 
having a significant bearing on the organization's business are reviewed.  Is given 
guidance in the initial states of assignment, e.g., in planning and organizing level research 
and studies.  Assignments are then carried out with moderate independence, although 
guidance is generally available and is sought from time to time on problem points.

R-2

	Usually works independently in investigating the facts, searching legal precedents, 
defining the legal and factual issues, drafting the necessary legal documents, and 
developing conclusions and recommendations.  Decisions having an important bearing on 
the organization's business are reviewed.  Receives information from supervisor regarding 
unusual circumstances or important policy considerations pertaining to a legal problem.  If 
trials are involved, may receive guidance from a supervisor regarding presentation, line of 
approach, possible line of opposition to be encountered, etc.  In the case of nonroutine 
written presentations, the final product is reviewed carefully, but primarily for overall 
soundness of legal reasoning and consistency with organization policy.  Some, but not all, 
attorneys make assignments to one or more lower level attorneys, aides, or clerks.

R-3

	Carries out assignments independently and makes final legal determination in matters of 
substantial importance to the organization.  Such determinations are subject to review 
only for consistency with organization policy, possible precedent effect, and overall 
effectiveness.  To carry out assignments, deals regularly with officers of the organization 
and top level management officials and confers or negotiates regularly with senior 
attorneys and officials in other organizations on various aspects of assigned work.  
Receives little or no preliminary instruction on legal problems and a minimum of 
technical legal supervision.  May assign and review work of a few attorneys, but this is not 
a primary responsibility.

R-4

	Carries out assignments which entail independently planning investigations and 
negotiations on legal problems of the highest importance to the organization and 
developing completed brief, opinions, contracts, or other legal products.  To carry out 
assignments, represents the organization at conferences, hearings, or trials, and personally 
confers and negotiates with top attorneys and top-ranking officials in other organizations.  
On various aspects of assigned work, may give advice directly and personally to 
organization officials and top level managers, or (in extremely large and complex 
organizations) may work through a higher level attorney in advising officials.  Generally 
receives no preliminary instructions on legal problems.  On matters requiring the 
concentrated efforts of several attorneys or other specialists, is responsible for directing, 
coordinating, and reviewing the work of the attorneys involved.

OR

	As a primary responsibility, directs the work of a staff of attorneys, one, but usually 
more, of who regularly perform either D-3 or R-3 legal work.  With respect to the work 
directed, gives advice directly to organization officials and top managers, or (in extremely 
large and complex organizations) may give such advice through counsel.  Receives 
guidance as to organization policy but not technical supervision or assistance except when 
requesting advice from or briefing by a higher level attorney on the overall approach to 
the most difficult, novel, or important legal questions.

ENGINEER
(162-3: Engineer)

	Performs professional work in research, development, design, testing, analysis, 
production, construction, maintenance, operation, planning, survey, estimating, 
application, or standardization of engineering facilities, systems, structures, processes, 
equipment, devices, or materials, requiring knowledge of the science and art by which 
materials, natural resources, and power are made useful.  Work typically requires a B.S. 
degree in engineering or, in rare instances, equivalent education and experience combined.  
(Excluded are: safety engineers, industrial engineers, quality control engineers, sales 
engineers, and engineers whose primary responsibility is to be in charge of 
nonprofessional maintenance work.)

Engineer I

General characteristics.  At this beginning professional level, performs assignments 
designed to develop professional work knowledge and abilities.  May also receive formal 
classroom or seminar-type training. (Terminal positions are excluded.)

Direction received.  Works under close supervision.  Receives specific and detailed 
instructions as to required tasks and results expected.  Work is checked during progress 
and is reviewed for accuracy upon completion.

Typical duties and responsibilities.  Performs a variety of routine tasks that are planned to 
provide experience and familiarization with the engineering staff, methods, practices, and 
programs of the employer.

Responsibility for the direction of others.  Usually none.

Engineer II

General characteristics.  Performs routine engineering work requiring application of 
standard techniques, procedures, and criteria in carrying out a sequence of related 
engineering tasks. Limited exercise of judgment is required on details of work and in 
making preliminary selections and adaptations of engineering alternatives.  Requires work 
experience acquired in an entry level position, or appropriate graduate level study.  For 
training and developmental purposes, assignments may include some work that is typical 
of a higher level.

Direction received.  Supervisor screens assignments for unusual or difficult problems and 
selects techniques and procedures to be applied on non-routine work.  Receives close 
supervision on new aspects of assignments.

Typical duties and responsibilities.  Using prescribed methods, performs specific and 
limited portions of a broader assignment of an experienced engineer. Applies standard 
practices and techniques in specific situations, adjusts and correlates data, recognizes 
discrepancies in results, and follows operations through a series of related detailed steps or 
processes.

Responsibility for the direction of others.  May be assisted by a few aids or technicians.

Engineer III

General characteristics.  Independently evaluates, selects. and applies standard 
engineering techniques, procedures, and criteria, using judgment in making minor

adaptations and modifications.  Assignments have clear and specified objectives and 
require the investigation of a limited number of variables.  Performance at this level 
requires developmental experience in a professional position, or equivalent graduate level 
education.

Direction received.  Receives instructions on specific assignment objectives, complex 
features, and possible solutions.  Assistance is furnished on unusual problems and work is 
reviewed for application of sound professional judgment.

Typical duties and responsibilities.  Performs work which involves conventional types of 
plans, investigations, surveys, structures, or equipment with relatively few complex 
features for which there are precedents.  Assignments usually include one or more of the 
following: equipment design and development, test of materials, preparation of 
specifications, process study, research investigations, report preparation, and other 
activities of limited scope requiring knowledge of principles and techniques commonly 
employed in the specific narrow area of assignments.

Responsibility for the direction of others.  May supervise or coordinate the work of 
drafters, technicians, and others who assist in specific assignments.

Engineer IV

General characteristics.  As a fully competent engineer in all conventional aspects of the 
subject matter or the functional area of the assignments, plans and conducts work 
requiring judgment in the independent evaluation, selection, and substantial adaptation 
and modification of standard techniques, procedures, and criteria.  Devises new 
approaches to problems encountered.  Requires sufficient professional experience to 
assure competence as a fully trained worker; or, for positions primarily of a research 
nature, completion of all requirements for a doctoral degree may be substituted for 
experience.

Direction received.  Independently performs most assignments with instructions as to the 
general results expected.  Receives technical guidance on unusual or complex problems 
and supervisory approval on proposed plans for projects.

Typical duties and responsibilities.  Plans, schedules, conducts, or coordinates detailed 
phases of the engineering work in a part of a major project or in a total project of 
moderate scope. Performs work which involves conventional engineering practice but may 
include a variety of complex features such as conflicting design requirements, 
unsuitability of standard materials, and difficult coordination requirements.  Work 
requires a broad knowledge of precedents in the specialty area and a good knowledge of 
principles and practices of related specialties.

Responsibility for the direction of others.  May supervise a few engineers or technicians 
on assigned work.

Engineer V

General characteristics.  Applies intensive and diversified knowledge of engineering 
principles and practices in broad areas of assignments and related fields.  Makes decisions 
independently on engineering problems and methods and represents the organization in 
conferences to resolve important questions and to plan and coordinate work. Requires the 
use of advanced techniques and the modification and extension of theories, precepts, and 
practices of the field and related sciences and disciplines. The knowledge and expertise 
required for this level of work usually result from progressive experience, including work 
comparable to engineer IV.

Direction received.  Supervision and guidance relate largely to overall objectives, critical 
issues, new concepts, and policy matters.  Consults with supervisor concerning unusual 
problems and developments.

Typical duties and responsibilities include one or more of the following:

1.		In a supervisory capacity, plans, develops, coordinates, and directs a large and 
important engineering project or a number of small projects with many complex 
features.  A substantial portion of the work supervised is comparable to that 
described for engineer IV.

2.		As individual researcher or worker, carries out complex or novel assignments 
requiring the development of new or improved techniques and procedures.  Work is 
expected to result in the development of new or refined equipment, materials, 
processes, products, and/or scientific methods.

3.		As staff specialist, develops and evaluates plans and criteria for a variety of 
projects and activities to be carried out by others.  Assesses the feasibility and 
soundness of proposed engineering evaluation tests, products, or equipment when 
necessary data are insufficient or confirmation by testing is advisable.  Usually 
performs as a staff advisor and consultant in a technical specialty, a type of facility 
or equipment, or a program function.

Responsibility for the direction of others.  Supervises, coordinates, and reviews the work 
of a small staff of engineers and technicians; estimates personnel needs and schedules and 
assigns work to meet completion date.  Or, as individual researcher or staff specialist, may 
be assisted on projects by other engineers or technicians.

Engineer VI

General characteristics.  Has full technical responsibility for interpreting, organizing, 
executing, and coordinating assignments.  Plans and develops engineering projects 
concerned with unique or controversial problems which have an important effect on

major programs.  This involves exploration of subject area, definition of scope and 
selection of problems for investigation, and development of novel concepts and 
approaches.  Maintains liaison with individuals and units within or outside the 
organization with responsibility for acting independently on technical matters pertaining 
to the field. Work at this level usually requires extensive progressive experience including 
work comparable to engineer V.

Direction received.  Supervision received is essentially administrative, with assignments 
given in terms of broad general objectives and limits.

Typical duties and responsibilities include one or more of the following:

1.		In a supervisory capacity, a) plans, develops, coordinates, and directs a number of 
large and important projects or a project of major scope and importance, or b) is 
responsible for the entire engineering program of a company or government agency 
when the program is of limited complexity and scope.  Extent of responsibilities 
generally requires a few (3 to 5) subordinate supervisors or team leaders with at 
least one in a position comparable to level V.

2.		As individual researcher or worker, conceives, plans, and conducts research in 
problem areas of considerable scope and complexity.  The problems must be 
approached through a series of complete and conceptually related studies, are 
difficult to define, require unconventional or novel approaches, and require 
sophisticated research techniques.  Available guides and precedents contain critical 
gaps, are only partially related to the problem, or may be largely lacking due to the 
novel character of the project.  At this level, the individual researcher generally will 
have contributed inventions, new designs, or techniques which are of material 
significance in the solution of important problems.

3.		As a staff specialist, serves as the technical specialist for the organization in the 
application of advanced theories, concepts, principles, and processes for an assigned 
area of responsibility (i.e., subject matter, function, type of facility or equipment, or 
product).  Keeps abreast of new scientific methods and developments affecting the 
organization for the purpose of recommending changes in emphasis of programs or 
new programs warranted by such developments.

Responsibility for the direction of others.  Plans, organizes, and supervises the work of a 
staff of engineers and technicians.  Evaluates progress of the staff and results obtained, 
and recommends major changes to achieve overall objectives.  Or, as individual researcher 
or staff specialist, may be assisted on individual projects by other engineers or technicians.  

Engineer VII

General characteristics.  Makes decisions and recommendations that are recognized as 

authoritative and have an important impact on extensive engineering activities.  Initiates 
and maintains extensive contacts with key engineers and officials of other organizations, 
requiring skill in persuasion and negotiation of critical issues.  At this level, individuals 
will have demonstrated creativity, foresight, and mature engineering judgment in 
anticipating and solving unprecedented engineering problems, determining program 
objectives and requirements, organizing programs and projects, and developing standards 
and guides for diverse engineering activities.

Direction received.  Receives general administrative direction.

Typical duties and responsibilities include one or both of the following:

1.		In a supervisory capacity, is responsible for a) an important segment of the 
engineering program of a company or government agency with extensive and 
diversified engineering requirements, or b) the entire engineering program of a 
company or agency when it is more limited in scope.  The overall engineering 
program contains critical problems the solution of which requires major 
technological advances and opens the  way for extensive related development. 
Extent of responsibilities generally requires several subordinate organizational 
segments or teams.  Recommends facilities, personnel, and funds required to carry 
out programs which are directly related to and directed toward fulfillment of overall 
objectives.

2.	As individual researcher and consultant, is a recognized leader and authority in the 
company or government agency in a broad area of specialization or in a narrow but 
intensely specialized field.  Selects research problems to further program objectives.  
Conceives and plans investigations of broad areas of considerable novelty and 
importance, for which engineering precedents are lacking in areas critical to the 
overall engineering program.  Is consulted extensively by associates  and others, 
with a high degree of reliance placed on incumbent's scientific interpretations and 
advice.  Typically, will have contributed inventions, new designs, or techniques 
which are regarded as major advances in the field.

Responsibility for the direction of others.  Directs several subordinate supervisors or team 
leaders, some of who are in positions comparable to engineer VI; or as individual 
researcher and consultant, may be assisted on individual projects by other engineers and 
technicians.

Engineer VIII

General characteristics.  Makes decisions and recommendations that are recognized as 
authoritative and have a far-reaching impact on extensive engineering and related 
activities of the company or government agency.  Negotiates critical and controversial 
issues with top level engineers and officers of other organizations.  Individuals at this 
level demonstrate a high degree of creativity, foresight, and mature judgment in planning, 
organizing, and guiding extensive engineering programs and activities of outstanding 
novelty and importance.

Direction received.  Receives general administrative direction.

Typical duties and responsibilities include one or both of the following:

1.		In supervisory capacity, is responsible for a) an important segment of a very 
extensive and highly diversified engineering program of a company or government 
agency, or b) the entire engineering program of a company or agency when the 
program is of moderate scope. The programs are of such complexity and scope that 
they are of critical importance to overall objectives, include problems of 
extraordinary difficulty that often have resisted solution, and consist of several 
segments requiring subordinate supervisors.  Decides the kind and extent of 
engineering and related programs needed to accomplish the objectives of the 
company or agency, chooses scientific approaches, plans and organizes facilities and 
programs, and interprets results.

2.		As individual researcher and consultant, formulates and guides the attack on 
problems of exceptional difficulty and marked importance to the company, industry, 
or government.  Problems are characterized by their lack of scientific precedents and 
source material, or lack of success of prior research and analysis so that their 
solution would represent an advance of great significance and importance.  Performs 
advisory and consulting work as a recognized authority for broad program areas or 
in an intensely specialized area of considerable novelty and importance.

Responsibility for the direction of others.  Supervises several subordinate supervisors or 
team leaders, some of whose positions are comparable to engineer VII, or individual 
researchers some of whose positions are comparable to engineer VII and sometimes 
engineer VIII.  As an individual researcher and consultant may be assisted on individual 
projects by other engineers or technicians.

	Note:		Individuals in charge of an engineering program may match any  of several 
of the survey job levels, depending on the program's size and complexity.  
Excluded from the definition are: 1) engineers in charge of programs so 
extensive and complex (e.g., consisting of research and development on a 
variety of complex products or systems with numerous novel components) 
that one or more subordinate supervisory engineers are performing at level 
VIII; 2) individuals whose decisions have direct and substantial effect on 
setting policy for the organization (included, however, are supervisors 
deciding the "kind and extent of engineering and related programs" within 
broad guidelines set at higher levels); and 3) individual researchers and 
consultants who are recognized as national and/or international authorities and 
scientific leaders in very broad areas of scientific interest and investigation.

REGISTERED NURSE (RN)
(29: Registered nurse)

	Provides professional nursing care to patients in hospitals, nursing homes, clinics, 
health units, private residences, and community health organizations.  (Visiting nurses are 
included.)  Assists physicians with treatment; assesses patient health problems and needs; 
develops and implements nursing care plans; maintains medical records; and assists 
patients in complying with prescribed medical regimen.  May specialize, e.g., operating 
room nurse, psychiatric nurse, nurse anesthetist, industrial nurse, nurse practitioner, and 
clinical nurse specialist.  May supervise LPN's and nursing assistants.

Excluded are:

a.	Nurse midwives;

b.	Nursing instructors, researchers, and consultants who do not provide nursing care to 
patients;

c.	Nursing supervisors and managers, e.g., head nurses, nursing coordinators, directors 
of nursing; and

d.	RN trainees primarily performing such entry level nursing care as: recording case 
histories;  measuring temperature, pulse, respiration, height, weight, and blood 
pressure; and testing vision and hearing.

Registered Nurse I

	Provides comprehensive general nursing care to patients whose conditions and treatment 
are normally uncomplicated.  Follows established procedures, standing orders, and 
doctor's instructions. Uses judgment in selecting guidelines appropriate to changing 
patient conditions.  Routine duties are performed independently; variations from 
established routines are performed under specific instructions.  Typical assignments 
include:

Staff.  Prepares hospital or nursing home patients for tests, examinations, or 
treatment; assists in responding to emergencies; records vital signs and effects of 
medication and treatment in patient charts; and administers prescribed 
medications and intravenous feedings.

Operating Room.  Assists in surgical procedures by preparing patients for less 
complex operations (e.g., appendectomies); sterilizes instruments and other 
supplies; handles instruments; and assists in operating room, recovery room, and 
intensive care ward.

Psychiatric.  Provides routine nursing care to psychiatric patients.  May observe 
and record patient behavior.

Health Unit/Clinic.  Administers immunizations, inoculations, allergy 
treatments, and medications in a clinic or employer health unit; performs first 
aid for minor burns, cuts, bruises, and sprains; obtains patient histories; and 
keeps records, writes reports, and maintains supplies and equipment.

Registered Nurse II

	Plans and provides comprehensive nursing care in accordance with professional nursing 
standards.  Uses judgment in assessing patient conditions, interprets guidelines, and 
modifies patient care as necessary.  Recognizes and determines proper action for medical 
emergencies, e.g., calls physician or takes preplanned emergency measures.  Typical 
assignments include:

Staff.  In addition to the duties described at level I, usually performs more 
complex procedures, such as: administering blood transfusions; managing nasal-
pharyngeal, gastric suction, and other drainage tubes; using special equipment 
such as ventilator devices, resuscitators, and hypothermic units; or closely 
monitoring postoperative and seriously ill patients.

Operating Room.  Provides nursing service for surgical operations, including 
those involving complex and extensive surgical procedures.  Confers with 
surgeons concerning instruments, sutures, prosthesis, and special equipment; 
cares for physical and psychological needs of patients; assists in the care and 
handling of supplies and equipment; assures accurate care and handling of 
specimens; and assumes responsibility for aseptic technique maintenance and 
adequacy of supplies during surgery.

Psychiatric. Provides comprehensive nursing care for psychiatric patients.  In 
addition to observing patients, evaluates and records significant behavior and 
reaction patterns and participates in group therapy sessions.

Health Unit/Clinical.  Provides a range of nursing services, including preventive 
health care counseling.  Coordinates health care needs and makes referrals to 
medical specialists; assesses and treats minor health problems; advises whether 
employees should return to work, or be referred to physician; administers 
emergency treatment; performs limited portions of physical examinations; 
manages the stable phases of common chronic illnesses; and provides individual 
and family counseling.

Community Health.  Provides a broad range of nursing services including adult 
and child health care, chronic and communicable disease control, health 
teaching, counseling, referrals, and follow-up.

Registered Nurse II Specialist

	Plans and provides highly specialized patient care in a difficult specialty area, such as 
intensive care or critical care.  In comparison with registered nurse II, pay typically 
reflects advanced specialized training, experience, and certification.  May assist higher 
level nurses in developing, evaluating, and revising nursing plans.  May provide advice to 
lower level nursing staff in area of specialty.

Registered Nurse III

	Plans and performs specialized and advanced nursing assignments of considerable 
difficulty. Uses expertise in assessing patient conditions and develops nursing plans which 
serve as a role model for others. Evaluation and observation skills are relied upon by 
physicians in developing and modifying treatment.  Work extends beyond patient care to 
the evaluation of concepts, procedures, and program effectiveness.  Typical assignments 
include:

Specialists. Provides specialized hospital nursing care to patients having 
illnesses and injuries that require adaptation of established nursing procedures.  
Renders expertise in caring for patients who are seriously ill; are not responding 
to normal treatment; have undergone unique surgical operations; or are 
receiving infrequently used medication.  Duties may require knowledge of 
special drugs or the ability to provide pulmonary ventilation.

Psychiatric Specialist. Provides nursing expertise on an interdisciplinary 
treatment team which defines policies and develops total care programs for 
psychiatric patients.

Practitioner.  Provides primary health care and nursing services in clinics, 
schools, employer health units, or community health organizations.  Assesses, 
diagnoses, and treats minor illnesses and manages chronic health problems.  
Other services may include: providing primary care for trauma cases, including 
suturing; planning and conducting a clinic, school, or employer health program; 
or studying and appraising community health services.

Registered Nurse III Anesthetist

	Recommends and administers general anesthetics intravenously, topically, by inhalation, 
or by endotracheal intubation; induces patient anesthesia, and manages proper states of 
patient narcosis throughout prolonged surgeries.  Determines the need for and administers 
parenteral fluids, including plasma and blood; administers stimulants as directed.  May 
also administer local anesthetics, as needed.

Registered Nurse IV

	Plans, researches, develops, and implements new or modified techniques, methods, 
practices, and approaches in nursing care.  Acts as consultant in area of specialization and 
is considered an expert or leader within specialty area. Consults with supervisor to 
develop decisions and coordinates with other medical staff and community.  Typical 
assignments include:

Specialist/Consultant.  Provides expert and complex hospital nursing and health 
care to a specialized group of patients.  Develops and monitors the 
implementation of new nursing techniques, policies, procedures and programs; 
instructs nursing and medical staff in specialty; represents the specialty to 
outside organizations; and evaluates, interprets, and integrates research findings 
into nursing practices.

Practitioner.  Serves as primary health advisor in clinics and community health 
organizations and provides full range of health care services.  Manages clinic 
and is responsible for formulating nursing and health care standards and 
policies, including developing and teaching new techniques or practices and 
establishing or revising criteria for care.  Collaborates with physician in 
planning, evaluating, coordinating, and revising program and determines 
conditions, resources and policies essential to delivery of health care services.

			Administrative

BUDGET ANALYST
(141: Accountant, auditor, and other financial specialist)

	Formulates and analyzes and/or administers and monitors an organization's budget.  
Typical duties include: Preparing budget estimates to support programs; presenting and 
justifying budget estimates; administering approved budgets and determining funding 
requirements within authorized limits; evaluating and administering requests for funds and 
monitoring and controlling obligations and expenditures; and developing and interpreting 
budget policies.

	In addition to the technical responsibilities described in levels I through IV, budget 
analysts may also supervise subordinate staff members.  At levels I and II, the subordinate 
staff typically consists of clerical and paraprofessional employees; level III may also 
coordinate the work of lower level analysts; and level IV may supervise one or two 
analysts.  Positions responsible for supervising three or more budget analysts and support 
staff should typically be matched to the budget analyst supervisor definition.

Excluded are:

a.	Budget clerks and assistants performing clerical work in support of budget analysts;
b.	Program analysts evaluating the success of an organization's operating programs; 

c.	Financial analysts evaluating the financial operations, transactions, practices and 
structure of an organization; and

d.	Budget analysts (above level IV) responsible for analyzing and administering highly 
complex budgets requiring frequent reprogramming and evaluating the impact of 
complicated legislation or policy decisions on the organization's budget.

Budget Analyst I	

	As a trainee, performs a variety of clearly-defined tasks assigned to increase the 
employee's knowledge and understanding of budget concepts, principles, practices, and 
procedures.  Assists in the development of budgets by comparing projected costs to 
schedules; or assists in budget administration by examining and highlighting obvious 
deviations in reports listing the status of financial obligations and expenditures. (Terminal 
positions are excluded.)

	Work is performed under close supervision.  Assignments are clearly defined, methods 
are specified, and items to be noted and referred to supervisor are identified.  

Budget Analyst II	

	Performs routine and recurring budget analysis duties which typically facilitate more 
complex review and analysis performed by supervisors or higher-level budget analysts.  
Initial assignments are designed to expand practical experience and to develop judgment 
in applying basic budget analysis techniques.  Follows specific guidelines and previous 
budget reports in analyzing budgets for operating programs which are uniform and 
repetitive.  Typical duties include:

	Budget development: Assisting operating officials in preparing budget requests 
and justifications by gathering, extracting, reviewing, verifying, and 
consolidating a variety of narrative and statistical data; examining budget 
requests for accuracy and conformance with procedures and regulations; and 
comparing budget requests with prior year estimates and current operating 
reports; and/or

	Budget administration: Screening requests for allocations of approved budgets 
and recommending approval, disapproval, or modification based on availability 
of funds and conformance with regulations; analyzing operating reports to 
monitor program expenditures and obligations; and summarizing narrative and 
statistical data in budget forms and reports.

	Applies previously learned skills to perform routine work independently.  Supervisor 
provides information regarding budgetary actions to be performed, organizational 
functions to be covered, and specific instructions for unfamiliar work or complex 
problems.  

Budget Analyst III	

	Uses a knowledge of commonly used budgetary procedures and practices, regulations, 
and organizational policies to analyze budgets for relatively stable operations (e.g., minor 
budget reprogramming is required two or three times a year).  Forecasts funding needs for 
operating programs with varying annual requirements for goods, services, equipment, and 
personnel.  Typical duties include:

	Budget development: Reviews and verifies budget data for consistency with 
financial and program objectives; formulates and revises budget estimates; 
validates justifications through comparisons with operating reports; and 
explores funding alternatives based on precedents and guidelines; and/or

	Budget administration: Certifies obligations and expenditures, monitors trends 
in spending, and anticipates funding and reprogramming needs; within 
established limits, recommends transfer of funds within accounts to cover 
increased expenditures; assembles data for use in preparing budget and program 
evaluations; and recommends the approval of or revises requests for allotments.

	Carries out assignments independently in accordance with standard procedures and 
practices.  Supervisor provides assistance on unfamiliar or unusual problems.  May 
perform more complex assignments to assist supervisor or higher level analyst. 

Budget Analyst IV	

	Provides analytical support for budgets which require annual modifications due to 
changing work processes, resource needs, funding requirements, or fluctuating revenue.  
Interprets guidelines and precedents and advises operating managers concerning 
budgeting policies.  May recommend new budgeting techniques. Typical duties include:

	Budget development: Performs in-depth analysis of budget requests using 
techniques such as cost-benefit analysis and program trade-offs, and by 
exploring alternative methods of funding; writes and edits justifications for 
higher level approval; coordinates the compilation and evaluation of 
information required for executive level budget meetings; confers on 
modifications to budget requests; and interprets, revises, and develops 
procedures and instructions for preparing and presenting budget requests; and/or

	Budget administration: Prepares a variety of reports detailing the status of 
funds, expenses, and obligations; identifies trends and recommends adjustments 
in program spending; advises management on budgeting deadlines and 
alternative means of accomplishing budgetary objectives;  and serves as 
budgeting liaison between managers and staff of various organizational 
programs. 

	Participates with supervisor in determining deadlines for assigned projects, which are 
linked to the budget cycle and typically require more than a year for completion.  Works 
independently for several months at a time, with little review, while work progresses.

BUYER/CONTRACTING SPECIALIST
(1449: Purchasing agent and buyer, not elsewhere classified)

	Purchases materials, supplies, equipment, and services (e.g., utilities, maintenance, and 
repair) and/or administers purchase contracts (assuring compliance after contract is 
awarded).  In some instances items purchased are of types that must be specially designed, 
produced, or modified by the vendor in accordance with drawings or engineering 
specifications.

	Solicits bids, analyzes quotations received, and selects or recommends suppliers.  At 
levels III and higher, formal contract negotiation methods are typically used where 
knowledge of market trends and conditions is required.  May interview prospective 
vendors.

	Purchases items and services or negotiates contracts at the most favorable price 
consistent with quality, quantity, specification requirements, and other factors.  Prepares 
or supervises preparation of purchase orders from requisitions.  May expedite delivery and 
visit vendors' offices and plants.

	Normally, purchases are unreviewed when they are consistent with past experience and 
are in conformance with established rules and policies.  Proposed purchase transactions 
that deviate from the usual or from past experience in terms of prices, quality of items, 
quantities, etc., or that may set precedents for future purchases, are reviewed by higher 
authority prior to final action.   

	Contract administration includes determining allowable costs, monitoring contractor 
compliance with contract terms, resolving problems concerning obligations of the parties, 
explaining and renegotiating contract terms, and ensuring satisfactory contract 
completion. 
 In addition to work described above, some (but not all) buyers or contracting specialists 
direct the work of one or a few clerks who perform routine aspects of the work.  As a 
secondary and subsidiary duty, some buyers may also sell or dispose of surplus, salvage, 
or used materials, equipment, or supplies.

	Note:		Some buyers or contracting specialists are responsible for the purchasing or 
contract administration of a variety of items and materials.  When the variety 
includes items and work described at more than one of the following levels, 
the position should be considered to equal the highest level that characterizes 
at least a substantial portion of the buyer's time.

Excluded are:

a.	Buyers of items for direct sale, either wholesale or retail;

b.	Brokers and dealers buying for clients or for investment purposes;

c.	Positions that specifically require professional education and qualifications in a
physical science or in engineering (e.g., chemist, mechanical engineer);

d.	Buyers who specialize in purchasing a single or a few related items of highly 
variable quality such as raw cotton or wool, tobacco, cattle, or leather for shoe 
uppers, etc.  Expert personal knowledge of the item is required to judge the relative 
value of the goods offered, and to decide the quantity, quality, and price of each 
purchase in terms of its probable effect on the organization's profit and competitive 
status;

e. 	Buyers or contracting  specialists whose principal responsibility is the supervision 
of a purchasing or contracting program;

f. 	Persons whose major duties consist of ordering, reordering, or requisitioning items 
under existing contracts;

g. 	Positions restricted to clerical functions or to purchase expediting work; 

h. 	Positions not requiring: 1) three years of administrative, technical, or substantive 
clerical experience; 2) a bachelor's degree in any field; or 3) any equivalent 
combination of experience and education yielding basic skills in problem analysis 
and communication; and

i. 	Contracting specialists above level V having broad responsibilities for resolving 
critical problems on major long-term purchases, developing new approaches or 
innovative acquisition plans, and/or developing procurement policies and 
procedures.  These specialists use extensive judgment and originality to plan 
procurement strategies for large scale acquisition programs or systems.

Buyer/Contracting Specialist I	

	Purchases "off-the-shelf" types of readily available, commonly used materials, supplies, 
tools, furniture, services, etc.  

	Transactions usually involve local retailers, wholesalers, jobbers, and manufacturers' 
sales representatives. 

	Quantities purchased are generally small amounts, e.g., those available from local 
sources.

Examples of items purchased include: common stationery and office supplies; standard 
types of office furniture and fixtures; standard nuts, bolts, screws; janitorial and common 
building maintenance supplies; or common utility services or office machine repair 
services.

OR

	As a trainee, performs various clearly defined procurement tasks designed to increase 
the employee's knowledge and understanding of procurement and contracting concepts, 
principles, practices, and procedures.  Examples of duties include: assisting in the 
preparation of solicitation documents; analyzing prices, discounts, and delivery dates; 
making procurement recommendations; and drafting simple contract provisions and 
supporting documentation.  Work is performed under close supervision.

Buyer/Contracting Specialist II 	

	Purchases "off-the-shelf" types of standard, generally available technical items, 
materials, and services.  Transactions may involve occasional modification of standard 
and common usage items, materials, and services, and include a few stipulations about 
unusual packing, marking, shipping, etc.  

	Transactions usually involve dealing directly with manufacturers, distributors, jobbers, 
etc.  Limited contract negotiation techniques may be used, primarily for developmental 
purposes to increase employee's skill and knowledge.

	Quantities of items and materials purchased may be relatively large, particularly in the 
case of contracts for continuing supply over a period of time.

	May be responsible for locating or promoting possible new sources of supply.  Usually 
is expected to keep abreast of market trends, changes in business practices in the assigned 
markets, new or altered types of materials entering the market, etc.
Examples of items purchased or under contract include: standard industrial types of hand 
tools, gloves, and safety equipment; standard electronic parts, components, and 
component test instruments; electric motors; gasoline service station equipment; PBX or 
other specialized telephone services; special purpose printing services; custodial services 
for a large building; and routine purchases of common raw materials such as standard 
grades and sizes of steel bars, rods, and angles.

	Also included at this level are buyers of materials of the types described for Buyer I 
when the quantities purchased are large, so that local sources of supply are generally 
inadequate and the buyer must deal directly with manufacturers on a broader than local 
scale.

OR

	In a developmental position, assists higher level buyers or contracting specialists in 
purchasing, and/or negotiating contracts for items, materials, or services of a technical and 
specialized nature. Assigned work is designed to provide diversified experience, as a 
background for future higher level work.  Examples of duties include: reviewing 
requisitions and drafting solicitations; evaluating bids and the dependability of suppliers; 
meeting with commercial representatives; and monitoring the progress of contractors.  
Supervisor provides general instructions, monitors work, and reviews recommendations.  
Standard or routine aspects of work are performed with greater independence.

Buyer/Contracting Specialist III	

	Purchases items, materials, or services of a technical and specialized nature, usually by 
negotiating a standard contract based on reimbursement of costs and expenses or a fixed 
price ceiling.  May be responsible for overseeing the postaward (contract administration) 
functions (e.g., monitoring contract compliance, recommending action on problem 
situations, and negotiating extensions of delivery schedules) of such contracts.  The items, 
while of a common general type, are usually made, altered, or customized to meet the 
user's specific needs and specifications.  

	The number of potential vendors is likely to be small and price differentials often reflect 
important factors (quality, delivery dates and places, etc.) that are difficult to evaluate.   

	The quantities purchased of any item or service may be large.  Many of the purchases 
involve one or more such complications as: specifications that detail, in technical terms, 
the required physical, chemical, electrical, or other comparable properties; special testing 
prior to acceptance; grouping of items for lot bidding and awards; specialized processing, 
packing, or packaging requirements; export packs; overseas port differentials; etc.

	Is expected to keep abreast of market and product developments.  May be required to 

locate new sources of supply. 

	Some positions may involve assisting in the training or supervision of lower level 
buyers or clerks.

Examples of items purchased include: castings; special extruded shapes of normal size and 
material; special formula paints; electric motors of special shape or speeds; production 
equipment; special packaging of items; raw materials in substantial quantities or with 
special characteristics; and protective services where security presents an especially 
significant problem.

Buyer/Contracting Specialist IV

	Negotiates and/or administers purchase contracts for complex and highly technical 
items, materials, or services, frequently specially designed and manufactured exclusively 
for the purchaser. 

	Transactions require dealing with manufacturers and often involve persuading potential 
vendors to undertake the manufacture of custom designed items according to complex and 
rigid specifications.  Negotiation techniques are also frequently involved with convincing 
the vendor to reduce costs.

	Quantities of items and materials purchased are often large in order to satisfy the 
requirements for an entire large organization for an extended period of time.  Complex 
schedules of delivery are often involved.  Contracting specialists determine appropriate 
quantities to be contracted for at any given period of time and negotiate with vendors to 
establish or adjust delivery schedules. 

	Negotiations and contract administration are often complicated by the following:  
requirements for spare parts, preproduction samples and testing, or technical literature; 
patent and royalty provisions; or  renegotiation of contract terms.  In reviewing contract 
proposals, extensive cost analysis is required to evaluate the cost of such factors as 1) 
numerous technical specifications, and 2) potential changes in manufacturing processes 
that might affect projected cost figures.  These complications result in the incorporation of 
numerous special provisions and incentives in renegotiated contracts.

	In addition to the work described above, a few positions may also require supervision of 
a few lower level buyers, contracting specialists or clerks.  (No position is included in this 
level solely because supervisory duties are performed.)

Examples of items purchased include: special purpose high-cost machine tools and 
production facilities; specialized condensers, boilers, and turbines; raw materials of 

critically important characteristics or quality; and parts, subassemblies, components, etc., 
specially designed and made to order (e.g., communications equipment for installation in 
aircraft being manufactured; component assemblies for missiles and rockets; and motor 
vehicle frames).

COMPUTER PROGRAMMER
(397: Programmer)

	Performs programming services for establishments or for outside organizations who may 
contract for services.  Converts specifications (precise descriptions) about business or 
scientific problems into a sequence of detailed instructions to solve problems by electronic 
data processing (EDP) equipment, i.e., digital computers.  Draws program flow charts to 
describe the processing of data and develops the precise steps and processing logic which, 
when entered into the computer in coded language (COBOL, FORTRAN, or other 
programming language), cause the manipulation of data to achieve desired results.  Tests 
and corrects programs and prepares instructions for operators who control the computer 
during runs.  Modifies programs to increase operating efficiency or to respond to changes 
in work processes; maintains records to document program development and revisions.

	At levels I, II, and III, computer programmers may also perform programming analysis 
such as: gathering facts from users to define their business or scientific problems and to 
investigate the feasibility of solving problems through new or modified computer 
programs; developing specifications for data inputs, flow, actions, decisions, and outputs; 
and participating on a continuing basis in the overall program planning along with other 
EDP personnel and users.

	In contrast, at levels IV and V, some programming analysis must be performed as part of 
the programming assignment.  The analysis duties are identified in a separate paragraph at 
levels I, II, III, and IV, and are part of each alternative described at level V.  However, the 
systems requirements are defined by systems analysts or scientists.

Excluded are:

a.	Positions which require a bachelor's degree in a specific scientific field (other than 
computer science), such as an engineering, mathematics, physics, or chemistry 
degree; however, positions are potential matches where the required degree may be 
from any of several possible scientific fields;

b.	Positions responsible for developing and modifying computer systems;

c.	Computer programmers who perform level IV or V duties but who perform no 
programming analysis;

d.	Workers who primarily analyze and evaluate problems concerning computer 
equipment or its selection or utilization;

e.	Computer systems programmers or analysts who primarily write programs or 
analyze problems concerning the system software, e.g., operating systems, 
compilers, assemblers, system utility routines, etc., which provide basic services for 
the use of all programs and provide for the scheduling of the execution of programs; 
however, positions matching this definition may develop a "total package which 
includes not only writing programs to process data but also selecting the computer 
equipment and system software required; 

f.	Employees who have significant responsibility for the management or supervision of 
workers (e.g., systems analysts) whose positions are not covered in this definition; 
or employees with significant responsibility for other functions such as computer 
operations, data entry, system software, etc.; and

g.	Positions not requiring:  1) three years of administrative, technical, or substantive 
clerical experience; 2) a bachelor's degree in any field; or 3) any equivalent 
combination of experience and education yielding basic skills in problem analysis 
and communication.

	Positions are classified into levels based on the following definitions.

Computer Programmer I

	At this trainee level, assignments are usually planned to develop basic programming 
skills because incumbents are typically inexperienced in applying such skills on the job.  
Assists higher level staff by performing elementary programming tasks which concern 
limited and simple data items and steps which closely follow patterns of previous work 
done in the organization, e.g., drawing flow charts, writing operator instructions, or 
coding and testing routines to accumulate counts, tallies, or summaries.  May perform 
routine programming assignments (as described in level II) under close supervision.

	In addition, as training and to assist higher level staff, may perform elementary fact 
finding concerning a specified work process, e.g., a file of clerical records which is treated 
as a unit (invoices, requisitions, or purchase orders, etc.); reports findings to higher level 
staff.

	Receives classroom and/or on-the-job training in computer programming concepts, 
methods, and techniques and in the basic requirements of the subject matter area.  May 
receive training in elementary fact-finding.  Detailed, step-by-step instructions are given 
for each task and any deviation must be authorized by a supervisor. Work is closely 
monitored in progress and reviewed in detail upon completion.

Computer Programmer II

	At this level, initial assignments are designed to develop competence in applying 
established programming procedures to routine problems. Performs routine programming 
assignments that do not require skilled background experience but do require knowledge 
of established programming procedures and data processing requirements.  Works 
according to clear-cut and complete specifications.  The data are refined and the format of 
the final product is very similar to that of the input or is well defined when significantly 
different, i.e., there are few, if any, problems with interrelating varied records and outputs.

	Maintains and modifies routine programs.  Makes approved changes by amending 
program flow charts, developing detailed processing logic, and coding changes.  Tests and 
documents modifications and writes operator instructions.  May write routine new 
programs using prescribed specifications; may confer with EDP personnel to clarify 
procedures, processing logic, etc.

	In addition, and as continued training, may evaluate simple interrelationships in the 
immediate programming area, e.g., whether a contemplated change in one part of a simple 
program would cause unwanted results in a related part; confers with user representatives 
to gain an understanding of the situation sufficient to formulate the needed change; and 
implements the change upon approval of the supervisor or higher level staff. The 
incumbent is provided with charts, narrative descriptions of the functions performed, an 
approved statement of the product desired (e.g., a change in a local establishment report), 
and the inputs, outputs, and record formats.

	Reviews objectives and assignment details with higher level staff to insure thorough 
understanding; uses judgment in selecting among authorized procedures and seeks 
assistance when guidelines are inadequate, significant deviations are proposed, or when 
unanticipated problems arise.  Work is usually monitored in progress; all work is reviewed 
upon completion for accuracy and compliance with standards.

Computer Programmer III

	As a fully qualified computer programmer, applies standard programming procedures 
and detailed knowledge of pertinent subject matter (e.g., work processes, governing rules, 
clerical procedures, etc.) in a programming area such as: a record keeping operation 
(supply, personnel and payroll, inventory, purchasing, insurance payments, depositor 
accounts, etc.); a well-defined statistical or scientific problem; or other standardized 
operation or problem.  Works according to approved statements of requirements and 
detailed specifications.  While the data are clear cut, related, and equally available, there 
may be substantial interrelationships of a variety of records and several varied sequences 
of formats are usually produced.  The programs developed or modified typically are linked 
to several other programs in that the output of one becomes the input for another.  
Recognizes probable interactions of other related programs with the assigned program(s) 
and is familiar with related system software and computer equipment.  Solves 
conventional programming problems.  (In small organizations, may maintain programs 
which concern or combine several operations, i.e., users, or develop programs where there 
is one primary user and the others give input.)

	Performs such duties as: develops, modifies, and maintains assigned programs; designs 
and implements modifications to the interrelation of files and records within programs in 
consultation with higher level staff; monitors the operation of assigned programs and 
responds to problems by diagnosing and correcting errors in logic and coding; and 
implements and/or maintains assigned portions of a scientific programming project, 
applying established scientific programming techniques to well-defined mathematical, 
statistical, engineering, or other scientific problems usually requiring the translation of 
mathematical notation into processing logic and code.  (Scientific programming includes 
assignments such as: using predetermined physical laws expressed in mathematical terms 
to relate one set of data to another; the routine storage and retrieval of field test data; and 
using procedures for real-time command and control, scientific data reduction, signal 
processing, or similar areas.) Tests and documents work and writes and maintains operator 
instructions for assigned programs.  Confers with other EDP personnel to obtain or 
provide factual data.

	In addition, may carry out fact-finding and programming analysis of a single activity or 
routine problem, applying established procedures where the nature of the program, 
feasibility, computer equipment, and programming language have already been decided.  
May analyze present performance of the program and take action to correct deficiencies 
based on discussion with the user and consultation with and approval of the supervisor or 
higher level staff.  May assist in the review and analysis of detailed program specifications 
and in program design to meet changes in work processes.

	Works independently under specified objectives; applies judgment in devising program 
logic and in selecting and adapting standard programming procedures; resolves problems 
and deviations according to established practices; and obtains advice where precedents are 
unclear or not available.  Completed work is reviewed for conformance to standards, 
timeliness, and efficiency.  May guide or instruct lower level programmers; may supervise 
technicians and others who assist in specific assignments.

OR

	Works on complex programs (as described in level IV) under close direction of higher 
level staff or supervisor.  May assist higher level staff by independently performing 
moderately complex tasks assigned, and performing complex tasks under close 
supervision.
Computer Programmer IV

	Applies expertise in programming procedures to complex programs; recommends the 
redesign of programs, investigates and analyzes feasibility and program requirements, and 
develops programming specifications.  Assigned programs typically affect a broad multi-
user computer system which meets the data processing needs of a broad area (e.g., 
manufacturing, logistics planning, finance management, human resources, or material 
management) or a computer system for a project in engineering, research, accounting, 
statistics, etc.  Plans the full range of programming actions to produce several interrelated 
but different products from numerous and diverse data elements which are usually from 
different sources; solves difficult programming problems.  Uses knowledge of pertinent 
system software, computer equipment, work processes, regulations, and management 
practices.

	Performs such duties as: develops, modifies, and maintains complex programs; designs 
and implements the interrelations of files and records within programs which will 
effectively fit into the overall design of the project; working with problems or concepts, 
develops programs for the solution to major scientific computational problems requiring 
the analysis and development of logical or mathematical descriptions of functions to be 
programmed; and develops occasional special programs, e.g., a critical path analysis 
program to assist in managing a special project. Tests, documents, and writes operating 
instructions for all work.  Confers with other EDP personnel to secure information, 
investigate and resolve problems, and coordinate work efforts.

	In addition, performs such programming analysis as: investigating the feasibility of 
alternate program design approaches to determine the best balanced solution, e.g., one that 
will best satisfy immediate user needs, facilitate subsequent modification, and conserve 
resources; on typical maintenance projects and smaller scale, limited new projects, 
assisting user personnel in defining problems or needs and determining work organization, 
the necessary files and records, and their interrelation with the program; or on large or 
more complicated projects, participating as a team member along with other EDP 
personnel and users and having responsibility for a portion of the project.

	Works independently under overall objectives and direction, apprising the supervisor 
about progress and unusual complications.  Modifies and adapts precedent solutions and 
proven approaches.  Guidelines include constraints imposed by the related programs with 
which the incumbent's programs must be meshed.  Completed work is reviewed for 
timeliness, compatibility with other work, and effectiveness in meeting requirements.  

May function as team leader or supervise a few lower level programmers or technicians on 
assigned work.

Computer Programmer V

	At level V, workers are typically either supervisors, team leaders, staff specialists, or 
consultants.  Some programming analysis is included as a part of the programming 
assignment.  Supervision and review are similar to level IV.

Typical duties and responsibilities include one or more of the following:

1.	In a supervisory capacity, plans, develops, coordinates, and directs a large and 
important programming project (finance, manufacturing, sales/marketing, human 
resources, or other broad area) or a number of small programming projects with 
complex features.  A substantial portion of the work supervised (usually 2 to 3 
workers) is comparable to that described for level IV.  Supervises, coordinates, and 
reviews the work of a small staff, normally not more than 15 programmers and 
technicians; estimates personnel needs and schedules, assigns and reviews work to 
meet completion date.  These day-to-day supervisors evaluate performance, resolve 
complaints, and make recommendations on hiring and firing. They do not make 
final decisions on curtailing projects, reorganizing, or reallocating resources.

2.	As team leader, staff specialist, or consultant, defines complex scientific problems 
(e.g., computational) or other highly complex programming problems (e.g., 
generating overall forecasts, projections, or other new data fields widely different 
from the source data or untried at the scale proposed) and directs the development of 
computer programs for their solution; or designs improvements in complex 
programs where existing precedents provide little guidance, such as an interrelated 
group of mathematical/statistical programs which support health insurance, natural 
resources, marketing trends, or other research activities.  In conjunction with users 
(scientists or specialists), defines major problems in the subject-matter area.  
Contacts co-workers and user personnel at various locations to plan and coordinate 
project and gather data; devises ways to obtain data not previously available; 
arbitrates differences between various program users when conflicting requirements 
arise.  May perform simulation studies to determine effects of changes in computer 
equipment or system software or may assess the feasibility and soundness of 
proposed programming projects which are novel and complex. 

Typically develops programming techniques and procedures where few precedents 
exist.  May be assisted on projects by other programmers or technicians.

COMPUTER SYSTEMS ANALYST
(1712: Computer systems analyst)

	Analyzes business or scientific problems for resolution through electronic data 
processing.  Gathers information from users, defines work problems, and, if feasible, 
designs a system of computer programs and procedures to resolve the problems.  Develops 
complete specifications to enable computer programmers to prepare required programs: 
analyzes subject-matter operations to be automated; specifies number and types of 
records, files, and documents to be used and outputs to be produced; prepares work 
diagrams and data flow charts; coordinates tests of the system and participates in trial runs 
of new and revised systems; and recommends computer equipment changes to obtain more 
effective operations.  May also write the computer programs.

Excluded are:

a.	Trainees who receive detailed directives and work plans, select authorized 
procedures for use in specific situations, and seek assistance for deviations and 
problems;

b.	Positions which require a bachelor's degree in a specific scientific field (other than 
computer science), such as an engineering, mathematics, physics, or chemistry 
degree; however, positions are potential matches where the required degree may be 
from any of several possible scientific fields;

c.	Computer programmers who write computer programs and solve user problems not 
requiring systems modification;

d.	Workers who primarily analyze and evaluate problems concerning computer 
equipment or its selection or utilization; and

e.	Computer systems programmers or analysts who primarily write programs or 
analyze problems concerning the system software, e.g., operating systems, 
compilers, assemblers, system utility routines, etc., which provide basic services for 
the use of all programs and provide for the scheduling or the execution of programs; 
however, positions matching this definition may develop a "total package" which 
includes not only analyzing work problems to be processed but also selecting the 
computer equipment and system software required.

	Positions are classified into levels on the basis of the following definitions.

Computer Systems Analyst I

	At this level, initial assignments are designed to expand practical experience in applying 
systems analysis techniques and procedures.  Provides several phases of the required 
systems analysis where the nature of the system is predetermined.  Uses established fact 
finding approaches, knowledge of pertinent work processes and procedures, and 
familiarity with related computer programming practices, system software, and computer 
equipment.

	Carries out fact finding and analysis as assigned, usually of a single activity or a routine 
problem; applies established procedures where the nature of the system, feasibility, 
computer equipment, and programming language have already been decided; may assist a 
higher level systems analyst by preparing the detailed specifications required by computer 
programmers from information developed by the higher level analyst; may research 
routine user problems and solve them by modifying the existing system when the solutions 
follow clear precedents.  When cost and deadline estimates are required, results receive 
close review.

	The supervisor defines objectives, priorities, and deadlines.  Incumbents work 
independently; adapt guides to specific situations; resolve problems and deviations 
according to established practices; and obtain advice where precedents are unclear or not 
available.  Completed work is reviewed for conformance to requirements, timeliness, and 
efficiency.  May supervise technicians and others who assist in specific assignments.

Computer Systems Analyst II

	Applies systems analysis and design skills in an area such as a record keeping or 
scientific operation.  A system of several varied sequences or formats is usually 
developed, e.g., systems for maintaining depositor accounts in a bank, maintaining 
accounts receivable in a retail establishment, maintaining inventory accounts in a 
manufacturing or wholesale establishment, or processing a limited problem in a scientific 
project.  Requires competence in most phases of system analysis and knowledge of 
pertinent system software and computer equipment and of the work processes, applicable 
regulations, work load, and practices of the assigned subject-matter area.  Recognizes 
probable interactions of related computer systems and predicts impact of a change in 
assigned system.

	Reviews proposals which consist of objectives, scope, and user expectations; gathers 
facts, analyzes data, and prepares a project synopsis which compares alternatives in terms 
of cost, time, availability of equipment and personnel, and recommends a course of action; 
and upon approval of synopsis, prepares specifications for development of computer 
programs.  Determines and resolves data processing problems and coordinates 

the work with program, users, etc.; orients user personnel on new or changed procedures.  
May conduct special projects such as data element and code standardization throughout a 
broad system, working under specific objectives and bringing to the attention of the 
supervisor any unusual problems or controversies.

	Works independently under overall project objectives and requirements; apprises 
supervisor about progress and unusual complications.  Guidelines usually include existing 
systems and the constraints imposed by related systems with which the incumbent's work 
must be meshed.  Adapts design approaches successfully used in precedent systems.  
Completed work is reviewed for timeliness, compatibility with other work, and 
effectiveness in meeting requirements.  May provide functional direction to lower level 
assistants on assigned work.

OR

	Works on a segment of a complex data processing scheme or broad system, as described 
for computer systems analyst level III.  Works independently on routine assignments and 
receives instructions and guidance on complex assignments.  Work is reviewed for 
accuracy of judgment, compliance with instructions, and to insure proper alignment with 
the overall system.

Computer Systems Analyst III

	Applies systems analysis and design techniques to complex computer systems in a 
broad area such as manufacturing; finance management; engineering, accounting, or 
statistics; logistics planning; material management, etc.  Usually, there are multiple users 
of the system; however, there may be complex one-user systems, e.g., for engineering or 
research projects.  Requires competence in all phases of systems analysis techniques, 
concepts, and methods and knowledge of available system software, computer equipment, 
and the regulations, structure, techniques, and management practices of one or more 
subject-matter areas.  Since input data usually come from diverse sources, is responsible 
for recognizing probable conflicts and integrating diverse data elements and sources.  
Produces innovative solutions for a variety of complex problems.

	Maintains and modifies complex systems or develops new subsystems such as an 
integrated production scheduling, inventory control, cost analysis, or sales analysis record 
in which every item of each type is automatically processed through the full system of 
records.  Guides users in formulating requirements; advises on alternatives and on the 
implications of new or revised data processing systems; analyzes resulting user project 
proposals, identifies omissions and errors in requirements, and conducts feasibility 
studies; recommends optimum approach and develops system design for approved 
projects.  Interprets information and informally arbitrates between system users when 
conflicts exist.  May serve as lead analyst in a design subgroup, directing and integrating 
the work of one or two lower level analysts, each responsible for several programs.
  Supervision and nature of review are similar to level II; existing systems provide 
precedents for the operation of new subsystems.

Computer Systems Analyst IV

	Applies expert systems analysis and design techniques to complex system development 
in a specialized design area and/or resolves unique or unyielding problems in existing 
complex systems by applying new technology.  Work requires a broad knowledge of data 
sources and flow, interactions of existing complex systems in the organization, and the 
capabilities and limitations of the systems software and computer equipment.  Objectives 
and overall requirements are defined in the organization's EDP policies and standards; the 
primary constraints typically are those imposed by the need for compatibility with existing 
systems or processes.  Supervision and nature of review are similar to levels II and III.

Typical duties and responsibilities include one or more of the following:

1.		As team or project leader, provides systems design in a specialized and highly 
complex design area, e.g., interrelated business statistics and/or projections,
	scientific systems, mathematical models, or similar unprecedented computer 
systems.  Establishes the framework of new computer systems from feasibility 
studies to post-implementation evaluation.  Devises new sources of data and 
develops new approaches and techniques for use by others.  May serve as technical 
authority for a design area.  At least one or two team members perform work at level 
III; one or two team members may also perform work as a level IV staff specialist or 
consultant as described below.

2.		As staff specialist or consultant, with expertise in a specialty area (e.g., data 
security, telecommunications, systems analysis techniques, EDP standards 
development, etc.), plans and conducts analyses of unique or unyielding problems in 
a broad system.  Identifies problems and specific issues in assigned area and 
prepares overall project recommendations from an EDP standpoint including 
feasible advancements in EDP technology; upon acceptance, determines a design 
strategy that anticipates directions of change; designs and monitors necessary testing 
and implementation plans.  Performs work such as: studies broad areas of projected 
work processes which cut across the organization's established EDP systems; 
conducts continuing review of computer technological developments applicable to 
system design and prepares long range forecasts; develops EDP standards where 
new and improved approaches are needed; or develops recommendations for a 
management information system where new concepts are required.

Computer Systems Analyst V

	As a top technical expert, develops broad unprecedented  computer systems and/or 
conducts critical studies central to the success of large organizations having extensive 
technical or highly diversified computer requirements.  Considers such requirements as 
broad organization policy, and the diverse user needs of several organizational levels and 
locations.  Works under general administrative direction.

Typical duties and responsibilities include one or more of the following:

1.		As team or project leader, guides the development of broad unprecedented 
computer systems.  The information requirements are complex and voluminous.  
Devises completely new ways to locate and develop data sources; establishes new 
factors and criteria for making subject-matter decisions.  Coordinates fact finding, 
analysis, and design of the system and applies the most recent developments in data 
processing technology and computer equipment.  Guidelines consist of state-of-the-
art technology and general organizational policy.  At least one team member 
performs work at level IV.

2.		As staff specialist or consultant, is a recognized leader and authority in a large 
organization (as defined above).  Performs at least two of the following: a) has 
overall responsibility for evaluating the significance of technological advancement 
and developing EDP standards where new and improved approaches are needed, 
e.g., programming techniques; b) conceives and plans exploratory investigations 
critical to the overall organization where useful precedents do not exist and new 
concepts are required, e.g., develops recommendations regarding a comprehensive 
management information  system; or c) evaluates existing EDP organizational policy 
for effectiveness, devising and formulating changes in the organization's position on 
broad policy issues.  May be assisted on individual projects by other analysts.

COMPUTER SYSTEMS ANALYST SUPERVISOR/MANAGER
(1712: Computer systems analyst)

	Supervises three or more employees, two of whom perform systems analysis.  Work 
requires substantial and recurring use of systems analysis skills in directing staff.  May 
also supervise programmers and related clerical and technical support personnel.

Excluded are:

a.	Positions also having significant responsibility for the management or supervision 
of functional areas (e.g., system software development, data entry, or computer 
operations) not related to the Computer Systems Analyst and Computer Programmer 
definitions;

b.	Supervisory positions having base levels below Computer Systems Analyst II or 
Computer Programmer IV; and

c.	Managers who supervise two or more subordinates performing at Computer Systems 
Analyst Supervisor/Manager level IV.

Classification by level

	Supervisory jobs are matched at one of four levels according to two factors: 
a) base level of work supervised; and b) level of supervision.  The table following the 
explanations of these factors indicates the level of the supervisor for each combination of 
factors.

Base level of work

	The base level of work is the highest level of nonsupervisory work under the direct or 
indirect supervision of the supervisor/manager which (when added to the nonsupervisory 
levels above it) represents at least 25 percent of the total nonsupervisory, nonclerical staff 
and at least two of the full-time positions supervised.

	To determine the base level of nonsupervisory, nonclerical work: 1) array the positions 
by level of difficulty; 2) determine the number of workers in each position; and 3) count 
down from the highest level (if necessary) until at least 25 percent of the total 
nonsupervisory, nonclerical staff are represented.

Level of supervision

	Supervisors and managers should be matched at one of the three LS levels below which 
best describes their supervisory responsibility.

LS-1		Plans, coordinates, and evaluates the work of a small staff, normally not more 
than 15 programmers, systems analysts, and technicians; estimates personnel 
needs and schedules, assigns, and reviews work to meet completion date; 
interviews candidates for own unit and recommends hires, promotions, or 
reassignments; resolves complaints and refers group grievances and more 
serious unresolved complaints to higher level supervisors; may reprimand 
employees.

LS-2		Directs a sizable staff (normally 15-30 employees), typically divided into sub-
units controlled by subordinate supervisors; advises higher level management on 
work problems of own unit and the impact on broader programs; collaborates 
with heads of other units to negotiate and/or coordinate work changes; makes 
decisions on work or training problems presented by subordinate supervisors; 
evaluates subordinate supervisors and reviews their evaluations of other 
employees; selects nonsupervisors (higher level approval is virtually assured) 
and recommends supervisory selections; hears group grievances and serious or 
unresolved complaints.  May shift resources among projects and perform long 
range budget planning.

	Note:		In rare instances, supervisory positions responsible for directing a sizable 
staff (e.g., 20-30 employees) may not have subordinate supervisors, but have 
all other LS-2 responsibilities.  Such positions should be matched to LS-2.

LS-3		Directs two subordinate supervisory levels and the work force managed 
typically includes substantially more than 30 employees.  Makes major 
decisions and recommendations (listed below) which have a direct, important, 
and substantial effect on own organization and work.  Performs at least three of 
the following:

-		decides what programs and projects should be initiated, dropped, 
expanded, or curtailed;

-		determines long range plans in response to program  changes, evaluates 
program goals, and redefines objectives;

-		determines changes to be made in organizational structure, delegation of 
authority, coordination of units, etc.;

-		decides what compromises to make in operations in view of public 
relations implications and need for  support from various groups;

-		decides on the means to substantially reduce operating costs without 
impairing overall operations; justifies major equipment expenditures; and

-		resolves differences between key subordinate officials; decides, or 
significantly affects final decisions, on personnel actions for supervisors 
and other key officials.

CRITERIA FOR MATCHING COMPUTER SYSTEMS
ANALYST SUPERVISORS/MANAGERS
	
Base level of nonsupervisory job(s)		Level of supervisor
	
Matched in the	Matched in the
Computer 	Computer 		LS-1	LS-2	LS-3
Programmer	Systems 
Definition	Analyst
	Definition				
	
IV	II		I		II	III 	
V	III		II		III	IV 	
-	IV		III		IV	Exclude
-	V		IV 		Exclude	Exclude
	

PERSONNEL SPECIALIST
(143: Personnel, training, and labor relations specialist)

	Plans, administers, advises on, or performs professional work in one or more personnel 
specialties, such as:

Job Analysis/Evaluation:  Analyzing, evaluating, and defining occupations or 
positions based on duties, responsibilities, and qualification requirements in 
order to establish or maintain a framework for equitable compensation.

Salary and Benefit Administration:  Analyzing and evaluating compensation 
practices, participating in compensation surveys, and recommending pay and 
benefit adjustments.

Recruitment and Placement:  Recruiting applicants through various sources 
(e.g., schools, colleges, employment agencies, newspapers, professional 
societies); evaluating applicants using qualification ratings, test scores, 
interviews, and reference checks; and recommending applicant placement.

Employee Development:  Planning, evaluating, and administering employee 
training and development programs to achieve both organizational goals and 
personnel management objectives.

Employee Relations and Services:  Providing guidance, advice, and assistance 
on such matters as employee services and benefits; management-employee 
communications; performance appraisals, grievances and appeals; equal 
employment opportunity; and employee conduct and discipline.

Equal Employment Opportunity:  Planning, evaluating, and administering equal 
opportunity provisions.

Labor Relations:  Advising and assisting management on a variety of labor 
relations matters, and negotiating and administering labor agreements on behalf 
of management.

	In addition to the technical responsibilities described in levels I through VI, personnel 
specialists may also manage personnel functions and supervise subordinate staff.  At 
levels I and II, the subordinate staff typically consists of clerks and paraprofessionals; 
level III may coordinate the work of lower level specialists; and levels IV and above may 
supervise subordinate specialists.  Positions which are primarily supervisory, rather than 
technical, in nature (i.e., they are not readily matchable to the level-to-level distinctions in 
this definition) should be matched to the personnel supervisor/manager definition.

	This broad, generic occupation includes specialists: (1) working in personnel 
operations; (2) reviewing and evaluating the quality of personnel programs; and (3) 
developing and revising personnel programs and procedures.

Excluded are:

a.	Positions matched to the personnel supervisor/manager definition;

b.	Directors of personnel, who service more than 250 employees and have significant 
responsibility for administering all three of the following functions: Job evaluation, 
employment and placement, and employee relations and services.  In addition, 
workers in these excluded positions serve top management of their organization as 
the source of advice on personnel matters and problems;

c.	Clerical and paraprofessional positions;

d.	Labor relations specialists who negotiate with labor unions as the principal 
representative of their overall organization;

e.	Specialists with matchable titles (e.g., labor relations specialist, equal opportunity 
specialist) which are not part of the establishment's personnel program;

f.	Specialists in other occupations (e.g., nursing, organizational development, payroll, 
safety and health, security, and training), even if these positions are part of the 
establishment's personnel program; 

g.	Positions not requiring: (1) three years of administrative, technical, or substantive 
clerical experience; (2) a bachelor's degree in any field; or (3) any equivalent 
combination of experience and education yielding basic skills in problem analysis 
and communication; and
h.	Positions employed by personnel supply service establishments (S.I.C. 736).

Classification by level

	Establishment positions which meet the above criteria are matched at one of six levels.  
Primary leveling concepts are presented for each of the three options: (1) operations, (2) 
program evaluation, and (3) program development.  These leveling concepts take 
precedent over typical duties and responsibilities in determining the level of a match.  Job 
duties that are "moderately complex" in one establishment may be "procedural" in another 
establishment.

Personnel Specialist I (operations only)	

	As a trainee, receives classroom and/or on-the-job training in the principles, procedures, 
and regulations of the personnel program and in the programs, policies, and objectives of 
the employing organization.  Assignments provide experience in applying 

personnel management principles, procedures and techniques, while performing a variety 
of uncomplicated tasks under close supervision.

Personnel Specialist II	

Operations.  Performs standard procedural duties which require the use of personnel 
management principles and techniques to identify and analyze personnel problems.  
Provides limited advice to management, such as informing departmental supervisors of 
typical duty patterns which comprise an occupational level or of types of candidates 
available for a particular type of job.  Receives specific instructions with each new 
assignment.

Program evaluation and development.  Assists higher level specialists in preliminary 
phases of evaluation or development.  Receives increasingly difficult assignments under 
close supervisory guidance and review.

Typical duties include: analyzing and evaluating nonexempt jobs using standard 
procedures; participating in recruitment or compensation surveys for nonexempt jobs; 
rating applicants using established guides; explaining established policies, procedures, or 
regulations to employees or management; and performing limited tasks to assist higher 
level specialists in employee development, employee relations, and labor relations 
programs.

Personnel Specialist III	

Operations.  Performs moderately complex assignments following established policies 
and guidelines.  Work requires experience both in a personnel specialty and in the 
organization serviced.  Advises management on the solution to personnel problems of 
limited scope for which there are precedents.  Renders advice concerning own specialty, 
but discusses impact on other personnel areas.  Works independently under specified 
objectives; closer supervision is provided for complex assignments, precedent-setting 
actions, and actions that impact either other functional areas or key working relationships.

Program evaluation and development.  Assists higher level specialists or managers by 
studying less complex aspects of personnel programs (e.g., merit promotions, incentive 
awards), resolving problems of average difficulty, and reporting findings to be included in 
evaluation reports.

Typical duties include: analyzing, evaluating, and defining both exempt and nonexempt 
jobs in various occupational groups using established procedures; participating in surveys 
of broad compensation areas; recruiting and screening applicants for both exempt and 
nonexempt jobs, checking references and recommending placement; assisting in 
identifying training needs and arranging training, initiating personnel actions or awards,

and interpreting established personnel policy, regulations, and precedents; or participating 
in preparing for and conducting labor negotiations.

Personnel Specialist IV	

Operations.  Applies to three different work situations.  In situation (1), specialists use 
technical knowledge, skills, and judgment to solve complex technical problems.  Advisory 
services to management are similar to those described at level III.  Situation (2) combines 
typical level III operating skills with comprehensive management advisory services.  
Advisory services require high technical skills, along with broad personnel knowledge, to 
solve problems from a total personnel management perspective.  In situations (1) and (2), 
specialists plan and complete work following established program goals and objectives.  
Their judgments and recommendations are relied on for management decisions.
	Situation (3) applies to specialists who are solely responsible for performing moderately 
complex assignments (as described in level III) and for rendering final decisions on 
assigned personnel matters under general administrative supervision.  Responsibilities 
include planning and scheduling work and coordinating and integrating program(s) with 
other personnel, management, and operational activities.

Program evaluation.  Conducts on-site review of personnel actions in several 
organizational units; determines factual basis for personnel actions, evaluates actions for 
consistency with established guidelines, and reports significant findings.

Program development.  Independently develops supplemental guidelines for existing 
procedures.

Typical duties include: analyzing, evaluating, and defining difficult exempt jobs, i.e., 
those in research and development, administration, law, and computer science; planning 
and conducting broad compensation surveys and recommending pay and benefit 
adjustments; developing training plans and procedures for an organizational segment; 
participating in complex employee-management relations issues such as controversies, 
poor morale, and high turnover; or developing plans and procedures for labor negotiations 
in a moderately complex organization.

Personnel Specialist V	

Operations.  Applies to two different work situations.  In situation (1), specialists solve 
unusually complex and unprecedented problems which require creative solutions.  In 
situation (2), specialists are assigned complex technical problems (as described in level IV 
- situation (1) combined with responsibility for providing comprehensive advice to 
management.  Management advisory services are complicated by jobs and organizations 
that are complex, new, or dynamic, and by the abstract nature of the work processes.  
Supervision and guidance relate largely to program goals and time schedules.  

Specialists are authorized to make decisions for their organizations and consult with their 
supervisors concerning unusual problems and developments.

Program evaluation.  Independently evaluates personnel programs to determine the 
degree to which they are achieving goals and objectives, ascertaining weaknesses in 
programs and guidelines, and making recommendations for improvements.  Conclusions 
are reported to top management.

Program development.  Applies expertise in modifying procedures and guidelines.  
Projects are usually narrow in scope, i.e., limited to an occupational field or to a specific 
program area.  May have full technical responsibility for personnel projects, studies, 
policies, or programs that are less complex than described at level VI.

Typical duties include: Participating in the development of personnel policies and 
procedures; analyzing, evaluating, and defining unusually difficult jobs, e.g., those in 
emerging occupations which lack applicable guidelines, or in organizations so complex 
and dynamic that it is difficult to determine the extent of a position's responsibility; 
recruiting candidates for one-of-a-kind jobs; participating in employee-management 
relations where the underlying issues are difficult to identify; planning and administering a 
comprehensive employee development program; or performing labor relations 
assignments for a large conglomerate.

Personnel Specialist VI	

Program evaluation.  Applies to three different work situations.  In situation (1), 
specialists evaluate the personnel management program of large, complex organizations. 
Such evaluations require broad understanding and sensitivity both to the interrelationships 
between different personnel programs and to complex organizational and management 
relationships.  In situation (2), specialists provide advice to management in improving 
personnel programs in unusually complex organizations.  Such expertise extends beyond 
knowledge of guidelines, precedents, and technical principles into areas of program 
management and administration.  In situation (3), specialists serve as evaluation experts 
assigned to uniquely difficult and sensitive personnel problems, e.g., solutions are 
unusually controversial; specialists are required to persuade and motivate key officials to 
change major personnel policies or procedures; or problems include serious complaints 
where facts are vague.

Program development.  Specialists have full technical responsibility for unusually 
complex personnel projects, studies, policies, or programs.  The scope and impact of these 
assignments are broad and are of considerable importance to organizational management.

	Supervision received is essentially administrative, with assignments given in terms of 
broad general objectives and limits.

PERSONNEL SUPERVISOR/MANAGER
(143: Personnel, training, and labor relations specialist)

	Supervises three or more personnel specialists and/or clerks and paraprofessionals.  
Although the work is supervisory in nature, it requires substantial knowledge of personnel 
policies, procedures, and practices.

Excluded are:

a.	Positions matched to the personnel specialist definition:

b.	Directors of personnel, who service more than 250 employees and have significant 
responsibility for administering all three of the following functions: Job evaluation, 
employment and placement, and employee relations and services.  In addition, 
workers in these excluded positions serve top management of their organization as 
the source of advice on personnel matters and problems;

c.	Labor relations positions which are primarily responsible for negotiating with labor 
unions as the principal representative of their overall organization;

d.	Supervisory positions having both a base level below personnel specialist III and 
requiring technical expertise below personnel specialist IV; and

e.	Positions also having significant responsibility for functional areas beyond 
personnel (e.g., payroll, purchasing, or administration).

Classification by Level

	Supervisory jobs are matched at one of five levels according to two factors: a) base level 
of work supervised, and b) level of supervision.  The table following the explanations of 
these factors indicates the level of the supervisor for each combination of factors.

Base Level of Work

	Conceptually, the base level of work is the highest level of nonsupervisory work under 
the direct or indirect supervision of the supervisor/manager which (when added to the 
nonsupervisory levels above it) represents at least 25 percent of the total nonsupervisory, 
nonclerical staff and at least two of the full-time positions supervised.

	To determine the base level of nonsupervisory, nonclerical work: 1) array the 
positions by level of difficulty; 2) determine the number of workers in each position; and 
3) count down from the highest level (if necessary) until at least 25 percent of the total 
nonsupervisory, nonclerical staff are represented.

	Establishment supervisory positions matched in the personnel specialist series should be 
counted as "non-supervisory" in computing the base level for personnel supervisor/
manager matches.

	Due to the unique nature of this particular occupation series, the mechanics of the base 
level concept are often not applicable in determining the appropriate job level of a 
personnel supervisor/manager.  See Alternative Criteria For Matching Personnel 
Supervisors/Managers at the end of this definition for assistance in assuring correct job 
matches.

Level of Supervision

	Supervisors and managers should be matched at one of the three LS levels below which 
best describes their supervisory responsibility.

LS-1		Plans, coordinates, and evaluates the work of a small staff, normally not more 
than 10 personnel specialists, paraprofessionals, and clerks; estimates staffing 
needs for personnel unit and schedules, assigns, and reviews work to meet 
completion date; interviews candidates for own unit and recommends hires, 
promotions, or reassignments; and resolves complaints, referring group 
grievances and more serious unresolved complaints to higher level supervisors; 
may reprimand employees.

LS-2		Directs a sizable staff (normally 10-20 employees), typically divided into sub-
units controlled by subordinate supervisors; advises higher level management on 
work problems of own unit and the impact on broader programs; collaborates 
with heads of other units to negotiate and/or coordinate work changes; makes 
decisions on work or training problems presented by subordinate supervisors; 
evaluates subordinate supervisors and reviews their evaluations of their 
employees; selects nonsupervisors (higher level approval is virtually assured) 
and recommends supervisory selections; and hears group grievances and serious 
or unresolved complaints.  May shift resources among projects and perform long 
range budget planning.

Note:		In rare instances, supervisory positions responsible for directing a sizable 
staff (e.g., 10-20 professional employees) may not have subordinate supervisors, 
but have all other LS-2 responsibilities.  Such positions should be matched to 
LS-2.

LS-3		Directs two subordinate supervisory levels and the work force managed 
typically includes substantially more than 20 employees.  Makes major 
decisions and recommendations (listed below) which have a direct, important, 
and substantial effect on own organization and work.  Performs at least three of 
the following:

-	decides what programs and projects should be initiated, dropped, expanded, 
or curtailed;

-	determines long range plans in response to program changes, evaluates 
program goals, and redefines objectives;
-	determines changes to be made in organizational structure, delegation of 
authority, coordination of units, etc.;

-	decides what compromises to make in program operations in view of public 
relations implications and need for support from various groups;

-	decides on the means to substantially reduce program operating costs 
without impairing overall operations; justifies major equipment 
expenditures; and

-	resolves differences between key subordinate officials; decides, or 
significantly affects final decisions, on personnel actions for subordinate 
supervisors and other key subordinates.

Table B-2. Criteria for matching personnel supervisors/managers
	
Base level of nonsupervisory 			Level of 
job(s) matched in the personnel		supervisor
specialist definition 				LS-1	LS-2	LS-3 
	
	III				I	II	III
	IV				II	III	IV
	V				III	IV	V
	VI				IV 	V	Exclude 
	

Table B-3. Level equivalents of personnel professional occupations

Personnel	Personnel	Director of    
Specialist	Supervisor/Manager	Personnel     
	
I                                                      
II                                                      
III                                                      
IV	I	I         
V	II	II         
VI	III	III         
	IV	IV         
	V	V         
	

Alternative criteria for matching Personnel Supervisor/Managers

a.	Base level artificially low.  The leanness of subordinate staff often combines with 
the appropriate LS level to produce a level of supervisor/manager which is below 
the supervisor/manager's level of technical expertise, as measured by the personnel 
specialist definition.  In these instances, raise the level of the supervisor/manager 
match to correlate to the equivalent level of personnel specialist (see chart above).

TAX COLLECTOR
(1139: Officials and administrators, public administration, not elsewhere classified)

	Collects delinquent taxes, canvasses for unreported taxes due, secures delinquent tax 
returns, and counsels taxpayers on filing and paying obligations.  Tax collection typically 
begins after office examination of tax returns and financial records and subsequent notices 
of tax liability fail to collect full payment.  Obtains and analyzes financial information, 
selects appropriate administrative or judicial remedy, and liquidates tax liability through 
such measures as compromise, installment agreements, and seizure and sale of property or 
other assets.  Establishes liability for and imposes various penalties under State or County 
revenue codes.  Serves summonses, takes testimony under oath, and testifies in court.

	Work typically requires at least three years experience in general business or financial 
practices or the equivalent in education and experience combined.  Level I is primarily for 
training and development.  Level II is the full working level for tax collectors who follow 
standard procedures and level III includes specialists, team leaders, and quasi-supervisors 
solving moderately complex tax collection problems.

	Tax collection involves two overlapping functions - returns investigation and collection 
of delinquent taxes.  Returns investigations involve analyzing financial records, examining 
taxpayer's situation or business operations, and counseling taxpayers on statutory 
requirements and preparation of delinquent returns.  Tax collectors primarily performing 
returns investigation work are not typically found above level II.

	Collection of delinquent taxes involves analyzing a taxpayer's financial worth and 
ability to pay.  In resolving delinquency, tax collectors evaluate (or use appraisers to 
evaluate): market value of assets; equity shares of other creditors; liens and ownership 
rights; taxpayer earning capacity; and the potential of taxpayer businesses.  If bankruptcy 
is imminent, tax collectors file notices of lien to give their agency priority over subsequent 
creditors.  If necessary, collectors take action for seizure and make arrangements for 
selling property.  However, before resorting to enforced collection procedures, they may 
recommend alternatives such as installment payments, appointing escrow agents, or 
accepting collateral or mortgage arrangements to protect their agency's equity.

Excluded are:

a.	Tax collection supervisors.  Incumbents in these full supervisory positions typically 
assign, coordinate, and review work; estimate personnel needs and schedules; 
evaluate performance; resolve complaints; and make recommendations for hiring 
and firing; and

b.	Tax auditors responsible for determining taxpayer liability.

Tax Collector I	

	Receives formal training in: internal revenue laws, regulations, and procedures; 
collection enforcement techniques and laws of evidence and procedures; and business 
fundamentals.  On-the-job training is provided and progressively broader assignments are 
given for development purposes.  Most assignments are simple, although more difficult 
work such as that encountered at level II may be performed under close supervision and 
guidance.  Individuals hired typically have 1-2 years experience in accounting, loan, 
collection, or related area or equivalent education in accounting, business law, or related 
field of study.

Tax Collector II	

	Follows standard procedures to collect delinquent tax accounts and secure delinquent 
returns.  Receives specific assignments from supervisor and works out details 
independently.  Explains to tax debtors sanctions which may be used in the event of 
nonpayment and procedures for appealing tax bills or assessments.  Compiles prescribed 
records and reports.  Refers problems to supervisor which cannot be resolved by applying 
standard procedures.

Tax Collector III	

	As a tax collection specialist, team leader, or quasi-supervisor, conducts moderately 
complex investigations to detect or verify suspected tax violations according to 
established rules, regulations, and tax ordinances.  Selects methods of approach, resolves 
problems referred by lower level tax collectors, and applies all remedies available to 
collect delinquent taxes.  Prepares comprehensive records and reports.  Trains lower level 
tax collectors and assists them in uniformly enforcing tax laws.  May also assign, review, 
and coordinate work of lower level tax collectors.

			Technical

COMPUTER OPERATOR
(4612: Computer operator)

	Monitors and operates the control console of either a mainframe digital computer or a 
group of minicomputers, in accordance with operating instructions, to process data.  Work 
is characterized by the following:

-       Studies operating instructions to determine equipment setup needed;

-       Loads equipment with required items (tapes, cards, paper, etc.);

-       Switches necessary auxiliary equipment into system;

-       Starts and operates control console;

-       Diagnoses and corrects equipment malfunctions;

-       Reviews error messages and makes corrections during operation or
        refers problems;

-       Maintains operating record.

	May test run new or modified programs and assist in modifying systems or programs.  
Included within the scope of this definition are fully qualified computer operators, trainees 
working to become fully qualified operators, and lead operators providing technical 
assistance to lower level positions.

Excluded are:

a.	Workers operating small computer systems where there is little or no opportunity for 
operator intervention in program processing and few requirements to correct 
equipment malfunctions;

b.	Peripheral equipment operators and remote terminal or computer operators who do 
not run the control console of either a mainframe digital computer or a group of 
minicomputers; 

c.	Workers using the computer for scientific, technical, or mathematical work when a 
knowledge of the subject matter is required; and

d.	Positions above level V; in addition to level V responsibilities, workers in these 
excluded positions use a knowledge of program language, computer features, and 
software systems to assist in (1) maintaining, modifying, and developing operating 
systems or programs; (2) developing operating instructions and techniques to cover 
problem situations; and (3) switching to emergency backup procedures.

Computer Operator I	

	Receives on-the-job training in operating the control console (sometimes augmented by 
classroom training).  Works under close personal supervision and is provided detailed 
written or oral guidance before and during assignments. As instructed, resolves common 
operating problems.  May serve as an assistant operator working under close supervision 
or performing a portion of a more senior operator's work.

Computer Operator II	

	Processes scheduled routines which present few difficult operating problems (e.g., 
infrequent or easily resolved error conditions). In response to computer output instructions 
or error conditions, applies standard operating or corrective procedure. Refers problems 
which do not respond to preplanned procedure.  May serve as an assistant operator, 
working under general supervision.

Computer Operator III	

	Processes a range of scheduled routines.  In addition to operating the system and 
resolving common error conditions, diagnoses and acts on machine stoppage and error 
conditions not fully covered by existing procedures and guidelines (e.g., resetting switches 
and other controls or making mechanical adjustments to maintain or restore equipment 
operations). In response to computer output instructions or error conditions, may deviate 
from standard procedures if standard procedures do not provide a solution.  Refers 
problems which do not respond to corrective procedures.

Computer Operator IV	

	Adapts to a variety of nonstandard problems which require extensive operator 
intervention (e.g., frequent introduction of new programs, applications, or procedures).  In 
response to computer output instructions or error conditions, chooses or devises a course 
of action from among several alternatives and alters or deviates from standard procedures 
if standard procedures do not provide a solution (e.g., reassigning equipment in order to 
work around faulty equipment or transfer channels); then refers problems. 

Typically, completed work is submitted to users without supervisory review.

Computer Operator V	

	Resolves a variety of difficult operating problems (e.g., making unusual equipment 
connections and rarely used equipment and channel configurations to direct processing 
through or around problems in equipment, circuits, or channels or reviewing test run 
requirements and developing unusual system configurations that will allow test programs 
to process without interfering with on-going job requirements).  In response to computer 
output instructions and error conditions or to avoid loss of information or to conserve 
computer time, operator deviates from standard procedures.  Such actions may materially 
alter the computer unit's production plans.  May spend considerable time away from the 
control station providing technical assistance to lower level operators and assisting 
programmers, systems analysts, and subject matter specialists in resolving problems.

DRAFTER
(372: Drafting occupation)

	Performs drafting work, manually or using a computer, requiring knowledge and 
skill in drafting methods, procedures, and techniques.  Prepares drawings of structures, 
facilities, land profiles, water systems, mechanical and electrical equipment, pipelines, 
duct systems, and similar equipment, systems, and assemblies.  Drawings are used to 
communicate engineering ideas, designs, and information.  Uses recognized systems of 
symbols, legends, shadings, and lines having specific meanings in drawings.  

Excluded are:

a.	Designers using technical knowledge and judgment to conceive, plan, or modify 
designs;

b.	Illustrators or graphic artists using artistic ability to prepare illustrations;

c.	Office drafters preparing charts, diagrams, and room arrangements to depict 
statistical and administrative data;

d.	Cartographers preparing maps and charts primarily using a technical knowledge of 
cartography;

e.	Positions below level I; workers in these trainee positions either (1) trace or copy 
finished drawings under close supervision or (2) receive instruction in the 
elementary methods and techniques of drafting; and

f.	Supervisors.

	Positions are classified into levels based on the following definitions.

Drafter I	

	Prepares drawings of simple, easily visualized structures, systems, parts or equipment 
from sketches or marked-up prints.  Selects appropriate templates or uses a compass and 
other equipment needed to complete assignments.  Drawings fit familiar patterns and 
present few technical problems.  Supervisor provides detailed instructions on new 
assignments, gives guidance when questions arise, and reviews completed work for 
accuracy.  Typical assignments include:

From marked-up prints, revises the original drawings of a plumbing system by 
increasing pipe diameters.

From sketches, draws building floor plans, determining size, spacing, and 
arrangement of freehand lettering according to scale.

Draws simple land profiles from predetermined structural dimensions and 
reduced survey notes. Traces river basin maps and enters symbols to denote 
stream sampling locations, municipal and industrial waste discharges, and water 
supplies.

Drafter II	

	Prepares various drawings of such units as construction projects or parts and assemblies, 
including various views, sectional profiles, irregular or reverse curves, hidden lines, and 
small or intricate details.  Work requires use of most of the conventional drafting 
techniques and a working knowledge of the terms and procedures of the occupation.  
Makes arithmetic computations using standard formulas. Familiar or recurring work is 
assigned in general terms. Unfamiliar assignments include information on methods, 
procedures, sources of information, and precedents to follow.  Simple revisions to existing 
drawings may be assigned with a verbal explanation of the desired results.  More complex 
revisions are produced from sketches or specifications which clearly depict the desired 
product.  Typical assignments include:

From a layout and manual references, prepares several views of a simple gear 
system.  Obtains dimensions and tolerances from manuals and by measuring the 
layout.

Draws base and elevation views, sections, and details of new bridges or other 
structures; revises complete sets of roadway drawings for highway construction 
projects; or prepares block maps, indicating water and sewage line locations.

Prepares and revises detail and design drawings for such projects as the 
construction and installation of electrical or electronic equipment, plant 

wiring, and the manufacture and assembly of printed circuit boards.  Drawings 
typically include details of mountings, frames, guards, or other accessories; 
conduit layouts; or wiring diagrams indicating transformer sizes, conduit 
locations and mountings.

Drafter III	

	Prepares complete sets of complex drawings which include multiple views, detail 
drawings, and assembly drawings.  Drawings include complex design features that require 
considerable drafting skill to visualize and portray.  Assignments regularly require the use 
of mathematical formulas to draw land contours or to compute weights, center of gravity, 
load capacities, dimensions, quantities of material, etc. Works from sketches, models, and 
verbal information supplied by an engineer, architect, or designer to determine the most 
appropriate views, detail drawings, and supplementary information needed to complete 
assignments.  Selects required information from precedents, manufacturers' catalogs, and 
technical guides.  Independently resolves most of the problems encountered.  Supervisor 
or design originator may suggest methods of approach or provide advice on unusually 
difficult problems.  Typical assignments include:

From layouts or sketches, prepares complete sets of drawings of test equipment 
to be manufactured.  Several cross-sectional and subassembly drawings are 
required.  From information supplied by the design originator and from 
technical handbooks and manuals, describes dimensions, tolerances, fits, 
fabrication techniques, and standard parts to use in manufacturing the 
equipment.

From electronic schematics, information as to maximum size, and manuals 
giving dimensions of standard parts, determines the arrangement and prepares 
drawings of printed circuit boards.

From precedents, drafting standards, and established practices, prepares final 
construction drawings for floodgates, navigation locks, dams, bridges, culverts, 
levees, channel excavations, dikes, and berms; prepares boring profiles, typical 
cross-sections, and land profiles; and delineates related topographical details as 
required.

Prepares final drawings for street paving and widening or for water and sewer 
lines having complex trunk lines; reduces field notes and calculates true grades.  
From engineering designs, lays out plan, profile and detail appurtenances 
required; notifies supervisor of conflicting details in design.

Note:		Excludes drafters performing work of similar difficulty to that described at this 
level but who provide support for a variety of organizations which have widely 
differing functions or requirements.

Drafter IV	

	Works closely with design originators, preparing drawings of unusual, complex, or 
original designs which require a high degree of precision.  Performs unusually difficult 
assignments requiring considerable initiative, resourcefulness, and drafting expertise. 
Assures that anticipated problems in manufacture, assembly, installation, and operation 
are resolved by the drawings produced.  Exercises independent judgment in selecting and 
interpreting data based on a knowledge of the design intent.  Although working primarily 
as a drafter, may occasionally interpret general designs prepared by others to complete 
minor details.  May provide advice and guidance to lower level drafters or serve as 
coordinator and planner for large and complex drafting projects.

ENGINEERING TECHNICIAN
(371: Engineering technologist and technicians)

	To be covered by these definitions, employees must meet all of the following criteria:

1.	Provides semiprofessional technical support for engineers working in such areas as 
research, design, development, testing, or manufacturing process improvement.

2.	Work pertains to electrical, electronic, or mechanical components or equipment.

3.	Required to have some practical knowledge of science or engineering; some 
positions may also require a practical knowledge of mathematics or computer 
science.

Included are workers who prepare design drawings and assist with the design, evaluation, 
and/or modification of machinery and equipment. 

Excluded are:

a.	Production and maintenance workers, including workers engaged in calibrating, 
repairing, or maintaining electronic equipment (see Maintenance Electronics 
Technician);

b.	Model makers and other craft workers;

c.	Quality control technicians and testers;

d.	Chemical and other nonengineering laboratory technicians;

e.	Civil engineering technicians and drafters;

f.	Positions (below level I) which are limited to simple tasks such as: Measuring items 
or regular shapes with a caliper and computing cross-sectional areas; identifying, 
weighing, and marking easy-to identify items; or recording simple instrument 
readings at specified intervals; and
g.	Engineers required to apply a professional knowledge of engineering theory and 
principles.

Engineering Technician I	

	Performs simple routine tasks under close supervision or from detailed procedures.  
Work is checked in progress or on completion.  Performs one or a combination of such 
typical duties as:

Assembles or installs equipment or parts requiring simple wiring, soldering, or 
connecting.

Performs simple or routine tasks or tests such as tensile or hardness tests; 
operates and adjusts simple test equipment; records test data.

Gathers and maintains specified records of engineering data such as tests, 
drawings, etc.; performs computations by substituting numbers in specified 
formulas; plots data and draws simple curves and graphs.

Engineering Technician II	

	Performs standardized or prescribed assignments involving a sequence of related 
operations.  Follows standard work methods on recurring assignments but receives 
explicit instructions on unfamiliar assignments.  May become familiar with the operation 
and design of equipment and with maintenance procedures and standards.  Technical 
adequacy of routine work is reviewed on completion; nonroutine work may also be 
reviewed in progress.  Performs at this level one or a combination of such typical duties 
as:

Following specific instructions, assembles or constructs simple or standard 
equipment or parts; may service or repair simple instruments or equipment;

Conducts a variety of tests using established methods. Prepares test specimens, 
adjusts and operates equipment, and records test data, pointing out deviations 
resulting from equipment malfunction or observational errors.

Extracts engineering data from various prescribed but nonstandardized sources; 
processes the data following well-defined methods including elementary algebra 
and geometry; presents the data in prescribed form.

Engineering Technician III	

	Performs assignments that are not completely standardized or prescribed.  Selects or 
adapts standard procedures or equipment, using precedents that are not fully applicable.  
Receives initial instruction, equipment requirements, and advice from supervisor or 

engineer as needed; performs recurring work independently; work is reviewed for 
technical adequacy or conformity with instructions.  Performs at this level one or a 
combination of such typical duties as:

Constructs components, subunits, or simple models and adapts standard 
equipment.  May troubleshoot and correct malfunctions requiring simple 
solutions.

Follows specific layout and scientific diagrams to construct and package simple 
devices and subunits of equipment.

Conducts various tests or experiments which may require minor modifications 
in test setups or procedures as well as subjective judgments in measurement; 
selects, sets up, and operates standard test equipment and records test data.

Extracts and compiles a variety of engineering data from field notes, manuals, 
lab reports, etc.; processes data, identifying errors or inconsistencies; selects 
methods of data presentation.

Assists in design modification by compiling data related to designs, 
specifications, and materials which are pertinent to specific items of equipment 
or component parts.  Develops information concerning previous operational 
failures and modifications.  Uses judgment and initiative to recognize 
inconsistencies or gaps in data and seek sources to clarify information.

Engineering Technician IV	

	Performs nonroutine assignments of substantial variety and complexity, using 
operational precedents which are not fully applicable.  Such assignments, which are 
typically parts of broader assignments, are screened to eliminate unusual design problems.  
May also plan such assignments.  Receives technical advice from supervisor or engineer; 
work is reviewed for technical adequacy (or conformity with instructions).  May be 
assisted by lower level technicians and have frequent contact with professionals and others 
within the establishment.  Performs at this level one or a combination of such typical 
duties as:

Develops or reviews designs by extracting and analyzing a variety of 
engineering data.  Applies conventional engineering practices to develop, 
prepare, or recommend schematics, designs, specifications, electrical drawings, 
and parts lists.  Examples of designs include: detailed circuit diagrams; 
hardware fittings or test equipment involving a variety of mechanisms; 
conventional piping systems; and building site layouts.

Conducts tests or experiments requiring selection and adaptation or 
modification of a wide variety of critical test equipment and test procedures; sets 
up and operates equipment; records data, measures and records problems of 
significant complexity that sometimes require resolution at a higher level; and 
analyzes data and prepares test reports.

Applies methods outlined by others to limited segments of research and 
development projects; constructs experimental or prototype models to meet 
engineering requirements; conducts tests or experiments and redesigns as 
necessary; and records and evaluates data and reports findings.

Engineering Technician V	

	Performs nonroutine and complex assignments involving responsibility for planning and 
conducting a complete project of relatively limited scope or a portion of a larger and more 
diverse project.  Selects and adapts plans, techniques, designs, or layouts.  Contacts 
personnel in related activities to resolve problems and coordinate the work; reviews, 
analyzes, and integrates the technical work of others.  Supervisor or professional engineer 
outlines objectives, requirements, and design approaches; completed work is reviewed for 
technical adequacy and satisfaction of requirements.  May train and be assisted by lower 
level technicians.  Performs at this level one or a combination of such typical duties as:

Designs, develops, and constructs major units, devices, or equipment; conducts 
tests or experiments; analyzes results and redesigns or modifies equipment to 
improve performance; and reports results.     

From general guidelines and specifications (e.g., size or weight requirements), 
develops designs for equipment  without critical performance requirements 
which are difficult to satisfy such as engine parts, research instruments, or 
special purpose circuitry.  Analyzes technical data to determine applicability to 
design problems; selects from several possible design layouts; calculates design 
data; and prepares layouts, detailed specifications, parts lists, estimates, 
procedures, etc.  May check and analyze drawings or equipment to determine 
adequacy of drawings and design.

Plans or assists in planning tests to evaluate equipment performance.  
Determines test requirements, equipment modification, and test procedures; 
conducts tests using all types of instruments, analyzes and evaluates test results, 
and prepares reports on findings and recommendations.

Engineering Technician VI	

	Independently plans and accomplishes complete projects or studies of broad scope and 
complexity.  Or serves as an expert in a narrow aspect of a particular field of engineering, 
e.g., environmental factors affecting electronic engineering.  Complexity of assignments 
typically requires considerable creativity and judgment to devise approaches to 
accomplish work, resolve design and operational problems, and make decisions in 
situations where standard engineering methods, procedures, and techniques may not be 
applicable.  Supervisor or professional engineer provides advice on unusual or 
controversial problems or policy matters; completed work is reviewed for compliance with 
overall project objectives.  May supervise or train and be assisted by lower level 
technicians.  Performs, at this level, one or a combination of such typical duties as:  

Prepares designs and specifications for various complex equipment or systems 
(e.g., a heating system in an office building, or new electronic components such 
as solid state devices for instrumentation equipment).  Plans approach to solve 
design problems; conceives and recommends new design techniques; /resolves 
design problems with contract personnel, and assures compatibility of design 
with other parts of the system.  

Designs and coordinates test set ups and experiments to prove or disprove the 
feasibility of preliminary design; uses untried and untested measurement 
techniques; and improves the performance of the equipment.  May advise 
equipment users on redesign to solve unique operational deficiencies.

Plans approach and conducts various experiments to develop equipment or 
systems characterized by (a) difficult performance requirements because of 
conflicting attributes such as versatility, size, and ease of operation; or 

(b) unusual combination of techniques or components.  Arranges for fabrication 
of pilot models and determines test procedures and design of special test 
equipment.

ENGINEERING TECHNICIAN, CIVIL
(1472: Construction inspector)
(3733: Surveying technician)

	Provides semiprofessional support to engineers or related professionals engaged in the 
planning, design, management, or supervision of the construction (or alteration) of such 
structures as buildings, streets and highways, airports, sanitary systems, or flood control 
systems.  Applies knowledge of the methods, equipment, and techniques of several of the 
following support functions:

Data compilation and analysis/design and specification - gathering, tabulating 
and/or analyzing hydrologic and meteorologic information, quantities of 
materials required, traffic patterns, or other engineering data;  preparing detailed 
site layouts and specifications; and reviewing and analyzing design drawings for 
feasibility, performance, safety, durability, and design content.

Testing - measuring the physical characteristics of soil, rock, concrete or other 
construction materials to determine methods and quantities required or to 
comply with safety and quality standards;

Surveying - measuring or determining distances, elevations, areas, angles, land 
boundaries or other features of the earth's surface; or

Construction inspection and monitoring - performing on-site inspection of 
construction projects to determine conformance with contract specifications and 
building codes.  Levels V and VI include positions responsible for monitoring 
and controlling construction projects.

	Excluded are building, electrical, and mechanical inspectors; construction, maintenance, 
and craft workers; chemical or other physical science technicians; engineers required to 
apply professional rather than technical knowledge of engineering to their work; and 
technicians not primarily concerned with civil or construction engineering.

	Also excluded are technicians below level I whose work is limited to very simple and 
routine tasks, such as identifying, weighing and marking easy-to-identify items or 
recording simple instrument readings at specified intervals.

	Positions are classified into levels on the basis of the definitions listed on the following 
page.

Engineering Technician, Civil I

	Performs simple, routine tasks under close supervision or from detailed procedures.  
Work is checked in progress and on completion.  Performs a variety of such typical duties 
as:

Data compilation - compiles engineering data from tests, drawings, 
specifications or field notes; performs arithmetic computations by substituting 
values in specified formulas; plots data and draws simple curves and graphs.

Testing - conducts simple or repetitive tests on soils, concrete and aggregates; 
e.g., sieve analysis, slump tests and moisture content determination.

Surveying - performs routine and established functions such as holding range 
poles or rods where special procedures are required or directing the placement 
of surveyor's chain or tape and selecting measurement points.

Construction inspection - makes simple measurements and observations; may 
make preliminary recommendations concerning the acceptance of materials or 
workmanship in clear-cut situations.

Engineering Technician, Civil II

	Performs standard or prescribed assignments involving a sequence of related operations.  
Follows standard work methods and receives detailed instructions on unfamiliar 
assignments.  Technical adequacy of routine work is assessed upon completion; 
nonroutine work is reviewed in progress.  Performs a variety of such typical duties as:

Data compilation and analysis - compiles and examines a variety of data 
required by engineers for project planning (e.g., hydrologic and sedimentation 
data; earthwork quantities), applying simple algebraic or geometric formulas.

Testing - conducts a variety of standard tests on soils, concrete and aggregates, 
e.g., determines the liquid and plastic limits of soils or the flexural and 
compressive strength, air content and elasticity of concrete. Examines test 
results and explains unusual findings.

Surveying - applies specialized knowledge, skills or judgment to a varied and 
complex sequence of standard operations, e.g., surveys small land areas using 
rod, tape and hand level to estimate volume to be excavated; or records data 
requiring numerous calculations.

Construction inspection - Applies a variety of techniques in inspecting less 
complex projects, e.g., the quality, quantity, and placement of gravel for road 
construction; excavations; and concrete footings for structures.  Determines 
compliance with plans and specifications.  May assist in inspecting more 
complex projects.

Engineering Technician, Civil III

	Performs assignments which include nonstandard applications, analyses or tests; or the 
use of complex instruments.  Selects or adapts standard procedures using fully applicable 
precedents.  Receives initial instructions, requirements and advice as needed; performs 
recurring work independently.  Work is reviewed for technical adequacy and conformance 
with instructions.  Performs a variety of such typical duties as:

Data compilation and analysis - applies knowledge and judgment in selecting 
sources, evaluating data and adapting methods, e.g., computes, from file notes, 
quantities of materials required for roads which include retaining walls and 
culverts; plots profiles, cross sections and drainage areas for a small earthwork 
dam.

Design and specification - assists in preparing plans and layouts for modifying 
specific structures, systems, or components by compiling pertinent design, 
specifications, and survey data.  From detailed notes and instructions, prepares 
simple sketches or drawings for excavation, embankment, or structures to assist 
survey team in staking out work and in computing quantities.

Testing - conducts tests for which established procedures and equipment require 
either adaptation or the construction of auxiliary devices.  Uses judgment to 
interpret precise test results.

Surveying - uses a variety of complex instruments to measure angles and 
elevations, applying judgment and skill in selecting and describing field 
information.  Assignments include: recording complete and detailed descriptive 
data and providing sketches of relief, drainage and culture; or running short 
traverse lines from specified points along unobstructed routes.

Construction inspection - independently inspects standard procedures, items or 
operations of limited difficulty, e.g., slope, embankment, grading, moisture 
content, earthwork compaction, concrete forms, reinforcing rods or simple 
batching and placement of concrete on road construction.

Engineering Technician, Civil IV

	Plans and performs nonroutine assignments of substantial variety and complexity. 
Selects appropriate guidelines to resolve problems which are not fully covered by 
precedents.  Performs recurring work independently, receiving technical advice as needed.  
Performs a variety of such typical duties as:

Design and specification - prepares site layouts for projects from such 
information as design criteria, soil conditions, existing buildings, topography 
and survey data; sketches plans for grading sites; and makes preliminary cost 
estimates from established unit prices.  OR  Reviews and develops plans, 
specifications, and cost estimates for standard modifications to the interior 
system (e.g. electrical) of a small, conventional building.

Testing - conducts tests which require the selection and substantial modification 
of equipment and procedures.  Recognizes and interprets subtle, i.e., fluctuating, 
test reactions.

Surveying - makes exacting measurements under difficult conditions e.g., leads 
detached observing unit on surveys involving unusually heavy urban, rail or 
highway traffic; serves as party chief on conventional construction, property, 
topographical, hydrographic or geodetic surveys.  Excluded are party chiefs 
responsible for unusually difficult or complex surveys.

Construction inspection - performs inspections for a variety of complete projects 
of limited size and complexity or a phase of a larger project, e.g., conventional 
one or two story concrete and steel buildings; park and forest road construction 
limited to clearing, grading and drainage. Interprets plans and specifications, 
resolves differences between plans and specifications, and approves minor 
deviations in methods which conform to established precedents.

Engineering Technician, Civil V

	Performs nonroutine and complex assignments involving responsibility for planning and 
conducting a complete project of limited scope or a portion of a larger, more complex 
project.  Selects and adapts techniques, designs, or layouts. Reviews, analyzes and 
interprets the technical work of others.  Completed work is reviewed for technical 
adequacy.  Recommendations for major changes or costly alterations to basic designs are 
approved by supervisor.  Performs a variety of such typical duties as:

Design and specification - prepares plans and specifications for major projects 
such as roads and airport runways, bridge spans, highway structures, or 
electrical distribution systems.  Applies established engineering practice; 
calculates dimensions, elevations, and quantities; and selects and adapts 
precedents to meet specific requirements.  Applies applicable standards and 
guidelines in resolving design problems; refers difficult or novel requirements to 
supervisor.

Construction inspection - Inspects projects of unusual difficulty and complexity, 
e.g., large multi-story hospitals or laboratories which include sophisticated 
electrical and mechanical equipment; airport runways for jet aircraft with 
exacting requirements.  Independently interprets plans and specifications to 
resolve complex construction problems.

	Construction monitoring - Monitors progress of specialized phases of 
construction projects.  For example, develops or revises specifications for 
clearing land for excavation; and building access roads, utilities, construction 
offices, testing facilities, and maintenance and storage facilities.    OR 
Investigates prospective contractor's capabilities, operating methods, and 
equipment; or reviews contractor's cost estimates and operating reports for use 
in computing periodic payments.

Engineering Technician, Civil VI

	Independently plans and accomplishes complete conventional projects or serves as an 
expert in a narrow aspect of a civil engineering field.  Applies creativity and judgment to 
plan projects, resolve design problems, and adapt equipment, procedures, or techniques.  
Recommendations, plans, designs, and reports are reviewed for general adequacy and 
soundness of engineering judgment.  Supervisor provides advice on unusual or 
controversial problems or policy matters.  May direct or train lower level technicians.

	Design and specification - Develops cost estimates for competitive bidding for a 
variety of multiple-use construction projects.  Determines the construction 
processes involved, along with coordination and scheduling requirements.  
Compares types and capacities of construction equipment and calculates 
detailed cost estimates.  OR  Prepares designs and specifications for various 
utility systems of complex facilities; resolves design problems by adapting 
precedents or developing new design features.

	Construction inspection and monitoring - Inspects and monitors progress of 
multi-use construction projects typically requiring more than a year for 
completion.  Uses a knowledge of construction systems, practices, and processes 
to determine if projects are progressing according to contract requirements and 
organizational policies.

LICENSED PRACTICAL NURSE (LPN)
(366: Licensed practical nurse)

	LPN's are licensed to provide practical or vocational nursing care to patients in 
hospitals, nursing homes, clinics, health units, homes, and community health 
organizations.  They typically work under the supervision of a registered nurse or 
physician, and may supervise unlicensed nursing assistants.

LPN I

	Provides standard nursing care requiring some latitude for independent judgment and 
initiative to perform recurring duties.  Supervisor provides additional instructions for 
unusual or difficult tasks.  Deviations from specific guidelines must be authorized by the 
supervisor.  Typical assignments include:

Hospitals/nursing homes.  As part of a nursing team, assists patients in attending 
to their personal hygiene; measures and labels routine specimens; records vital 
signs; provides routine treatments such as compresses, enemas, sterile dressings, 
and sitz baths; prepares and administers commonly prescribed medications; 
observes and reports on patient conditions; and teaches patient self care, 
repeating instructions previously provided by professional staff.

Mental health/resident care.  As part of a nursing team, makes rounds of 
assigned area to count patients; observes patients for changes in behavior and 
checks for cleanliness; encourages patients to participate in recreational 
activities; maintains standard records of patients and medications; and 
administers first aid.

Clinics/community health organizations.  Performs routine nursing procedures 
such as taking and recording height, weight, measurements, and vital signs.  
Performs vision, hearing, urine, and tuberculin skin tests; records test results.  
Administers medications ad immunizations under supervision of an RN; 
observes, records, and reports signs of illness or changes in patient condition; 
and assists physician with physical examination.  May provide routine nursing 
care to the sick at home, reinforcing physician's instructions, checking 
medication and eating and sleeping habits, and inquiring about additional 
problems.

LPN II

	Provides nursing care requiring an understanding of diseases and illnesses sufficient to 
enhance communication with physicians, registered nurses, and patients.  Follows general 
instructions in addition to established policies, practices, and procedures.  Uses judgment 
to vary sequence of procedures based on patient's condition and previous 
instructions.  Supervisory approval for requested deviations is given routinely.  Guidance 
is provided for unusual occurrences.

Hospital/nursing homes.  As a responsible member of a nursing team, cares for 
patients in various stages of dependency (e.g., raging from those receiving 
general medical care to a selected few who are critically ill).  Provides 
appropriate verbal and written information for patient care plans.  In addition to 
the tasks described at level I, assignments may include more complex duties 
such as:  catheterizing, irrigating, or suctioning patients; observing and 
reporting intravenous fluids; and assisting in resuscitation procedures.

Mental health/resident care.  Provides input into nursing team conferences by 
interpreting patient nursing care needs and responses to therapy.  In addition to 
the tasks described at level I, serves as a role model by performing and teaching 
self care; participates in therapy sessions by promoting self care and self worth; 
and records progress treatment plans.

Clinics/community health organizations.  In addition to the duties described at 
level I, uses experience and judgment to perform more complex procedures such 
as:  screening patients for health problems such as hypertension and diabetes, 
using judgment in deciding to refer patients to RN or physician; providing 
patient's treatment plan; coordinating selected clinic operations; giving 
irrigations and catheterizations, suctioning tracheotomies, and conducting 
electrocardiograms; or recertifying applicants for supplemental food programs 
when test results indicate nutritional deficiencies.

Employer health units.  Uses judgment to perform moderately complex 
procedures such as:  treating employees for minor illnesses and work related 
injuries, and referring difficult cases to RN or physician; observing reactions to 
drugs and treatments and reporting irregularities; assisting physicians with 
examinations and treatments; and maintaining records of occupational illnesses 
and injuries as required by Federal and State regulations.

LPN III

	This level applies to two different work situations.  In situation 1), LPN's provide 
nursing care for patients in various stages of dependency, setting priorities and deadlines 
for patient care, and modifying nursing care as necessary prior to notifying the supervisor.  
In situation 2), LPN's are assigned to a selected group of critically ill patients, e.g., in 
hospital intensive care or coronary care units.  These assignments require LPN's to 
immediately recognize and respond to serious situations, sometimes prior to notifying and 
RN.  However, their overall independence and authority is more limited than that 
described in situation 1 and supervisory approval is required for proposed deviations from 
established guidelines.

Hospitals.  Under direct supervision of an RN, provides nursing care to 
critically ill patients in such areas as intensive care or coronary care.  Duties, 
while similar to the more complex responsibilities described at level II, are 
performed under stressful conditions requiring special techniques and 
procedures in reacting to life-threatening situations and in providing basic 
patient care.  Evaluates appropriateness of planned treatment, given the patient's 
condition, and proposes modifications to RN.

Mental health/resident care/nursing homes.  Duties are similar to those 
described at level II.  However, these LPN's are authorized to adapt, if necessary 
nursing care methods and procedures to meet changing patients needs.

	Exclude LPN's above level III.  Such positions not only provides difficult nursing care 
to a selected group of critically ill patients, but also set priorities and deadlines for patient 
care, and modify nursing care prior to notifying the supervisor.

NURSING ASSISTANT
(523: Nursing aide, orderly, and attendant)

	Provides personal and nursing care to patients in hospitals, nursing homes, resident care 
facilities, clinics, private homes, and community health organizations.  Duties include 
maintaining patient hygiene and supporting doctors and nurses in diagnostic procedures, 
technical treatments, patient charting and patient teaching.  Work does not require a State 
license.  Supervisory positions are excluded.

Nursing Assistant I

	Performs simple personal care and housekeeping tasks requiring no previous training.  
Typical tasks include:  bathing, dressing, feeding, lifting, escorting, and, transporting 
patients; collecting laundry carts and food trays; taking and recording temperatures; and 
changing bed linen and cleaning patient's room.  Follows detailed and specific 
instructions.

Nursing Assistant II

	In addition to providing personal care, performs common nursing procedures such as 
observing and reporting on patient conditions; taking and recording vital signs; collecting 
and labeling specimens; sterilizing equipment; listening to and encouraging patients; 
giving sitz baths and enemas; applying and changing compresses and non-sterile 
dressings; checking and replenishing supplies; securing admission data from patients; an 
assisting in controlling aggressive or disruptive behavior.  Follows specific instructions; 
matters not covered are verified with the supervisor.

	Note: Positions receiving additional pay for performing the above duties and 
responsibilities in forensic units of metal health institutions should be matched 
at level III.  Workers in such positions must regularly use skill in influencing 
and communications with patients who display abusive or resistant behavior.

Nursing Assistant III

	Performs a variety of common nursing procedures as described at level II.  Work 
requires prior experience or training to perform these procedures with some latitude for 
exercising independent initiative or limited judgment.  May also:  perform several 
procedures sequentially; chart patient care; administer prescribed medication and simple 
treatments; teach patient self care; and lead lower level nursing assistants.

	Note: Positions receiving additional pay for performing the above duties and 
responsibilities in forensic units of metal health institutions should be matched 
at level IV.  (See Note for level II.)

Nursing Assistant IV

	Applies advanced patient or resident care principles, procedures and techniques which 
require considerable training and experience.  In addition to the work described at level 
III, typical duties include:  assisting professional staff in planning and evaluating patient 
or resident care; recognizing subtle changes in patient's condition and behavior and 
varying nursing care accordingly; catheterizing, irrigating, and suctioning patients; 
monitoring IV fluids and alerting registered nurse when system needs attention; and 
performing minor operative and diagnostic procedures in a clinic.  Supervisor describes 
limitations or priorities of work.

	Excluded are nursing assistant above level IV.  Workers in these excluded positions 
typically participate (rather than assist) in planning and modifying patient or resident care; 
function as co-therapists in mental health therapy sessions; or coordinate treatment 
activities with patients, families, an faculty staff.  Also excluded are positions receiving 
additional pay for performing level IV duties and responsibilities in forensic units of 
mental health institutions.  (See Note for level II.)

				Protective Service

CORRECTIONS OFFICER	
(5133: Correctional institution officer)

	Maintains order among inmates in a State prison or local jail.  Performs routine duties in 
accordance with established policies, regulations, and procedures to guard and supervise 
inmates in cells, at meals, during recreation, and on work assignments.  May, if necessary, 
employ weapons or force to maintain discipline and order.  Typical duties include:  
Taking periodic inmate counts; searching inmates and cells for contraband articles; 
inspecting locks, window bars, grills, doors, and grates for tampering; aiding in prevention 
of escapes and taking part in searches for escaped inmates; and escorting inmates to and 
from different areas for questioning, medical treatment, work, and meals.  May act as 
outside or wall guard, usually on rotation.  

Excluded are:

a.	Workers receiving on-the-job training in basic correctional officer activities; and

b.	Positions responsible for providing counseling or rehabilitation services to inmates.

FIREFIGHTER	
(5123: Firefighting occupation)

	As a full-time paid member of the fire department, combats, extinguishes, and prevents 
fires and performs rescue operations in structural and airfield environments.  Performs 
maintenance on own equipment and quarters.  Wears protective clothing and breathing 
devices; drives fire and crash equipment; and operates a variety of firefighting equipment 
such as hoses, extinguishers, ladders and axes.  May hold national certification as an 
Emergency Medical Technician.

Excluded are: 

a.	Fire academy cadets;

b.	Positions receiving additional compensation for driving and operating structural 
pumpers and crash vehicles; and

c.	Work leaders and supervisors.

POLICE OFFICER
(5132: Police and detective, public service)

	Enforces laws established for the protection of persons and property, by detaining, 
arresting, interrogating, and incarcerating suspected violators, and appearing as a witness 
at trials.  Work is performed in uniform or civilian clothes and officers are typically 
armed.  

Excluded are: 

a.	Supervisory positions;

b.	Criminal investigators;

c.	Police detectives and specialists performing duties above those described for Police 
Officer II;

d.	Positions requiring the operation of an aircraft: and

e.	Police academy cadets and positions receiving on-the-job training and experience in 
basic police activities.

Police Officer I	

	Carries out general and specific assignments from superior officers in accordance with 
established rules and procedures.  Maintains order, enforces laws and ordinances, and 
protects life and property in an assigned patrol district or beat by performing a 
combination of such duties as: patrolling a specific area on foot or in a vehicle; directing 
traffic; issuing traffic summonses; investigating accidents; apprehending and arresting 
suspects; processing prisoners; and protecting scenes of major crimes.  May participate 
with detectives or investigators in conducting surveillance operations.   

Police Officer II	

	In addition to the basic police duties described at level I, receives additional 
compensation to specialize in one or more activities, such as:  canine patrol; special 
reaction teams (e.g., special weapons assault team, special operations reaction team); 
juvenile cases; hostage negotiations; and participating in investigations (e.g., stakeout, 
surveillance) or other enforcement activities requiring specialized training and skills.

			Clerical

CLERK, ACCOUNTING 
(4712: Bookkeeper and accounting and auditing clerk)

	Performs one or more accounting tasks, such as posting to registers and ledgers; 
balancing and reconciling accounts; verifying the internal consistency, completeness, and 
mathematical accuracy of accounting documents; assigning prescribed accounting 
distribution codes; examining and verifying the clerical accuracy of various types of 
reports, lists, calculations, postings, etc.; preparing journal vouchers; or making entries or 
adjustments to accounts.

	Levels I and II require a basic knowledge of routine clerical methods and office 
practices and procedures as they relate to the clerical processing and recording of 
transactions and accounting information.  Levels III and IV require a knowledge and 
understanding of the established and standardized bookkeeping and accounting 
procedures and techniques used in an accounting system, or a segment of an accounting 
system, where there are few variations in the types of transactions handled.  In addition, 
some jobs at each level may require a basic knowledge and understanding of the 
terminology, codes, and processes used in an automated accounting system.

Clerk, Accounting I

	Performs very simple and routine accounting clerical operations, for example, 
recognizing and comparing easily identified numbers and codes on similar and repetitive 
accounting documents, verifying mathematical accuracy, and identifying discrepancies 
and bringing them to the supervisor's attention.  Supervisor gives clear and detailed 
instructions for specific assignments.  Employee refers to supervisor all matters not 
covered by instructions.  Work is closely controlled and reviewed in detail for accuracy, 
adequacy, and adherence to instructions.

Clerk, Accounting II

	Performs one or more routine accounting clerical operations, such as: examining, 
verifying, and correcting accounting transactions to ensure completeness and accuracy of 
data and proper identification of accounts, and checking that expenditures will not exceed 
obligations in specified accounts; totaling, balancing, and reconciling collection vouchers; 
posting data to transaction sheets where employee identifies proper accounts and items to 
be posted; and coding documents in accordance with a chart (listing) of 

accounts.  Employee follows specific and detailed accounting procedures. Completed 
work is reviewed for accuracy and compliance with procedures.

Clerk, Accounting III

Uses a knowledge of double entry bookkeeping in performing one or more of the 
following: posts actions to journals, identifying subsidiary accounts affected and debit and 
credit entries to be made and assigning proper codes; reviews computer printouts against 
manually maintained journals, detecting and correcting erroneous postings, and preparing 
documents to adjust accounting classifications and other data; or reviews lists of 
transactions rejected by an automated system, determining reasons for rejections, and 
preparing necessary correcting material.  On routine assignments, employee selects and 
applies established procedures and techniques. Detailed instructions are provided for 
difficult or unusual assignments.  Completed work and methods used are reviewed for 
technical accuracy.

Clerk, Accounting IV

	Maintains journals or subsidiary ledgers of an accounting system and balances and 
reconciles accounts.  Typical duties include one or both of the following: reviews invoices 
and statements (verifying information, ensuring sufficient funds have been obligated, and 
if questionable, resolving with the submitting unit, determining accounts involved, coding 
transactions, and processing material through data processing for application in the 
accounting system); and/or analyzes and reconciles computer printouts with operating unit 
reports (contacting units and researching causes of discrepancies, and taking action to 
ensure that accounts balance).  Employee resolves problems in recurring assignments in 
accordance with previous training and experience. Supervisor provides suggestions for 
handling unusual or nonrecurring transactions.  Conformance with requirements and 
technical soundness of completed work are reviewed by the supervisor or are controlled 
by mechanisms built into the accounting system.

	Note:		Excluded from level IV are positions responsible for maintaining either a 
general ledger or a general ledger in combination with subsidiary accounts.

CLERK, GENERAL
(463: General office occupation)

	Performs a combination of clerical tasks to support office, business, or administrative 
operations, such as: maintaining records; receiving, preparing, or verifying documents; 
searching for and compiling information and data; responding to routine requests with 
standard answers (by phone, in person, or by correspondence).  The work requires a basic 
knowledge of proper office procedures.  Workers at levels I, II, and III follow prescribed 
procedures or steps to process paperwork; they may perform other routine office support 
work, (e.g., typing, filing, or operating a keyboard controlled data entry 

device to transcribe data into a form suitable for data processing). Workers at level IV are 
also required to make decisions about the adequacy and content of transactions handled in 
addition to following proper procedures.

	Clerical work is controlled (e.g., through spot checks, complete review, or subsequent 
processing) for both quantity and quality.  Supervisors (or other employees) are available 
to assist and advise clerks on difficult problems and to approve their suggestions for 
significant deviations from existing instructions.
 
	Excluded from this definition are: workers whose pay is primarily based on the 
performance of a single clerical duty such as typing, stenography, office machine 
operation, or filing; and other workers, such as secretaries, messengers, receptionists or 
public information specialists who perform general clerical tasks incidental to their 
primary duties.

Clerk, General I

	Follows a few clearly detailed procedures in performing simple repetitive tasks in the 
same sequence, such as filing precoded documents in a chronological file or operating 
office equipment, e.g., mimeograph, photocopy, addressograph or mailing machine.

Clerk, General II

	Follows a number of specific procedures in completing several repetitive clerical steps 
performed in a prescribed or slightly varied sequence, such as coding and filing 
documents in an extensive alphabetical file, simple posting to individual accounts, 
opening mail, running mail through metering machines, and calculating and posting 
charges to departmental accounts.  Little or no subject-matter knowledge is required, but 
the clerk needs to choose the proper procedure for each task.

Clerk, General III

	Work requires a familiarity with the terminology of the office unit.  Selects appropriate 
methods from a wide variety of procedures or makes simple adaptations and 
interpretations of a limited number of substantive guides and manuals.  The clerical steps 
often vary in type or sequence, depending on the task.  Recognized problems are referred 
to others.

	Typical duties include a combination of the following: maintaining time and material 
records, taking inventory of equipment and supplies, answering questions on departmental 
services and functions, operating a variety of office machines, posting to various books, 
balancing a restricted group of accounts to controlling accounts, and assisting in 
preparation of budgetary requests.  May oversee work of lower level clerks.

Clerk, General IV

	Uses some subject-matter knowledge and judgment to complete assignments consisting 
of numerous steps that vary in nature and sequence. Selects from alternative methods and 
refers problems not solvable by adapting or interpreting substantive guides, manuals, or 
procedures.

	Typical duties include: assisting in a variety of administrative matters; maintaining a 
wide variety of financial or other records; verifying statistical reports for accuracy and 
completeness; and handling and adjusting complaints.  May also direct lower level clerks.

	Positions above level IV are excluded.  Such positions (which may include supervisory 
responsibility over lower level clerks) require workers to use a thorough knowledge of an 
office's work and routine to: 1) choose among widely varying methods and procedures to 
process complex transactions; and 2) select or devise steps necessary to complete 
assignments. Typical jobs covered by this exclusion include administrative assistants, 
clerical supervisors, and office managers.

CLERK, ORDER 
(4664: Order clerk)

	Receives written or verbal customers' purchase orders for material or merchandise from 
customers or sales people.  Work typically involves some combination of the following 
duties: quoting prices; determining availability of ordered items and suggesting substitutes 
when necessary; advising expected delivery date and method of delivery; recording order 
and customer information on order sheets; checking order sheets for accuracy and 
adequacy of information recorded; ascertaining credit rating of customer; furnishing 
customer with acknowledgment of receipt of order; following up to see that order is 
delivered by the specified date or to let customer know of a delay in delivery; maintaining 
order file; checking shipping invoice against original order.  Exclude workers paid on a 
commission basis or whose duties include any of the following:  receiving orders for 
services rather than for material or merchandise; providing customers with consultative 
advice using knowledge gained from engineering or extensive technical training; 
emphasizing selling skills; handling material or merchandise as an integral part of the job. 

	Positions are classified into levels according to the following definitions:

Clerk, Order I

	Handles orders involving items which have readily identified uses and applications.  
May refer to a catalog, manufacturer's manual, or similar document to insure that proper 
item is supplied or to verify price of ordered item.

Clerk, Order II

	Handles orders that involve making judgments such as choosing which specific product 
or material from the establishment's product lines will satisfy the customer's needs, or 
determining the price to be quoted when pricing involves more than merely referring to a 
price list or making some simple mathematical calculations. 

KEY ENTRY OPERATOR
(4793: Data entry keyer)

	Operates keyboard-controlled data entry device such as keypunch machine or key-
operated magnetic tape or disc encoder to transcribe data into a form suitable for computer 
processing.  Work requires skill in operating an alphanumeric keyboard and an 
understanding of transcribing procedures and relevant data entry equipment.

	Positions are classified into levels on the basis of the following definitions: 

Key Entry Operator I

	Work is routine and repetitive.  Under close supervision or following specific 
procedures or detailed instructions, works from various standardized source documents 
which have been coded and require little or no selecting, coding, or interpreting of data to 
be entered.  Refers to supervisor problems arising from erroneous items, codes, or missing 
information.

Key Entry Operator II

	Work requires the application of experience and judgment in selecting procedures to be 
followed and in searching for, interpreting, selecting, or coding items to be entered from a 
variety of source documents.  On occasion may also perform routine work as described for 
level I.

	Note:		Excluded are operators above level II using the key entry controls to access, 
read, and evaluate the substance of specific records to take substantive actions, 
or to make entries requiring a similar level of knowledge.

PERSONNEL ASSISTANT (Employment)
(4692: Personnel clerk, except payroll and timekeeper)

	Personnel assistants (employment) provide clerical and technical support to personnel 
professionals or managers in internal matters relating to recruiting, hiring, transfer, change 
in pay status, and termination of employees.  At the lower levels, assistants primarily 
provide basic information to current and prospective employees, maintain 

personnel records and information listings, and prepare and process papers on personnel 
actions (hires, transfers, changes in pay, etc.).  At the higher levels, assistants may perform 
limited aspects of a personnel professional's work, e.g., interviewing candidates, 
recommending placements, and preparing personnel reports.  Final decisions on personnel 
actions are made by personnel professionals or managers. Some assistants may perform a 
limited amount of work in other specialties, such as benefits, compensation, or employee 
relations.  Typing may be required at any level.

Excluded are:

a.	Workers who primarily compute and process payrolls or compute and/or respond to 
questions on benefits or retirement claims;

b.	Workers who receive additional pay primarily for maintaining and safeguarding 
personnel record files;

c.	Workers whose duties do not require a knowledge of personnel rules and 
procedures, such as receptionists, messengers, typists, or stenographers;

d.	Workers in positions requiring a bachelor's degree; 

e.	Workers who are primarily compensated for duties outside the employment 
specialty, such as benefits, compensation, or employee relations; and

f.	Positions above level IV.  Workers in these excluded positions perform duties which 
are similar to level IV, but which are more complicated because they include limited 
aspects of professional personnel work for a variety of conventional and stable 
occupations.

	Positions are classified into levels on the basis of the following definitions.  The work 
described is essentially at a responsible clerical level at the low levels and progresses to a 
staff assistant or technician level.  At level III, which is transitional, both types of work are 
described.  Jobs which match either type of work described at level III, or which are 
combinations of the two, can be matched.

Personnel Assistant (Employment) I	

	Performs routine tasks which require a knowledge of personnel procedures and rules, 
such as: providing simple employment information and appropriate lists and forms to 
applicants or employees on types of jobs being filled, procedures to follow, and where to 
obtain additional information; ensuring that the proper forms are completed for name 
changes, locator information, applications, etc. and reviewing completed forms for 
signatures and proper entries; or maintaining personnel records, contacting appropriate 

sources to secure any missing items, and posting items such as dates of promotions, 
transfer, and hire, or rates of pay or personal data.  (If this information is computerized, 
skill in coding or entering information may be needed as a minor duty.)  May answer 
outside inquiries for simple factual information, such as verification of dates of 
employment in response to telephone credit checks on employees.  Some receptionist or 
other clerical duties may be performed.  May be assigned work to provide training for a 
higher level position.

	Detailed rules and procedures are available for all assignments.  Guidance and 
assistance on unusual questions are available at all times.  Work is spot checked, often on 
a daily basis.

Personnel Assistant (Employment) II	

	Examines and/or processes personnel action documents using experience in applying 
personnel procedures and policies.  Ensures that information is complete and consistent 
and determines whether further discussion with applicants or employees is needed or 
whether personnel information must be checked against additional files or listings.  
Selects appropriate precedents, rules, or procedures from a number of alternatives.  
Responds to varied questions from applicants, employees, or managers for readily 
available information which can be obtained from file material or manuals; responses 
require skill to secure cooperation in correcting improperly completed personnel 
documents or to explain regulations and procedures.  May provide information to 
managers on availability of applicants and status of hiring actions; may verify employment 
dates and places supplied on job applications; may maintain personnel records; and may 
administer typing and stenography tests.

	Completes routine assignments independently.  Detailed guidance is available for 
situations which deviate from established precedents.  Clerks/assistants are relied upon to 
alert higher level clerks/assistants or supervisor to such situations.  Work may be spot 
checked periodically.

Personnel Assistant (Employment) III	

  Type A 

	Serves as a clerical expert in independently processing the most complicated types of 
personnel actions, e.g., temporary employment, rehires, and dismissals and in providing 
information when it is necessary to consolidate data from a number of sources, often with 
short deadlines.  Screens applications for obvious rejections.  Resolves conflicts in 
computer listings or other sources of employee information.  Locates lost documents or 
reconstructs information using a number of sources.  May check references of applicants 
when information in addition to dates and places of past work is needed, and judgment is 
required to ask appropriate routine follow-up questions.  May provide guidance to lower 
level clerks.  Supervisory review is similar to level II.

AND/OR

  Type B

	Performs routine personnel assignments beyond the clerical level, such as: orienting 
new employees to programs, facilities, rules on time and attendance, and leave policies; 
computing basic statistical information for reports on manpower profiles, EEO progress 
and accomplishments, hiring activities, attendance and leave profiles, turnover, etc.; and 
screening applicants for well-defined positions, rejecting those who do not qualify for 
available openings for clear cut reasons, referring others to appropriate employment 
interviewer.  Guidance is provided on possible sources of information, methods of work, 
and types of reports needed.  Completed written work receives close technical review from 
higher level personnel office employees; other work may be checked occasionally.

Personnel Assistant (Employment) IV	

	Performs work in support of personnel professionals which requires a good working 
knowledge of personnel procedures, guides, and precedents.  In representative 
assignments: interviews applicants, obtains references, and recommends placement of 
applicants in a few well-defined occupations (trades or clerical) within a stable 
organization or unit; conducts post-placement or exit interviews to identify job adjustment 
problems or reasons for leaving the organization; performs routine statistical analyses 
related to manpower, EEO, hiring, or other employment concerns, e.g., compares one set 
of data to another set as instructed; and requisitions applicants through employment 
agencies for clerical or blue-collar jobs.  At this level, assistants typically have a range of 
personal contacts within and outside the organization and with applicants, and must be 
tactful and articulate.  May perform some clerical work in addition to the above duties.  
Supervisor reviews completed work against stated objectives.

SECRETARY
(4622: Secretary)

	Provides principal secretarial support in an office, usually to one individual, and, in 
some cases, also to the subordinate staff of that individual.  Maintains a close and highly 
responsive relationship to the day-to-day activities of the supervisor and staff.  Works 
fairly independently receiving a minimum of detailed supervision and guidance.  Performs 
varied clerical and secretarial duties requiring a knowledge of office routine and an 
understanding of the organization, programs, and procedures related to the work of the 
office.

Exclusions.  Not all positions titled "secretary" possess the above characteristics.  
Examples of positions which are excluded from the definition are as follows:

a.	Clerks or secretaries working under the direction of secretaries or administrative 
assistants as described in e;

b.	Stenographers not fully performing secretarial duties;

c.	Stenographers or secretaries assigned to two or more professional, technical, or 
managerial persons of equivalent rank;
d.	Assistants or secretaries performing any kind of technical work, e.g., personnel, 
accounting, or legal work;

e.	Administrative assistants or supervisors performing duties which are more difficult 
or more responsible than the secretarial work described in LR-1 through LR-4;

f.	Secretaries receiving additional pay primarily for maintaining confidentiality of 
payroll records or other sensitive information;

g.	Secretaries performing routine receptionist, typing, and filing duties following 
detailed instructions and guidelines; these duties are less responsible than those 
described in LR-1 below; and

h.	Trainees.

Classification by level

	Secretary jobs which meet the required characteristics are matched at one of five levels 
according to two factors: (a) level of the secretary's supervisor within the overall 
organizational structure, and (b) level of the secretary's responsibility.  The table following 
the explanations of these factors indicates the level of the secretary for each combination 
of factors.

Level of secretary's supervisor (LS)

	Secretaries should be matched at one of the three LS levels below best describing the 
organization of the secretary's supervisor.

LS-1		Organizational structure is not complex and internal procedures and 
administrative controls are simple and informal; supervisor directs staff through 
face-to-face meetings.

LS-2		Organizational structure is complex and is divided into subordinate groups 
that usually differ from each other as to subject-matter, function, etc.; 
supervisor  usually directs staff through intermediate supervisors; and internal 
procedures and administrative controls are formal.  An entire organization (e.g., 
division, subsidiary, or parent organization) may contain a variety of 
subordinate groups which meet the LS-2 definition.  Therefore, it is not unusual 
for one LS-2 supervisor to report to another LS-2 supervisor.
		The presence of subordinate supervisors does not by itself mean LS-2 applies, 
e.g., a clerical processing organization divided into several units, each 
performing very similar work is placed in LS-1.

		In smaller organizations or industries such as retail trade, with relatively few 
organizational levels, the supervisor may have an impact on the policies and 
major programs of the entire organization, and may deal with important outside 
contacts, as described in LS-3.

LS-3		Organizational structure is divided into two or more subordinate supervisory 
levels (of which at least one is a managerial level) with several subdivisions at 
each level.  Executive's program(s) are usually inter-locked on a direct and 
continuing basis with other major organizational segments, requiring constant 
attention to extensive formal coordination, clearances, and procedural controls.  
Executive typically has: financial decision making authority for assigned 
program(s); considerable impact on the entire organization's financial position 
or public image; and responsibility for, or has staff specialists in, such areas as 
personnel and administration for assigned organization.  Executive plays an 
important role in determining the policies and major programs of the entire 
organization, and spends considerable time dealing with outside parties actively 
interested in assigned program(s) and current or controversial issues.

Level of secretary's responsibility (LR)

	This factor evaluates the nature of the work relationship between the secretary and the 
supervisor or staff, and the extent to which the secretary is expected to exercise initiative 
and judgment.  Secretaries should be matched at the level best describing their level of 
responsibility.  When the position's duties span more than one LR level, the introductory 
paragraph at the beginning of each LR level should be used to determine which of the 
levels best matches the position.  (Typically, secretaries performing at the higher levels of 
responsibility also perform duties described at the lower levels.)

LR-1		Carries out recurring office procedures independently.  Selects the guideline 
or reference which fits the specific case.  Supervisor provides specific 
instructions on new assignments and checks completed work for accuracy.  
Performs varied duties including or comparable to the following:

	a.	Responds to routine telephone requests which have standard answers; refers 
calls and visitors to appropriate staff. Controls mail and assures timely staff 
response; may send form letters.

	b.	As instructed, maintains supervisor's calendar, makes appointments, and 
arranges for meeting rooms.

	c.	Reviews materials prepared for supervisor's approval for typographical 
accuracy and proper format.

	d.	Maintains recurring internal reports, such as: time and leave records, office 
equipment listings, correspondence controls, training plans, etc.

	e.	Requisitions supplies, printing, maintenance, or other services. Types, takes 
and transcribes dictation, and establishes and maintains office files.

LR-2		Handles differing situations, problems, and deviations in the work of the 
office according to the supervisor's general instructions, priorities, duties, 
policies, and program goals.  Supervisor may assist secretary with special 
assignments.  Duties include or are comparable to the following:

	a.	Screens telephone calls, visitors, and incoming correspondence; personally 
responds to requests for information concerning office procedures; 
determines which requests should be handled by the supervisor, appropriate 
staff member, or other offices.  May prepare and sign routine, non-technical 
correspondence in own or supervisor's name.

	b.	Schedules tentative appointments without prior clearance.  Makes 
arrangements for conferences and meetings and assembles established 
background materials, as directed.  May attend meetings and record and 
report on the proceedings.

	c.	Reviews outgoing materials and correspondence for internal consistency and 
conformance with supervisor's procedures; assures that proper clearances 
have been obtained, when needed.

	d.	Collects information from the files or staff for routine inquires on office 
program(s) or periodic reports.  Refers nonroutine requests to supervisor or 
staff.

	e.	Explains to subordinate staff supervisor's requirements concerning office 
procedures.  Coordinates personnel and administrative forms for the office 
and forwards for processing.

LR-3		Uses greater judgment and initiative to determine the approach or action to 
take in nonroutine situations. Interprets and adapts guidelines, including 
unwritten policies, precedents, and practices, which are not always completely 
applicable to changing situations. Duties include or are comparable to the 
following:

	a.	Based on a knowledge of the supervisor's views, composes correspondence 
on own initiative about administrative matters and general office policies for 
supervisor's approval.

	b.	Anticipates and prepares materials needed by the supervisor for conferences, 
correspondence, appointments, meetings, telephone calls, etc., and informs 
supervisor on matters to be considered.

	c.	Reads publications, regulations, and directives and takes action or refers 
those that are important to the supervisor and staff.

	d.	Prepares special or one-time reports, summaries, or replies to inquires, 
selecting relevant information from a variety of sources such as reports, 
documents, correspondence, other offices, etc., under general direction.

	e.	Advises secretaries in subordinate offices on new procedures; requests 
information needed from the subordinate office(s) for periodic or special 
conferences, reports, inquires, etc.  Shifts clerical staff to accommodate 
work load needs.

LR-4		Handles a wide variety of situations and conflicts involving the clerical or 
administrative functions of the office which often cannot be brought to the 
attention of the executive.  The executive sets the overall objectives of the work.  
Secretary may participate in developing the work deadlines.  Duties include or 
are comparable to the following:

	a.	Composes correspondence requiring some understanding of technical 
matters; may sign for executive when technical or policy content has been 
authorized.

	b.	Notes commitments made by executive during meetings and arranges for 
staff implementation.  On own initiative, arranges for staff member to 
represent organization at conferences and meetings, establishes appointment 
priorities, or reschedules or refuses appointments or invitations.

	c.	Reads outgoing correspondence for executive's approval and alerts writers 
to any conflict with the file or departure from policies or executive's 
viewpoints; gives advice to resolve the problems.

	d.	Summarizes the content of incoming materials, specially gathered 
information, or meetings to assist executive; coordinates the new 
information with background office sources; draws attention to important 
parts or conflicts.

	e.	In the executive's absence, ensures that requests for action or information 
are relayed to the appropriate staff member; as needed, interprets request 
and helps implement action; makes sure that information is furnished in 
timely manner; decides whether executive should be notified of important or 
emergency matters.

Exclude secretaries performing any of the following duties:

	a.	Acts as office manager for the executive's organization, e.g., determines 
when new procedures are needed for changing situations and devises and 
implements alternatives; revises or clarifies procedures to eliminate conflict 
or duplication; identifies and resolves various problems that affect the 
orderly flow of work in transactions with parties outside the organization.

	b.	Prepares agenda for conferences; explains discussion topics to participants; 
drafts introductions and develops background information and prepares 
outlines for executive or staff member(s) to use in writing speeches.

	c.	Advises individuals outside the organization on the executive's views on 
major policies or current issues facing the organization; contacts or 
		responds to contacts from high-ranking outside officials (e.g., city or State 
officials, Member of Congress, presidents of national unions or large 
national or international firms, etc.) in unique situations.  These officials 
may be relatively inaccessible, and each contact typically must be handled 
differently, using judgment and discretion.

Criteria for matching secretaries by level
	
Level of 	Level of secretary's responsibility
secretary's	
supervisor	LR-1	LR-2	LR-3	LR-4
	

     LS-1	I*	II	III	IV
     LS-2	I*	III	IV	V
     LS-3	I*	IV	V	V

	
*Regardless of LS level.

SWITCHBOARD OPERATOR-RECEPTIONIST
(4645: Receptionist)

	Operates a single-position telephone switchboard or console, used with a private branch 
exchange (PBX) system to relay incoming, outgoing, and intrasystem calls and acts as a 
receptionist greeting visitors, determining nature of visits and directing visitors to 
appropriate persons.  Work may also involve other duties such as recording and 
transmitting messages; keeping records of calls placed; providing information to callers 
and visitors; making appointments; keeping a log of visitors; and issuing visitor passes.  
May also type and perform other routine clerical work, usually while at the switchboard or 
console, which may occupy the major portion of the worker's time.

WORD PROCESSOR
(4624: Typist)

	Uses automated systems, such as word processing equipment, or personal computers or 
work stations linked to a larger computer or local area network, to produce a variety  of 
documents, such as correspondence, memos, publications, forms, reports, tables and 
graphs.  Uses one or more word processing software packages.  May also perform routine 
clerical tasks, such as operating copiers, filing, answering telephones, and sorting and 
distributing mail.

Excluded are:

a.	Typists using automatic or manual typewriters with limited or no text-editing 
capabilities; workers in these positions are not typically required to use word 
processing software packages;

b.	Key entry operators, accounting clerks, inventory control clerks, sales clerks, supply 
clerks, and other clerks who may use automated word processing equipment for 
purposes other than typing composition; and

c.	Positions requiring subject-matter knowledge to prepare and edit text using 
automated word processing equipment.

Word Processor I	

	Produces a variety of standard documents, such as correspondence, form letters, reports, 
tables and other printed materials.  Work requires skill in typing; a knowledge of 
grammar, punctuation, and spelling; and ability to use reference guides and equipment 
manuals.  Performs familiar, routine assignments following standard procedures.  Seeks 
further instructions for assignments requiring deviations from established procedures.

Word Processor II	

	Uses a knowledge of varied and advanced functions of one software type, a knowledge 
of varied functions of different types of software, or a knowledge of specialized or 
technical terminology to perform such typical duties as:

-	Editing and reformatting written or electronic drafts. Examples include:  Correcting 
function codes; adjusting spacing and formatting; and standardizing headings, 
margins, and indentations.

-	Transcribing scientific reports, lab analyses, legal proceedings, or similar material 
from voice tapes or handwritten drafts.  Work requires knowledge of specialized, 
technical, or scientific terminology.

	Work requires familiarity with office terminology and practices; incumbent corrects 
copy and questions originator of document concerning missing information, improper 
formatting, or discrepancies in instructions.  Supervisor sets priorities and deadlines on 
continuing assignments, furnishes general instructions for recurring work, and provides 
specific instructions for new or unique projects.  May lead lower level word processors.

Word Processor III	

	Requires both a comprehensive knowledge of word processing software applications 
and office practices and a high degree of skill in applying software functions to prepare 
complex and detailed documents.  For example, processes complex and lengthy technical 
reports which include tables, graphs, charts, or multiple columns.  Uses either different 
word processing packages or many different style macros or special command functions.  
Independently completes assignments and resolves problems.

                             Maintenance and Toolroom

GENERAL MAINTENANCE WORKER
(6179: Mechanic and repairer, not elsewhere classified)

	Performs general maintenance and repair of equipment and buildings requiring practical 
skill and knowledge (but not proficiency) in such trades as painting, carpentry, plumbing, 
masonry, and electrical work.  Work involves a variety of the following duties: Replacing 
electrical receptacles, switches, fixtures, wires, and motors; using plaster or compound to 
patch minor holes and cracks in walls and ceilings; repairing or replacing sinks, water 
coolers, and toilets; painting structures and equipment; repairing or replacing concrete 
floors, steps, and sidewalks; replacing damaged panelling and floor tiles; hanging doors 
and installing door locks; replacing broken window panes; and performing general 
maintenance on equipment and machinery.

Excluded are:

a.	Craft workers included in a formal apprenticeship or progression program based on 
training and experience;

b.	Skilled craft workers required to demonstrate proficiency in one or more trades; and

c.	Workers performing simple maintenance duties not requiring practical skill and 
knowledge of a trade (e.g., changing light bulbs and replacing faucet washers).

MAINTENANCE ELECTRICIAN
(615: Electrical and electronic equipment repairer)
(6432: Electrician)

	Performs a variety of electrical trade functions such as the installation, maintenance, or 
repair of equipment for the generation, distribution, or utilization of electric energy.  Work 
involves most of the following:  installing or repairing any of a variety of electrical 
equipment such as generators, transformers, switchboards, controllers, circuit breakers, 
motors, heating units, conduit systems, or other transmission equipment; working from 
blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in 
the electrical system or equipment; working standard computations relating to load 
requirements of wiring or electrical equipment; and using a variety of electrician's 
handtools and measuring and testing instruments.  In general, the work of the maintenance 
electrician requires rounded training and experience usually acquired through a formal 
apprenticeship or equivalent training and experience.

MAINTENANCE ELECTRONICS TECHNICIAN
(615: Electrical and electronic equipment repairer)

	Maintains, repairs, and installs various types of electronic equipment and related 
devices such as electronic transmitting and receiving equipment (e.g., radar, radio, 
television, telecommunication, sonar, and navigational aids); personal and mainframe 
computers and terminals; industrial, medical, measuring, and controlling equipment; 
satellite equipment; and industrial robotic devices.  Applies technical knowledge of 
electronics principles in determining equipment malfunctions, and applies skill in 
restoring equipment operations.

Excluded are:

a.	Repairers of such standard electronic equipment as household radio and television 
sets, and common office machines and telecommunication equipment such as 
typewriters, calculators, facsimile machines, telephones, and telephone answering 
machines;

b.	Production assemblers and testers;

c.	Workers primarily responsible for servicing electronic test instruments; and

d.	Workers providing technical support for engineers working in such areas as 
research, design, development, testing, or manufacturing process improvement (see 
Engineering Technician).

Maintenance Electronics Technician I	

	Applies technical knowledge to perform simple or routine tasks following detailed 
instructions.  Performs such tasks as replacing components and wiring circuits; repairing 
simple electronic equipment; and taking test readings using common instruments such as 
digital multimeters, signal generators, semiconductor testers, curve tracers, and 
oscilloscopes.

	Receives technical guidance, as required, from supervisor or higher level technician.  
Work is spot-checked for accuracy.

Maintenance Electronics Technician II	

	Applies comprehensive technical knowledge to solve complex problems by interpreting 
manufacturers' manuals or similar documents.  Work requires familiarity with the 
interrelationships of circuits and judgment in planning work sequence and in selecting 
tools and testing instruments.

	Receives technical guidance, as required, from supervisor or higher level technician, and 
work is reviewed for compliance with accepted practices.  May provide technical guidance 
to lower level technicians.

Maintenance Electronics Technician III

	Applies advanced technical knowledge to solve unusually complex problems that 
typically cannot be solved solely by referencing manufacturers' manuals or similar 
documents.  Examples of such problems include determining the location and density of 
circuitry, evaluating electromagnetic radiation, isolating malfunctions, and incorporating 
engineering changes.

	Work typically requires a detailed understanding of the interrelationships of circuits.  
Exercises independent judgment in performing such tasks as making circuit analyses, 
calculating wave forms, and tracing relationships in signal flow.  Uses complex test 
instruments such as high frequency pulse generators, frequency synthesizers, distortion 
analyzers, and complex computer control equipment.

	Work may be reviewed by supervisor for general compliance with accepted practices.  
May provide technical guidance to lower level technicians.

MAINTENANCE MACHINIST
(613: Industrial machinery repairer)

	Produces replacement parts and new parts in making repairs of metal parts of 
mechanical equipment.  Work involves most of the following:  interpreting written 
instructions and specifications; planning and laying out of work; using a variety of 
machinist's handtools and precision measuring instruments; setting up and operating 
standard machine tools; shaping of metal parts to close tolerances; making standard shop 
computations relating to dimensions of work, tooling, feeds, and speeds of machining; 
knowledge of the working properties of the common metals; selecting standard materials, 
parts, and equipment required for this work; and fitting and assembling parts into 
mechanical equipment.  In general, the machinist's work normally requires a rounded 
training in machine-shop practice usually acquired through a formal apprenticeship or 
equivalent training and experience.

MAINTENANCE MECHANIC, MACHINERY
(613: Industrial machinery repairer)

	Repairs machinery or mechanical equipment.  Work involves most of the following:  
examining machines and mechanical equipment to diagnose source of trouble; dismantling 
or partly dismantling machines and performing repairs that mainly involve the use of 
handtools in scraping and fitting parts; replacing broken or defective parts with items 
obtained from stock; ordering the production of a replacement part by a machine shop or 
sending the machine to a machine shop for major repairs; preparing written specifications 
for major repairs or for the production of parts ordered from machine shops; reassembling 
machines; and making all necessary adjustments for operation.  In general, the work of a 
machinery maintenance mechanic requires rounded training and experience usually 
acquired through a formal apprenticeship or equivalent training and experience.  Excluded 
from this classification are workers whose primary duties involve setting up or adjusting 
machines.

MAINTENANCE MECHANIC, MOTOR VEHICLE
(611: Vehicle and mobile equipment mechanics and repairers)

	Repairs, rebuilds, or overhauls major assemblies of internal combustion automobiles, 
buses, trucks, or tractors.  Work involves most of the following: Diagnosing the source of 
trouble and determining the extent of repairs required; replacing worn or broken parts 
such as piston rings, bearings, or other engine parts; grinding and adjusting valves; 
rebuilding carburetors; overhauling transmissions; and repairing fuel injection, lighting, 
and ignition systems.  In general, the work of the motor vehicle mechanic requires 
rounded training and experience usually acquired through a formal apprenticeship or 
equivalent training and experience.

	This classification does not include mechanics who repair customers' vehicles or who 
only perform minor repair and tuneup of motor vehicles.  It does, however, include fully 
qualified journeymen mechanics even though most of their time may be spent on minor 
repairs and tuneups.

MAINTENANCE PIPEFITTER
(645: Plumber, pipefitter, and steamfitter)

	Installs or repairs water, steam, gas, or other types of pipe and pipefittings.  Work 
involves most of the following:  laying out work and measuring to locate position of pipe 
from drawings or other written specifications; cutting various sizes of pipe to correct 
lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading 
pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; 
assembling pipe with couplings and fastening pipe to hangers; making standard shop 
computations relating to pressures, flow, and size of pipe required; and making standard 
tests to determine whether finished pipes meet specifications.  In general, the work of the 
maintenance pipefitter requires rounded training and experience usually acquired through 
a formal apprenticeship or equivalent training and experience.  Workers primarily 
engaged in installing and repairing building sanitation or heating systems are excluded.

TOOL AND DIE MAKER
(6811: Tool and die maker)

	Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used 
in shaping or forming metal or nonmetallic material (e.g., plastic, plaster, rubber, glass).  
Work typically involves:  planning and laying out work according to models, blueprints, 
drawings, or other written or oral specifications; understanding the working properties of 
common metals and alloys; selecting appropriate materials, tools, and processes required 
to complete task; making necessary shop computations; setting up and operating various 
machine tools and related equipment; using various tool and die maker's handtools and 
precision measuring instruments; working to very close tolerances; heat-treating metal 
parts and finished tools and dies to achieve required qualities; fitting and assembling parts 
to prescribed tolerances and allowances.  In general, the tool and die maker's work 
requires rounded training in machine-shop and toolroom practice usually acquired through 
formal apprenticeship or equivalent training and experience.

	For cross-industry wage study purposes, this classification does not include tool and die 
makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies 
(die sinkers).

	          Material Movement and Custodial

FORKLIFT OPERATOR
(8318: Industrial truck and tractor equipment operator)

	Operates a manually controlled gasoline, electric or liquid propane gas powered forklift 
to transport goods and materials of all kinds about a warehouse, manufacturing plant, or 
other establishment.

GUARD
(5144: Guard and police, except public service)

	Protects property from theft or damage, or persons from hazards or interference.  Duties 
involve serving at a fixed post, making rounds on foot or by motorized vehicle, or 
escorting persons or property.  May be deputized to make arrests.  May also help visitors 
and customers by answering questions and giving directions.  May be required to 
demonstrate 1) proficiency in the use of firearms and other special weapons and 2) 
continuing physical fitness.

Guard I	

	Carries out instructions primarily oriented toward insuring that emergencies and security 
violations are readily discovered and reported to appropriate authority.  Intervenes directly 
only in situations that require minimal action to safeguard property or persons.  Duties 
require minimal training.

Guard II	

	Enforces regulations designed to prevent breaches of security.  Exercises judgment and 
uses discretion in dealing with emergencies and security violations encountered.  
Determines whether first response should be to intervene directly (asking for assistance 
when deemed necessary and time allows), to keep situation under surveillance, or to report 
situation so that it can be handled by appropriate authority.  Duties require specialized 
training in methods and techniques of protecting security areas.

JANITOR
(5244: Janitor and cleaner)

	Cleans and keeps in an orderly condition factory working areas and washrooms, or 
premises of an office, apartment house, or commercial or other establishment.  Duties 
involve a combination of the following: Sweeping, mopping or scrubbing, and polishing 
floors; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; 
polishing metal fixtures or trimmings; providing supplies and minor maintenance services; 
and cleaning lavatories, showers, and restrooms.  

Excluded are: 

a.	Workers who specialize in window washing; 

b.	Housekeeping staff who make beds and change linens as a primary responsibility;

c	Workers required to disassemble and assemble equipment in order to clean 
machinery; and 

d.	Workers who receive additional compensation to maintain sterile facilities or 
equipment.

MATERIAL HANDLING LABORER
(8726: Freight, stock, and material mover, not elsewhere classified)

	Performs physical tasks to transport or store materials or merchandise.  Duties involve 
one or more of the following:  manually loading or unloading freight cars, trucks, or other 
transporting devices; unpacking, shelving, or placing items in proper storage locations; or 
transporting goods by handtruck, cart, or wheelbarrow.

Excluded from this definition are workers whose primary function involves:

a.	participating directly in the production of goods (e.g., moving items from one 
production station to another or placing them on or removing them from the 
production process);

b.	stocking merchandise for sale;

c.	counting or routing merchandise;

d.	operating a crane or heavy-duty motorized vehicle such as forklift or truck;
e.	loading and unloading ships (longshore workers); or

f.	traveling on trucks beyond the establishment's physical location to load or unload 
merchandise.

ORDER FILLER
(4754: Stock and inventory clerk)

	Fills shipping or transfer orders for finished goods from stored merchandise in 
accordance with specifications on sales slips, customers' orders, or other instructions.  
May, in addition to filling orders and indicating items filled or omitted, keep records of 
outgoing orders, requisition additional stock or report short supplies to supervisor, and 
perform other related duties.

SHIPPING/RECEIVING CLERK
(4753: Traffic, shipping and receiving clerk)

	Performs clerical and physical tasks in connection with shipping goods of the 
establishment in which employed and/or receiving incoming shipments.  In performing 
day-to-day, routine tasks, follows established guidelines.  In handling unusual nonroutine 
problems, receives specific guidance from supervisor or other officials.  May direct and 
coordinate the activities of other workers engaged in handling goods to be shipped or 
being received.

Shipping duties typically involve the following:  Verifying that orders are accurately filled 
by comparing items and quantities of goods gathered for shipment against documents; 
insuring that shipments are properly packaged, identified with shipping information, and 
loaded into transporting vehicles; and preparing and keeping records of goods shipped, 
e.g., manifests, bills of lading.

Receiving duties typically involve the following:  Verifying the correctness of incoming 
shipments by comparing items and quantities unloaded against bills of lading, invoices, 
manifests, storage receipts, or other records; checking for damaged goods; insuring that 
goods are appropriately identified for routing to departments within the establishment; and 
preparing and keeping records of goods received.

TRUCKDRIVER
(821: Motor vehicle operator)

	Drives a truck within a city or industrial area to transport materials, merchandise,
equipment, or workers between various types of establishments such as:  Manufacturing 
plants, freight depots, warehouses, wholesale and retail establishments, or between retail 
establishments and customers' houses or places of business.  May also load or unload 
truck with or without helpers, make minor mechanical repairs, and keep truck in good 
working order.  Routesales and over-the-road drivers are excluded.

	For wage study purposes, truckdrivers are classified by type and rated capacity of truck, 
as follows:

	Truckdriver, light truck
  (straight truck, under 1 1/2 tons, usually 4 wheels)

	Truckdriver, medium truck
  (straight truck, 1 1/2 to 4 tons inclusive, usually 6 wheels)

	Truckdriver, heavy truck
  (straight truck, over 4 tons, usually 10 wheels)

	Truckdriver, tractor-trailer

WAREHOUSE SPECIALIST
(4754: Stock and inventory clerk)

	As directed, performs a variety of warehousing duties which require an understanding of 
the establishment's storage plan.  Work involves most of the following:  Verifying 
materials (or merchandise) against receiving documents, noting and reporting 
discrepancies and obvious damages; routing materials to prescribed storage locations; 
storing, stacking, or palletizing materials in accordance with prescribed storage methods; 
rearranging and taking inventory of stored materials; examining stored materials and 
reporting deterioration and damage; removing material from storage and preparing it for 
shipment.  May operate hand or power trucks in performing warehousing duties.

Exclude workers whose primary duties involve shipping and receiving work (see 
Shipping/Receiving Clerk), order filling (see Order Filler), or operating forklifts (see 
Forklift Operator).

B-1

B-7

B-50