A Compensation Analyst first reviews and analyzes the various components of a position to ascertain the nature of the work being performed. This analysis identifies the appropriate job series for the position. Once a Specific job series is determined the Analyst will then consider two factors to arrive at an appropriate level or grade within that job series. These factors are applied knowledge and impact. Applied knowledge refers to the application of concepts, principles, and practices from professional disciplines to identify and solve problems.
Impact refers to the degree to which actions affect end results.
This factor is measured by the freedom to act in relation to the span of influence. It does not indicate that the employee necessarily agrees with all of the functions. Managers or supervisors need to discuss the functions and SKA's with the incumbent and give them a copy of the position description. Most employees will sign. However, in a situation where an employee refuses to sign the position description, the manager should make that notation on the description and forward it to Compensation Services.