Note that it is not just the degree of independence that is evaluated, but also the degree to which the nature of the work allows the employee to make decisions and commitments and to exercise judgment. For example, many clerical employees perform their work with considerable independence and receive very general review. This work is evaluated, however, at the lower levels of this factor because there is limited opportunity to exercise judgment and initiative. The following illustrate how this factor could appear in a position description. The supervisor assigns work, advises on changes in procedures, and is available for assistance when required.
Routine work is performed independently following set procedures.
The work is reviewed for accuracy through spot checks, through complaints from customers, and through observation of the employee at work. The supervisor assigns work in terms of project objectives and basic priorities and is available for consultation in resolving controversial issues. The employee independently plans and carries out the projects and selects the approaches and methods to be used in solving problems. Completed projects are reviewed to determine that objectives have been met and are in compliance with agency policies and regulations. The first subfactor addresses the guides themselves.