Hiring students provides a valuable resource to on-campus employers. In addition, it helps students gain work experience and funding for their education.

The Student Employment staff is committed to assisting both students and employers through the process of locating employment, payroll and ensuring compliance with various federal, state and institutional regulations.

This manual is intended to provide supervisors with information on how to locate, hire and pay a Student Employee. It will also explain what forms are required, how to complete them, deadlines, limitations and employer responsibilities.

By reading this manual thoroughly, supervisors can avoid many of the errors that can cause frustrating delays in receiving approval for a student to begin work and receive timely payment for a student’s work.

AFFIRMATIVE ACTION POLICY STATEMENT

It is the policy of Utah State University to recruit, hire and promote persons in all job titles, including student jobs without regard to race, color, religion, creed, age, national origin, disabled or Veteran status, the presence of any physical, mental or sensory handicap, marital status, sexual orientation or gender, except where a bona fide occupational qualification exists.

Employers MUST ensure they adhere to the above policy when recruiting, interviewing and hiring a Student Employee. Students who believe they have experienced employment discrimination based on any of the above mentioned circumstances should be referred to the Affirmative Action Office, MS 216. All employment grievances based on discrimination are processed through that office and utilize the Affirmative Action Grievance Procedures.

HIRING DISABLED STUDENTS

Supervisors must not discriminate against a disabled student applicant or employee who is otherwise qualified to perform the job. Reasonable accommodation must be made to employees, provided such accommodation does not create undue hardship on the conduct of the University’s function. Supervisors are encouraged to contact the Affirmative Action Office or The Disability Resource Center for guidance in determining reasonable accommodations for disabled students.

STUDENT PROCEDURE FOR LOCATING EMPLOYMENT

The Student Employment Office at USU maintains a job board which lists both the on-campus and off-campus positions that are currently available. The on-campus board lists all the hourly positions. Anyone can apply; however, priority is first given to students, their spouse and then to non-students.

ON CAMPUS

Check the on-campus job board
For each job that you apply for you will receive a Student Employment Job Referral. This form will include such information as whom to contact and where and whether a resume, application and/or class schedule needs to be provided for the employer at your job interview.
Take this Student Employment Job Referral, as directed on the form, to the employer.

OFF CAMPUS

For off-campus positions, check the off-campus job board.
If you find a job that interests you, contact the employer directly. Address, phone number and other pertinent information is included on the job description.

STUDENT EMPLOYMENT WEB PAGE

For the latest job postings, check the Student Employment section of the USU homepage or go directly to: USU Student Employment

You can now print all your referrals on-line.

SUMMER EMPLOYMENT

We also have summer employment opportunities. These jobs are posted from February until May on our off-campus job board.

These summer jobs include government and resort positions, located throughout the continental United States.

Information files on these positions are available upon request at the Student Employment Office.

Another great way to get a summer job is to attend our Summer Job Fair; this is usually held the second week in February. Contact our office on the specific date and time.

UTAH STATE UNIVERSITY POLICIES AND PROCEDURES

Number 397

Subject: Payroll Employment

Covered Employees: Payroll Employees

Effective Date: January 24, 1997

397.1 POLICY

The Student Employment Office and the Human Resources Office are the official employment entities for Payroll employment and assure nondiscriminatory, equal opportunity practices in advertising screening, and/or testing applicants without regard to race, color, religion, sex, national origin, age, disability, veterans status, or sexual orientation.

Utah State University is committed to hiring only United States citizens or aliens lawfully authorized to work in the United States.

The University will only employ minors in accordance with applicable state laws and rules and federal laws and regulations.

Any questions regarding the hiring of Payroll Employees should be directed to the Student Employment Office or the Human Resources Office.

Qualified student/student spouse applicants will be given priority for half time and less than half-time payroll positions at the University.

This policy does not apply to extra-service employment by budgeted faculty and staff, graduate and research assistants, or temporary academic appointees based on specialized skills or achievement in teaching or research, and emergency temporary coverage for sudden loss of classroom or laboratory staff while the opening is being advertised.

297.2 DEFINITIONS

2.1 Payroll Employee

Any part-time (generally less than 50% time) and/or temporary employee whose name does not appear in the University budget. Payroll employees are not benefit-eligible and only receive FICA, unemployment insurance, and workers’ compensation insurance. Payroll service does not accrue as seniority credit for benefits available to benefit-eligible employees if a payroll employee is later appointed to a benefit-eligible position. Payroll employees are not covered by any other policies unless specifically stated.

2.2 Student

An undergraduate taking at least 12 credit hours per term; or, a graduate taking at least 6 credit hours per term or 3 credit hours of thesis/dissertation per term; or, an individual who has been accepted for enrollment for at least 12 credit hours the next academic term.

2.3 Part-time Student

An individual taking 1-11 credit hours per term.

2.4 Student Spouse

An individual legally married to a student.

2.5 Temporary Position

A payroll position lasting 4 months or less on either a full- or part-time basis.

2.6 Minor

An individual between the ages of 16 and 18.

297.3 PROCEDURES

3.1 Office of Responsibility

The Student Employment Office has responsibility for part-time payroll positions that are paid hourly and are 20 hours per week or less and full-time temporary positions. Human Resource has responsibility for payroll positions that are more than 20 hours per week.

3.2 Open Positions

(1) Payroll positions of 20 hours per week or less and temporary positions are opened by notifying the Student Employment Office using the Student/Temporary Employment Requisition.

(2) Payroll positions of more than 20 hours per week are opened by submitting an Advertising Request form to the Human Resource Office.

(3) Positions that will be advertised through the Student Employment Office for a minimum of one working day and/or until at least three applicants have been referred to the hiring department.

(4) All open positions will be posted for at least the minimum time through the Student Employment Office and/or Human Resource Office.

(5) International students must obtain a work authorization form from the International Students and Scholars Office before applying for an open position.

3.3 Selection and Hiring

(1) The hiring department will notify the responsible office (Student Employment or Human Resources) as soon as an employment decision has been made so the posted position can be removed from the Job Board.

(2) The hiring department will complete a EPAF and complete an Employment Eligibility Verification form (I-9) and submit them to the responsible office (Student Employment or Personnel Services) no longer than three days after hire date. W-4 forms of citizens and resident aliens must accompany the I-9 form. All non-resident aliens must fill out the W-4 form in the Controller’s Office.

(3) If an employee is hired and these procedures have not been followed, he/she will be immediately dismissed. The department will be required to advertise the position and the released employee may be a candidate for the opening.

397.4 RESPONSIBILITY

4.1 Personnel Services Office and Student Employment Office

It is the responsibility of these offices to ensure adherence to fair and equitable hiring practices.

EMPLOYMENT OF RELATIVES

Number 392

Subject: Employment of Relatives

Covered Employee: University Employees

Effective Date: January 24, 1997

392.1 POLICY

1.1 No individual may employ, appoint, or vote for the appointment of his/her relative to any position of paid employment with Utah State University or directly supervise the employee, except when: (See Utah Code Annotated 52-3-1 (1931 as amended)).

(1) The relative was appointed or employed before the supervisor assumed his/her position, if the relatives appointment did not violate the provisions of this policy which were in effect when the supervisor was appointed.

(2) The relative is employed because he/she is the only person available, qualified, or eligible for the position.

(3) The individual is a volunteer as defined by the employing department.

(4) The individual will be employed for 12 weeks or less and all Utah State University hiring policies and procedures are followed.

1.2 The University will not accept or retain employment of an individual if his/her initial appointment violates this policy.

1.3 When both the employee and supervisor positions are paid by Utah State University, the employee may accept or retain a supervisory position that results in supervising a relative only if the employee or supervisor makes a complete written disclosure of the relationship to the dean/vice president and the President.

1.4 Any supervisor who exercises authority over a relative may not evaluate the relative’s job performance or recommend salary increase for the relative.

1.5 Any supervisor who exercises authority over a relative may not treat the relative differently than other employees and may not give preferential treatment or other advantages to the relative.

392.2 DEFINITIONS

2.1 Supervisor

A person employed by Utah State University who has hiring authority for and holds a position that directly supervises an employee of Utah State University.

2.2 Relative

Fathers, mother, husband, wife, son, daughter, sister, brother, uncle, aunt, nephew, niece, grandmother, grandfather, grandson, granddaughter, first cousin, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.

392.2 RESPONSIBILITY

3.1 Human Resource, Student Employment Office, Dean, Vice President, and Provost

The Human Resource and Student Employment office is responsible for communicating this policy to all employees of the University and assisting in administering this policy in accordance with Utah Law. When notified, it is the responsibility of the Human Resource and Student Employment office, dean, vice president, or the Provost to investigate any appointment that violates this policy.

3.2 Employees

It is the responsibility of each employee to disclose in writing to the Human Resource Office, dean, vice president, or the Provost any relationship noted in this policy.

REPORTING ON THE JOB INJURIES

If a student is injured on the job, the supervisor should contact Human Resource & Benefits (located behind the Military Science Building) at 797-1805 to obtain the proper form to be completed and returned to that office.

OVERTIME

Overtime is defined as hours worked in excess of 40 hours in one week (Sunday - Saturday).

If a student does work more than 40 hours during a week they must be paid the standard overtime rate.

Because of Federal Regulations, Work-Study students are NEVER allowed to earn more than they have been awarded. This must be monitored carefully by the employer and the Financial Aid Office. If you have any questions concerning a student, please call our office.

VOLUNTEER HOURS

Employers are prohibited from accepting VOLUNTEER hours from a paid employee (except as noted below).

Volunteer hours are permitted ONLY under very narrow circumstances and CANNOT be requested, suggested or otherwise solicited by anyone. A student CANNOT be pressured or coerced in any form into volunteering hours, nor can a student receive any real or implied, present or future reward or penalty for volunteering or not volunteering hours. In addition, students may not receive any promise, expectation, or receipt of compensation, grades, enrollment in classes, participation in any activity, or employment as a result of volunteer hours. Volunteer hours CANNOT be treated as a pre-requisite to anything. Employers can only accept volunteer hours when:

They are offered of the student’s free will, AND
They are not otherwise employed anywhere else on campus doing work that is SIMILAR to the type of service they would perform as a volunteer. This includes ANY job for which they receive any form of compensation such as room/board, tuition waivers, etc. - which is based on services rendered, AND
They are not volunteering for the SAME department that otherwise employees them, AND
They are not employed ANYWHERE on- or off-campus as a Work-Study student.

The Fair Labor Standards Act does not permit volunteer hours except as noted above. Employers cannot permit students to work additional unpaid hours in a position that is similar to their paid position - even if the student wants to.

BREAKS/LUNCH PERIOD

Students scheduled to work 4 CONSECUTIVE hours must be provided a PAID 15-minute break which should fall approximately halfway through the 4 hours of a shift. A paid break must be provided for each 4-(consecutive) hour shift.

Students scheduled to work 6 consecutive hours MUST be provided at least a 1/2 hour unpaid lunch break. This break should fall approximately 4 hours into the shift and is in addition to the paid break.

PAY PERIODS AND PAY DATES

Students are paid twice per month and receive their paycheck on the 10th and 25th of the month.

EPAF’s are due in the Student Employment Office three days after the hire date.

Departmental Time Entry Check times that the payroll is open to enter hours.
Screen in Banner is: PIRCALN

PERFORMANCE EVALUATION

Performance evaluations are not required for Student Employees but are recommended as good practice to provide a student with feedback to assess her/his strengths and weaknesses and help them grow professionally.

Supervisors should speak to the student at the point unsatisfactory work or behavior is identified and offers the student suggestions and an opportunity to improve PRIOR to a formal evaluation. A performance evaluation should not be the first indication the student has that improvement is needed and should not be used as a platform for criticism. Performance evaluations should be used as a tool for praise, as well as a discussion of areas that need improvement.

TERMINATION OF A STUDENT’S EMPLOYMENT

The student or supervisor may terminate the student’s employment at any time. There is no stated length of time that notices must be given by either party.

A supervisor who involuntarily terminates a student’s employment for poor performance should do so in a manner that respects the student’s dignity. As a matter of good practice, the supervisor should ensure the student was given every opportunity to succeed. Clear reasons should be given and the student should be provided with opportunity to discuss the termination with the supervisor. Prior written notice for need of improvement is recommended.

Although employers may terminate a student’s employment without prior notice, you must ensure you do not violate the University’s Affirmative Action Policy in terminating any employment. You may not terminate employment based solely on anything protected by that policy that is unrelated to job performance or budget.

INTERNATIONAL EMPLOYEES

Make sure the student has on On-Campus Work permit from the International Student Office (TSC 313).

FEDERAL WORK-STUDY PROGRAM

The Federal Work-Study (FWS) Program provides jobs for undergraduate and graduate students with financial need, allowing them to earn money to help pay education expenses. The program encourages community service work and work related to your course of study.

Work-study is awarded to STUDENTS through the normal Financial Aid application process. Work-study is NOT awarded to an EMPLOYER. Employers only receive the benefit of Work-study if a student who has an award accepts a position in their office.

Work-study is awarded on a yearly basis and awarded to the students who checked that they wanted work-study and possess the most “NEED.” The Financial Aid Office does NOT look at whether a student had work-study the previous year; if she/he has a job lined up, or will be returning to a previous job when making award decisions. ONLY criteria relating to a student’s need based eligibility in a given year is considered. We realize this can prove frustrating to employers who train students and want to keep them for several years; however, we must consider the OVERALL fairness to all qualifying students when awarding. Thus, we cannot give priority to a student who wants to return to a job held the previous year over a more qualified student.

Once a student receives their work-study award and accepts it, they can begin applying for jobs. We post the new jobs each year the first week of August for that academic year. These jobs are posted and re-posted throughout the year. Students cannot begin working until the first day of classes. Students are awarded so much per semester and so much per year; please make sure the student does not earn over what they have been awarded for that semester. Any money earned that may exceed their award MUST be paid from the department’s regular payroll. To put the student on your payroll, you can simply use your department regular payroll account when doing your Departmental Time Entry.

Under the FWS program, the federal government pays 75 percent of the student’s wages, and the departments pays 25 percent.

Please use the new JOB CLASSIFICATION listed on page 12-16, to determine how much per hour to pay your work-study students. To raise a work-study student’s wage, submit an EPAF with the NEW PAY RATE.

HOW TO COMPLETE AN EPAF

Instructions are available on the Human Resources website (www.usu.edu/hr/new/) or by calling the HR Banner Help Desk at (435) 797-1817.

EMPLOYMENT ELIGIBILITY VERIFICATION FORMS (I-9)

*You can look in Banner to see if an employee already has a current I-9 on file. This screen is (PEAEMPL) then go to OPTIONS & regulatory information

Your EPAF will not be approved until we receive the original I-9 in our office.

If you hire a person on an ongoing basis Sections 1 and 2 of the Form I-9 must be fully completed within three (3) business days of hire. The words “fully completed” are defined as the appropriate information in the proper place. (See sample I-9.) “Employers who fail to properly complete... Forms I-9 as required by law may face civil money penalties of not less than $100 and not more than $1,000 for each employee for whom the Form I-9 was not properly completed.”

Have the new employee complete Section 1 of the form. If the employee needs the form translated, someone may assist her/him. The prepriator or translator must read the form to the employee, assist her/him in completing Section 1, and have the employee sign or mark the form in the appropriate place. The preparer or translator (and only a preparer/translator) must then complete the Preparer/Translator Certification block at the bottom of Section 1.

If the new employee has a temporary status in the U.S. (i.e. visa status of F-1, J-1, H-1B, etc.) please have the employee indicate the admission number, what type of visa (located on the I-94 inside a foreign passport) the employee has so that we can contact them about expiration dates.

The USU employee Form I-9cannot be completed by a notary public who is not a USU employee. The employer who completes Section 2 must see the original documentation that establishes identity and employment eligibility. Some documents establish both identity and employment eligibility and that information is entered under List A. Other Documents establish identity only (List B) or employment eligibility only (List C). Employees can choose which document(s) they want to present from the lists of acceptable documents; you may not specify which document(s) an employee presents. See the reverse side of a Form I-9 for the lists of those documents.

The requirement is one document from List A OR one document from List B and one document from List C. You cannot use, for example, one document from List A and one document from List B. Record the title, issuing authority, number, and expiration date (if any -- birth certificates do not have expiration dates); fill in the date of hire in the certification block; and sign and date the Form I-9.

If an employee is unable to present the required document(s) within three (3) business days of the date employment begins, she/he must present a receipt for the application for the document(s) within three (3) business days. You should record the document title in Section 2 of the Form I-9 and write the word “receipt” and any document number in the “Document #” space. The employee must present to the Student Employment Office the actual document within 90 days of the date employment begins.

STUDENT EMPLOYMENT JOB CLASSIFICATION

Employers will be responsible to use this job classification to determine the pay rate for each position that is posted through our office.

Employers need to be aware that if a student is working on Federal Work-Study they can NOT earn more than their award. As the wage increases the number of hours the student has to work will decrease.

Work-Study students can only make an hourly wage. Please do not use the award and split it by the weeks in school to pay a set amount.

STUDENT WORKER I UNSKILLED/TRAINEE LEVEL

Duties at this level are routine and simple in nature. These positions are closely supervised and do not require much decision making. Very specific written and oral instructions are provided. No previous experience or specific skills required.

Minimum Qualifications: None

Examples of duties: Filing, answering phones, shelving books, typing rough drafts from notes, copying, washing laboratory glassware, stocking shelves and manual tasks involving light physical efforts.

Wage Range: $7.25 to $9.40

STUDENT WORKER II SEMI-SKILLED LEVEL

Duties are less routine and somewhat varied. These positions perform responsible tasks that require the employee to make some decisions. Employees are given general instructions as necessary and are expected to begin to use limited judgment in completing tasks.

Minimum Qualifications: Adequate skills to perform specific duties without detailed supervision and some job-related experience is required.

Examples of duties: Finished typing according to prescribed format, basic word processing, reviewing documents for completeness, data entry, cashiering, posting, simple hardware/software maintenance under supervision, library research requiring students to summarize materials and situations requiring similar judgment. Also in this class are positions requiring manual skills and arduous physical work.

Wage Range: $8.00 to $10.25

STUDENT WORKER III SKILLED LEVEL

Duties are highly complex, varied, and involve a substantial degree of responsibility and judgment. Employees must take initiative regularly and frequently must be able to provide information regarding unit procedures, rules, and regulations. Incumbents may be responsible for training lower level student worker positions and acting as a lead supervisor over other student workers. Incumbent must possess specific knowledge and skills to perform duties without detailed supervision.

Minimum Qualifications: Three months (full-time equivalent) related training or technical experience required. Related coursework may be substituted for experience.

Examples of duties: Word processing, routine hardware/software maintenance, editorial assistance, laboratory work involving research and testing, and research work involving collection and interpretation of data.

Wage Range: $9.50 to $12.00

STUDENT WORKER IV HIGHLY SKILLED LEVEL

Duties are highly complex and varied. Employees are given general instruction and will be expected to prioritize own work, use initiative, and make decisions regarding work assignments. Duties may include supervision over other student workers. Employees must possess advanced skills to complete tasks.

Minimum Qualifications: Six months (full-time equivalent) related training or technical experience is required. Related coursework may be substituted or combined with experience.

Examples of duties: Advanced laboratory/research work, computer support work including programming, editing, bookkeeping, graphics, training and supervising other students, youth camp instructors, peer advising, and program projects requiring specialized skills.

Wage Range: $10.75 to $13.25

STUDENT WORKER V EXCEPTIONALLY SKILLED LEVEL

Duties are highly specialized or technical requiring exceptional and diversified skills. Assignments involve analysis, independent judgment and knowledge of the principles, practices, and concepts of a professional field (i.e. accounting, management information systems, computer science, biology, etc.).

Minimum Qualifications: One year (full-time equivalent) experience performing specialized duties specifically related to the job. Related educational coursework may be combined with related experience to meet the one-year requirement.

Examples of duties: Report compilation, highly technical programming, grant writing, database development, highly technical laboratory or research work. Positions in this category are normally expected to involve work that is closely related to the student’s academic program.

Wage Range: Open

Salary is at the discretion of the employer and would be at a range above that provided in the other four job classifications. A letter providing supporting rationale for a position classification and salary that exceeds that of the first four job classifications must accompany the Job Description and Requisition form prior to hiring.

CLASSIFICATION FACTORS FOR STUDENT JOBS

Student job levels and salaries should be based on the nature of the work performed, job responsibility, supervision received, and the level of expertise (knowledge, skills, and abilities) required to perform duties. The following are examples of factor levels and definitions for determining job classifications. These examples are intended to provide basic classification information and are not all-inclusive.

It is important that the job classification be based on the factor level description that best describes the predominant work of the position, rather than exceptional or rare instances.

Nature of Work Performed

This factor addresses the complexity, problem solving, analytical thinking, or creative thinking required.

Clear-cut procedures - the work consists of simple, clear-cut procedures that involve no more than a few steps. Tasks are clear-cut and directly related. No skill is required. Actions are readily discernible and choices are obvious. Examples: typing forms from drafts.

Multi-step procedures/routine repetitive assignments - the work consists of multi-step procedures or related sequential processes. Typical work elements are closely related items that have readily recognizable features. More detailed training and/or equipment at a semi-skilled level are required. Examples: comparing details on drafts with standards and making corrections.

Unrelated procedures - the highly skilled application of unrelated methods and techniques are used to perform a variety of assignments. Includes examination and interpretation of data, searching for additional data (often outside the workplace), and summarization of data by drawing conclusions. Example: developing computer databases for program areas.

Advanced/novel technical assignments - the exceptionally skilled application of principles, theories, and methods of a profession. Work elements are extensive, scarce, obscure and often conflicting. Complex problem solving is required. Examples: advanced laboratory research in biochemistry.

Scope of Responsibility/Consequence of Error

This factor identifies “who” and “what” are directly affected by the actions of an employee. Only actions and decisions that are intentional and for which the employee may be held accountable are considered.

Own work product - actions directly affect the work product of the position. Tasks are performed according to established standards. The work product has little impact beyond the timely provision of services to others.

Others depend on the accuracy of the work - actions directly effect the accuracy, reliability, or acceptability for further processes or services. Decisions concern whether work complies with prescribed project standards.

Operation of standardized services - actions directly effect the operation of standardized services of an agency program or narrow aspects of the operation of multiple agency programs to individuals or clients.

Customized services - actions directly effect the customized services that an agency provides to a particular client or group to members of the general public. Decisions concern tailoring a variety of available services to meet the individualized client and/or client group. Actions effect the content (which specific services, quality (how thoroughly), adequacy (whether services meet needs) and timeliness of the services provided.

Large/major projects or services - actions directly effect the administration of large consequential projects or services provided. Actions involve establishing criteria, formulating projects and assessing program effectiveness. Decisions effect the success of programs in meeting established goals and compliance of the agency with federal and state laws. Incumbents bear significant responsibility for decisions, actions, and goal attainment.

Supervision Received

This factor measures the degree to which the accountability, desecration, and resourcefulness of the employee are limited by control of the work through the structure of the job or the supervisor.

Detailed tasks/explicit instructions - the job is structured by task schedules or the supervisor provides explicit instructions for each task. The employee has little choice in determining what to do, when it should be completed, and how it should be done. Work may be reviewed while it is in progress.

Less structured/cyclic variations - the job is less structured and more subject to cyclic variations or external demands. All assignments are covered by well-established methods, procedures, and precedents, but the employee is responsible for choosing the appropriate procedure from a number of alternatives for planning own work and solving recurring problems. Work is reviewed upon completion.

Varied methods and processes - the employee uses initiative and judgment to determine how to proceed with assignments. Various methods and procedures are available, and the employee determines those best to perform each task. The supervisor may review work for soundness or may spot check, but accuracy is assumed. The supervisor provides direction in policy issues and normally resolves problems that involve other departments.

Final authority on adequacy of work - assignments are broadly stated in terms of objectives to be met. The employee is responsible for planning, deciding upon methods to use and making proper interpretations and final authority on the adequacy of the work. The supervisor exerts control over long-range planning, expenditure of funds and related problems.

Knowledge, Skills and Abilities

TThese factors measure the minimum body of knowledge, skills, and abilities necessary to perform the predominant duties assigned. There is progression from one level to the next; also has a correlation between the nature of work performed (complexity) and the knowledge, skills, and abilities.

Common tasks/simple equipment - knowledge of common tasks needed to follow step-by-step instructions or the ability to learn simple established procedures and methods. Skill to operate simple equipment requires little or no training. Ability to read simple instructions and count items.

Related tasks/established practices or techniques - knowledge of a series of related tasks in accordance with established practice or techniques. Skill to operate equipment that requires some formal training. Ability to follow instructions and recognize those details that deviate from the standards.

Standardized rules/procedural assignments - knowledge of a body of standardized rules, regulations and procedures. Skill to operate equipment and tools necessary to complete the work. Ability to apply rules and regulations to complex procedural assignments, determine appropriate procedures, and provide the necessary information to carry out various steps or processes.

Standardized rules, diverse/atypical assignments - knowledge of a body of standardized rules, procedures, or operations. Ability to apply them to diverse, atypical assignments: to interpret conditions and distinguish observable variables. Positions at this level may require the use of techniques and methods associated with the completion of specific vocational training or post secondary coursework.

Principles/practices/methods of a profession - knowledge of the principles, practices, and methods of a professional or administrative field to perform standard, recurring professional assignments. Knowledge of the application of practical and abstract aspects of the profession; or knowledge of an extensive body of rules, procedures, or operations requiring extended training and experience; or knowledge of specialized or complex methods and techniques in a technical field needed to perform difficult or advanced technical assignments.

Supervisor's Manual

TABLE OF CONTENTS

OFFICE INFORMATION

INTRODUCTION