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FACTOR 3. Independent Judgment and Decision Making <br />Part 1: How much discretion do you have in making decisions with or without the input or direction of your <br />supervisor? <br /> LITTLE: Little discretion or independent judgment exercised. <br /> SOME: Some discretion or judgment exercised, but supervisor is normally available. <br /> OFTEN: Job often requires making decisions in absence of specific policies and/or guidance from <br />supervisors, but some direct guidance is received from supervisors. <br /> HIGH: High level of discretion with decisions restricted only by Departmental policies and little direct <br />guidance from supervisors. <br /> VERY HIGH: Very high level of discretion with decisions only restricted by the broadest policies of the <br />Organization. <br />Part 2: If you make an erroneous decision, what impact would this decision have on your work unit, <br />department, and/or the Organization? <br /> MINOR: Some inconvenience and delays but minor costs in terms of time, money, or public/employee <br />good will. <br /> MODERATE: Moderate costs in time, money, or public/employee good will would be incurred. Delays in <br />important projects/schedules likely. <br /> SERIOUS: Important goals would not be achieved and the financial, employee, or public relations <br />posture of the Organization would be seriously affected. <br /> CRITICAL: Critical goals and objectives of the Organization would be adversely and very seriously <br />affected. Error could likely result in critical financial loss, property damage, or bodily <br />harm/loss of life. <br />FACTOR 4. Responsibility for Policy Development: Does your job require you to participate in the development <br />of policies for your unit/division/department/the Organization? <br /> LEVEL 1: Position involves only the execution of policies or use of existing procedures. <br /> LEVEL 2: May provide some input to supervisor when policies and procedures are updated. <br /> LEVEL 3: Position involves some development of policies/procedures for the Department and/or the <br />interpretation or explanation of departmental policies for others in the organization or <br />residents. <br /> LEVEL 4: Position involves significant or primary responsibility for the development of policies and <br />procedures for a division or organizational component of a department, as well as the <br />interpretation, execution and recommendation of changes to department policies. <br /> LEVEL 5: Position involves significant or primary responsibility for the development of policies and <br />procedures for an entire department, plus occasional participation in the development of <br />policies which affect other departments in the organization. <br /> LEVEL 6: Position involves the primary responsibility for the development of departmental policies and <br />procedures and regular participation in the development of policies that affect other <br />departments and occasionally involves participation in the development of organization-wide <br />policies. <br />Ikxg"uqog"gzcorngu"qh"vjg"v{rgu"qh"rqnkekgu"{qwҀxg"ytkvvgp"qt"dggp"c"rctv"qh"etgcvkpi<"" <br />22 <br />28 <br /> <br />