Information Technology Probationary Progress Review
Competency Determination Criteria
Minimum Qualifications Guidelines
CLASSIFICATION SPECIFICATION
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CLASS TITLE: Applications Analyst INFORMATION TECHNOLOGY SERIES |
CLASS CODE: 15093 |
Effective Date: 1-15-96
CLASS CONCEPT/FUNCTION
The majority of duties performed in this class include translating user systems needs (systems analysis and development) into technical solutions by writing applications software, integrating systems, and/or developing databases. Positions in this class typically are not involved in maintaining operating system software or providing hardware support as a majority function.
Positions in this class may reside in a central computing department, individual administrative departments or schools.
Within this class a full continuum of position complexity and incumbent competency from entry level to expert is represented. Within this class there will be positions of varying levels of technical complexity based on department needs. Positions may also function as working supervisors with a full range of permanent supervisory responsibilities or may act as team or project leaders. Positions may direct or supervise positions in this class or in other classes.
TYPICAL DUTIES
The following are typical activities of positions in the Applications Analyst class. Actual functions performed will differ from position to position and will be determined by specific work assignment. A position in this class has the majority of its ongoing work assignments in one or more of the following functions.
Typical systems analysis and development functions:
Analyze user system and application needs, determine and evaluate alternative solutions and approaches to meetings those needs, and select the optimal technology solution. Consult with users to identify and document software/system purpose, work flow issues, output needs and to determine overall system requirements and specifications. Conduct feasibility studies. Evaluate the procurement of third party software and troubleshoot new software installations. Develop specifications and requirements for the optimal integration of systems and equipment and evaluate requirements against available systems. Design fully integrated systems which may include applications, databases, networks, and related systems. Develop program specifications and review them with the user to ensure that requirements are met. Design user-friendly interfaces to systems, applications, and databases. Recommend modifications to third party software to meet user needs. Act as a software vendor liaison.
Typical applications programming functions:
Develop succinct, timely programming code that is logical and optimizes programming resources and meets user requirements. Work with users to test and debug programs. Write documentation to provide user support for new or modified programs and production/operations procedures. Maintain and support assigned systems to ensure minimal downtime and loss of productivity and service. Evaluate and enhance the efficiency of existing programs in meeting current and future user needs. Maintain and support associated databases. Install new, modified or third party software releases and/or updates. Evaluate and supplement vendor supplied documentation for third party software.
Typical database administration functions:
Structure and implement database to optimize data access and security. Design database systems and programs which include access methods, access time, file structure, device allocation, validation checks, and statistical methods. Work with user community to understand data access and integration needs. Ensure the integration of systems through the database structure. Monitor database standards and procedures, system usage and performance. Troubleshoot and resolve database and data problems. Develop and administer disaster recovery plans. Ensure data and its sources are accurate and easily accessible to the user community. Monitor, analyze, and verify data to ensure data integrity; develop assigned databases to support specific applications. Maintain the database archives by acquiring and installing data sets and documentation. Assist in data transfers or sharing of files. Develop policies and procedures to access or interact with remote resources. Conduct file maintenance.
QUALIFICATIONS GUIDE
Specific qualifications including knowledge, skills, abilities and education will differ from position to position as work assignments vary. See the Minimum Qualifications Guidelines for details. Incumbents in this class will typically possess knowledge and/or applied skills and abilities in systems development and analysis; systems integration including operating systems, applications, networks, and databases, as well as knowledge of distributed systems and client-server technologies; formal data structure design, relational database design, and file structure; applications software; operating systems and utilities; communication interfaces; interactive debugging and testing; and identifying and resolving software/hardware interface problems. Depending on department needs and the specific work assignment, a working knowledge of specific industry standard applications programming languages and report/screen generators, advanced knowledge of systems analysis and design, and/or supervisory or significant project management experience may be required.
Revised 021496
CLASSIFICATION SPECIFICATION
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CLASS TITLE: Operating Systems Analyst INFORMATION TECHNOLOGY SERIES |
CLASS CODE: 15094 |
Effective Date: 1-15-96
CLASS CONCEPT/FUNCTION
The majority of duties performed in this class include installing, maintaining, and modifying operating systems, database management systems, utilities, and related software. Other key duties include ensuring the availability, integrity, and reliability of assigned systems. Positions in this class are primarily responsible for large-scale operating systems and database management systems that typically serve the entire campus. Positions in this class typically do not write applications software as a majority function.
Positions in this class will exist only in a central computing department or large administrative departments or schools that have responsibility for their own internal operating systems or database management systems and where the operating system(s) or database management systems are sufficiently complex in terms of technical support and administration required.
Within this class a full continuum of position complexity and incumbent competency from entry level to expert is represented. Within this class there will be positions of varying levels of technical complexity based on department need. Positions may also function as working supervisors with a full range of permanent supervisory responsibilities or may act as team or project leaders. Positions may direct or supervise positions in this class or in other classes.
TYPICAL DUTIES
The following are typical activities of positions in the Operating Systems Analyst class. Actual functions performed will differ from position to position and will be determined by specific work assignment. A position in this class has the majority of its ongoing work assignments in one or more of the following functions.
Typical operating systems analysis functions:
Ensure operating systems software is properly installed, tested, and tuned to maximize operating efficiency. Develop and implement plans for fully integrated systems, including operating systems, network systems, database systems and applications. Develop plans, schedules, and requirements for the installation and maintenance of new and/or revised software. Install, configure, and tune operating system software for optimal performance. Integrate operating systems with other systems. Evaluate and recommend hardware and system software procurement. Assess the impact of new software on existing systems and users and develop modification plans as needed. Plan and implement modifications and upgrades to system configurations to improve utilization based on analysis of application and production requirements. Plan system capacity and develop expansion plans. Allocate and organize data storage. Write and develop efficient software and code for operating systems. Develop system utility programs and procedures to enhance operations, applications, and general system usage. Document operations procedures and installation methodologies and modifications. Evaluate level of systems operations and recommend measures to improve overall performance. Conduct analytical studies of system processing time and resource capacity, measuring system performance against predetermined or standard benchmarks (e.g., operating time, error rates, and types). Determine system compatibility and performance, and impact of integration with new systems or upgrades. Perform analysis, testing, and/or simulation of equipment and software configurations. Research and identify system expansions to meet anticipated future workload. Monitor and maintain operating and related systems to ensure minimal interruption of production systems and to maintain system availability. Diagnose and resolve operating systems failures. Develop and execute test schemes and diagnostic procedures. Work with maintenance vendor to develop and implement solutions specific to the campus needs. Provide technical support to computer operations and applications programming staff to ensure availability of production and on-line systems. Analyze application failures and work with computer operations and applications programming staff to develop solutions. Provide guidelines for applications development structure and security. Develop, implement and execute disaster recovery plans. Develop rules for system restoration. Evaluate the adequacy of controls and security measures. Provide procedures training and support. Assist in resolving production problems.
Typical database management system administration functions:
Ensure that database systems are well managed. Install, structure, tune, and maintain database management systems and software on mainframe and/or mini-computers. Manage database organization and data storage. Monitor database system usage and performance. Troubleshoot and resolve database problems. Create database and/or migrate database between machines. Support client/server database access tools. Develop benchmarks for testing new software releases. Provide consultation to programmers on relational database design. Oversee vendor software fault resolution. Run checks on data integrity. Develop system backup and archival methodology. Maintain data security and integrity by developing system access standards and procedures. Work with users to understand their security needs and evaluate level of security required. Conduct virus avoidance procedures. Design data storage capacity to provide for efficient and timely response and operating time. Calculate data storage media and cost alternatives. Specify sources and methods of data storage. Plan for efficient allocation of system storage capacity.
QUALIFICATIONS GUIDE
Specific qualifications including knowledge, skills, abilities and education will differ from position to position as work assignments vary. See the Minimum Qualifications Guidelines for details. Incumbents in this class will typically possess knowledge and/or applied skills and abilities in internal operating system technology, computer operations and hardware, systems analysis, systems level programming in a distributed networked environment, job control and production procedures, network operating system and architecture, client-server technologies, and database design. Depending on department needs and the specific work assignment, supervisory experience or advanced project management, systems analysis and design, programming, and/or database design and management experience may be required.
Revised 021496
CLASSIFICATION SPECIFICATION
| CLASS TITLE: Network Analyst INFORMATION TECHNOLOGY SERIES |
CLASS CODE: 15096 |
Effective Date: 1-15-96
CLASS CONCEPT/FUNCTION
The majority of duties performed in this class involve support of voice, data and/or video networks in differing stages of development, maintenance, and modification. Specific duties will vary according to the life cycle and the technical complexity of the network and associated hardware and software. The range of duties may include the planning, design, engineering, programming, maintenance, and management of networks. Networks may include local area, wide area, local area or comparable transmission networks, but positions in this class typically do not provide day to day support of local area networks as a majority function. Positions in this class are primarily responsible for the design and implementation of networks as opposed to service coordination of externally developed and owned
Positions in this class typically reside in a central computing department, instructional media areas, or in the telecommunications department. Network Analyst positions may also be located in administration or academic departments based on need and the complexity of the network system.
Within this class a full continuum of position complexity and incumbent competency from entry level to expert is represented. Within this class there will be positions of varying levels of technical complexity based on department need. Positions may also function as working supervisors with a full range of permanent supervisory responsibilities or may act as team or project leaders. Positions may direct or supervise positions in this class or in other classes.
TYPICAL DUTIES
The following are typical activities of positions in the Network Analyst class. Actual functions performed will differ from position to position and will be determined by specific work assignment. A position in this class has the majority of its work assignments in one or more of the following functions.
Typical network design and implementation functions:
Plan, design and engineer network installations to meet information processing and traffic needs. Develop systems and/or network configurations, including hardware, software, and integration requirements. Determine network architecture, topology, and transmission media appropriate for the installation. Develop/recommend network standards and protocols. Design networked facilities (e.g., studios, classrooms, teleconference facilities). Evaluate user needs, systems, and new technologies to recommend the most effective communication and transmission systems. Research and evaluate network/systems, performance capacity, and compatibility with existing systems. Analyze and recommend system elements such as system cabling and software and expansion capacity. Coordinate network development activities with systems as appropriate. Act as the technical liaison for network product or system vendors.
Typical network administration and support functions:
Administration of assigned network to optimize services and access to telecommunications and related networks. Install, configure, maintain, and support network equipment and network operating systems (e.g., routers, bridges, servers, switches, and/or port connectors). Provide (or order) network connectivity, ensuring appropriate integration of data, voice, and video networks. Recommend and modify network configuration to improve efficiency and cost effectiveness. Configure network and/or third party software application programs to provide improved response time, quality, or cost effectiveness. Recommend network database policies and procedures. Ensure that the network is fully operational and appropriately integrated for access with other systems. Customize or develop reports from network control or billing databases. Develop interface programs. Ensure compliance with industry regulations (e.g., FCC) and with industry and campus standards.
Typical network operations functions:
Analyze and monitor network activity to ensure optimal network operation. Monitor network traffic, usage, and performance. Assist in monitoring network database integrity. Run diagnostics to forecast performance thresholds. Perform analysis of network efficiency (e.g., channel, trunks, etc.) and traffic routing and troubleshoot system failures, referring to vendor or technicians as appropriate. Maintain network security and implement disaster recovery procedures. Perform file conversions and system backups. Ensure adequate inventory of network supplies.
QUALIFICATIONS GUIDE
Specific qualifications including knowledge, skills, abilities and education will differ from position to position as work assignments vary. See the Minimum Qualifications Guidelines for details. Incumbents in this class will typically possess knowledge and/or applied skills and abilities in technical information network systems, telecommunications and transmissions technologies, including network architecture, topologies, protocols, programming applications and interfaces appropriate to the defined work area and assignments. Depending on department needs and the specific work assignment, a background and/or vendor training or licensure in computer operating systems, broadcast network functions, or telecommunications switching systems may be required. Position assignment also may require significant experience in supervision, project management, advanced network systems analysis and design, and/or advanced telecommunications systems experience.
Revised 051496
CLASSIFICATION SPECIFICATION
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CLASS TITLE: Operations Specialist INFORMATION TECHNOLOGY SERIES |
CLASS CODE: 15091 |
Effective Date: 1-15-96
CLASS CONCEPT/FUNCTION
The majority of duties performed in this class involve the operation, monitoring, and control of multisystem information processing or transmission equipment. Types of systems and equipment supported may include mainframe consoles, on-line terminals, peripheral equipment (e.g., tape drives, printers), micro/mini computers, super computers, network devices, file servers, telecommunication systems and devices, and media production and broadcast equipment. Positions in this class typically do not install, repair, or maintain equipment or devices; they may, however, provide telephone help-desk problem diagnosis. Positions may also modify systems in the production process.
Positions in this class typically reside in central computing, telecommunications, network, or media operations. In some cases, this classification may be found in administrative or academic departments where complex, integrated systems have been developed independent of centralized operations requiring dedicated technical operations support staff.
Within this class a full continuum of position complexity and incumbent competency from entry level to expert is represented. Within this class there will be positions of varying levels of technical complexity based on department need. Positions may also function as working supervisors with a full range of permanent supervisory responsibilities or may act as team or project leaders. Positions may direct or supervise positions in this class or in other classes.
TYPICAL DUTIES
The following are typical activities of positions in the Operations Specialist class. Actual functions performed will differ from position to position and will be determined by specific work assignment. A position in this class has the majority of its ongoing work assignments in the following functions:
Operate multiple systems (e.g., mainframe consoles, peripheral equipment, telecommunications devices, broadcast equipment), and/or operate and monitor network devices (e.g., multiplexors and router, file and print servers, port selectors, and other communication devices), and/or operate media origination and transmission or broadcast equipment (e.g., video recorders, cameras, switches, modulators, transmitters). Verify systems and network availability and respond to error messages. Monitor overall system or operation performance, utilization, and response time. Calibrate, adjust, and align equipment. Perform backup/recovery procedures. Ensure that operations documentation and procedures are accurate and current, and maintain event log. Maintain user accounts. Update system messages. Maintain line location records. Ensure that physical equipment, systems, and data or products are secured and undamaged. Monitor authorization levels for system access and/or equipment usage. Develop or recommend department security policies and procedures. Schedule computer jobs and maintain production run schedules. Prioritize or rearrange job/work order sequence to optimize efficient use of computing resources. Communicate with users on scheduling requirements and job status. Provide for network access and timesharing. Maintain quality assurance using appropriate test and system monitoring procedures. Identify system aborts and/or equipment failure and take corrective action. Reset malfunctioning lines or connections. Provide telephone help desk to conduct remote diagnostics of equipment or system failures. Obtain and interpret error messages. Determine if equipment and/or system problem is related to software, hardware, communications lines, or user-related. Determine points of equipment and/or program failure and work with analysts, specialists or vendors to resolve. May guide users through remedial procedures. Request repair service or refer to appropriate technician as required. Ensure materials, inventory, records, storage, and distribution systems are properly maintained. Plan and implement methods for storage, retrieval, and processing or applicable materials and inventories. Initialize and prepare storage media (e.g., tapes, cartridges, film). Maintain library and archive storage. Provide electronic or physical distribution of instructional media to classrooms. Issue equipment loans to faculty and students. Provide video copying services.
QUALIFICATIONS GUIDE
Specific qualifications including knowledge, skills, abilities and education will differ from position to position as work assignments vary. See the Minimum Qualifications Guidelines for details. Incumbents in this class will typically possess knowledge and/or applied skills and abilities in applicable system and related technical terminology, applications, features, and/or services; production job flow and required inputs and outputs; information processing and/or transmission equipment; and reading and interpreting descriptive and quantitative information (e.g., technical manuals, equipment diagrams, and specifications). In addition, a basic knowledge of mathematics and written and oral communication skills is necessary to communicate and document operational information. Depending on the specific work assignment, supervisory experience of a multi-shift data processing operation may be required.
Revised 021496
CLASSIFICATION SPECIFICATION
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CLASS TITLE: Equipment/Applications Specialist INFORMATION TECHNOLOGY SERIES |
CLASS CODE: 15092 |
Effective Date: 1-15-96
CLASS CONCEPT/FUNCTION
The majority of duties performed in this class are in one or more of the following technical areas: providing support for information technology equipment and/or systems (e.g., computer and peripheral equipment, , telecommunications and network devices, audio and video equipment, and related transmission equipment and systems) which typically are integrated with or interconnected to larger systems; providing user application support by developing software solutions using PC-based and/or mainframe applications and database management systems or by modifying existing software programs; and site administration of technology-based facilities.
Positions in this class typically do not independently perform network planning, design and engineering functions. They do, however, assist with implementation and other basic network functions, such as recommending equipment purchases, modifying system configuration, changing system/equipment specifications, assigning passwords, defining attached devices, performing backups, etc. Positions in this class do not independently perform applications planning, design and engineering. They may, however, use software packages (such as statistical, database and spreadsheet applications) to analyze and manipulate data. Positions in this class are not responsible for laboratory, medical, scientific, civil engineering or other non-information technology equipment, machines, devices or instruments.
Positions in this class typically reside in a computer center, telecommunications, multimedia, administrative or academic departments.
Within this class a full continuum of position complexity and incumbent competency from entry level to expert is represented. Within this class there will be positions of varying levels of technical complexity based on department need. Positions may also function as working supervisors with a full range of permanent supervisory responsibilities or may act as team or project leaders. Positions may direct or supervise positions in this class or in other classes.
TYPICAL DUTIES
The following are typical activities of positions in the Equipment/Applications Specialist class. Actual functions performed will differ from position to position and will be determined by specific work assignment. A position in this class has the majority of its ongoing work assignments in the following functions:
Typical equipment/systems support functions:
Install, repair, troubleshoot, maintain and/or modify information technology equipment and/or systems. Ensure that equipment and systems in assigned areas are in good condition and are properly maintained. Perform equipment and system set up (including necessary interconnections) and performance monitoring. Maintain and repair media/video production equipment systems and facilities. Provide technical set up of teleconferencing systems. Maintain technical shop facilities, inventory, repair logs and/or work order systems. Diagnose equipment and/or system malfunctions and perform corrective action. Research system/equipment malfunction history. Analyze and adjust equipment to restore proper operation. Coordinate repair, maintenance and/or equipment or system modifications through vendor resources. Repair voice and data circuit problems. Test and configure equipment and/or systems following service procedures. Assist in planning and implementing installations and/or facility layouts. Assist with determining routing and placement of cabling, wiring, etc. Perform physical installation (e.g., wiring, cables, microwave/satellite communications modules, components, sound systems and necessary interface cards). Document and/or log equipment/system installations and/or modifications. Act as vendor liaison. Move or relocate equipment. Plan, estimate, and order equipment and materials necessary for project completion. Construct multimedia production sets (e.g., lighting systems, monitors, displays). Configure systems to optimize operations, meet connectivity needs and future expansion requirements. Recommend equipment/system configuration and interface alternatives. Participate in system enhancement and equipment evaluation and planning. Prepare equipment purchase recommendations and cost justification. Reconfigure and test newly installed systems. Provide PC/workstation support for hardware and systems software interfaces. Install and configure standard operating systems and integrate them with related systems. Ensure system integrity between hardware and operating systems. Troubleshoot errors in system operations and related networks. Perform software and hardware modifications. Maintain and support hardware and software for stand-alone systems. Perform local area network (LAN) and systems backups. May administer and maintain a LAN, file server, network operating system and/or mainframe as a part of position duties.
Typical applications support functions:
Provide user support for off-the-shelf software applications programs, including installing, configuring, modifying and troubleshooting applications, and training users. Evaluate and recommend off-the-shelf to meet user needs. May write applications or automated routines, or create other and hoc applications solutions for users. Modify existing or third party software programs to meet user needs. Create, manage or manipulate data bases, using PC-based database software or mainframe database management systems/packages. Modify database report output according to user needs. Provide hardware and software training as needed.
Typical site administration functions:
Ensure lab, studio, classroom, and/or stand-alone systems are fully operational and secure. Coordinate multimedia components for lab or classroom use. Coordinate lab or media operations and projects. Schedule facility use and ensure appropriate staffing. Establish facility security and operational policies and procedures. Ensure proper maintenance and support of assigned lab/classroom/stand-alone systems. Re-install damaged or deleted software. Troubleshoot errors in system operation and initiate repairs. Configure media components and/or local area networks (LANs). Administer site LAN including maintenance or related hardware and software. Maintain file/network servers and all lab stations.
QUALIFICATIONS GUIDE
Specific qualifications including knowledge, skills, abilities and education will differ from position to position as work assignments vary. See the Minimum Qualifications Guidelines for details. Incumbents in this class will typically possess knowledge and/or applied skills and abilities in technical systems and equipment, electronic (digital and analog) theories, mechanical design, and the operation and use of the equipment and systems commonly utilized in the assigned area. Depending on department needs and the specific work assignment, supervisory experience may be required.
Revised 051496
CLASSIFICATION SPECIFICATION
| CLASS TITLE: Information Technology Analyst INFORMATION TECHNOLOGY SERIES |
CLASS CODE: 15095 |
Effective Date: 1-15-96
CLASS CONCEPT/FUNCTION
The majority of duties performed in this class are in one or more of the following technical areas: consultative support of hardware and/or software; multimedia development; and sole or lead positions in departments with responsibility for independently developing and maintaining their own integrated, diverse and complex information technology systems. Positions in this class may perform applications programming to accomplish some duties.
Positions in this class may reside in administrative or academic departments, schools or central information technology departments.
Within this class a full continuum of position complexity and incumbent competency from entry level to expert is represented, and positions typically assume varying levels of technical complexity based on department needs. Positions may also function as working supervisors with a full range of permanent supervisory responsibilities or may act as team or project leaders. Positions may direct or supervise positions in this class or in other classes.
TYPICAL DUTIES
The following are typical activities of positions in the Information Technology Consultant class. Actual functions performed will differ from position to position and will be determined by specific work assignment. A position in this class has the majority of its ongoing work assignments in one or more of the following functions.
Typical user consultation functions:
Provide consultative, technical and training support and services to the user community to ensure problem resolution, system/data access, and optimal system performance. Assist users to develop or use applications and software packages and their features. Install, configure, and modify applications, networks, databases, and other systems. Act as a liaison between faculty, staff, students and information systems resources and staff. Provide technical advice and expertise to faculty, staff, and students in the evaluation, selection, purchase, upgrading, and maintenance of software, hardware, and/or database system resources to meet user needs. Prepare requests for proposals, cost estimates, and justifications. Provide training and communication materials to users that maximize their ability to utilize system capabilities, features, and other resources. Develop and/or conduct training programs, lab/equipment orientations and demonstrations, and self-guided tutorials on equipment, applications, databases, and related systems. Write user documentation, user guides, instructor guides, training outlines, and technical training publications.
Typical multimedia development functions:
Develop instructional and/or research techniques using technology to enhance and facilitate academic and educational objectives. Devise methods for integrating technical tools and applications into faculty instructional delivery and student projects. Develop models and prototypes for research projects using appropriate software packages, utilities, and product features. Develop coursework and curriculum software tools. Aid faculty in researching computing and media software materials. Conduct needs analysis and monitor instructional/research needs on campus. Create multimedia programs that meet academic and administrative goals. Develop and execute multimedia presentation proposals that incorporate appropriate technical and media elements. Develop detailed production plans for multimedia projects including staff, budget, facility, contracted services and production schedules. Develop multimedia and/or computer-based interactive instructional applications and materials that include such elements as moving video, sound, computer animation, and text for faculty use in classrooms and teleclassrooms. Function as a producer and director for multimedia projects ensuring coordination of all media and technical elements including narration, computer graphics, audio and visual effects, recording, mixing, and transmission as appropriate to the project.
Typical sole or lead department consultation functions:
Work as the sole or lead information technology position in departments whose function or mission requires a full array of integrated, diverse and complex information technology, developed and supported independently of a central computer center. Such departments assume complete responsibility for on-going systems development, integration, maintenance and support and require their own dedicated technical staff. Position functions typically include support of operating systems, applications, databases, networks, hardware and/or software. Develop and implement plans for fully integrated systems. May write, test and debug programming code, including applications to permit or enhance systems integration. Determine impact of integration with new systems, upgrades, or software. Assist users to develop or use applications, software packages, networks, databases, and systems; provide technical advice and expertise. Act as department liaison to central information technology department. Troubleshoot system failures, referring to vendor or technician as appropriate. Maintain network and database security.
QUALIFICATIONS GUIDE
Specific qualifications including knowledge, skills, abilities and education will differ from position to position as work assignments vary. See the Minimum Qualifications Guidelines for details. Incumbents in this class will typically possess working knowledge and/or applied skills and abilities in common software application packages, equipment platforms, database systems, training methods, network data communication, multimedia systems and applications, operating systems and hardware, instructional design theories and methodologies, and large-scale computing. Depending on department needs and the specific work assignment, advanced knowledge of information technology systems and applications, or supervisory experience, may be required.
Revised 051497
Information Technology Pilot
Virginia Commonwealth University
COMPETENCY DETERMINATION CRITERIA
What are competencies?
Competencies refer to the characteristics of positions and the behaviors, traits and accomplishments that are required for successful job performance.
In the pilot program, competency levels differentiate entry level positions from those at the more advanced professional practice levels.
The three competency levels used in the pilot are:
Competency level one (CL1)
Competency level two (CL2)
Competency level three (CL3)
Employees hired at any competency level must meet the competency determination criteria on the following pages and the minimum qualifications of the position.
| Competency Level 1 Positions And Employees |
CL1 positions:
are of minimal to moderate complexity;
demand limited technical, problem solving, training, and team coordination responsibilities; and
have limited responsibility for interpretation and communication of information, ideas and instructions.
CL1 employees:
must meet minimum qualifications of the position;
typically have a basic knowledge of the assigned specialty area, including standard principles and terminology; and
typically possess limited or no experience in assigned work areas.
Special requirements & other program issues:
Within two years of hire into a CL1 competency level position, employees are expected to attain CL2 competency level.
There is no program requirement that all employees begin at the CL1 level.
| Competency Level 2 Positions And Employees |
CL2 positions:
have the majority of the job functions in one or more technical specialty area(s);
demand multiple assignments;
entail work assignments which may include team coordination, work lead and/or training functions;
need minimal to moderate supervision;
entail work assignments that are of moderate to high complexity and require:
a wide range of problem solving
development of practical and thorough solutions
proactive applications (standard and nonstandard)
exploration and adaptation of changing technologies
identification, evaluation and resolution of routine and non-routine problems
integration, coordination and interpretation of technical information
CL2 employees:
must meet minimum qualifications of the position;
must possess the technical experience to be fully proficient in performing most or all work assignments; and
must possess basic technical knowledge of the assigned specialty area, including general principles, theories and practice.
Special requirements & other issues:
There is no program requirement that mandates movement from the CL2 to the CL3 competency level.
CL2 level employees cannot voluntarily move back to a CL1 level and remain in the same position.
CL2 competency level employees may move through competitive recruitment from a CL2 position into a different Information Technology position at the CL1 level.
Competency Level 3 Positions And Employees
CL3 positions:
involve functions in which the majority of job assignments involve complex and exceptionally difficult problems;
require advanced and comprehensive technical knowledge in one or more specialty area;
require anticipation of customer and system needs, and formulation and implementation of plans to meet these needs;
require development of solutions that combine information and ideas in new and unprecedented ways;
entail work assignments that generally include team coordination, project planning, strategic planning, work lead or training functions;
involve working completely independently.
CL3 employees:
function proactively;
understand problems from a broad, interactive perspective;
possess substantial knowledge of other specialties and ability to integrate this knowledge;
In addition to performing the previously described types of work, CL3 employees must meet all of the following conditions:
They must possess an ability to function as either the technical expert in a single highly complex and integrated technical area, or as the technical expert in multiple complex technical areas.
They must possess an underlying technical breadth of knowledge and applied ability such that they are capable of functioning at an expert level in a related area in a relatively short period of time.
They must be viewed as an industry expert and role model to peers both within and external to the organization.
Special requirements & other program issues:
The number of CL3 positions and employees are limited in the program, primarily because of the limited number of CL3 positions needed in University information technology operations at this time.
Virginia Commonwealth University
Information Technology Pilot
Position Description And Performance Work Plan
The Information Technology (IT) Work Plan is a combined position description, performance plan and performance appraisal instrument. Information on completing the Work Plan is found in the IT Program Manual.
Part I: Position Description (Sections 1 - 8)
Section 1. Employee , Position and Organizational Information
| 1. Employee Name and SSN: VACANT |
2. Position Number: 01234 |
| 3. Class Title: Network Analyst |
4. Date: 10/1/96 |
| 5. Working Title if Different: | 6. Agency Code: 236 |
| 7. Supervisor Name and SSN: Bob Boss 789-78-9789 |
8. Organizational Unit: Network Services |
Section 2. Primary Purpose of Position
Briefly summarize why the position exists:
Designs network installations and expansions to include all hardware, devices and cabling schemes, and performs, directs and/or coordinates network installations with vendors and university technicians.
Section 3. Work Area and Information Technology Environment
Briefly state the mission or purpose of the organizational unit:
Supports university-wide telecommunications systems, data and voice integration, network architecture and engineering, and network operations.
Briefly describe the IT environment including main systems, hardware, software, and/or applications used in this job:
Ethernet, FDDI networking, some token ring, Centrex telephone environment, Novell, Banyan, peer-to-peer networking over IP, SNA, connections used by mainframe, and 120+ dial-in modems.
Section 4. Major Job Functions
This section is completed or updated when IT pilot positions are established and when there are substantial and permanent changes in job function. Job functions are based on the typical duties found in the IT class specifications.
Technical And/Or Supervisory Functions
List each major technical and/or supervisory function of the position. For each function provide:
| Job Functions | Percent Of Total Working Time |
ADA (E Or M) |
Comp Level Of Function (Cl1, 2, 3) |
| Network Design and
Implementation Consults with customer departments interested in expanding existing voice and data communications networks or installing new networks. Analyzes and determines capacity and access needs and recommends cost-effective system proposals, including estimates of cost and installation time frame. Designs network installation specifications for cabling schemes, conduit size and type, junction boxes, bridges, routers, hubs, repeaters, network cards, and power and cooling needs. Works with network software analyst to choose devices. Coordinates network development activities with VCU/MCVH technicians and vendors, as appropriate. |
60% |
E |
CL2 |
| Equipment/Systems Support Maintains shop facilities and inventory of network hardware. Maintain automated records of network installations, troubleshooting and problem resolution. Diagnoses equipment/system malfunctions, as needed. Determines if causes relate to hardware of software. Refers network software problems to appropriate technician or vendor. Resolves device/hardware problems by repairing, replacing or reconfiguring, or taking other appropriate action. Tests equipment and/or systems following service to ensure proper operation. Performs physical installations (wiring, cabling, interface cards, hubs, servers, etc.) as needed. Moves or relocates equipment, as needed.15 |
15% |
E |
CL2 |
| Supervision Directs four equipment/applications specialists in the installation and troubleshooting of network devices. Resolves systems failures and troubleshooting referred or unresolved by subordinate technicians. Coordinates multiple, simultaneous installations; prioritizes activities of specialists so as to maintain customer department access. |
15% |
E |
CL2 |
| User Consultation Provides consultative and technical support to the user community to ensure problem resolution, system/data access and optimal system performance. Acts as a liaison between customer departments and information systems resources and staff. Provides technical advise and expertise to customer departments in the evaluation, selection, purchase, upgrading and maintenance of software, hardware and/or database system resources to meet users needs. |
5% |
E |
CL1 |
| Other duties as assigned. Special network and related projects. | 5% |
M |
CL2 |
100% |
|||
Section 5. Minimum Qualifications a New Employee Should Possess.
This section is completed using class specific Minimum Qualifications Guidelines. Identify each qualification as either preferred (P) or required (R).
A. Knowledge, skill and abilities:
Demonstrated knowledge of technical information network systems, telecommunications and transmission technologies, including network architecture, topologies, protocols and interfaces. R
Knowledge of Etheret, Novell, Banyan, media types, common network devices (servers, hubs, repeaters, etc.). R
Working knowledge of common software applications programs, such as Microsoft Office suite. P
Demonstrated ability to supervise technical positions involved in installing and configuring communications equipment. R
Demonstrated ability to diagnose and resolve communications problems related to network hardware. R
Demonstrated ability to design telecommunications transmission network (hardware) to integrate them with other systems.
Knowledge of state procurement policies and procedures. P.
B. Education/training:
Associate degree in computer science, information systems, engineering, industrial technology, telecommunications, or a related field or equivalent experience preferred.
C. Work experience:
Some experience (2-5 years), to include telecommunications architecture and cable plant technologies, and design fundamentals required.
D. Licensure, registration or certifications:
CNE helpful.
Section 6. Overall Position Competency Level
Based on position majority function and employee competency level, check the overall competency level of the position. Advance consultation with Human Resources is required for permanent changes in overall position competency level.
x CL2
CL3Section 7. Position Description Review
Reason for update (check all that apply)
x New employee in position.
| VACANT | |||
| Employee Name | SSN | Signature | Date |
| Bob Boss | 789-78-9789 | Bob Boss | 10/15/96 |
| Supervisor Name | SSN | Signature | Date |
Employee and supervisor signatures indicate that position responsibilities have been discussed and the information provided is a reasonably accurate and complete.
Section 8. Attach an Organizational Chart Showing This Employee’s Position Within Your Organizational Unit
Distribution of signed copies: Employee, Supervisor, Human Resources (OIT position descriptions to P. O. Box 980067).
Revised 071597
NETWORK SERVICES
Installation Services
Bob Boss Network Analyst 50121 |
|||||||||
PROPOSED Network Analyst 01234 |
D. Day Network Analyst 09999 |
||||||||
Tom Terrific Equipment/Applications Specialist 03333 |
W.E.B. Site Network Analyst 03030 |
||||||||
Rocky Raccoon Equipment/Applications Specialist 01111 |
A. Tech Info Technology Analyst 52222 |
||||||||
J. Smith Equipment/Applications Specialist 01414 |
Art Linkletter Equipment/Applications Specialist 02222 |
||||||||
VACANT Equipment/Applications Specialist 02121 |
|||||||||
NOVEMBER 1996
Virginia Commonwealth University
Position Requirements Worksheet
| Position Number: | 01234 | ||
| Position Title: | Network Analyst | ||
| Date: | 10/15/96 | Completed By: | Bob Boss |
To be completed by position supervisor and reviewed with incumbent and/or position applicants.
I. Degree of Physical Activity: Check the statement that best describes the requirements of the position.
Sedentary work (Equivalent to lifting approximately ten pounds with occasional lifting and/or carrying small objects. While mostly done sitting, a certain amount of walking and standing is necessary.)
X Light work (Lifting approximately 20 pounds with frequent lifting and/or carrying of objects weighing up to ten pounds. May involve significant amounts of walking, standing, pushing, pulling or sitting.)
Medium work (Equivalent to lifting approximately 50 pounds with frequent lifting and/or carrying of objects weighing up to 25 pounds.)
Heavy work (Equivalent to lifting 100 pounds maximum with frequent lifting and/or carrying of objects weighing up to 50 pounds.)
Very heavy work (Equivalent to lifting more than 100 pounds with frequent lifting and/or carrying of objects weighing up to 100 pounds.)
II. Physical Requirements: Mark all job related requirements associated with an essential duty with an "E" and those associated with marginal tasks with an "M."
E or M |
Requirement | Comments | ||
E |
Bending | |||
E |
Climbing | |||
E |
Crouching | |||
E |
Crawling | |||
E E |
Fingering (typing, keyboarding, etc.) |
|||
E |
Kneeling | |||
E |
Lifting | |||
E |
Reaching | |||
M |
Sitting (prolonged) | |||
M |
Standing (prolonged) | |||
E |
Stooping | |||
E |
Visual Inspection (close) | |||
M |
Walking (prolonged) | |||
| Other (describe) |
III. Physical/Environmental Conditions: Check the statements that best describe the overall physical/environmental conditions of the position's work location.
Not substantially exposed to adverse environmental conditions. Typical of most clerical and administrative positions.
X Subject to inside environmental conditions. Protected from weather conditions but not necessarily from temperature changes (e.g., warehouse workers).
Subject to outside environmental conditions.
Subject to extreme cold. Temperatures below 32 degrees F for periods of more than one hour.
Subject to extreme noise sufficient to cause the worker to shout in order to be heard above the ambient noise level.
Subject to extreme vibrations involving exposure to oscillating movements of the extremities and whole body.
Subject to one or more atmospheric conditions that affect the respiratory system or the skin such as fumes, odors, dusts, mists, gases, or poor ventilation.
Subject to hazards including moving mechanical parts, electrical current, working or scaffolding in high places, exposure to extreme heat, chemicals, oils, solvents, asbestos, or radiation.
Other (describe).
IV. Mental and Cognitive Requirements: Mark all job related requirements associated with an essential duty with an "E", and those associated with marginal tasks with an "M."
E or M |
Requirement | Comments | ||
E |
Analyzing | |||
E |
Interpersonal relations | |||
E |
Logical problem solving | |||
E |
Reasoning | |||
E |
Reading |
|||
M |
Remembering | |||
E |
Verbal communication | |||
E |
Written communication | |||
| Other (describe) |
Note: The position requirements outlined in this worksheet are worded in a non-technical manner to facilitate communication between supervisors and employees/applicants. Essential and marginal functions are specifically set forth in the position description form.
All requirements are subject to possible modifications to reasonably accommodate persons with disabilities.
8/92
Part II. PERFORMANCE PLAN (Sections 9-12)
| Employee Name (Last, First,
Middle) Ned Work |
Social Security Number 155-97-5345 |
Position Number 01234 |
| Class Title Network Analyst |
Agency Code/Name 236 VCU |
|
| Organizational Unit Network Services |
Performance
Evaluation Effective Date 11/1/96 - 10/31/97 |
|
Section 9. Performance Expectations
The performance plan communicates the technical know-how/supervisory, critical thinking, interactive competencies and the universal performance expectations on which employee performance will be evaluated. The Competency Guidelines found in the Information Technology Program Manual are used to complete sections 9A, B, C and D below. The Competency Guidelines state employee attributes in general terms appropriate to each competency level; the attributes should be customized to the position-specific performance expectations.
Performance expectations should be as specific as possible. Measures of quality (accuracy, neatness, thoroughness, appropriateness) , quantity and timeliness should be included where appropriate but numerical standards are not required. The weighting factor is used by the supervisor to communicate the importance of each performance grouping relative to all other expectations in the performance plan.
A. Technical and/or Supervisory Competencies
| Employee Attributes | Job Specific Performance Expectations | Weighting 30% |
| Depth of Knowledge | Demonstrates functional working knowledge of communications network architecture, devices and media types, and network design fundamentals. Provides accurate and complete alternate proposals to customer departments for installation or expansion of communications networks. Initiates new network assignments within one work day of receipt by contacting customer to obtain technical requirements and user needs. | |
| Integration & Scope | Demonstrates ability to integrate knowledge of SNA, Ethernet, and Novell and Banyan software in designing network installations and expansions. Resolves most of the common software-related problems encountered in network installation/expansion projects without contacting network software analyst, including network operating system and access faults. Contacts appropriate software technicians within five hours following completion of hardware installation if network is not operational. | |
| Technical Ability & Judgment | Demonstrates ability to independently apply technical judgment to designing network installations and expansions appropriate to customer department access needs and technical requirements, using VCU standard networking devices and protocols. Chooses appropriate, cost effective devices, cabling schemes and pathways, others specifications and project time frames. Explores or adapts changing telecommunications network technology to be prepared for and to accommodate evolving departmental technology standards. | |
| Supervision (if applicable) | Manages daily workload of subordinates, sets and monitors adherence to project time lines, and manages employee relations and personnel functions. | |
Comments:
B. Critical Thinking Competencies
| Employee Attributes | Job Specific Performance Expectations | Weighting 30% |
| Problem Solving & Reasoning | Recognizes network problems exist, performs equipment/system diagnostics to isolate hardware or software causes, implements plan of action, develops solutions which do not always have precedents, and resolves communications problems related to network hardware. Resolves non-routine problems referred by subordinate technicians or others. | |
| Ability to Organize | Monitors and tracks multiple projects, installations and expansions so as to adhere to department time tables and standards. | |
| Future Thinking | Proactively recognizes needs of customer departments, anticipates outcomes and consequences of different approaches and makes necessary modifications to plans to achieve desired outcomes. | |
| Ability to Acquire and Apply Knowledge | Independently learns appropriate techniques to apply and adapt in related, different or changing situations. Aware of current information technology at VCU; applies this knowledge to meet tactical needs. | |
Comments:
C. Interactive Competencies
| Employee Attributes | Job Specific Performance Expectations | Weighting 20% |
| Communication Competencies | Demonstrates competence to interpret and communicate information, ideas and instructions. Communicates at technically appropriated levels with customer departments, vendors, contractors, staff and subordinate technicians. | |
| Team Competencies | Coordinates network projects with other affected VCU and MCVH technical parties, including network software analysts, university security officers and external vendors and contractors. Participates in and contributes to team efforts and assignments. | |
| Listening Competencies | Prior to developing network design proposals, ensures understanding of customer needs by verifying these with customer department contact. | |
| Leading and Teaching | Provides direction and training to subordinate technicians. | |
Comments:
D. Universal Performance Expectations
| Universal Factors | Job Specific Performance Expectations | Weighting |
| Safety | Observes established safe work practices; provides safety training for subordinate technicians. | 5% |
| Attendance | Follows established department attendance standards. | 5% |
| Customer Service/Guest Relations | Responds to customer contacts within one work day. Verifies customer satisfaction with completed work. | 7% |
| Contribution to Unit Mission | In all interactions with customers, staff, vendors and others, supports the work unit mission by working cooperatively to develop, advance and carry out organizational goals and plans. | 3% |
Comments:
Section 10. Multisource Assessment (optional)
Use of multisource (peer or customer) assessments as part of an annual performance appraisal process is optional. If used, briefly describe the program in this section. Human Resources is available to consult with departments on the design and use of multisource assessment tools for performance evaluation. The use of multisource assessments requires Human Resources approval.
Section 11. Developmental Plan
Recommended Training and Responsibilities
List recommended training and development activities for the performance cycle.
| Training description | Employee Responsibility | Management Responsibility |
| CNE certification would be beneficial to Ned’s job performance and career progression. | Ned will make use of available CNE training materials. | Will make training materials available, and agrees to pay for 1 CNE class during this performance year. |
Comments:
Other Performance Issues:
Section 12. Performance Plan Reviews
Reason for Review (check all that apply)
x New performance plan for beginning of performance cycle
x New employee in position
Sign below to indicate that the employee’s performance plan and developmental plan have been reviewed.
| Ned Work | 155-97-5345 | Ned Work | 11/18/96 |
| Employee Name | SSN | Signature | Date |
| Bob Boss | 789-78-9789 | Bob Boss | 11/15/96 |
| Supervisor Name | SSN | Signature | Date |
| Anne Bow-Lin | 111-11-1111 | Anne Bow-Lin | 11/16/96 |
| Reviewer Name | SSN | Signature | Date |
Supervisor/Reviewer Comments:
Employee Comments:
Revised 071597
Part III. PERFORMANCE APPRAISAL (Sections 13-18)
| Employee Name (Last, First,
Middle) Ned Work |
Social Security Number 155-97-5345 |
Position Number 01234 |
| Class Title Network Analyst |
Agency Code/Name 236 VCU |
|
| Organizational Unit Network Services |
Performance
Evaluation Effective Date 11/1/96 - 10/31/97 |
|
p Check here if this is a re-evaluation due to employee receiving an overall performance rating level of DOES NOT MEET EXPECTATIONS.
Section 13. Appraisal
Employee performance is evaluated based on the performance expectations stated in the performance plan. Record the weightings assigned in the performance plan, rate each performance grouping and calculate a numerical score for each grouping. Sum total points and divide by 100 to convert them to a value which yields the overall performance rating and the increase range.
| Rating Range | Performance rating | Performance Increase Range |
| 3.5 to 4 2.5 to 3.4 1.5 to 2.4 0.5 to 1.4 0 to 0.4 |
X = Exceptional = 4 E = Exceeds Expectations = 3 M = Meets Expectations = 2 F = Fair But Needs Improvement = 1 D = Does Not Meet Expectations = 0 |
5% to 10% 3% to 7% 0% to 5% 0% to 1.0% 0% |
PERFORMANCE GROUPINGS
| Technical and/or Supervisory
competencies Depth of Knowledge Integration and Scope Technical Ability and Judgment Supervision (if applicable) |
Weighting 30% |
Rating E |
Numerical Score 90 |
Comments including factors beyond the employee’s control which affected performance:
Ned has demonstrated an exceptional knowledge of networking, which allows him to interact completely independently with the highest-level engineers externally and internally. I am completely confident in his ability to coordinate and supervise vendor installations and activities without input from me.
Ned’s assigned project to coordinate the upgrade from Ethernet to FDDI for three major west campus buildings was compromised by a two month delay. This was due to vendor problems beyond Ned’s control.
| Critical Thinking Competencies Problem Solving & Reasoning Ability to Organize Future Thinking Ability to Acquire and Apply Knowledge |
Weighting 30% |
Rating M |
Numerical Score 60 |
Comments including factors beyond the employee’s control which affected performance:
| Interactive Competencies Communication Competencies Team Competencies Listening Competencies Leading and Teaching |
Weighting 20% |
Rating M |
Numerical Score 40 |
Comments including factors beyond the employee’s control which affected performance:
| Universal Performance Expectations | Weighting | Rating | Numerical Score |
| Safety | 5% | M | 10 |
| Attendance | 5% | F | 5 |
| Customer Service/Guest Relations | 7% | M | 14 |
| Contribution to Unit Mission | 3% | M | 6 |
Comments including factors beyond the employee’s control which affected performance:
| Overall Performance Rating x Meets Expectations Fair But Needs Improvement Does Not Meet Expectations |
Total numerical Score 225 ¸ 100 = 2.25 ROUND TO 2.3 |
Section 14. Performance and Pay Adjustments
Prorate for non-probationary employees according to program guidelines when required. List changes to base pay and lump sum awards separately.
Special Employee Circumstances (Check All that Apply)
| Performance Increase Percent | 4% |
| Equity Adjustment Increase Percent | 3% |
| Competency Change Increase
Percent Specify: |
% |
| Licensure/Certification
Increase Percent Specify : |
% |
Total Annual Pay Change Approval from Human Resources is required for any base pay adjustment of more than 10%. |
7% Will Be Keyed By HR |
| Base Pay Before Adjustment | Base Pay Increase Amount | New Base Pay | Lump Sum Award |
| $46,500 | $3,255 | $49,755 | $ |
Other Recognition and Award Programs That Are the Basis for a One-time Bonus Payment:
x Project pay (specify and attach supporting documentation).
Other (specify and attach supporting documentation).| Recognition and Reward Bonus | Amount of Bonus | Comments |
Project or team pay |
$1,500 |
Early completion of network hardware installation and connection of departments, according to bonus plan time line. |
Other (specify) |
Comments:
Budget Approval for Annual Performance and Pay Adjustment Increase This signature must be obtained before meeting with the employee. John Dayhoff 10/10/97 |
| Vice Provost for Information Technology or designee Date |
| Ned Work | 155-97-5345 | Ned Work | 10/10/97 |
| Employee Name | SSN | Signature | Date |
| Bob Boss | 789-78-9789 | Bob Boss | 10/1/97 |
| Supervisor Name | SSN | Signature | Date |
| Anne Bow-Lin | 111-11-1111 | Ann Bow-Lin | 10/2/97 |
| Reviewer Name | SSN | Signature | Date |
Supervisor/ Reviewer comments:
Ned has taken on many new and difficult projects during the year. He has also done a commendable job helping co-workers when needed.
Employee comments:
Employee’s signature indicates that the performance evaluation has been read and discussed with the supervisor. It does not necessarily indicate agreement with the supervisor’s assessment of the employee’s performance.
Distribution of signed copies: Employee, Supervisor, Reviewer, Human Resources
Revised 071597
|
Information Technology Probationary Progress Review |
| Employee Name (Last, First,
Middle) Ned Work |
Social Security Number 155-97-5345 |
| Position Number 01234 |
Class Title Network Analyst |
| Agency VCU |
Agency Code 236 |
| Employment Date 10/1/96 |
Supervisor Name and Title Bob Boss |
Below is an assessment of your progress and degree of achievement toward meeting the established performance expectations that are stated in the Performance Plan section of your Work Plan.
| A. Progress Evaluation Check the box which most accurately describes the level of work performance achieved to this time. |
||
| Exceeds Expectations |
Performance results frequently exceed established performance expectations. | |
ü |
Meets Expectations |
Performance results show
consistent achievement toward meeting established performance expectations. |
| Fair But Needs Improvement |
Performance results show inconsistent achievement of job objectives; performance improvement needed. | |
| Does Not Meet Expectations |
Performance results show consistent deficiencies which seriously interfere with the attainment of job and performance expectations. | |
B. Performance Development Needs
Describe specific areas that need improvement, keeping in mind established performance expectations
C. General Comments
| Bob Boss 3/1/97 | Ned Work 3/1/97 | ||
| Supervisor's Signature | Date | Employee's Signature | Date |
Send original to Human Resources P. O. Box 980067; copies to employee and department file.
COMPETENCY GUIDELINES
FOR ANALYST CLASSIFICATIONS
INSTRUCTIONS: The Competency Guidelines is used by supervisors when: determining position and employee competency levels, establishing performance expectations, and evaluating employee performance. It is a guide for developing position-specific attributes and must be customized for individual positions and employees. For additional information, see the Information Technology Program Manual.
| CL1 TECHNICAL KNOW-HOW AND/OR SUPERVISORY ATTRIBUTES | CL2 TECHNICAL KNOW-HOW AND/OR SUPERVISORY ATTRIBUTES | CL3 TECHNICAL KNOW-HOW AND/OR SUPERVISORY ATTRIBUTES |
| Depth of Knowledge - basic
knowledge of specialty area demonstrated by an understanding of and ability to apply
general principles and terminology associated with the work specialty. Integration & Scope - works within own specialty with limited ability to integrate & coordinate elements of that specialty. Technical Ability and Judgment - demonstrated understanding of the standard technology and systems in place with the ability to support and operate this technology. Supervision - demonstrated ability to manage daily workload, employee relations and personnel functions. |
Depth of Knowledge -
functional working knowledge of specialty area demonstrated by an understanding and use of
the general principle, theories and practices pertinent to the specialty. Integration & Scope - ability to integrate knowledge/skills from other specialties in addressing assignments and problem-solving. Technical Ability and Judgment - ability to apply standard and nonstandard technology applications as well as explore and adapt changing technologies. Demonstrated ability to independently apply technical judgment to work assignments to achieve desired outcomes. Supervision - demonstrated ability to manage daily workload, employee relations and personnel functions. |
Depth of Knowledge -
advanced & comprehensive knowledge of the work area. Understanding and use of advanced
principles, theories & practices of the work specialty. Integration & Scope - substantial knowledge of other specialties. Ability to integrate this knowledge to achieve innovative solutions. Technical Capability and Judgment - researches & initiates new technology. Ability to develop & integrate highly complex information technology systems. Supervision - demonstrated ability to manage daily workload, employee relations and personnel functions. |
| CL1 CRITICAL THINKING ATTRIBUTES | CL2 CRITICAL THINKING ATTRIBUTES | CL3 CRITICAL THINKING ATTRIBUTES |
| Problem Solving - limited
problem-solving through problem recognition, identification of possible causes, refers
appropriately, and resolves where precedent exists. Performs problem analysis with some
supervision. Ability to Organize - ability to prioritize projects of minimal to moderate complexity within given time frames. Monitors and reports progress. Ability to Acquire Knowledge - assess own knowledge level & identifies learning needs with management input. Limited application of knowledge in different or changing situations. Awareness of information technology alternatives within specialty area. |
Problem Solving and Reasoning
- recognizes problem exists, applies theories & principles to identifies problem
causes using reason & logic, generates & evaluates alternate solutions, implements
plan of action, develops solutions which do not always have precedents, handles
non-routine assignments. Ability to Organize - demonstrated ability to monitor & track highly detailed and moderately complex to complex projects, systems, data, projects. Completes multiple assignments. Future Thinking - proactively recognizes needs, anticipates outcomes and consequences of different approaches and makes necessary modifications to plans to achieve desired outcomes. Ability to Acquire Knowledge - independently learns appropriate techniques to apply and adapt new ideas in related, different or changing situations. Aware of current information technology at VCU; ability to apply this knowledge to meet tactical needs. |
Problem Solving and Reasoning
- conceives of and implements solutions which combine information in unprecedented ways.
Independently solves advanced problem without supervision. Able to provide problem-solving
guidance to others. Handles the most complex and exceptional problems. Ability to Organize - independently plans & manages projects, including resources, staff, goals. Effectively handles & completes numerous assignments, including overseeing completion of assignments of others. Future Thinking - effects long term thinking & planning; anticipates needs; fully understands strategic plans & integrates them into plans. Ability to Acquire Knowledge - develops own learning strategy. Ability to recognize faulty assumptions that can lead to faulty conclusions. Knowledge of current and emerging information technology in the market place; ability to apply this skill to meet strategic needs. |
| CL1 INTERACTIVE SKILL ATTRIBUTES | CL2 INTERACTIVE SKILL ATTRIBUTES | CL3 INTERACTIVE SKILL ATTRIBUTES |
| Communication Skills -
ability to present ideas clearly verbally & in writing. Limited ability to
independently interpret/communicate information, ideas or instructions. Team Skills - demonstrated ability to be team member. Limited team coordination. |
Communication Skills -
demonstrated competence to interpret and communicate information, ideas and instructions.
Able to select appropriate information and best method or format for presenting it in
writing or verbally. Team Skills - ability to plan or work on joint projects and to coordinate with others to achieve objectives. Listening Skills - practices reflective listening skills. Independently manages user and vendor relations. Leading & Teaching Skills - demonstrated ability to assist others in completing work assignments and providing basic work direction; ability to train others on new skills/procedures. |
Team Skills - ability to
assess skills within a team and work to build on individual strengths and lead multiple
team efforts. Leading Skills - demonstrated ability to exercise leadership to achieve desired outcomes using influence gained through advanced competence. Group Management Skills - expertise at conflict management. Incorporates new facts and ideas in group processes. Negotiates reasonable compromises. Proposes and evaluates possible solutions. Teaching Skills - ability to teach others new skills and knowledge and to apply appropriate concepts & theories (able to convey more than mere procedural understanding). |
COMPETENCY GUIDELINES
FOR SPECIALIST CLASSIFICATIONS
INSTRUCTIONS:
The Competency Guidelines is used by supervisors when: determining position and employee competency levels, establishing performance expectations, and evaluating employee performance. It is a guide for developing position-specific attributes and must be customized for individual positions and employees. For additional information, see the Information Technology Program Manual.| CL1 TECHNICAL KNOW-HOW AND/OR SUPERVISORY ATTRIBUTES | CL2 TECHNICAL KNOW-HOW AND/OR SUPERVISORY ATTRIBUTES | CL3 TECHNICAL KNOW-HOW AND/OR SUPERVISORY ATTRIBUTES | |||
| Depth of Knowledge - basic
knowledge of specialty area demonstrated by an understanding of and ability to apply
general principles and terminology associated with the work specialty. Integration & Scope - ability to work in a limited area within the specialty. Technical Ability and Judgment - basic understanding of the standard technology and systems applicable to the work specialty. Ability to support and operate this technology at a fundamental level. Supervision - demonstrated ability to manage daily workload, employee relations and personnel functions. |
Depth of Knowledge
- functional working knowledge of the specialty area demonstrated by an ability to apply
standard principles and practices pertinent to the specialty. Integration & Scope - ability to understand a broader scope of work within the specialty area and to coordinate elements within the specialty work area. Limited ability to integrate elements from other specialties to address work assignments. Technical Ability and Judgment - demonstrated ability to apply standard technology applications. Demonstrated ability to independently apply technical judgment to problems ordinarily encountered within work specialty. Supervision - demonstrated ability to manage daily workload, employee relations and personnel functions. |
Depth of Knowledge
- advanced & comprehensive knowledge of the work area demonstrated by an understanding
of the advanced principles, theories & practices of the work specialty. Integration & Scope - working knowledge of other related work specialties and the ability to integrate and apply this knowledge to achieve innovative solutions. Technical Ability and Judgment - demonstrated ability to apply standard and nonstandard technology applications. Ability to apply independent technical judgment to complex technical situations within the specialty area. Supervision - demonstrated ability to manage daily workload, employee relations and personnel functions. |
|||
| CL1 CRITICAL THINKING ATTRIBUTES | CL2 CRITICAL THINKING ATTRIBUTES | CL3 CRITICAL THINKING ATTRIBUTES | |||
| Problem Solving
- limited problem-solving through problem recognition, identification of possible causes,
and resolution of routine problems. Refers most problems to more senior staff. Ability to
solve problems related to simple, routine occurrences. Ability to Organize - requires detailed instructions for work assignments. |
Problem Solving
and Reasoning - recognizes a problem exists, uses reasoning & logic to determine
causes from available information, applies standard principles and practices to determine
and implement solutions. May solve problems outside of normal occurrences. Ability to Organize - demonstrated ability to develop own work schedule, monitor progress against defines parameters and coordinate efforts with other staff members and departments. Requires instructions for new lines of work. Ability to Acquire Knowledge - able to assess own knowledge and abilities and to identify learning resources, but needs direction to achieve learning objectives. |
Problem Solving and Creative
Thinking - understands problems from a broad interactive perspective and is able to
use reasoning to discern underlying principles when problem solving. Ability to apply
creative thinking to develop new solutions to problems. Ability to Organize - demonstrated ability to monitor and track highly detailed and/or moderately complex to complex data, information, systems and/or projects. Future Thinking - proactively recognizes needs, anticipates outcomes and consequences of different approaches and makes necessary modifications to action plans to achieve desired outcomes. Ability to Acquire Knowledge - independently recognizes and uses various learning techniques to apply and adapt new knowledge and skills in related, different or changing situations. |
|||
| CL1 INTERACTIVE SKILL ATTRIBUTES | CL2 INTERACTIVE SKILL ATTRIBUTES | CL3 INTERACTIVE SKILL ATTRIBUTES | |||
| Communication
Skills - demonstrated work ready skills in reading, writing and speaking. Ability to
locate and understand written documentation and to write understandable basic reports and
recording data. Limited ability to understand highly technical, complex documentation. Team Skills - demonstrated ability work as a team member by doing own share of work. |
Communication
Skills - demonstrated ability to interpret and present information and ideas clearly
and accurately in writing or verbally and preparing reports and other written materials. Team Skills - ability to coordinate with others on shared projects to achieve established objectives. Listening Skills - demonstrated reflective listening skills in working with others to identify needs and requirements and develop successful conclusions. Leading & Teaching Skills - demonstrated ability to assist others in completing work assignments and to provide basic work direction; ability to train others on new skills/procedures. |
Communications Skills -
demonstrated written and verbal competence in presenting ideas, concepts and instructions
clearly and using persuasion and negotiation to build consensus and cooperation. Leading/Teaching Skills - ability to teach others new skills and knowledge beyond procedures and using advanced competence and leadership skills to provide individual and team work direction. Team Skills - ability to lead team efforts and to resolve conflicts and differences. |
|||
COMPETENCY GUIDELINES
UNIVERSAL PERFORMANCE EXPECTATIONS
For All Information Technology Classifications
INSTRUCTIONS:
This section of the Competency Guidelines is used by supervisors when establishing performance expectations and evaluating employee performance. It is a guide and is intended to be customized for individual performance plans. For additional information, see the Information Technology Compensation Manual.| Universal Performance Expectations |
| Universal performance expectations describe general
characteristics for all competency levels (CL1, CL2 and CL3) which may be evaluated based
on an employee's overall performance, or may be used as a separate performance indicator.
1. Attendance - the extent to which attendance and/or punctuality support performance at the expected level.. 2. Safety - the extent to which the employee follows established safety practices or corrects unsafe work practices on the job. 3. Relationships with Customers, Supervisor and Co-Workers - the extent to which the employee establishes and maintains effective working relationships with all parties in the work environment.. 4. Supports the Mission of the Work Unit and the Larger Institution - the extent to which the employee demonstrates knowledge of and advances the established goals of the work unit and/or Virginia Commonwealth University. |
CL guidelines universal/revised 070197
INFORMATION TECHNOLOGY STARTING PAY MATRIX (Revision 3)
Effective Date: July 1, 1997
COMPETENCY LEVEL 2
Section I Reason pay matrix completed:
Check all that new employee in position
apply. permanent change in competency level
other (specify)
| Section II | Employee/ Applicant Name | Ned Work |
| Social Security Number | 155-97-5345 | |
| Complete all data fields in this section |
Position Number | #01234 |
| IT Class | Network Analyst | |
| Date Completed | 10/15/97 | |
| Matrix completed by | Bob Boss | |
| Current salary | $46,500 |
| Section III | Educational Level | Points | |
| Assign points based | High School | 0 | |
| on the applicant's/ | Associate | 2 | |
| employee's highest relevant | Bachelor's | 4 | Points assigned |
| educational level obtained. | Advanced Degree | 5 |
| Section IV | Years/months | Points | Years/months | Points | |||||
| State the applicant's/ | up to 2 years | 2 | 5.1 - 6.0 | 6 | |||||
| employee's years & months | 2 | 3 | 6.1 - 70 | 7 | |||||
| of relevant experience | 3.1 - 4.0 | 4 | 7.1 - 8.0 | 8 | |||||
| Then determine the | 4.1 - 5.0 | 5 | 8.1 - 9.0 | 8 | |||||
| corresponding number of points | 10+ | 10 | |||||||
| Applicant/employee’s experience | |||||||||
| Years | Months | Points assigned | |||||||
| C. QUALITATIVE ASSESSMENT | Point Spread | Points assigned |
| of RELEVANT EXPERIENCE | 2 to 10 | |
| Assign points based on the applicant's/employee's relevant experience in terms of functional diversity, complexity and integration, and the overall relevancy of the experience | Comments |
| D. VALUE ADDED | Point Spread | Points assigned | ||||
| COMPENSABLE FACTORS | 0 to 2 | |||||
| Assign points based on relevant licensures/certifications (CNE, DPME, etc.) possessed by the applicant/employee. Relevant coursework, other than educational degrees listed in section III may be considered | Comments | |||||
| Specify | ||||||
|
|
||||||
| TOTAL POSSIBLE POINTS | Point Spread |
|
| FOR COMPETENCY LEVEL 2 | 4 to 27 |
Total Points assigned |
| Total of all points assigned to applicant/employee in section III |
NOTE:
SECTION IV: STARTING PAY MATRIX POINT CONVERSTION WORKSHEET
Effective Date: March 1, 1997
| CLASSIFICATION TITLE: | NETWORK ANALYST | FULL PAY BAND: | Minimum $29,000 |
Maximum $65,300 |
Range Width 125% |
| GUIDE TO INTERNAL COMPETENCY PAY RANGES | Corresponding |
||||||||||||||||||||||||||||||||||||||
| Competency Level | Pay Range |
Point Spread |
|||||||||||||||||||||||||||||||||||||
from: |
to: |
from: |
to: |
||||||||||||||||||||||||||||||||||||
| CL 1 | $ | 29,000 |
$ | 38,075 |
0 |
11 |
|||||||||||||||||||||||||||||||||
| CL 2 | $ | 32,630 |
$ | 61,670 |
4 |
27 |
CL 1 |
CL 2 |
CL 3 |
||||||||||||||||||||||||||||||
| CL 3 | $ | 54,410 |
$ | 65,300 |
14 |
37 |
Dollars |
Points |
|||||||||||||||||||||||||||||||
| $ | 29,000 |
0 |
|||||||||||||||||||||||||||||||||||||
1 |
|||||||||||||||||||||||||||||||||||||||
2 |
|||||||||||||||||||||||||||||||||||||||
3 |
|||||||||||||||||||||||||||||||||||||||
| $ | 32,630 |
4 |
|||||||||||||||||||||||||||||||||||||
Point Spread |
Delegated Range of Pay |
$ |
33,538 |
5 |
|||||||||||||||||||||||||||||||||||
| CL 1 | from: | up to: | from: |
up to: |
6 |
||||||||||||||||||||||||||||||||||
0 |
5 |
$ |
29,000 |
$ |
33,538 |
7 |
|||||||||||||||||||||||||||||||||
8 |
|||||||||||||||||||||||||||||||||||||||
6 |
11 |
$ |
33,528 |
$ |
38,075 |
$ |
38,890 |
9 |
|||||||||||||||||||||||||||||||
10 |
|||||||||||||||||||||||||||||||||||||||
| CL 2 | from: | up to: | from: |
up to: |
$ |
38,075 |
11 |
||||||||||||||||||||||||||||||||
4 |
9 |
$ |
32,630 |
$ |
39,890 |
12 |
|||||||||||||||||||||||||||||||||
13 |
|||||||||||||||||||||||||||||||||||||||
10 |
15 |
$ |
39,890 |
$ |
47,150 |
14 |
|||||||||||||||||||||||||||||||||
$ |
47,150 |
15 |
|||||||||||||||||||||||||||||||||||||
* 16 |
21 |
$ |
47,150 |
$ |
54,410 |
$ |
54,140 |
16 |
|||||||||||||||||||||||||||||||
17 |
|||||||||||||||||||||||||||||||||||||||
* 22 |
27 |
$ |
54,410 |
$ |
61,670 |
18 |
|||||||||||||||||||||||||||||||||
19 |
|||||||||||||||||||||||||||||||||||||||
20 |
|||||||||||||||||||||||||||||||||||||||
| CL 3 | from: | up to: | from: |
up to: |
$ |
54,410 |
21 |
||||||||||||||||||||||||||||||||
14 |
22 |
$ |
54,410 |
$ |
58,040 |
$ |
58,040 |
22 |
|||||||||||||||||||||||||||||||
23 |
|||||||||||||||||||||||||||||||||||||||
* 23 |
30 |
$ |
58,040 |
$ |
61,670 |
24 |
|||||||||||||||||||||||||||||||||
25 |
|||||||||||||||||||||||||||||||||||||||
* 31 |
37 |
$ |
61,670 |
$ |
65,300 |
26 |
|||||||||||||||||||||||||||||||||
$ |
61,670 |
27 |
|||||||||||||||||||||||||||||||||||||
| * Special review by Human Resources and Dept. Director or Executive Director required. | 28 |
||||||||||||||||||||||||||||||||||||||
| Check basis for special review. | $ |
61,670 |
29 |
||||||||||||||||||||||||||||||||||||
| Pay is more than 10% above current salary. | 30 |
||||||||||||||||||||||||||||||||||||||
| Pay is more than a 10% decrease (current VCU/MCVH employees only). | 31 |
||||||||||||||||||||||||||||||||||||||
| Pay is outside of range indicated by total matrix points. | 32 |
||||||||||||||||||||||||||||||||||||||
| Pay is in top 2 quartiles of CL2 pay range. | 33 |
||||||||||||||||||||||||||||||||||||||
| Pay is in top 2/3 of CL3 pay range. | 34 |
||||||||||||||||||||||||||||||||||||||
| Special review (specify): | 35 |
||||||||||||||||||||||||||||||||||||||
36 |
|||||||||||||||||||||||||||||||||||||||
$ |
65,300 |
37 |
|||||||||||||||||||||||||||||||||||||
46,500 current salary
+ 10%
$51,150| SECTION V | From: | To: |
Salary range from Point |
||
Conversion Worksheet |
||
(Section IV) |
||
Recommended salary |
||
Starting Hire Date |
Competency Level Review (check one) 1 2 3
SIGNATURES and COMMENTS
Supervisor Date
Comments:
Director or Executive Director Date
Comments:
Human Resource Division Date
Comments:
Attachments: Supporting documentation (application, resume, or memo)
Distribution: Original to Human Resources to initiate employment offer
VIRGINIA COMMONWEALTH UNIVERSITY |
||||||||
INFORMATION TECHNOLOGY SERIES SALARY STRUCTURE |
||||||||
EFFECTIVE March 1, 1997 |
||||||||
| CLASS TITLE | CLASS |
PAY |
COMPETENCY LVL 1 |
COMPETENCY LVL 2 |
COMPETENCY LVL 3 |
|||
CODE |
GRADE |
BOTTOM |
TOP |
BOTTOM |
TOP |
BOTTOM |
TOP |
|
| Applications Analyst | 15093 |
I01 |
28,300 |
37,550 |
32,000 |
61,600 |
54,200 |
65,300 |
| Operating Systems Analyst | 15094 |
I05 |
29,300 |
38,300 |
32,900 |
61,700 |
54,500 |
65,300 |
| Information Technology Analyst | 15095 |
I03 |
24,300 |
32,600 |
27,620 |
54,180 |
47,540 |
57,500 |
| Network Analyst | 15096 |
I04 |
29,000 |
38,075 |
32,630 |
61,670 |
54,410 |
65,300 |
| Equipment/Application Specialist | 15092 |
I02 |
23,000 |
28,725 |
25,290 |
43,610 |
39,030 |
45,900 |
| Operations Specialist | 15091 |
I06 |
19,100 |
25,525 |
21,670 |
42,230 |
37,090 |
44,800 |
MINIMUM QUALIFICATIONS GUIDELINES
For Information Technology SPECIALIST Classifications
The minimum qualification requirements listed below are intended to provide supervisors with general guidance regarding the job-related experience, training, education and/or licensure or certification a new incumbent should possess in order to perform the tasks and duties of the position. A new employee would be expected to possess not less than these qualifications at the position's required competency level and majority function. Incumbents moving into the IT pilot may exceed the minimum qualifications, but this does not imply that a higher competency level is required or appropriate. Supervisors determine the specific knowledge, skills and abilities required to perform position duties. Position competencies are based on overall position function, of which minimum qualifications for experience, training, education and/or licensure are only a portion. For additional information, see the Information Technology Program Manual.
| CL1/Entry | CL2 | CL3 | ||
| Typical Duties of the EQUIPMENT/ APPLICATIONS SPECIALIST Class | ||||
| Equipment Systems Support | ||||
| Education Minimum: | H.S. with related
course work associate preferred. |
Associate degree in info systems,
computer science or related field.
Equivalent experience may substitute. |
Associate degree in info systems,
computer science or related field.
Equivalent experience may substitute. |
|
Relevant Experience Minimum: |
Limited experience (0 - 1 yr). | Some experience (1 - 2 years). | Extensive experience (7 - 10 yrs). | |
| Applications Support | ||||
| Education Minimum: | H.S. with related course work. Associate preferred. | Associate degree in info systems,
computer science or related field.
Equivalent experience may substitute. |
Associate degree in info systems,
computer science or related field.
Equivalent experience may substitute. |
|
Relevant Experience Minimum: |
Limited experience (0 - 1 yr). | Some experience (1 - 2 years). | Extensive experience (7 - 10 yrs). | |
| Site Administration | ||||
| Education Minimum: | H.S. | Associate degree in computer
science, information systems, or related field. Equivalent experience may substitute. |
Bachelor's degree in info
systems, computer science or related field. Equivalent experience may substitute. |
|
Relevant Experience Minimum: |
Limited experience (0-1 yr). | Some experience (1-2 yrs). | Extensive experience (7-10 yrs). | |
| CL1/Entry | CL2 | CL3 | |||
| Typical Duties of the OPERATIONS SPECIALIST Class | |||||
Education Minimum: |
H.S. with related course work | Associate degree in
info systems, computer science or related field. Equivalent experience may substitute. |
Associate degree in
info systems, computer science or related field. Equivalent experience may substitute. |
||
Relevant Experience Minimum: |
Limited experience (0 - 1 yr). | Some experience (1 - 2 years). | Extensive experience (7 - 10 yrs). | ||
MINIMUM QUALIFICATIONS GUIDELINES
For Information technology ANALYST Classifications
The minimum qualification requirements listed below are intended to provide supervisors with general guidance regarding the job-related experience, training, education and/or licensure or certification a new incumbent should possess in order to perform the tasks and duties of the position. A new employee would be expected to possess not less than these qualifications at the position's required competency level and majority function. Incumbents moving into the IT pilot may exceed the minimum qualifications, but this does not imply that a higher competency level is required or appropriate. Supervisors determine the specific knowledge, skills and abilities required to perform position duties. Position competencies are based on overall position function, of which minimum qualifications for experience, training, education and/or licensure are only a portion. For additional information, see the Information Technology Program Manual.
| CL1/Entry | CL2 | CL3 | |||
| Typical Duties of
the Applications Analyst Class Systems Analysis & Development |
|||||
| Education Minimum: | Bachelor's degree in info systems, computer science or related field. Equivalent experience may substitute. | ||||
Relevant Experience Minimum: |
Some experience (1 - 2 yrs). | Some experience (2 - 5 yrs). | Extensive experience (7 - 10 yrs). | ||
| Applications Programming | |||||
Education Minimum: |
Bachelor's degree in info systems, computer science or related field. Equivalent experience may substitute. | ||||
Relevant Experience Minimum: |
Limited experience (0 yrs with bachelor's degree; up to 2 yrs without degree). | Some experience (1 - 3 yrs). | Extensive experience (7 - 10 yrs). | ||
| Database Administration | |||||
Education Minimum: |
Bachelor's degree in info systems, computer science or related field. Equivalent experience may substitute. | ||||
Relevant Experience Minimum: |
Some experience (1 - 2 yrs). | Some experience (2 - 5 yrs). | Extensive experience (7 - 10 yrs). | ||
| CL1/Entry | CL2 | CL3 | ||
| Typical Duties of the Operating Systems Analyst Class | ||||
| Operating Systems Analysis | ||||
Education Minimum: |
Bachelor's degree in info systems, computer science or related field, with course work in data structures and operating systems desirable. Equivalent experience may substitute. | |||
Relevant Experience Minimum: |
Some experience (1 - 2 yrs) . | Some experience (1 - 5 yrs). | Extensive experience (7 - 10 yrs). | |
| Database Management System Administration | ||||
Education Minimum: |
Bachelor's degree in info systems, computer science or related field, with course work in data structures and operating systems desirable. Equivalent experience may substitute. | |||
Relevant Experience Minimum: |
Some experience (1 - 3 yrs). | Some experience (1 - 5 yrs). | Extensive experience (7 - 10 yrs). | |
| CL1/Entry | CL2 | CL3 | ||
| Typical Duties of the Information Technology ANALYST Class | ||||
| User Consultation | ||||
Education Minimum: |
Associate degree in
computer science, information systems, or related field. Equivalent experience may substitute. |
Associate degree in computer
science, information systems, or related field. Equivalent experience may substitute. |
Bachelor's degree in info
systems, computer science or related field. Equivalent experience may substitute. |
|
Relevant Experience Minimum: |
Limited experience (0 - 1 yr). | Some experience (1 - 2 yrs). | Extensive experience (7 - 10 yrs). | |
| Multimedia Development | ||||
Education Minimum: |
Bachelor's degree in info systems, computer science, instructional technology or related field. Equivalent experience may substitute. | |||
Relevant Experience Minimum: |
Limited experience (0 - 2 yrs) | Some experience (1 - 3 yrs). | Extensive experience (7 - 10 yrs). | |
| Sole or Lead Department Consultant | ||||
Education Minimum: |
Bachelor's degree in info systems, computer science or related field. Equivalent experience may substitute. | |||
Relevant Experience Minimum: |
Some experience (1 - 2 yrs). | Some experience (2 - 5 yrs). | Extensive experience (7 - 10 yrs). | |
| CL1/Entry | CL2 | CL3 | ||
| Typical Duties of
the Network Analyst Class Network Design & Implementation |
||||
Education Minimum: |
Associate degree in computer
science, information systems, engineering, industrial technology, telecommunications or
related field. Equivalent experience and education may substitute. |
Bachelor's degree in computer
science, information systems, engineering, industrial technology, telecommunications or
related field. Equivalent experience may substitute. |
||
Relevant Experience Minimum: |
Some experience (2 - 5 yrs. | Extensive experience (7-10 yrs). | ||
| Network Administration & Support | ||||
Education Minimum: |
H.S. and some post-secondary training in telecommunications or engineering. | Associate degree in computer
science, information systems, engineering, industrial technology, telecommunications or
related field. Equivalent experience may substitute. |
Bachelor's degree in computer
science, information systems, engineering, industrial technology, telecommunications or
related field. Equivalent experience may substitute. |
|
Relevant Experience Minimum: |
Limited (1 - 2 yrs). | Some experience (2 - 5 yrs). | Extensive (7 - 10 yrs). | |
| Network Operations | ||||
Education Minimum: |
H.S. and some post-secondary training in telecommunications or engineering. | Associate degree in computer
science, information systems, engineering, industrial technology, telecommunications or
related field. Equivalent experience may substitute. |
||
Relevant Experience Minimum: |
Limited experience (0 - 1 yr). | Some experience (1 - 3 yrs). | ||