System Overview

STC finalized the system's descriptions for the 10 subfactors and the levels. A brief overview of these descriptions is shown below.

Knowledge:

This subfactor measures the level of experience, formal education and basic skills necessary to meet the requirements of the job. Skills and knowledge may be learned from both on-the-job or off-the-job experiences and/or education.

• Level 1: Job calls for little or no acquired knowledge. Job tasks may require knowledge in one area ...
• Level 2: Job tasks call for some acquired knowledge. Understanding of the of the job tasks may be acquired through some specific courses ...
• Level 3: Job tasks call for a higher level of acquired knowledge obtained through higher levels of required schooling or self-study ...
• Level 4: Job tasks call for some specialized acquired knowledge. Understanding of the tasks is acquired progressively through required schooling ...
• Level 5: Job tasks call for specialized acquired knowledge. Understanding of the tasks may be acquired progressively through highest levels of required schooling ...

Interpersonal Skills/Contacts:

This subfactor measures the job requirement to deal effectively with people both within and outside the organization. This subfactor considers the type, importance and purpose of contacts and the degree of interpersonal skills required.

• Level 1: Contacts are primarily within the organization to exchange straightforward information...
• Level 2: Contacts may be both within and outside the organization frequently to exchange information and/or answer routine, straightforward ...
• Level 3: Contacts may be both within and outside the organization fequently to deal with unclear or imprecise requests for information; to provide explanations ... instruction on complex ...
• Level 4: Contacts may be both within and outside the organization fequently to deal with unclear or imprecise requests for information; to provide explanations that may be disliked ... persuading, inflencing, counselling and/or negotiating ...
• Level 5: Contacts may be both within and outside the organization fequently to deal with unclear or imprecise requests for information; to provide explanations ... leadership communication skills ...

Problem-Solving/Judgement:

This subfactor measures the problem-solving/judgement required on the job. It assesses the difficulty in identifying various available choices of action and in exercising judgement to select the most appropriate action. It also considers mental processes such as analysis, reasoning or evaluation.

• Level 1: Problems faced on the job tend to be routine and standard. Solutions ...
• Level 2: Problems faced on the job tend to be somewhat standardized with infrequent new problem situations ...
• Level 3: Problems faced on the job tend to be variable. Decisions are made by weighing ...
• Level 4: Problems faced on the job are most often variable, non-standardized. Decisions involve interpreting ...
• Level 5: Problems faced on the job are complex and unique. Decisions involve interpretation of many different factors; often requires ...

Mental Effort:

This subfactor measures the duration and intensity of mental effort required to perform the job. Mental effort is related to the amount of concentration and attentiveness required, both in terms of thinking, watching and listening. All types of tasks requiring concentration should be considered.

• Level 1: All activities are of low intensity ...
• Level 2: Moderate intensity activities add up to an average of less than two hours ...
• Level 3: Moderate intensity activities add up to an average of two to four ...
• Level 4: Moderate intensity activities add up to an average of more than four ...
• Level 5: High intensity activities add up to an average of more ...

Physical Effort:

This subfactor measures the duration and intensity required to perform the job. Physical effort is related to the amount of physical demand on the body or the energy required to do all kinds of tasks like standing, walking, lifting, keyboarding or holding the body in one position for long periods.

• Level 1: All activities are of low intensity ...
• Level 2: Moderate intensity activities add up to an average of less than two hours ...
• Level 3: Moderate intensity activities add up to an average of two to four ...
• Level 4: Moderate intensity activities add up to an average of more than four ...
• Level 5: High intensity activities add up to an average of more ...

Responsibility for Personnel, Policies and Practices:

This subfactor measures the extent to which key activities and responsibilities are achieved through the direction, management, education, training, evaluation, motivation and control of the work and of others. It does not measure the interpersonal skills required in other types of contacts. Policies can be health and safety rules or special programs.

• Level 1: Provides informal training or instruction to co-workers ...
• Level 2: Provides functional or technical guidance and/or informal training or instruction to co-workers. Occasionally coordinates ...
• Level 3: Coordinates the work of others including the assignment of tasks ...
• Level 4: Supervises work within a work unit of subordinates. Determines the training and education needs ...
• Level 5: Supervises work of subordinates. Coordinates the work of others including the assignment of tasks. Responsible for hiring ...
• Level 6: Direct and indirect supervision and responsibility for human resources in several work units of subordinates. Consults with subordinates who supervise others about ...

Responsibility for Financial Resources:

This subfactor measures the degree of accountability for money, financial data, financial records and related decisions, and the acquisition and/or expenditure of funds.

• Level 1: Infrequently is involved in financial matters, typically on a relief basis ...
• Level 2: Compiles information and data required for financial activity ...
• Level 3: Ensures recording of assets and liabilities, accounting, and financial transations ...
• Level 4: Formulates budget of whole organization. Develops policy for financial control and cash management systems ...

Responsibility for Information Resources:

This subfactor measures the degree of responsibility for the collection, storage, retrieval, interpretation and maintenance of information/data/files required to perform the job. It also measures the nature of involvement with the information.

• Level 1: Involved with information/data/files that are straightforward and easily available ...
• Level 2: Involved with information/data/files that are mostly straightforward, with clear rules for location and retrieval ...
• Level 3: Handles information/data/files that are somewhat complex. Ensures others have ...
• Level 4: Manipulates information/data/files that are complex. Interprets and/or presents ...
• Level 5: Manipulates information data that is complex. Interprets ... decides what information is needed. Responsible for ...

Responsibility for Material Resources:

This subfactor measures the degree of responsibility for the collection, storage, retrieval, safe usage and maintenance of material resources including office equipment, supplies, products and machinery required to perform the job. It also measures the value and nature of the involvement with the resources.

• Level 1: Responsible for the basic care and proper usage of supplies, equipment, machinery, tools or other work aids of minimal capital value ...
• Level 2: Responsible for the basic care and proper usage of supplies, equipment, machinery, tools or other work aids of moderate capital value ...
• Level 3: Responsible for the safe operation and/or maintenance of equipment, machinery, ... of significant capital value such as office equipment ...
• Level 4: Responsible for the safe operation and maintenance of equipment, machinery, of significant capital value such as inventory/stores, laboratory equipment ...
• Level 5: Responsible for the safe operation and maintenance of equipment, machinery, of significant capital value such as automated computerized production equipment ...

Environment:

This subfactor measures the nature and severity of the working conditions and hazards that have an impact on the job.

• Level 1: Works in a pleasant, comfortable environment either inside or outside ... nor risk of any injury or harmful effect ...
• Level 2: Conditions may cause minor stress or physical discomfort due to limited exposure to ... a minor risk of injury or harmful effect ...
• Level 3: Conditions may cause moderate stress or physical discomfort due to moderate exposure to ... a moderate risk of injury or harmful effect ...
• Level 4: Conditions may cause considerable stress or physical discomfort due to significant exposure to ... a high risk of injury or harmful effect ...
• Level 5: Conditions may cause extreme stress or physical discomfort due to major exposure to ... a high risk of injury or harmful effect ... loss of life ...

To make the above system complete, STC added weights - percentages or points to enable the Committee to place value on the jobs. The next few pages will show you how STC created a weighting formula for the system.