m 5egsurveys.net/.../2014/02/emmtcs_index_of_surveyed_… · web viewfunctions may include but...

Executive & Mid-Management Total Compensation SurveyExecutive & Mid-Management Total Compensation Survey

Index of ClassificationsEXECUTIVE GENERAL MANAGEMENT

Executive GroupE5. Chairman of the BoardE10. Chief Executive Officer - CorporateE20. Chief Executive Officer - DivisionE30. Chief Operating OfficerE50. General Executive Officer (Multi - Function Responsibilities)E70. Chief Sector / Group ExecutiveE145. Chief Program Executive (Not-For-Profit Groups)E310. Top International Executive (U.S. Based)

FINANCE / ACCOUNTINGExecutive GroupE80. Chief Financial - Accounting ExecutiveE120. Chief Audit ExecutiveE130. Corporate TreasurerE135. Chief Tax Executive

Mid-Management and Supervisory Group5. Accounts Receivable and/Or Payable, Mgr. of All10. Accounts Receivable and/Or Payable Supervisor15. Cost Accounting, Mgr. of All20. Cost Accounting Supervisor25. Financial Analysis Mgr.30. Investment, Head of35. Business Development, Head Of 40. Tax Mgr.45. General Accounting, Mgr. of All50. General Accounting Supervisor55. Accounting Operations, Mgr. of All60. Assistant Treasurer65. Controller, Corporate70. Controller, Division75. Assistant Controller80. Plant/Division Accounting Mgr.85. Auditing, Mgr. of All90. Auditing Supervisor95. Information Systems Auditing, Supr/Mgr. of All100. Budget, Head of105. Credit, Head of110. Collections, Head of115. Credit and Collections, Head of

HUMAN RESOURCESExecutive GroupE140. Chief Human Resources Executive

Mid-Management and Supervisory Group120. Compensation, Head of125. Employee Benefits, Head of130. Compensation/Benefits, Head of135. Employment, Supervisor/Mgr. of All 140. HRIS, Head of145. Labor Relations Mgr.150. Safety, Head of155. Training and Development, Head of160. Management Development Manager 165. Personnel Supervisor/Mgr.170. Human Resources Mgr.175. Director of Human Resources

Administrative & Office ServicesExecutive GroupE40. Chief Corporate Counsel ExecutiveE60. Chief Administrative ExecutiveE160. Chief Government Relations Executive

ADMINISTRATIVE & OFFICE SERVICES (Continued)E180. Chief Operations Executive – NonmanufacturingE190. Chief Information Technology Executive

Mid-Management and Supervisory Group180. Operations Manager, Non manufacturing185. Clerical Services Supervisor/Mgr.190. In-Plant Printing Services Supervisor/Mgr.195. Office Services Supervisor/Mgr.200. Mailing/Office Supplies Supervisor205. Telecommunications (Telephone), Sprv. /Mgr. of210. Office Supervisor/Mgr.215. Word Processing Supervisor/Mgr.220. Total Quality Mgr.225. Meetings and Special Events Manager 230. Travel Manager 235. Payroll Supervisor/Mgr.240. Risk Management, Head of245. Insurance Mgr.535. Mail Room Sprv./Mgr.545. Plant Protection, Head of550. Security Sprv./Mgr.

Marketing & Sales SupportExecutive GroupE150. Chief Public Relations / Communications ExecutiveE170. Chief Development (Fundraising / Grant) Executive E260. Chief Marketing & Sales ExecutiveE270. Chief Marketing Executive (Excluding Sales)E280. Chief Sales Executive, Domestic Markets (Excluding Marketing) E290. Chief Market Research Executive E295. Chief Business Development Executive E302. Advertising/Sales Promotion ExecutiveE308. Product/Brand ExecutiveE320. Top International Marketing & Sales Executive E330. Top Sales Executive - Domestic/Foreign Markets

Mid-Management and Supervisory Group247. Media Relations, Head of 249. Advertising/Marketing Communications, Head of 250. Advertising, Head of251. Art Director 252. Production, Head of 253. Creative Director/Design, Head of 255. Contracts Administration, Sprv./Mgr. of All260. Contracts Administration Supervisor265. Regulatory Affairs Manager 270. Marketing Mgr. (Excluding Sales)275. Marketing Research, Head of280. Product Marketing Mgr.285. Brand Sales Mgr.290. Sales Order Operations, Sprv./Mgr. of All 295. Sales Order Supervisor300. Telesales Mgr.304. Communications, Head of 305. Public Relations Mgr.308. General Sales Mgr. 310. District Sales Mgr.315. Regional Sales Mgr.319. Customer Service, Head of 320. Customer Service (Sales) Supervisor/Mgr.325. Export Sales Manager326. Field Service Manager

of 30


Index of ClassificationsCustomer Service & Call Center

Executive GroupE300. Chief Customer Service ExecutiveE301. Call Center Administration/Operations Executive

Mid-Management and Supervisory Group335. Call Center Training & Total QA Mgr.340. Call Center Traffic and Scheduling Manager345. Call Center Traffic and Scheduling Supervisor350. Call Center Scheduling Manager355. Call Center Scheduling Supervisor360. Call Center Traffic Manager365. Call Center Traffic Supervisor

Engineering & TechnicalExecutive GroupE220. Chief Environmental ExecutiveE230. Chief Engineering Executive E240. Chief Research Executive E250. Chief Quality Control / Assurance Executive

Mid-Management and Supervisory Group370. Cost Estimating, Head of375. Drafting/Design, Mgr. of All380. Drafting/Design Supervisor382. Supervisor of Engineering 383. Manager of Engineering 384. Director of Engineering 385. Industrial Engineering, Mgr. of All390. Industrial Engineering Supervisor395. Quality Assurance & Control, Sprv/Mgr. of All400. Engineering Services Mgr.405. Software Design Engineering, Manager 410. Technical Publications, Sprv/Mgr. of All415. Document Control Supervisor420. Tool Design, Sprv./Mgr. of All425. Research and Development, Sprv./Mgr.430. Mechanical Engineering, Sprv./Mgr. of All435. Manufacturing Engineering, Sprv/Mgr. of All440. Product Development Mgr.442. Head Product/Development Engineer 445. Graphics Supervisor450. Environmental, Supervisor/Mgr.455. Field Services Supervisor470. Research, Director 471. Laboratory Manager

MATERIAL, WAREHOUSE AND MANUFACTURINGExecutive GroupE210. Chief Procurement ExecutiveE350. Director of Supply Chain Management

Mid-Management and Supervisory Group475. Material Control, Sprv./Mgr. of480. Prod. Control, Planning & Scheduling, Head of 485. Purchasing, Manager of All490. Purchasing Supervisor

495. Shipping/Receiving, Manager of all500. Shipping/Receiving Supervisor505. Traffic, Head of510. Fleet Mgr.515. Warehousing Oper. Superintendent/Mgr. of All520. Warehouse Supervisor525. Material Management, Head of530. Inventory Control Supervisor540. Plant Mgr. (Division/Satellite)555. Distribution Mgr.

PRODUCTION, ASSEMBLY AND PROCESSINGMid-Management and Supervisory Group560. Minor Skills Assembly Supervisor565. Semiskilled Assembly Supervisor570. Skilled Assembly Supervisor575. Assembly Operations, Supervisor of All580. Semiskilled Production Machine Opers.Sprv.585. Skilled Production Machine Operations Sprv.

SKILLED CRAFT (PRODUCTION)Mid-Management and Supervisory Group590. Machine Shop Supervisor (Production)595. Tool and Die Shop Supervisor600. Sheet Metal Supervisor605. Welding Supervisor

INSPECTIONMid-Management and Supervisory Group610. Assembly Inspection Supervisor615. Precision Mechanical Inspection Supervisor

MAINTENANCEMid-Management and Supervisory Group620. Janitorial Services Supervisor625. Maintenance Supervisor, Buildings and Grounds630. Maintenance Supervisor, Electrical and/or Mechanical635. Maintenance Opers., Superintendent of All 640. Facilities Mgr.645. General Maintenance and Construction Mgr.

PRODUCTION /OPERATIONS MANAGEMENTExecutive GroupE200. Chief Production-Operations Executive - ManufacturingE252. Manufacturing / Plant ExecutiveE340. Top International Manufacturing Executive

Mid-Management and Supervisory Group650. Production Superintendent/Mgr.655. Production Test Supervisor660. Production Test Mgr.665. Manufacturing Mgr.680. Production Control Mgr.685. Process Operations, Production Sprv.690. Process Operations, Production Manager

of 30


G

EXECUTIVE GENERAL MANAGEMENT

Executive GroupE5. CHAIRMAN OF THE BOARD, NON CEO - Responsible for presiding as Chairman of the Board of Directors with minimal accountability or direct responsibility for short-term company goals and/or day-to-day operations. Offers broad intermediate and long-term strategic planning, such as succession planning of the executive team, mergers and acquisitions, etc; incumbents are generally responsible for setting the Board of Directors agenda. For the purposes of this survey, only report incumbents who are employed by the company but who are not executives, i.e. CEOs, Presidents, etc.

E10. CHIEF EXECUTIVE OFFICER, CORPORATE - Determines the objectives of the organizational unit, formulates plans and policies, and allocates resources for the achievement of these objectives. Interprets and applies policies established by the owners of the enterprise or their representatives (Board of Directors, Trustees, etc.). Organizes the unit and determines the allocation of duties and authorities to subordinates. Exercises control to see that objectives are achieved in accordance with company policy. Is fully accountable for the results of the activity of the organizational unit. Typical position titles include chairperson of the board, president, group vice president, division manager, general manager, etc.

E20. CHIEF EXECUTIVE OFFICER, DIVISION - Determines the objectives of the divisional unit, formulates plans and policies, and allocates resources for the achievement of these objectives. Organizes the division and determines the allocation of duties and authorities to subordinates. Exercises control to see that objectives are achieved in accordance with company policy. Is fully accountable for the results of the activity of the divisional unit. Typical position titles include president, group vice president, division manager, general manager, etc.

E30. CHIEF OPERATING OFFICER - Directs and coordinates the activities of the line and staff components of the organizational unit toward the achievement of established objectives. Is accountable for the full range of operations of the organization, providing operational guidance and analyzing and appraising the effectiveness of all operations. Acts as chief executive in the absence of the chief executive officer. Typical position titles include executive vice president, general manager, senior vice president, etc.

E50. GENERAL EXECUTIVE OFFICER (MULTI-FUNCTION RESPONSIBILITIES) - Directs and coordinates the activities of a major segment of the line and/or staff components of the organization towards established objectives. Accountable for the operations of two or more major functions of the organization providing operational guidance to the executives in charge of these functions and analyzing/appraising the effectiveness of their operations. Position examples might include executive vice president (typical subordinates being production - operations executive, procurement executive, marketing-sales executive, etc.) and similar titles with any combination of major line and/or staff functions as subordinates.

E70. CHIEF SECTOR / GROUP EXECUTIVE - Responsible for meeting the goals and the overall objectives of multiple (2 or more) profit centers, i.e., subsidiaries, divisions or affiliates, etc. Will plan, direct and control all activities via management subordinates, overseeing production, research, engineering, marketing/sales, purchasing and human resources. Generally is accountable to the CEO or COO.

E145. CHIEF PROGRAM EXECUTIVE (NOT-FOR-PROFIT GROUPS) - Reporting to the head of the organization, is responsible for the development, execution and ongoing management and evaluation of the organization's core programs, including public relations, fundraising, information services, etc. Oversees programs’ overall budget and staffing requirements; parallels the programs’ success with the overall objectives and mission of the organization.

E310. TOP INTERNATIONAL EXECUTIVE (U.S. BASED) - Responsible for the successful development, operation, and growth of foreign activities including marketing/sales, manufacturing, and foreign licensing. Directs international activities to ensure effective and profitable operation and growth consistent with corporate objectives. Accountable for maximum return on invested capital, development and implementation of operational plans/policies, and controls for the operating efficiency of profit reporting. Advises CEO of growth opportunities and trends of foreign markets with current or new products. Excludes those not permanently without full profit and loss responsibility for assigned international operations.

FINANCE / ACCOUNTING

Executive GroupE80. CHIEF FINANCIAL - ACCOUNTING EXECUTIVE - Responsible for the entire range of financial activity in the organizational unit, including both the treasury and accounting functions. Formulates and recommends policies on banking, receipt and disbursement of funds, extension of credit, and fiscal and accounting matters. Responsible for the development of standard accounting, analysis, and reporting procedures as well as the exercise of overall financial controls. Typical position titles include financial vice president, treasurer, controller, secretary-treasurer, director of finance, chief accountant, etc.

E120. CHIEF AUDIT EXECUTIVE - Has overall responsibility for planning, developing, recommending, and monitoring all administrative internal audit programs throughout the company. Directs the systematic audit of programs to ensure the sound application of internal controls as applied to financial and administrative activities and practices including measuring and evaluating the effectiveness of accounting and management controls. Additional responsibilities may include coordinating outside audit programs and the auditing of joint ventures, partnerships, and subsidiaries. Normally reports functionally to the Board of Directors and administratively to the chief financial officer or the chief executive officer.

E130. CORPORATE TREASURER - Responsible for directing the corporate treasury functions of the organization, including the care and custody of funds and other financial assets. Directs the banking, credit and insurance functions, cash management, and the insurance activities of the corporation. Ensures that all financial transactions, policies, and procedures meet corporate objectives as well as regulatory body requirements. May develop and interpret financial and economic data related to short- and long-term funding requirements. Additional functions may include coordinating shareholder relations and Board of Directors activities. Normally reports to the CEO or Senior Financial Executive.

E135. CHIEF TAX EXECUTIVE - Responsible for the development and execution of the company‘s tax policy. Minimizes tax liability and maximizes after-tax profits and cash flows by implementing policies with other top executives. Will organize and direct tax research and tax compliance activities. Oversees the preparation and reviews tax returns and related reports. Oversees the analysis of the consequences of the organization's past and future tax actions and advises organization of the most suitable methods for tax methods that yield the most favorable results to the company.

of 30


Mid-Management and Supervisory Group5. ACCOUNTS RECEIVABLE AND/OR PAYABLE, MANAGER OF ALL - Is responsible for ALL segments of the accounts receivable and/or payable function either directly or indirectly through subordinate supervisors. Typical subordinate activities includes matching invoices received against purchase orders/requisitions, paying (approving for payment) and filing invoices, and/or preparing outgoing invoices from charge slips and forwarding to customer, which may include filing and follow-up procedures. Is responsible for the maintenance of subsidiary ledger.

10. ACCOUNTS RECEIVABLE AND/OR PAYABLE SUPERVISOR - Is responsible for major segments of the accounts receivable and/or payable function either directly or indirectly through subordinate supervisors. Typical subordinate activities includes matching invoices received against purchased orders/requisitions, paying (approving for payment) and filing invoices, and/or preparing outgoing invoices from charge slips and forwarding to customer, which may include filing and follow-up procedures. Is responsible for the maintenance of subsidiary ledger.

15. COST ACCOUNTING, MANAGER OF ALL - Is responsible for all segments of the cost accounting function either directly or indirectly through subordinate supervisors. Subordinates devise, install, and administer cost control systems as well as provide information on unit costs of products and services or on job or project costs to management. Employees analyze such items as labor, material, and sales costs by combining them with overhead costs to determine cost standards and compiling periodic statements of product costs. Supports management in cost estimating, pricing, budgeting, contract re-negotiation, etc.

20. COST ACCOUNTING SUPERVISOR - Is responsible for the supervision of employees engaged in cost accounting activities, but is not responsible for all segments of the cost accounting function. Subordinates devise, install, and administer cost control systems and provide management with information on unit costs of products and services or on job/project costs. These employees analyze such items as labor, material, and sales costs by combining them with overhead costs to determine cost standards and compiling periodic statements of product costs. Data provided by this activity is used by management in cost estimating, pricing, budgeting, contract re-negotiation, etc.

25. FINANCIAL ANALYSIS MANAGER - Responsible for organizing and directing all aspects of corporate financial analysis. Assesses current and upcoming financial plans and policies and advocates necessary changes to expand company profitability.

30. INVESTMENT, HEAD OF - Supports the organization's long-range financial plans by determining and managing investment strategies. Based on economic studies and financial data, determines investment portfolio allocation and oversees cash and securities including both debt and equities. Manages investment staff. Typically reports to corporate treasurer or vice president of finance.

35. BUSINESS DEVELOPMENT, HEAD OF - Under corporate direction, oversees the operational and financial research and analysis associated with business ventures such as new business opportunities, assessment of potential markets, and development of projects for use in new marketing initiatives. In cooperation with senior management, evaluates projects through financial feasibility studies, market research, and planning. May have additional responsibilities such as the development of licensing objectives, initiation of proposals, negotiations, and presentations for the acquisition of licensing opportunities and technologies.

40. TAX MANAGER - Responsible for handling all tax functions for the organization. Prepares returns in accordance with all federal, state, and local tax laws/regulations. Analyzes the consequences of the organization's past and future tax actions and advises organization of the most suitable methods for tax reporting. Adheres to tax laws and regulations in an attempt to minimize company tax liabilities and proposes ways to decrease tax costs.

45. GENERAL ACCOUNTING, MANAGER OF ALL - Is responsible for all segments of the general accounting function either directly or indirectly through subordinate supervisors. Subordinate activities include maintenance of general and subsidiary ledgers of the facility, preparation of operating and financial statements, and reconciliation of bank statements. Other subordinate activities may include fixed asset control and depreciation, accrual to meet anticipated liabilities, preparation of general tax reports such as those for sales, payroll, and personal property taxes, and payable/receivables. It is the responsibility of the general accounting manager to maintain accurate records of earnings, profits, cash balance, and other financial results.

50. GENERAL ACCOUNTING SUPERVISOR - Is responsible for the supervision of employees engaged in general accounting activities, but is not responsible for all segments of the general accounting function. Subordinate activities include maintaining general and subsidiary ledgers of the facility, preparing operating and financial statements, and reconciling bank statements. Other subordinate activities may include fixed asset control and depreciation, accrual to meet anticipated liabilities, preparation of general tax reports such as those for sales, payroll, and personal property taxes, and payable/receivables. It is the responsibility of the general accounting supervisor to maintain accurate records of earnings, profits, cash balances, and other financial results.

55. ACCOUNTING OPERATIONS, MANAGER OF ALL - Is responsible for all of the various accounting functions of the facility, either through subordinate supervisors or directly. Is responsible for the formulation and administration of approved accounting practices throughout the facility and providing management with accurate reports of financial results. Subordinate functions typically include general accounting, any cost accounting, payroll, payable/receivables, etc. Does not include executives or managers with substantial responsibility for financial (as opposed to accounting) activities. Typical title for position is also assistant controller.

60. ASSISTANT TREASURER - In accordance with the organization's policies, procedures, and regulatory body requirements, this position will assist in the planning of treasury activities including the care and custody of funds and other financial assets as well as the management of the organization's banking, credit, and risk insurance functions. Additional responsibilities may include pension investment results and other benefit funding activities

65. CONTROLLER, CORPORATE - Responsible for the controller functions at the corporate level. Supplies top executives any and all financial information necessary to make policy decisions. Is responsible for the computation and timely payment of all taxes and any leasehold or contractual obligations. Supervises all accounting functions directly or indirectly including budgeting, cost accounting, general accounting, accounts receivable, accounts payable, payroll, etc. at the corporate level. May also be responsible for management information services and purchasing. Usually reports to the senior financial officer of the corporation, but may also report directly to the CEO.

70. CONTROLLER, DIVISION - Responsible for the controller functions of a division or comparable level. Supplies management any and all financial information necessary to make policy decisions. Is responsible for the computation and timely payment of all taxes and any leasehold or contractual obligations. Supervises all accounting functions directly or indirectly including budgeting, cost accounting, general accounting, accounts receivable, accounts payable, payroll, etc. for the division. May also be responsible for management information services and purchasing. Usually reports to the division CEO, but may report to a corporate level senior financial officer.

of 30


75. ASSISTANT CONTROLLER - Assists in the directing of the organization's financial operations administration. Assists the controller or vice president of finance in the preparation and review of budgets, financial planning, financial systems, and various other financial operating reports. May have the day-to-day responsibility of a department.

80. PLANT/DIVISION ACCOUNTING MANAGER - Responsible for managing the financial and operating functions for a local plan, division, or single unit. Typical activities include general accounting, cost accounting, payroll, and accounts payable/receivables. May manage the credit and collection functions as well as the insurance and risk management program. Normally reports to a general manager, division vice president, or corporate operations.

85. AUDITING, MANAGER OF ALL - Is responsible for all segments of the auditing function either directly or indirectly through subordinate supervisors. Subordinates verify the financial status and operating procedures of the organizational unit through a systematic program of audits. They then prepare reports of audit findings for management. Position is responsible for the development of procedures and systems for auditing and recommendation of changes in operating procedures when audits reveal weakness in financial control. Excluded are managers with substantial responsibility for financial (as opposed to auditing) activities.

90. AUDITING SUPERVISOR - Is responsible for the supervision of employees engaged in auditing activities, but not for all segments of the auditing function. Subordinates verify the financial status and operating procedures of the organizational unit through a systematic program of audits. They then prepare reports of audit findings for management. Position is responsible for the development of procedures and systems for auditing and recommendation of changes in operating procedures when audits reveal weakness in financial control. Excluded are those with substantial responsibility for financial (as opposed to auditing) activities.

95. INFORMATION SYSTEMS AUDITING, SUPERVISOR/MANAGER OF ALL - Responsible for all functions associated with the audit of information systems procedures and systems. According to the organization's needs, will develop, implement, and monitor information systems audit programs and control guidelines. Will manage personnel, their assignments and activities, and will evaluate performance according to appropriate standards. Will insure that staff and appropriate personnel comply with administrative policies/procedures and will assign staff to handle technical problems, priorities, and methods. Will consult and advise other sections on internal controls/security procedures and will prepare activity/progress reports. Position typically reports to financial/general management or corporate audit management.

100. BUDGET, HEAD OF - Responsible for preparing operating budgets or providing assistance to individual department heads in this process, consolidating these budgets, reviewing actual performance against budgeted performance, and preparing reports for top management explaining budget deviations and financial performance. May participate in the formulating projected sales and income figures as well as the assembly of inventory and capital expenditure budgets. Position may be responsible for developing methods and procedures for preparing of budgets.

105. CREDIT, HEAD OF - Is responsible for the development and administration of programs and procedures for investigating prospective customers, determining potential financial risks, and extending credit lines. Researches credit worthiness, approves new lines of credit, and increases credit limiters and terms. May assist in negotiating the collection of overdue accounts but does not have the responsibility for collections. Position is also responsible for the supervision of the corporate credit staff.

110. COLLECTIONS, HEAD OF - Is responsible for the development and administration of policies and procedures for following up on the collection of overdue accounts. Monitors collections, past due accounts, and determines policies on written, telephone, and personal follow-up procedures. Refers problem accounts to collection agencies and/or legal counsel as appropriate. This position is also responsible for the supervision of the collections staff.

115. CREDIT AND COLLECTIONS, HEAD OF - Has overall responsibility for the organization's credit and collections function. Will oversee the formulation and implementation of policies and procedures for investigating prospective customers, researching credit worthiness, authorizing credit lines, and following up on the collection of overdue accounts. This position is also responsible for the supervision of the organization's credit and collections staff.

HUMAN RESOURCES

Executive GroupE140. CHIEF HUMAN RESOURCES EXECUTIVE - Responsible for the HR and industrial relations activities of the organizational unit. Develops, recommends, and implements policies and programs in such areas as recruitment and employment, human resources planning and development, training, wage, salary, and benefits administration, labor relations, communications, and safety. Provides guidance and technical assistance in these areas to other staff and operating functions of the organization. Typical position titles include director of human resources, vice president of personnel, human resources manager, etc.

Mid-Management and Supervisory Group120. COMPENSATION, HEAD OF - Is responsible for the development and administration of a compensation program to insure pay equity and also periodic pricing of jobs to keep the wage and salary structure equitable with comparable firms and within the overall goals of the organization. Is responsible for insuring that company compensation practices conform to statutory requirements and is usually responsible for verifying that individual compensation decisions conform to company policy.

125. EMPLOYEE BENEFITS, HEAD OF - Under corporate direction, is responsible for the administration of such company benefit programs as group insurance, retirement, vacation, sick leave, and savings plans. Also responsible for obtaining and analyzing information on current benefit practices in other companies and new developments in benefit programs and developing/recommending new and improved policies and plans. This position may also be responsible for such employee services as recreation programs, etc.

130. COMPENSATION/BENEFITS, HEAD OF - Under corporate direction, develops and executes strategies and programs designed to achieve organization's goals relative to compensation and benefit programs and policies. Functions may include but are not limited to design and administration of company wide compensation programs that are consistent with the organization's pay philosophy, executive compensation programs including incentive plans, short and long term sale incentive plans, and the evaluation of company compliance with established compensation policies. Benefit responsibilities may include group health insurance plans, flexible benefit programs, 401(k) plans, and/or other pension alternative plans. May evaluate and implement alternative employee benefit programs and administers/monitors company compliance with COBRA, ERISA, etc. This is a dual function position. Excluded are those whose responsibilities include additional HR functions such as employment, HRIS, etc.

of 30


135. EMPLOYMENT, SUPERVISOR/MANAGER OF ALL - Is responsible for all segments of the employment function either directly or indirectly through subordinate supervisors. Subordinates provide a sufficient flow of qualified prospective employees to meet the manpower needs of the organization. Subordinate activities would include the development and administration of programs to recruit, test (if necessary), interview, and review the qualifications of prospective employees. Is responsible for insuring that hiring policies and practices are in compliance with governmental regulations. May also have the responsibility for arranging transfers and for conducting exit interviews with terminating employees.

140. HRIS, HEAD OF - In support of human resources, operations, and administration services, is responsible for all segments associated with the integration of a human resources information system. Based on the needs of the organization, will make recommendations to expand, update, and design the system, as necessary. May conduct or be the point person of a need-analysis team whose main purpose is the implementation of a technically based, cost-effective, HRIS solution including the acquisition of software/hardware, staff, and operational processes. Responsible for budgets, staff, and system development.

145. LABOR RELATIONS MANAGER - Under the direction of top management, establishes and administers the organization's labor relations policy. Represents management in labor relations and collective bargaining agreements. Has the responsibility of dealing with all union/company issues.

150. SAFETY, HEAD OF - Is responsible for the development and administration of policies to establish and promote the maintenance of safe and healthy working conditions within the company. Is also responsible for insuring that company facilities and practices are in compliance with government safety regulations. Typical areas of responsibility include the issuing safety equipment, conducting safety training programs, preparing safety exhibits, investigating accidents and injuries, and the preparing material for company use in worker's compensation proceedings. May also have responsibility of security.

155. TRAINING AND DEVELOPMENT, HEAD OF - Based on the evaluation of the organization's needs, goals, and personnel, is responsible for developing a number of company-wide strategy programs. Continually reviews the applicability of establishing new training programs or services based on the evaluation of criteria and organizational long-term needs. May manage the employee educational assistance program. May include responsibility of managerial development as well as vocational training and contracting/coordinating outside training services.

160. MANAGEMENT DEVELOPMENT MANAGER - Is responsible for the development and implementation of programs designed to meet the employee-development needs of the organization. Will design, coordinate, and administer management development programs including, but not limited to, appraisal systems, development and training, placement, counseling, etc. Additional responsibilities may include programs that provide qualified management personnel for the organization's executive needs.

165. PERSONNEL SUPERVISOR/MANAGER - Is responsible for a major segment of the total Personnel-Industrial Relations function of the organizational unit, but not for the entire function. Has jurisdiction over several or all of the following functions: employment, placement, training, wage and salary administration, benefits administration, personnel records maintenance, employee communications, and safety. Excludes those with primary responsibility for collective bargaining or those who specialize in only one of the functions outlined above. Does not include the top personnel or industrial relations executives of the organization.

170. HUMAN RESOURCES MANAGER - Under general executive direction, is responsible for the human resources function in a single division, subsidiary, or organizational unit. Responsibilities include the administration and implementation of all phases in human resources including, but not limited to, employment, compensation, benefits, equal opportunity/ affirmative action, labor relations, training, safety, and health. May coordinate with legal counsel in the disciplinary or termination of employees as well as coordinate the administration of employee safely, health, and security programs. Assures that company employment, safety, labor relations, personnel, and equal opportunity policies and practices comply with provisions of regulatory agencies. This is the top HR position at the operating location. Incumbent must spend 100% of time in human resource activities and is responsible for recommending and setting HR policies. May develop policies under the guidance of legal counsel or executive direction, but only for that single unit. Excluded are vice presidents or directors who have responsibility for more than one division.

175. DIRECTOR OF HUMAN RESOURCES - Under broad corporate direction, is accountable for the development, implementation, and administration of all phases of Human Resources at various units including, but not limited to, employment, HRIS, compensation, benefits, payroll, organizational development, affirmative action labor relations, TQM, training, and recruitment. Implements programs and policies designed to protect company and employee interests in accordance with company HR policies and governmental laws/regulations. This position typically has responsibilities for the HR functions at various locations. Identifies and complies with legal requirements and government reporting regulations. Usually reports to vice president of human resources; however, this is the top HR position at the assigned division, unit, subsidiary, or region. Excluded are corporate vice presidents who set corporate-wide policy.

ADMINISTRATIVE & OFFICE SERVICES

Executive GroupE40. CHIEF CORPORATE COUNSEL EXECUTIVE - Responsible for providing advice and opinions on all legal questions raised in the conduct of the affairs of the organizational unit. Directs the conduct of all proceedings involving the organizational unit or any of its owners, officers, or employees acting in their official or corporate capacity including litigation and administrative proceedings and arbitration. Prepares or reviews/approves as to legal form, content, and sufficiency of all documents of legal nature to which the organizational unit may be a party or which otherwise affect its legal rights or obligations.

E60. CHIEF ADMINISTRATIVE EXECUTIVE - Responsible for directing and coordinating multiple activities within the organization including, but not limited to, finance, accounting, information systems, human resources, planning, and office administration. Plans, implements, and updates the policies, programs, and procedures that manage the daily operations and reinforce the major functions of the organization. Provides information and administrative assistance to officers and operating divisions through specialized service departments.

E160. CHIEF GOVERNMENT RELATIONS EXECUTIVE - Responsible for representing the interests of the organization in matters involving federal, state, and local governments. Directs the lobbying and public policy activities of the organization and coordinates the efforts of operating domestic and/or foreign divisions. May direct or oversee staff in matters involving federal, state, and public agencies.

E180. CHIEF OPERATIONS EXECUTIVE (NONMANUFACTURING) - Responsible for planning, controlling, and coordinating the entire range of activities of the organizational unit associated with the nonmanufacturing function. Coordinates and adjusts organizational processes and facility operations as needed to ensure the smooth execution of policies and procedures. Typical position titles include vice president of nonmanufacturing, vice president of operations, director of operations, etc.

of 30


E190. CHIEF INFORMATION TECHNOLGY EXECUTIVE - Responsible for directing the information system's activities within the organizational unit. Develops recommendations regarding new hardware and software. Provides a liaison with manufacturing and research sources in order to recommend the latest solutions to the organization's changing requirements and analyzes these requirements on a regular basis. Establishes budgetary and performance controls. Maintains documentation on current systems and provides technical assistance to other functions in the organization as requested.

Mid-Management and Supervisory Group

180. OPERATIONS MANAGER, NONMANUFACTURING - Based on established policies and procedures, will manage a particular segment of a non-manufacturing organization. Has a responsibility for developing, interpreting, and implementing policies and procedures to facilitate processes as well as clarify and correct procedural problems. Functional areas may include accounting, finance, operations, etc. Evaluates the feasibility of new or revised systems and procedures and oversees audits to ensure compliance with established standards. Will develop policies to ensure employee conformance to established practices as well as the proper training of staff.

185. CLERICAL SERVICES SUPERVISOR/MANAGER - Supervises employees who provide clerical support to other units in the facility by typing, word processing, transcribing, filing, or similar services. Subordinate employees do not perform a complete clerical operation, such as processing forms or preparing reports, but provide support to the units that perform such operations. Typical titles of units subordinate to this position might include Typing Pool, Stenographic Pool, Filing Section, etc.

190. IN-PLANT PRINTING SERVICES SUPERVISOR/MANAGER - Is responsible for the supervision of employees who provide printing services in a company other than a printing firm. Operates offset printing equipment and may also make plates for offset printing or operate a phototypesetter. They may also perform such operations as collating, stapling, and folding of printed material. May include minor responsibility for other graphics services and other reproduction processes, such as mimeograph. Does not include office services supervisors or others with broader responsibility than providing printing services.

195. OFFICE SERVICES SUPERVISOR/MANAGER - Is responsible for providing all or most office services support to the entire facility, or major organizational unit. Typically, this position has jurisdiction over services that are centralized to achieve efficient use of equipment and/or manpower such as duplicating, filing, telephone and teletype services, message delivery, addressing and mail room, reception, typing and stenography, and operating CRT or word processor. May be responsible for the purchase of office supplies and for the planning, purchase, and maintenance of office equipment. Differs from clerical services supervisor/manager in the broader scope of machine-oriented (as opposed to purely clerical) services supervised. Does not include office manager, which has responsibility for a broad range of administrative activities beyond the providing of actual office services.

200. MAILING/OFFICE SUPPLIES SUPERVISOR - Oversees the firm's mailing function including receipt, sorting, and delivery of mail and messages as well as the preparation of outgoing mail and packages. Coordinates the receipt, storage, and issuance of stationery and office supplies. Oversees periodic inventories and reorders items, as required.

205. TELECOMMUNICATIONS (TELEPHONE), SUPERVISOR/MANAGER - Is responsible directly or indirectly through others for assigning, training, and supervising operators of Telephonic and/or Telegraphic Equipment. Regularly analyzes and reports on equipment and use cost. Approves invoices for payment. Is responsible for, or recommends, assigning, installing, and replacing of equipment.

210. OFFICE SUPERVISOR/MANAGER - Is responsible for the supervision of employees in office services to provide optimum utilization of services and equipment. Typical subordinate activities include telephone and fax usage, secretarial activities, copying, messenger and mail service, and purchase of office services and supplies. This position is responsible for the functions of the clerical services supervisor, the office services supervisor, and the telecommunications supervisor. May include supervision of maintenance and alteration of office area, layout and janitorial services. Excluded are company officers or executives in this classification.

215. WORD PROCESSING SUPERVISOR/MANAGER - Responsible for the complete word processing function. Directs workflow, priorities, and the quality of work. Subordinates operate automated word processing typewriting equipment to enter, format, revise, store, and print a variety of materials such as letters, tables, labels, reports, etc.

220. TOTAL QUALITY MANAGER - Responsible for planning, coordinating, and overseeing the total quality activities for the organization. Develops and administers the Total Quality plan, and analyzes/recommends appropriate improvements to each of the operating processes throughout the organization. Aids in the strategic planning process to incorporate the Total Quality program into the overall business plan. Conducts annual appraisals to assure that specified standards are continually met.

225. MEETINGS AND SPECIAL EVENTS MANAGER - Responsible for planning and executing the logistics associated with company meetings and special events. Will manage the selection process of the location as well as contract negotiations with supplies, food and beverage selections, and arrangements for audio-visual services. May oversee or coordinate all travel and transportation arrangements for staff and outside attendees with other departments. Conducts audits and prepares regular budget and cost reports on all activities.

230. TRAVEL MANAGER - Oversees the operation of the organization's travel functions including domestic and international travel arrangements, lodging, car rentals, etc. Ensures that all travel practices meet corporate expense policies. Provides advice and counsel to employees on medical, visa, and other requirements for foreign travel and obtains all required clearances. Is responsible for preparing periodic and special accounting reports regarding travel costs and departmental activities.

235. PAYROLL SUPERVISOR/MANAGER - Is responsible for the supervision of employees who maintain necessary payroll records, calculate (or prepare for calculation) payrolls from original approved time records, deliver paychecks, balance, control, and prepare summaries, debit the appropriate accounts, calculate payroll deduction payments, compute and deliver W-2 forms, and prepare all required reports. Does not include those with significant responsibility other than payroll responsibility.

of 30


240. RISK MANAGEMENT, HEAD OF - Is responsible for the design, proposal, and administration of risk management and loss prevention programs for the fiscal protection of the company's assets in a cost efficient manner either directly or indirectly through subordinate supervisors. Gauges risk exposure and potential liability in all matters concerning the company and develops sound risk control measures. Develops design and physical safeguards from a loss-prevention standpoint. Is in charge of a major portion of insurance purchasing for the firm and maintains sufficient coverage at an assumable risk for the company. May assist personnel with the purchasing of employee benefit programs. Does not include engineers and insurance managers whose responsibilities are limited to specific insurance areas. Also excluded are those managers who report directly to the CEO or to the second-in-command.

245. INSURANCE MANAGER - Responsible for managing the company insurance program. Secures new policies, maintains and updates existing company insurance programs, develops programs to secure the most favorable coverage, cost, terms, and claim settlements for all types of insurance. May contract and coordinate administrative functions through a third party or may administer self-insured plans. Typically reports to a top executive such as risk manager, loss prevention, etc.

535. MAIL ROOM SUPERVISOR/MANAGER - Is responsible for receiving, sorting, and distributing incoming mail as well as preparing outgoing mail. Subordinates may also deliver and collect mail within the company.

545. PLANT PROTECTION, HEAD OF - Is responsible for the development and administration of programs to protect company and employee property from theft, sabotage, riots, or other situations which endanger the well-being of employees or company facilities. Makes recommendations on plant protection staffing and directs the activities of company-employed and/or contract personnel. May be responsible for conducting confidential investigations and providing assistance to the employment function regarding references and security clearances of employment applicants. Excluded are those concerned with activities associate with governmental security control.

550. SECURITY SUPERVISOR/MANAGER - Develops, maintains, and administers security policies and procedures. Ensures an adequately staffed and trained guard force and coordinates/directs their activities. Assists, advises, and guides all departments of the company regarding security regulations and procedures. Responsible for contacts with outside law enforcement agencies.

MARKETING & SALES SUPPORT

Executive GroupE150. CHIEF PUBLIC RELATIONS/COMMUNICATIONS EXECUTIVE - Responsible for directing a firm's public relations/communications functions including the dissemination of publications and promotional material relative to the organization's goals, principles, and accomplishments. Develops and establishes policies and procedures to support the desired image of the organization by coordinating inter-functional activities and by securing favorable media and public opinions. Based on corporate direction, directs all public relations activities and continuously monitors the quality of such programs for any necessary improvements.

E170. CHIEF DEVELOPMENT (FUNDRAISING/GRANT) EXECUTIVE - Responsible for directing the fundraising activities of the organization. Oversees the development of fundraising strategies and campaigns. Establishes and maintains contact with potential financial supporters including private and public organization. Will identify potential grant opportunities and oversee the preparation of proposals.

E260. CHIEF MARKETING AND SALES EXECUTIVE - Responsible for the entire range of market planning and development, sales promotion, and sales activities of the organizational unit. Formulates, recommends, and implements policies and programs in the areas of sales, pricing, market and product research, and related activities. May also have responsibility for customer relations or advertising. Typical position titles may include marketing vice president, vice president of sales, director of marketing, etc.

E270. CHIEF MARKETING EXECUTIVE (EXCLUDING SALES) - Accountable for marketing the company's products and services in accordance with corporate objectives. Responsibilities may include formulating and executing company marketing plans designed to increase and promote products and/or services. Ensures that products are marketed in accordance with advertising goals, budget objectives, and profit margins. Develops short- and long-term marketing strategies, allocates the necessary resources so projects can be carried out by the marketing team, and evaluates and formulates strategies to reflect changing market conditions. Does not include executives with sales responsibilities.

E280. CHIEF SALES EXECUTIVE/DOMESTIC MARKETS (EXCLUDING MARKETING) - Responsible for planning and controlling sales personnel and maintaining domestic sales volume and that are in accordance with organizational goals. Formulates domestic policies and sales plans, achieves the efficient and effective sales results according to product lines or territories, formulates pricing strategies, develops new sales territories for product distribution, and balances inventory and sales margins, etc. May direct and/or coordinate sales personnel (including training, expense budgets, product, or territory assignments), customer service, order taking, and product inventory. Exclude executive with marketing responsibilities

E290. CHIEF MARKET RESEARCH EXECUTIVE - Responsible for directing, executing, and monitoring market research and analysis activities in local, regional, or national areas to estimate the potential market for new products or services. Monitors customer satisfaction with existing products/services. Proposes company-wide recommendations for future product development efforts based on the collection and analysis of relevant market trend data. Ensures that management is provided with the data needed to predict future market conditions. Exclude those with sales, advertising, or contract responsibilities.

E295. CHIEF BUSINESS DEVELOPMENT EXECUTIVE - Oversees and directs the analysis of business opportunities via operational and financial research associated with such business ventures. Confers with executive team to evaluate new business opportunities, assessment of potential markets, and development of projects for use in new marketing initiatives. Usually is responsible for development of licensing objectives, initiation of proposals, negotiations, and presentations for the acquisition of licensing opportunities and technologies.

E302. ADVERTISING/SALES PROMOTION EXECUTIVE - Responsible for overall management, direction and coordination of the organization's advertising, promotion, and publicity programs. May be responsible for planning and directing exhibits, conventions or trade shows.

E308. PRODUCT/BRAND EXECUTIVE - Responsible for the sales promotional activities and profit margins of specified product(s) or a product line. Usually a staff position with responsibility for coordinating the advertising, pricing, inventory, and the marketing of assigned products. This position usually reports to Chief Sales-Marketing Executive.

of 30


E320. TOP INTERNATIONAL MARKETING AND SALES EXECUTIVE - Develops objectives, policies, and programs for international (outside U.S.) marketing and sales activities of the organization. Plans, directs, and coordinates the efforts of all international marketing and sales personnel toward the accomplishment of objectives. Maintains and constantly improves the organization's international competitive position. Ensures maximum sales volume at minimum cost. Provides advice and assistance to the CEO and other organizational operating units on international sales and marketing issues.

E330. TOP SALES EXECUTIVE – DOMESTIC/FOREIGN MARKETS - Responsible for developing objectives, policies, and programs pertinent to domestic and international sales. Plans, directs, and coordinates the efforts of all domestic/international sales personnel towards the achievement of company objectives relative to sales volume and sales plans. Accountable for implementing pricing strategies, sales policies, and plans to achieve maximum sales volume. Excludes executives with marketing responsibilities. Typical position titles include vice president of sales, divisional sales director; export sales vice president, etc.

Mid-Management and Supervisory Group247. MEDIA RELATIONS, HEAD OF - Responsible for managing the affairs of the company via media relationships. Will develop media relations policy, counsel management on media matters, and work closely with company's public relations department. Has extensive background in corporate communications, public relations, or journalism.

249. ADVERTISING/MARKETING COMMUNICATIONS, HEAD OF - Oversees the firm's marketing communications efforts including the development of corporate advertising programs. Counsels management in marketing/advertising matters. Manages advertising relationships. Responsible for product advertising and transaction archiving. Reports to the vice president of corporate communications. Typically requires a four-year degree in a related field and five or more years of experience with management/supervisory skills.

250. ADVERTISING, HEAD OF - Is responsible for the development and administration of specific advertising programs for the organization as well as the carrying out of advertising and public relations policies and objectives established by top management. Responsibilities may include the development of advertising concepts and materials, negotiation of contracts with media, scheduling of advertising, and the evaluation of the effectiveness of campaigns and of individual media. May also coordinate with outside advertising agencies, and have the responsibility of sales promotion. Does not include top executives with responsibility of establishing advertising policies and objectives.

251. ART DIRECTOR - Has direct responsibility for the development and execution of design projects for external and internal audiences. Follows general communication/media methods to counsel internal clients on corporate identity and design standards and policies. Is responsible for designing the company's publications. Has extensive knowledge in typography, layout, color, and visual communication.

252. PRODUCTION, HEAD OF - Responsible for the production of a wide range of print materials for internal and external audiences, including corporate advertising functions and annual reports. Oversees and advises management on production and technology matters and oversees production functions involving other department/units. Is responsible for executing large-scale production programs. Oversees and manages relations with printers, designers, and other vendors. Has extensive background in marketing, business, and production techniques and processes.

253. CREATIVE DIRECTOR/DESIGN, HEAD OF - Heads the development and execution of a wide range of information materials for external and internal audiences. Develops and maintains corporate identity, design standards, and policies. Works with other units/divisions on projects and programs. Usually manages staff of professionals as well as freelance designers and consultants. Has a close working relationship with top management and vendors. Typically reports to a vice president. Has extensive background in marketing, journalism, and business communication.

255. CONTRACTS ADMINISTRATION, SUPERVISOR/MANAGER OF ALL - Is responsible for all segments of the contracts administration function either directly or indirectly through subordinate supervisors. Subordinates insure that contracts with customers are fulfilled satisfactorily and that favorable relationships with customers are maintained. Typical subordinate activities include providing the interpretation of contract provisions, screening and processing customer inquiries to insure prompt handling, and maintaining continuing customer liaison. Subordinates may also monitor progress of work performed under the contract and preparing periodic reports and estimates of completion dates. May also participate in the development of sales proposals, negotiation of new contracts and re-negotiation of existing contracts, and provide support to the sales organization.

260. CONTRACTS ADMINISTRATION SUPERVISOR - Is responsible for the supervision of employees engaged in contracts administration activities, but is not responsible for all segments of the contracts administration function. Subordinates insure that contracts with customers are fulfilled satisfactorily, and that favorable relationships with customers are maintained. Typical subordinate activities include providing interpretation of contract provisions, screening and processing customer inquiries to insure prompt handling, and maintaining continuing customer liaison. Subordinates may also monitor progress of work performed under the contract, preparing periodic reports, and estimates of completion dates. May also participate in the development of sales proposals, negotiation of new contracts and re-negotiation of existing contracts, and provide support to the sales organization.

265. REGULATORY AFFAIRS MANAGER - Provides management and corporate direction in the execution of regulatory plans designed to meet government approval for new/existing products. As required by domestic or foreign agencies, including governmental entities, will prepare marketing applications to obtain approval for regulated products. Acts as the key liaison for all activities related to government interactions and compliance. May oversee all contract facilities during and after inspections, or during regulatory actions initiated by governmental agencies. Will oversee the development of procedures and controls to ensure organizational compliance.

270. MARKETING MANAGER (EXCLUDING SALES) - According to the organization's overall marketing plan, executes and directs the marketing of the products and/or services. Following company policy and overall strategy, recommends changes in marketing philosophy and policy when such changes serve the best interests of the organization. Continually evaluates the timely adjustment of marketing strategies and plans to meet changing market and competitive conditions. Provides marketing advice and guidance to various operating units to ensure overall marketing effectiveness. Excluded are executive-level positions, those with overall responsibility for all marketing functions, or those with responsibilities for the sales function of the organization.

275. MARKETING RESEARCH, HEAD OF - Is responsible for determining the demand for products and/or services by carrying out market research and analyses of sales records. Will conduct research studies to determine customer needs or preferences, market conditions, sales costs, and sales potential of new and existing company products or services. Provides management with predictions of future market conditions. Projects market potential and estimates market penetration. May also advise on the strategy of advertising programs and the establishment of quotas for territorial sales managers.

of 30


280. PRODUCT MARKETING MANAGER - Based on the analysis of internal and external market research, develops product-marketing plans for positioning the product. Will evaluate the potential and practicality of new product ideas. Will coordinate the initial phases of new product development and the successful introduction of the product into the market including responsibilities in marketing, finance, and engineering manufacturing.

285. BRAND SALES MANAGER - Based on the analysis of internal and external market research, develops overall marketing programs for assigned product(s). Coordinates with marketing, sales, and distribution departments in the execution of sales objectives, strategies, advertising, and promotional programs.

290. SALES ORDER OPERATIONS, SUPERVISOR/MANAGER OF ALL - Is responsible for all segments of the sales order function either directly or indirectly through subordinate supervisors. Subordinate non-supervisory employees receive orders for materials or merchandise by mail, phone, or personally from customer or company employee. Employees then perform the processing operations that must be performed before orders can be filled. These employees have only general product knowledge, are ordinarily not qualified to discuss specific product applications or recommend substitutions, and do not solicit new business. Typical duties include giving price quotations, filling out standard order sheets, verifying customer credit rating with credit department, and forwarding order to proper department for filling. Does not include those with jurisdiction over salesmen (as opposed to order clerks).

295. SALES ORDER SUPERVISOR - Is responsible for the supervision of employees engaged in sales order activities, but is not responsible for all segments of the sales order function. Subordinate employees receive orders for materials or merchandise by mail, phone, or personally from customer or company employee. Employees then perform the processing operations that must be performed before orders can be filled. Supervised employees have only general product knowledge, are ordinarily not qualified to discuss specific product applications or recommend substitutions, and do not solicit new business. Typical duties include giving price quotations, filling out standard order sheets, verifying customer credit rating with credit department, and forwarding order to proper department for filling. Does not include those with jurisdiction over salesmen (as opposed to order clerks).

300. TELESALES MANAGER - Responsible for the telesales/telemarketing activities of the organization involving selling products, services, or supplies to customers. Will manage the day-to-day operations of the telesales/telemarketing including program development, cost effectiveness, sales campaigns, and personnel training. Functions may be through subordinate staff or contract telesales services. Will prepare/chart costs against sales goals and will monitor campaigns to determine their cost effectiveness. Excluded are first-level supervisors or senior-level executives.

304. COMMUNICATIONS, HEAD OF - Oversees the company's ongoing advertising/marketing, media relations, and creative editorial and design services directly or indirectly through subordinates. Counsels top management on the development of communications policies/advertising programs and the management of public relations issues. Usually reports to a vice president or CEO.

305. PUBLIC RELATIONS MANAGER - Is responsible for the administration of the presentation and representation of the company to the general public, customers’ local communities, shareholders, and the financial community. Supervises the preparation of news releases and articles. Assists company personnel in the writing of speeches, letters and articles which are to be made public. May arrange interviews between company executives and the media. Directs the writing, editing and publishing of company publications. Assists in the drafting of the annual report to stockholders, quarterly dividend statements, financial advertising, and other stockholder materials. May act as the representative for the company or chief executive officer in the event of a disaster or any other occurrence for which the company may be responsible.

308. GENERAL SALES MANAGER - Responsible for field sales and staff to achieve profitable sales volume. Typically provides direction, counsel, and guidance for plans in marketing, advertising, sales promotion, sales training, etc., and reports to the chief marketing and sales executive. Typical position titles include national sales manager, international sales manager, director of sales, etc.

310. DISTRICT SALES MANAGER - Responsible for the sale of company products through subordinates in a particular district or local geographic area. Responsible for the sales force or sales office within the district and may also be responsible for the selection and development of distributors. May have some warehousing responsibility.

315. REGIONAL SALES MANAGER - Responsible for the sale of company products through subordinates in a particular region or major geographic area. Also responsible for several districts and the selection and development of dealers or other distribution outlets. May be responsible for warehousing or other distribution facilities.

319. CUSTOMER SERVICE, HEAD OF - Oversees the portion of the company (unit) that is the customer's first point of contact with the organization. Develops, tracks, and reports key service performance measurements. Develops and implements approved process and/or operational improvements. Coordinates unit activities with other functions (e.g., purchasing, production, engineering, and shipping).

320. CUSTOMER SERVICE, (SALES) SUPERVISOR/MANAGER - Supervises and coordinates the activities of Customer Service Representatives and Clerks. Assists in the development of customer service policies, which promote customer relations. Investigates and resolves non-routine customer complaints. Handles significant problems concerning service orders, adjustments or exchanges.

325. EXPORT SALES MANAGER - Based on market research and following corporate-wide sales strategies, will manage the firm's international sale of products and/or services. Has responsibility for recommending and developing policies governing direct and indirect export sales and services including, but not limited to, pricing, advertising, promotion, packaging, distribution, transportation, and credit. Will regularly visit targeted export markets to examine sales operations, personnel, distributors, and local market conditions.

326. FIELD SERVICE MANAGER - Manages the company's service representation in the installation, service and repair of equipment and machinery at customer sites. Manages on- and off-site staff and plans and organizes/directs field service schedules, offices, and facilities. Authorizes the maintenance and utilization of required spare parts and supplies. May have responsibility of negotiating and monitoring service contracts for machinery and equipment. May also direct customer training and technical support services.

of 30


CUSTOMER SERVICE & CALL CENTERExecutive Group

E300. CHIEF CUSTOMER SERVICE EXECUTIVE - Responsible for directing the entire organization's customer service program including field support. Will establish, implement, and maintain corporate objectives to meet/exceed customer-satisfaction with product and/or services. Will design programs to measure, maintain, and improve customer good-will during service periods. Will develop policies and procedures covering functions such as order processing, general correspondence, and resolution of customer complaints. Implements sales service with other departments and operating areas.

E301. CALL CENTER ADMINISTRATION/OPERATIONS EXECUTIVE - Is responsible for all segments of call center operations including the management of daily administrative obligations, company premises, and facilities. Supports the purchasing function as related to large equipment and the like and assists in negotiations for service contracts. Responsible for overseeing the day-to-day operations for clerical, maintenance, and distribution personnel and ensures that subordinate work patterns are in line with company operational goals.

Mid-Management and Supervisory Group

335. CALL CENTER TRAINING AND TOTAL QUALITY ASSURANCE MANAGER - Is responsible for the development, supervision, and implementation of quality assurance, management development, and training strategies for call center employees. Systematically generates procedures based on company requirements to evaluate compiled data to determine program effectiveness. Trains subordinates in advanced duties. Develops guidelines for subordinate implementation when handling current issues. Ensures that feedback programs provide agents with guidance to correct problems and is also responsible for the approval of subordinates' hiring, training, and development actions and employee performance evaluations.

340. CALL CENTER TRAFFIC AND SCHEDULING MANAGER - Is responsible for achieving maximum productivity efficiency for all segments of the traffic and scheduling operations for the call center, either directly or indirectly through subordinate supervisors. Develops scheduling systems and supervises employees in their implementation. Supervises traffic and scheduling duties including policy and procedures, operating structure, and information transmittal. Maintains efficiency of personnel and work volume as related to previously determined goals and budget considerations. Performs the continuous analysis of call center trends in order to predict the most advantageous method of future staffing. Is also responsible for the approval of subordinates' training and development actions and employee performance evaluations.

345. CALL CENTER TRAFFIC AND SCHEDULING SUPERVISOR - Is responsible for major segments of the overall traffic and scheduling functions. Monitors the accuracy and timeliness of reporting and quality/efficiency of call traffic. Determines solutions to systems quality problems. Advocates operational improvements and retains up-to-date knowledge of organizational policies and procedures. Additional responsibilities include forecasting call patterns, maintaining the call list via confirming tracking calls made and calls attempted, and forecasting activities associated with the scheduling and hiring function. Is also responsible for training new employees and supervises employee performance to meet company guidelines.

350. CALL CENTER SCHEDULING MANAGER - Is responsible for the development of a departmental business plan for the operations function. Manages all segments of the operating function either directly or indirectly through subordinate supervisors. According to organizational needs, develops scheduling systems and supervises employees in their implementation. May also supervise departmental policies and procedures, operating structures, and information transmittal. Evaluates efficiency and work volume as related to previously determined goals and budget considerations. Is also responsible for the approval of subordinates' training and development actions and employee performance evaluations.

355. CALL CENTER SCHEDULING SUPERVISOR - Is responsible for the staffing of programs for major segments of the scheduling function. Supervises and evaluates workflow as necessary to meet company goals. Develops employee staffing schedules in conjunction with operational needs as communicated by management. Additional responsibilities include forecasting call patterns, maintaining the call list via confirming tracking calls made and calls attempted, and forecasting activities associated with the scheduling and hiring function. Advocates improvements in the operations/scheduling function. Supervises employee performance to meet company guidelines.

360. CALL CENTER TRAFFIC MANAGER - Is responsible for achieving maximum productivity efficiency for all segments of the traffic operations for the call center, either directly or indirectly through subordinate supervisors. Supervises traffic function activities as carried out by subordinates including policy and procedures, operating structure, and information transmittal. Maintains efficiency of personnel as a means to meet company operations objectives. Performs the continuous analysis of call center trends to predict the most advantageous method of future staffing.

365. CALL CENTER TRAFFIC SUPERVISOR - Is responsible for major segments for the overall traffic function. Monitors the accuracy and timeliness of reporting and quality and efficiency of call traffic. Determines solutions to systems quality problems. Will advocate operational improvements and communicate current company policies and procedures to subordinates. Is responsible for training new employees.

ENGINEERING AND TECHNICALExecutive Group

E220. CHIEF ENVIRONMENTAL EXECUTIVE - Responsible for the strategic development of policies and programs associated with classifying, solving, or minimizing environmental issues and concerns. Oversees and directs various engineering disciplines towards correcting such problems as air, water, and soil pollution. Minimizes the organization's environmental liabilities by coordinating company wide policies in regards to federal, state, and local standards and ordinances.

E230. CHIEF ENGINEERING EXECUTIVE - Plans and directs the overall engineering functions of the organization including product development, design, and technical support. Coordinates the establishment of long-term development objectives of the company and the creation, design, development, and modification of existing and new products with other members of senior management. Develops design criteria, formulates and monitors development budgets and schedules, and provides technical assistance to other functions within the organization. Typical position titles include vice president of engineering, chief engineer, etc.

of 30


E240. CHIEF RESEARCH EXECUTIVE - Plans research and development programs, policies, and procedures to maintain the organization's competitive position and profitability. Establishes budgetary and performance controls, maintains records on research, and coordinates with other functions in the organization such as marketing and manufacturing. Directs and coordinates research and development leading to new or improved products and processes. Provides overall direction to assure that technical, administrative, staffing, and scheduling targets are met within the framework of corporate policy and in accordance with generally accepted professional and scientific standards. Establishes priorities for research and development projects and monitors expenditures and progress towards goals.

E250. CHIEF QUALITY ASSURANCE EXECUTIVE - Responsible for the entire range of quality assurance activities in the organizational unit. Formulates and develops program design, policies, and procedures. Issues formal product process specifications and confers with other top management, customers, and other representatives in the planning, scheduling, coordinating, and directing of the quality assurance program in conformance with customer requirements, engineering specifications, government regulations, and production schedules. Typical titles may include vice president of quality assurance, director of reliability, etc.

Mid-Management and Supervisory Group370. COST ESTIMATING, HEAD OF - Is responsible for the development and administration of programs to prepare cost estimates covering the design, tooling, manufacturing and/or modification and re-work of company products. May provide information for and participate in pricing decisions, but does not have responsibility of establishing prices for company products or services.

375. DRAFTING/DESIGN, MANAGER OF ALL - Is responsible for all segments of the drafting/design function either directly or indirectly through subordinate supervisors. Subordinate non-supervisory employees formalize designs (sketches and/or specifications) into detailed drawings and working plans and check the accuracy of these renderings. They may also revise existing plans to conform to engineering changes. Includes only those with the responsibility for drafting/design activity requiring a moderate to high level of design and drafting skill on the part of subordinate draftsmen/designers.

380. DRAFTING/DESIGN SUPERVISOR - Is responsible for the supervision of employees engaged in drafting/design activities, but is not responsible for all segments of the drafting/design function. Subordinates formalize designs (sketches and/or specifications) into detailed drawings and working plans and check the accuracy of these renderings. They may also revise existing plans to conform to engineering changes. Includes only those with the responsibility of a drafting/design activity that requires a moderate to high level of design & drafting skill on the part of the subordinate draftsmen designer.

382. SUPERVISOR OF ENGINEERING - Supervises the daily operations and activities of an engineering department. Responsible for formalizing work plans and directing their implementation. Assigns work to meet overall project deadlines. Evaluates the progress on projects and suggests changes. Interprets policies and procedures and ensures that they are followed within the department. Responsible for the training and development of subordinate staff. Responsible for financial budgets at the department level. Directly supervises engineers and technicians in the department with the authority to hire/terminate/promote and make compensation decisions for subordinate staff. Normally possesses and applies comprehensive knowledge in field of specialization. This position must have knowledge significantly crosses engineering fields and be capable of clearly defining organizational approaches to complex and/or large projects. Usually requires BS in engineering and 10+ years of engineering experience including some project management experience.

383. MANAGER OF ENGINEERING - Has the overall responsibility of ensuring that departmental goals/objectives are met. Manages fiscal responsibility for the entire department. Reviews and makes recommendations on policies/procedures to maximize departmental operating performance. Interacts with all levels of management. Develops and justifies evaluation, quality, and process criteria. Identifies technical issues of future importance. Responsible for an in-depth understanding of the overall organization. Directly supervises engineering supervisor(s).

384. DIRECTOR OF ENGINEERING - Directs the design, development, and implementation of all major engineering projects. Plans and supervises all phases of engineering. Develops and initiates procedures, methods, and processes for projects. Ensures that all corporate policies and procedures are uniformly understood and properly interpreted, implemented, and administered. Has overall project approval including budgets, deadlines, and personnel.

385. INDUSTRIAL ENGINEERING, MANAGER OF ALL - Is responsible for all segments of the industrial engineering function either directly or indirectly through subordinate supervisors. Responsible for the development and administration of industrial engineering policies and practices designed to improve operating performance, reduce waste and delays, and otherwise promote increased efficiency and reduced costs in the operations of the facility. Is responsible for all or some of the following functions: formulation and recommendation of work processes and changes in systems and procedures, development and recommendation of means to achieve the most advantageous utilization of machines and equipment, facilities, and manpower (e.g., planning of plant layout), development of cost control programs and cost standards, development of time standards, and the recommendation of production planning, scheduling, and control methods. Includes only those with jurisdiction over one or more industrial engineers whose work would qualify them for exempt status as professional employees under the Fair Labor Standards Act.

390. INDUSTRIAL ENGINEERING SUPERVISOR - Is responsible for the supervision of employees engaged in industrial engineering activities, but is not responsible for all segments of the industrial engineering function. Responsible for the development and administration of industrial engineering policies and practices designed to improve operating performance, reduce waste and delays, and otherwise promote increased efficiency and reduced costs in the operations of the facility. Is responsible for all or some of the following functions: formulation and recommendation of work processes and changes in systems and procedures, development and recommendation of means to achieve the most advantageous utilization of machines and equipment, facilities, and manpower (i.e., planning of plant layout), development of cost control programs and cost standards, development of time standards, and the recommendation of production planning, scheduling, and control methods. Includes only those with jurisdiction over one or more industrial engineers whose work would qualify them for exempt status as professional employees under the Fair Labor Standards Act.

395. QUALITY ASSURANCE AND CONTROL, SUPERVISOR/MANAGER OF ALL - Is responsible for all segments of the quality assurance and control function either directly or indirectly through subordinate supervisors. Responsible for the development of techniques and procedures for inspecting and testing company products and for conducting research on product defects in order to recommend modifications in products and/or quality standards on the basis of this research and of analysis of customer complaints. May also include the responsibility of actual inspection and testing operations.

400. ENGINEERING SERVICES MANAGER - Responsible for the management of a number of engineering services functions including, but not limited to, reproduction services, manufacturing engineering, drafting, design support, document control, and prototype production. Through supervisors and other subordinates, will direct the development and implementation of department systems, methods, standard practices, and procedures. Will review and establish material, equipment and person-power resource requirements, and coordinate activities/services with engineering, production, and marketing functions. Responsible for the employment, training, motivation, and discipline of assigned employees.

of 30


405. SOFTWARE DESIGN ENGINEERING, MANAGER - Responsible for directing all activities related to the design, development, and implementation of software operating systems for products. Will oversee the development and application of advanced software/systems methods, theories, and research techniques and will apply them in the investigation and solution of technical manufacturing problems and product development programs. Will organize project and task workloads and select individuals to meet assignments on specific projects. Will provide adequate technical support for new product or process developments, production, and product problems and/or identify possible new areas for technical development.

410. TECHNICAL PUBLICATIONS, SUPERVISOR/MANAGER OF ALL - Is responsible for all segments of the technical publications function either directly or indirectly through subordinate supervisors. Responsible for compiling and writing text for service publications and/or product detail specifications. Subordinates may also perform layout work and prepare illustrations for manuals, catalogs, and other service publications. May have incidental responsibilities for artwork for advertising, publicity, and sales purposes. Does not include editors or advertising managers whose primary responsibility is the publication of sales brochures, direct mail pieces, company newsletters, or similar materials.

415. DOCUMENT CONTROL SUPERVISOR - Manages those engaged in the handling of document control including storing, retrieving, updating, and reproducing engineering/manufacturing documents such as drawings, parts lists, specifications, and the like. May administer the engineering change order (ECO) system and coordinate the preparation and review of ECOs. Ensures the implementation and administration of the drafting document control system. Ensures that master drawing files and history files are accurate, current, and that effective controls are maintained over drawings and other document records.

420. TOOL DESIGN, SUPERVISOR, MANAGER OF ALL - Is responsible for all segments of the tool design function either directly or indirectly through subordinate supervisors. Subordinate activities include the designing tools, jigs, fixtures, and other special devices for specified operations in the production function. Subordinates analyze engineering blueprints, operation specifications, and other engineering or shop data for the specified operation. From these blueprints/specifications/data, a design of the requested tool is developed. Subordinates also provide liaison service with tool fabrication agencies for the interpretation and correction of the design application. May also be responsible for the review and/or correction of the design of existing tools to conform to engineering and production changes.

425. RESEARCH AND DEVELOPMENT, SUPERVISOR/MANAGER - Is responsible for the planning, formulation, and direction of research and development activities in a particular department or for a specific segment of a department in an organization, but is not responsible for all research and development of the organization. Responsible for the recommendation, development, and administration of research programs concerned with new or modified products, devices, equipment, systems, methods, materials, or processes. Plans and formulates research and development proposals including project objectives, application of findings, equipment and manpower requirements, and project cost estimates. Reviews and evaluates proposals submitted and recommends those considered feasible to upper management. Oversees the implementation of methods and procedures for monitoring projects such as expenditure records, reports of findings, and project status reports. Reviews and evaluates research results and makes recommendations to upper management concerning the addition, expansion, or discontinuance of projects. Coordinates research and development conducted with similar work in other departments. Does not include the top research executive of the company or project leaders who have responsibility for only one project.

430. MECHANICAL ENGINEERING, SUPERVISOR/MANAGER OF ALL - Responsible for planning, coordinating, administering, and guiding the staff and activities of the mechanical engineering function of the organization. Directs and oversees the design and formulation of mechanical equipment and processes and supervises the assembly, installation, operation, maintenance, and adjustment of such equipment. Coordinates with other departments in the development of processes to achieve maximum quality, effectiveness, and volume. Provides administrative and technical instruction and assistance in support of department projects and research.

435. MANUFACTURING ENGINEERING, SUPERVISOR/MANAGER OF ALL - Responsible for planning, coordinating, administering, and guiding the staff and activities of the manufacturing engineering function of the organization. Coordinates with other departments of the manufacturing division to assure that functional requirements are met at the lowest cost. Directs and oversees product design and assembly to maximize the production levels of all manufacturing operations. Establishes policies and standards within the department and provides administrative and technical assistance in support of the department and division projects and research.

440. PRODUCT DEVELOPMENT MANAGER - Responsible for directing the development of an assigned product line. Will manage all phases of product development including concept, design, release, and production. Will coordinate staffing, development schedules, and budgetary requirements. Typically this position is the point-person between engineering, marketing, and manufacturing. Usually reports to the senior engineering executive.

442. HEAD PRODUCT/DEVELOPMENT ENGINEER - Responsible for design, development and application of new or existing products. This includes the optimizing of product design for purposes of manufacturing and/or processing; determining and planning manufacturing or processing sequence, tooling requirements, the analysis of methods to reduce operating time and costs prior to release to manufacturing.

445. GRAPHICS SUPERVISOR - Responsible for directing and supervising the staff and activities involved in graphics preparation and production. Assigns employees to tasks and oversees the creation, editing, design, and production of graphic materials. Provides the final edit on all publications and works closely with selected vendors to organize the printing and distribution of products. Sets standards for the department and assesses the need for changes to improve operations while decreasing spending.

450. ENVIRONMENTAL, SUPERVISOR/MANAGER - Responsible for directing and overseeing the environmental function of the organization. Organizes programs regarding air, water, and land preservation to assure compliance with all local, state, and federal regulations. Advises management regarding the prevention of pollution and represents the organization on environmental matters. Supervises the training and development of departmental employees and sets-up instructional programs within the organization to increase environmental awareness.

455. FIELD SERVICES SUPERVISOR - Responsible for supervising, coordinating, and scheduling field service engineers, technicians, and service representatives. Arranges training for both personnel and customers regarding the installation, service, usage, and preservation of company equipment. Retains records and analyzes both the rate of failure and the utilization of spare parts. Coordinates with engineering personnel to resolve equipment problems. Negotiates contracts for equipment and machinery and may develop prices for spare parts.

of 30


470. RESEARCH DIRECTOR - Responsible for overseeing all aspects of the organization's research activities. Evaluates and selects appropriate research projects for commitment of organization resources. Provides overall supervision to assure that technical, administrative, staffing, and scheduling targets are met within the framework of corporate and organizational policy and in accordance with generally accepted professional standards. Develops overall corporate research function objectives, policies, and budgets.

471. LABORATORY MANAGER - Manages laboratory units engaged in performing chemical and physical analyses and tests required for research, development, or quality control of processes or products. Establishes goals/schedules and coordinates laboratory administration including the purchasing and maintenance of laboratory equipment and supplies. Ensures that all activities are in compliance with organizational goals and applicable regulations.

MATERIAL, WAREHOUSE AND MANUFACTURING

Executive GroupE210. CHIEF PROCUREMENT EXECUTIVE - Responsible for planning, controlling, and coordinating all purchasing activities of the organizational unit. May also have additional responsibility for traffic, warehousing, and stock control, but not as primary functions. Typical position titles include vice president of purchasing, director of materials, director of procurement, purchasing agent, etc.

E350. DIRECTOR OF SUPPLY CHAIN MANAGEMENT - Responsible for overall supply chain activities. Plans and directs the procurement, transportation, storage, and delivery of raw, in-process and finished goods and/or materials. Generally oversees the production planning and inventory management systems plus direct customer service activities.

Mid-Management and Supervisory Group475. MATERIAL CONTROL, SUPERVISOR/MANAGER OF ALL - Is responsible for all segments of the material control function either directly or indirectly through subordinate supervisors. Subordinate activities include examining such records as sales orders, manufacturing schedules, and inventory control records to determine quantities and delivery schedules for raw materials and purchased parts and assemblies required to sustain scheduled production. Subordinates then notify the Purchasing department to place orders and follow up with vendors to assure meeting of required delivery dates. Excluded are those with significant responsibility for production control and internal expediting.

480. PRODUCTION CONTROL, PLANNING AND SCHEDULING, HEAD OF - Responsible for the development and administration of programs to plan production schedules for operating departments. Activities include controlling load factors and workflow to insure the most efficient use of available capacity and the meeting of requirements for finished products. Also responsible for follow-up on actual versus scheduled production and adjusting schedules to meet unforeseen conditions.

485. PURCHASING, MANAGER OF ALL - Is responsible for ALL activities related to the purchase of materials and supplies according to approved requisition, either directly or indirectly through subordinate supervisors. Typical duties of subordinates would include the placing of orders with vendors, revising orders, and following up on orders to assure satisfactory delivery. Also included would be verifying packing slips to original orders and maintaining purchase orders or approved requisition files. Typical titles of non-supervisory subordinates might include buyers, purchasing clerks, typists, etc. Does not include those with substantial responsibility for purchasing goods for resale. Excluded are managers or executives responsible for establishing purchasing policy for the organization

490. PURCHASING SUPERVISOR - Has supervisory responsibility for employees engaged in the purchase of materials and supplies according to approved requisition, but is not responsible for all purchasing activities. Typical subordinate duties include the placing of orders with vendors, revision of orders, and following up on orders to assure satisfactory delivery. Also included would be the verifying of packing slips to original orders and maintaining purchase orders or approved requisition files. Typical titles of subordinates might include buyers, purchasing clerks, typists, etc. Does not include those with substantial responsibility for purchasing goods for resale.

495. SHIPPING/RECEIVING, MANAGER OF ALL - Is responsible for all segments of the shipping/receiving function either directly or indirectly through subordinate supervisors. Typical subordinate activities include the receiving, unpacking, and checking of incoming goods and materials and/or preparing goods for shipping. Subordinates are also responsible for verifying quantities of incoming or outgoing goods against purchase orders, packing slips and/or bills of lading, and checking for damaged goods. May be responsible for keeping records of goods received or shipped. May also be responsible for weighing and addressing outgoing goods, preparing or checking bills of lading, and for packing and wrapping goods to be shipped.

500. SHIPPING/RECEIVING SUPERVISOR - Is responsible for the supervision of employees engaged in shipping/receiving activities, but is NOT responsible for all segments of the shipping/receiving function. Typical subordinate activities include the receiving, unpacking, and checking of incoming goods and materials and/or preparing goods for shipping. Subordinates are also responsible for verifying quantities of incoming or outgoing goods against purchase orders, packing slips, and/or bills of lading and checking for damaged goods. May be responsible for keeping records of goods received or shipped. May also be responsible for weighing and addressing outgoing goods, preparing or checking bills of lading, and packing/ wrapping goods to be shipped.

505. TRAFFIC, HEAD OF - Is responsible for the development and administration of programs to determine the most advantageous and economical methods of shipment for company products. Also responsible for preparing schedules of prices and routes for shipping, preparing and submitting claims for shipping losses or damages, and updating records of freight tariffs as they are changed.

510. FLEET MANAGER - Will manage the day-to-day operation and maintenance of motor vehicles and equipment to ensure the timely delivery of products, services, and/or personnel. Will coordinate vehicles and drives and ensure sound operating practices, safety, and performance. Will prepare reports on vehicle usage, personnel, and will elevate safety problems to proper personnel.

515. WAREHOUSING OPERATIONS, SUPERINTENDENT/MANAGER OF ALL - Is responsible, either directly or indirectly through subordinate supervisors for the direction and coordination of all facility warehousing/storeroom activities. Typical subordinate activities include receiving, storage and shipment of raw materials and/or finished goods, and the maintenance of inventory control records. Subordinates may also be responsible for the movement of materials and goods within the plant. Does not include managers of warehouses, which exist as separate business enterprises or separate divisions where the manager has responsibility for a broad range of administrative as well as warehousing activity.

of 30


520. WAREHOUSE SUPERVISOR - Supervises employees engaged in warehousing activities, but is not responsible for all segments of the warehousing/storeroom function. Typical subordinate activities are the receiving, storage and shipment of raw materials, and/or finished goods and the maintenance of inventory control records. May also be responsible for the movement of materials and goods within the plant. Does not include managers of warehouses, which exist as separate business enterprises or separate divisions, where the manager has responsibility for a broad range of administrative as well as warehousing activity.

525. MATERIAL MANAGEMENT, HEAD OF - Is responsible for the direction, coordination, and physical progression of materials through the production system either directly or through subordinate supervisors. Responsibilities include the organization and management of purchasing, production scheduling and control, inventory and/or warehousing operations, shipping/receiving, and traffic. Does not include those managers who report directly to the CEO or the second in command.

530. INVENTORY CONTROL SUPERVISOR - Maintains control of stock or materials on hand in the department or company. Takes periodic physical inventory either directly or indirectly through subordinates. Places orders for items that have become depleted. Prepares reports, as needed, to forecast estimates and schedules of goods for both current and future use. Subordinate activities may include furnishing data to forecast estimates/schedules and keeping inventory records.

535. MAIL ROOM SUPERVISOR/MANAGER - Is responsible for receiving, sorting, and distributing incoming mail as well as preparing outgoing mail. Subordinates may also deliver and collect mail within the company.

540. PLAN MANAGER (DIVISION/SATELLITE) - Has complete responsibility for the day-to-day operations of a division plant. Following established goals and policies set by the parent company, ensures that objectives are achieved at the lowest cost consistent with quality requirements. Will delegate authority to key supervisors in production, production control methods, cost accounting, maintenance, and related operations.

555. DISTRIBUTION MANAGER - Plans, directs, and coordinates the ordering and distribution of products, parts, and accessories. Ensures the adequate and timely distribution of these elements to attain maximum sales potential consistent with efficient inventory product control.

PRODUCTION ASSEMBLY AND PROCESSING

Mid-Management and Supervisory Group560. MINOR SKILLS ASSEMBLY SUPERVISOR - Is responsible for the direction of bench production assembly of products or parts of a relatively simple nature requiring, on the part of the assemblers, primarily manual dexterity and little or no previous related experience. The cycle of work in these assembly operations is ordinarily short with long work runs on the same or similar items. Subordinate assemblers are provided with detailed instructions as to exact procedures to be followed and their work is subject to a regular check and inspection. Does not include supervisors whose jurisdiction includes any assembly operations more complex than those outlined above.

565. SEMISKILLED ASSEMBLY SUPERVISOR - Is responsible for the direction of bench production assembly of components or products of a moderate degree of complexity requiring, on the part of the assemblers, good dexterity with hand tools and the ability to work to moderately close tolerances or with parts or components which require special care in handling. The work in these assembly operations is typically not highly repetitive, although the cycle of repetition may be short enough to allow the development of some habit patterns. Subordinate assemblers are able to work from wiring diagrams, detail blueprints, or other input documents of similar complexity and may make minor procedural decisions in their work within established guidelines. Excluded are supervisors whose jurisdiction includes any assembly operations more complex than those outlined above or who have a significant number of subordinate assemblers doing lower-level work.

570. SKILLED ASSEMBLY SUPERVISOR - Is responsible for the direction of bench production assembly of units or products that are highly complex and may require the ability to work to very close tolerances. The work cycle in these assembly operations is either long or completely non-repetitive involving a wide variety of operations. Subordinate assemblers must have a high degree of manipulative skill and be able to work from complex source documents with minimal supervision. Subordinates must have a thorough knowledge of the function of the items assembled and be able to determine the workability of the completed item. They may also perform troubleshooting and re-work. Excluded are supervisors who have a significant number of subordinate assemblers doing lower-level work other than that outlined above. Supervisors of engineering technicians are included.

575. ASSEMBLY OPERATIONS, SUPERVISOR OF ALL - Is responsible for the supervision, either directly or indirectly through subordinate supervisors, of all bench production assembly operations in the installation. Excluded are supervisors with significant responsibility for activities other than bench assembly operations.

580. SEMISKILLED PRODUCTION MACHINE OPERATIONS SUPERVISOR - Is responsible for the supervision of employees who perform highly repetitive types of short-cycle machine operations associated with quantity production of identical units. These employees are typically limited to starting, stopping, and feeding the machine and watching for imperfect operation. Setup is either uncomplicated with speeds, feeds, and tooling prescribed or performed by a setup man or supervisor. Typical machines that are operated are riveting machines, punch presses, wire extrudes, stitching machines, etc. Excluded are supervisors whose subordinates are primarily skilled machine tool operators.

585. SKILLED PRODUCTION MACHINE OPERATION SUPERVISOR - Is responsible for the supervision of employees who normally set up and operate a specified type of machine such as a lathe, milling machine, precision grinder, automatic screw machine, etc. Machines that are operated require skill in setting up, adjusting, and operating. Employees must be able to work from simple drawings, sketches, etc. and use that precision-measuring instruments directly related to their work. Journeyman machinist skills, however, are not required. Subordinate employees may occasionally transfer from one type of machine to another, but they are ordinarily classified according to the specific type of machine such as engine lathe operator, etc. Excluded are supervisors whose subordinates perform primarily semi-skilled machine tending involving highly repetitive operations and little skill in setup.

of 30


SKILLED CRAFT (PRODUCTION)

Mid-Management and Supervisory Group590. MACHINE SHOP SUPERVISOR (PRODUCTION) - Is responsible for the supervision of employees who perform multiple setups and operations to produce metal parts and assemblies on a production basis. Subordinates are typically journeyman machinists who are able to set up and operate a variety of machines such as lathes, mills, precision grinders, etc. to perform diversified machining operations. Subordinates must be able to work from complex blueprints and drawings, perform standard shop computations relating to dimensions of work, tooling, speeds, and feeds of machining, and use a wide variety of precision measuring instruments. Does not include supervisors whose subordinates typically operate only one type of machine or supervisors of experimental machine shops.

595. TOOL AND DIE SHOP SUPERVISOR - Is responsible for the supervision of employees who construct, repair, maintain, and calibrate machine shop tools, dies, jigs, fixtures, and instruments. Subordinate employees are normally required to have a high degree of skill in the operation of various machine tools and in the performance of such work as laying out, fitting, and assembling complicated parts and working to close tolerances. Work of these employees may include considerable developmental work, highly skilled fitting, timing, and adjusting construction of tools where no design is available. Excluded are supervisors with substantial responsibility for tool design activity, as opposed to tool construction.

600. SHEET METAL SUPERVISOR - Is responsible for the supervision of employees who fabricate, assemble, alter, and repair standardized sheet metal articles. Subordinate employees lay out jobs working from blueprints, specifications, templates and/or patterns and then cut, trim, form, shape, and assemble parts using various sheet metal fabricating machines and hand tools. Excluded are supervisors with substantial responsibility for experimental sheet metal work.

605. WELDING SUPERVISOR - Is responsible for the supervision of employees who weld metal objects together by means of an oxyacetylene torch or arc welding apparatus. Typical subordinate activities include the fabrication of metal shapes or articles and the repair of cracked or broken metal objects as well as layout work and cutting with a cutting torch. Includes only supervisors of welding activities requiring a moderate to high degree of welding skill on the part of subordinates. Excluded are supervisors who primarily supervise welding-machine operators or spot-welders.

INSPECTION

Mid-Management and Supervisory Group610. ASSEMBLY INSPECTION SUPERVISOR - Is responsible for directing the inspection of bench-assembled production components and assemblies (other than precision mechanical assemblies) to determine general workability and conformance to predetermined electrical and/or mechanical standards. Subordinate inspectors must be able to use standard inspection devices and/or basic testing equipment and follow well-defined procedures to set up, check, and inspect assigned items. These inspectors must be able to work from production schematics, specifications, and/or blueprints and have a good knowledge of general inspection techniques. Does not include supervisors who have a substantial number of subordinates who accept or reject items solely on the basis of visual observation or those who have responsibility for inspection of structural assemblies. Also excludes supervisors with responsibility for development of inspection standards or procedures.

615. PRECISION MECHANICAL INSPECTION SUPERVISOR - Is responsible for directing the inspection of machined parts and completed precision assemblies to determine precise conformance to predetermined specifications, tolerances, and workmanship standards. Subordinate inspectors must be proficient in the use of precision measuring instruments and may be required to make complex set-ups and perform first-article inspection. These inspectors are able to work from complex blueprints, inspection specifications, and verbal or written instructions using considerable independent judgment within established guidelines to determine methods of inspection that are to be used. Does not include supervisors with responsibility for developing inspection standards or procedures.

MAINTENANCE

Mid-Management and Supervisory Group620. JANITORIAL SERVICES SUPERVISOR - Is responsible for the supervision of employees who clean company facilities including such activities as sweeping, dusting, removing litter, cleaning lavatories, washing windows, and waxing floors. Supervised employees require only low-level skills. They may operate power-cleaning equipment, as required, and may work in office and/or shop. Excluded are supervisors who supervise maintenance workers as well as cleaning workers.

625. MAINTENANCE SUPERVISOR, BUILDING AND GROUNDS - Is responsible only for that part of the maintenance operation that is concerned with keeping company buildings in good repair and making minor alterations. Maintenance of grounds may be included in the jurisdiction of this foreman. Typical activities of subordinate employees include painting, minor plumbing and electrical repairs, carpentry, landscaping and landscape maintenance, replacing light bulbs and air conditioning filters, etc. Does not include supervisors with responsibility for all of the maintenance operations carried on in the facility or those with responsibility for installation and overhaul of production machinery and equipment.

630. MAINTENANCE SUPERVISOR, ELECTRICAL AND/OR MECHANICAL - Is responsible for only that part of the maintenance operation that is concerned entirely with the installation and maintenance of electrical and/or mechanical equipment and machinery used in company operations. Subordinate employees could include such classifications as maintenance electrician, maintenance mechanics, maintenance machinists, welders, oilers, etc. Does not include maintenance supervisors whose responsibilities include structural maintenance such as carpentry or painting or supervisors with substantial responsibility for janitorial services.

635. MAINTENANCE OPERATIONS, SUPERINTENDENT OF ALL - Is responsible for the planning, coordination, and direction of all maintenance operations performed by company employees in company facilities including the installation of equipment, preventive maintenance, and repair work. Typical subordinate functions, supervised either directly or indirectly through subordinate supervisors, would include maintenance of buildings, grounds (if any), production machinery, and electrical equipment. Janitorial services or security services may also be subordinate functions. Responsibility may include negotiation with outside contractors for the performance of some of the above functions. Does not include building managers who negotiate the leasing of space with tenants.

640. FACILITIES MANAGER - Responsible for directing and overseeing all functions of the organization associated with facilities and equipment. Organizes all phases of new site acquisition, including evaluating bids and proposals, setting budgetary constraints, reviewing the qualifications of architects, contractors, and other personnel, and assessing the need for new systems and equipment. Schedules and supervises all employees working on the maintenance of buildings/grounds and maintains the operation of all utility systems. May also supervise the activities and employees of the company cafeteria and the security function of the organization.

of 30


645. GENERAL MAINTENANCE AND CONSTRUCTION MANAGER - Oversees employees who maintain, repair, and service plant equipment, buildings, and facilities. Will hire staff and allocate the necessary building materials in the construction of new buildings and facilities as well as the alteration or modification of existing structures.

PRODUCTION / OPERATIONS MANAGEMENT

Executive GroupE200. CHIEF PRODUCTION-OPERATIONS EXECUTIVE (MANUFACTURING) - Responsible for planning, controlling, and coordinating the entire range of production activities of the organizational unit related to manufacturing, including such functions or product fabrication processes. Ensures that company products are manufactured within cost, on schedule, and within specified standards. Typical position titles include vice president of manufacturing, vice president of production, vice president of operations, production manager, plant superintendent, etc.

E252. MANUFACTURING / PLANT EXECUTIVE - At the Plant level, responsible for machining, fabricating, welding, assembling or for the processing operations required in the production of the finished product, goods or services of the organizational unit. Reports to the Chief Manufacturing Executive and may also be responsible for plant personnel, quality, production and inventory control, etc.

E340. TOP INTERNATIONAL MANUFACTURING EXECUTIVE - Develops and implements international manufacturing policies and programs to help ensure the competitive position and profitability of all international operations. Ensures that all products are manufactured on schedule and within quality standards and cost objectives.

Mid-Management and Supervisory Group650. PRODUCTION SUPERINTENDENT/MGR. - Is responsible for the direction and coordination of all production operations in a manufacturing facility, either through subordinate supervisors or direct supervision. Has responsibility for only the strictly production aspects of the manufacturing process. The jurisdiction does not ordinarily include engineering, maintenance, or material functions. Typical subordinate functions might include assembly operations, machining operations, processing or treating operations, and packaging. Does not include executives or others employees who have responsibility for the entire range of manufacturing-related, as opposed to strictly production, aspects of a manufacturing facility.

655. PRODUCTION TEST SUPERVISOR - Responsible for directing skilled and technical personnel including "lead personnel" involved in the test and the checking and inspection of electronic components, assemblies, systems, and modules. Reviews production and test schedules, material resources, test equipment availability, and manpower. Directs employees in maximizing testing objectives, maintaining quality, and attaining output requirements. Informs assigned employees of production and material problems and coordinates with support groups to resolve problems affecting schedules. Participates in establishing and modifying testing methods and processes by recommending changes in materials, equipment, and procedures. Maintains a variety of reports, records, and production documentation to reflect schedules, performance, methods, and the like.

660. PRODUCTION TEST MANAGER - Manages a multi-functional, multi-discipline, multi-product line, or major production test unit, department, or group. Through subordinate managers or supervisors, attains production goals consistent with cost, quality, and delivery requirements. Reviews and establishes material, equipment, and manpower resource requirements. Will develop and establish departmental standards and practices. Coordinates testing activities with other functions such as production, material, marketing, new product development, customer service, manufacturing engineering, test engineering, and the like. Responsibilities may include production test-related activities such as test equipment development, calibration, and similar technical assignments.

665. MANUFACTURING MANAGER - Is responsible for directing the operations of a manufacturing facility or major manufacturing project and coordinating activities of all major operating departments in a manner consistent with previously established corporate or division/ subsidiary policies and production objectives. Subordinate functions would ordinarily include production, maintenance, and various material functions such as shipping/receiving, material control, etc. Does not include executives who formulate production policy and objectives for the corporation or division/subsidiary or those managers who have responsibility for only the purely production aspects of the manufacturing operation.

680. PRODUCTION CONTROL MANAGER - Responsible for directing and overseeing all aspects of production scheduling and control. Coordinates with the production and inventory control functions to establish schedules that meet the needs and time requirements of all concerned departments. Analyzes problem situations and rearranges production schedules to accommodate such situations. Assesses production data daily to pinpoint trouble areas and suggests improvements as necessary.

685. PROCESS OPERATIONS, PRODUCTION SUPERVISOR - Will supervise employees involved in process operations such as semiconductor process equipment, chemical production equipment, continuous process operations, and the like. Reviews production schedules, materials, and manpower resources. Will coordinate personnel in order to maximize production objectives, maintain quality, and meet output requirements. Confers with assigned employees regarding process and materials problems and coordinates with support groups in the resolution of problems affecting schedules. Maintains a variety of reports and records/processes documentation to reflect schedules, performance, methods, process procedures, and the like.

690. PROCESS OPERATIONS, PRODUCTION MANAGER - Manages an assigned multi-functional production process unit, department, or group. Directs activities through subordinate managers or supervisors to meet production goals consistent with cost, quality, and delivery requirements. Reviews and establishes material, equipment, and manpower resource requirements. Develops and establishes department standards and practices. Coordinates production activities with other functions such as material, marketing, new product development, customer service, manufacturing engineering, inspection, and the like. Overall responsibilities may include production-related activities such as process engineering, material planning/control, facilities maintenance, or related functions.

of 30

2013 Professional & Sales Personnel Compensation Survey2013 Professional & Sales Personnel Compensation Survey

Index of Professional (Administrative) ClassificationsFINANCE / ACCOUNTING

5. Cost Accountant10. Cost Accountant, Senior15. General Accountant20. General Accountant, Senior25. Internal Auditor30. Internal Auditor, Senior35. Internal Auditor, Lead 40. Business (Information) Systems Auditor45. Business (Information) Systems Auditor, Senior50. Budget Analyst55. Budget Analyst, Senior60. Financial Analyst65. Financial Analyst, Senior70. Financial Analyst, Lead 75. Tax Accountant80. Tax Accountant, Senior85. Credit Analyst90. Credit Analyst, Senior91. Payroll Administrator

LEGAL105. Entry Level Attorney110. Attorney115. Senior Attorney120. Tax Attorney

BANKING125. Accounts Representative130. Personal Banker I135. Personal Banker II140. Banking Credit Analyst I145. Banking Credit Analyst II

HUMAN RESOURCES150. Facility HR Administrator155. Employment Representative160. HR Representative/Generalist165. HR Representative/Generalist, Senior170. Employment Recruiter171. Employment Recruiter, Senior175. Technical Recruiter180. Employee Trainer

181. Employee Trainer, Senior185. Trainer, Technical195. Compensation Analyst200. Compensation Analyst, Senior205. EEO Representative210. Personnel / Industrial Relations Rep215. Benefits Administrator220. Benefits Administrator, Senior225. Benefits Analyst230. Benefits Analyst, Senior235. Compensation Administrator240. Compensation/Benefits Administrator245. Benefits / Compensation Analyst250. HRIS Analyst255. Employee Assistance Program Coordinator

GENERAL SERVICES260. Relocation Administrator265. Security Specialist270. Safety Specialist275. Occupational Health Nurse Practitioner (Registered)280. Occupational Health Nurse (Registered)285. Senior Occupational Health Nurse (Registered)290. Events Planner / Coordinator295. Workers' Compensation Administrator300. Management Analyst305. Contract Administrator310. Executive Asst./Administrative Asst.315. Librarian

MARKETING & COMMUNICATIONS320. Social Media Coordinator325. Social Media Specialist330. Social Media Specialist, Senior350. Retail/Wholesale Buyer355. Marketing Administrator360. Marketing Specialist 365. Market Research Analyst370. Market Research Analyst, Senior375. Database Marketing Analyst

380. Product Manager385. Writer 390. Copywriter 395. Publications Editor400. Public Relations Representative405. Advertising Specialist410. Advertising/Marketing Communications Specialist

CREATIVE MEDIA SERVICES415. Production Artist420. Technical Illustrator425. Graphic Designer/Artist430. Graphic Designer/Artist, Specialist435. Desktop Publisher – Intermediate440. Desktop Publisher Specialist

PRODUCTION / LOGISTICS445. Buyer450. Buyer, Senior455. Buyer, Lead460. Buyer/Material Planner465. Buyer/Material Planner, Senior470. Material Planner475. Material Planner, Senior480. Production Planner/Scheduler485. Production Traffic Coordinator490. Traffic Analyst495. Cost/Materials Estimator500. Purchasing Expediter505. Tool Designer510. Programmer (N. C. /C. N. C.)515. Programmer, Senior (N. C. /C. N. C.)520. Journey Machinist525. Construction Inspector526. Facilities Planner

SCIENCE & RESEARCH530. Research Scientist535. Scientist, Senior540. Scientist545. Research Associate550. Research Assistant, Senior555. Research Assistant

Index of Professional (Sales) ClassificationsSALES MANAGEMENT10. Top Sales Executive 20. International Sales Manager 30. General Sales Manager 50. Sales Manager 60. District Sales Manager 70. Sales Trainer

OUTSIDE SALES 100. Field Sales Supervisor 110. National Accounts Manager 120. Sales Engineer

130. Sales Representative / Account Executive – Senior (Outside)150. Sales Representative / Account Executive (Outside) 160. Sales Representative – Junior (Outside) 170. Sales Trainee (Outside)

INSIDE SALES200. Telephone Sales Representative / Inside Sales Representative 210. Order Processing Supervisor

220. Telephone Order Processing Representative

CUSTOMER SERVICE300. Customer Service Manager 310. Customer Service Supervisor 320. Customer Service Representative III (Technical Advisor) 330. Customer Service Representative II (Experienced) 350. Customer Service Representative I (Entry Level)

360. Retail Salesperson

FINANCE / ACCOUNTING


5. COST ACCOUNTANT - Under general supervision applies knowledge of concepts, practices and procedures to perform professional cost accounting functions. Computes unit cost of company products or services and establishes cost standards, adjusting them periodically as necessitated by changes in material and/or overhead costs. May compare actual cost to cost standards and prepare reports on variances. Assists in other aspects of cost finding and may provide data for purposes of estimating, budgeting, etc. Usually reports to Senior Accountant or department manager.

10. COST ACCOUNTANT, SENIOR - Performs professional cost accounting functions requiring thorough knowledge of cost accounting methods, principles and practices, the ability to apply this knowledge creatively in situations where procedures may not be prescribed or well defined, and a broad understanding of overall company operations. Typical projects might include determination of product cost and cost of research and product development, projecting costs of new processes, construction, tooling, etc. Compares actual cost with estimates or standards and analyzes variances. May develop budget data and assist with preparing of company operating budgets. May direct the work of others. However, personnel whose primary activity is supervision are excluded. Within general departmental guidelines possesses latitude to make un-reviewed decisions or actions. Usually reports to Accounting Manager.

15. GENERAL ACCOUNTANT - Performs professional accounting functions involving the application of established accounting standards, principles and practices. Is concerned with one or several aspects of general and subsidiary ledger maintenance and preparation of operating and financial statements. Typical functions would include verifying of contracts, orders and vouchers, account coding, establishing and reconciling control figures for posting, reconciliation of bank statements, assisting with trial balance and preparing statements and reports. Usually reports to Senior Accountant or Department Manager.

20. GENERAL ACCOUNTANT, SENIOR - Performs professional accounting functions requiring thorough knowledge of general accounting methods, principles and practices, the ability to apply this knowledge creatively in situations where procedures may not be prescribed or well defined, and a broad understanding of overall company operations. Typical functions would include taking trial balance, preparing financial reports pertinent to assigned areas, preparing management reports and recommending new systems or modifications of existing systems to provide better financial control. May direct the work of employees engaged in such activities as recording disbursements, receipts, tax payments, etc., however, those whose primary activity is supervision are excluded. Within general departmental guidelines possesses latitude to make unreviewed decisions or actions. Usually reports to Accounting Manager.

25. INTERNAL AUDITOR - Under general supervision applies knowledge of concepts, practices and procedures to conduct audits of various company departments and locations to verify accuracy. Checks reports against source documents and records, audits work procedures and methods for specified groups of employees, checks cash, bank balances, etc. Assists in the preparation of audit reports, drawing conclusions about necessary improvements and recommendations in the areas audited. Usually reports to Senior Auditor or Department Manager.

30. INTERNAL AUDITOR, SENIOR - Working under minimal supervision, conducts audits of various company departments and locations to verify the accuracy of records, compliance with prescribed plans, policies and procedures, and accurate accountability for physical and financial assets. Possesses and applies a broad knowledge of auditing principles, practices and procedures. Prepares audit reports, with the assistance of lower level auditors, and makes recommendations for improvements and modifications in the systems and procedures of the areas audited. May have responsibility for guiding audit teams in major corporate or divisional audits. Within general departmental guidelines possesses latitude to make unreviewed decisions or actions. Usually reports to Auditing Manager.

35. INTERNAL AUDITOR, LEAD - Following general company policies, performs auditing procedures of considerable complexity while providing lead direction to a section or group of auditors. Will initiate audits of various company departments and locations to verify the accuracy of records, compliance with prescribed plans, policies and procedures, and accurate accountability for physical and financial assets. Possesses and applies a broad knowledge of auditing principles, practices, and procedures. Prepares audit reports with the assistance of lower level auditors and makes recommendations for improvements and modifications in the systems and procedures of the areas audited. Within general departmental guidelines possesses latitude to make unreviewed decisions or actions. Usually reports to Auditing Manager.

40. BUSINESS (INFORMATION) SYSTEMS AUDITOR - Under general supervision, is responsible for performing activities related to the audit of information systems procedure and systems. Audits moderately complex new and existing information systems applications to ensure that appropriate controls exist, that processing is efficient and accurate and that systems and procedures are in compliance with corporate standards. Assists in preparing activity and project progress reports relating to the information systems audit function. May assist top management in developing information systems audit programs and control guidelines. Competent to work in most phases of information systems auditing. Typically has a Bachelors degree in one of the following areas: Information systems, Finance, Computer Science, or related. Usually requires at least three to four years of related of progressive experience. Exclude Business Analysts or Systems Analysts.

45. BUSINESS (INFORMATION) SYSTEMS AUDITOR, SENIOR - Under minimum direction, is responsible for performing activities related to the audit of information systems procedure and systems. Audits the most complex new and existing information system applications to ensure that appropriate controls exist, that processing is efficient and accurate and that information systems procedures are in compliance with corporate standards. Prepares activity and project progress reports relating to the information systems audit function. May assist top management in developing information systems audit programs and control guidelines. May advise subordinates on administrative policies and methods. Fully competent to work at the highest level of all phases of information systems auditing. Typically has a Bachelors degree in one of the following areas: Information systems, Finance, Computer Science, or related. Usually requires at least five to six years of related of progressive experience. Exclude Business Analysts or Systems Analysts.

50. BUDGET ANALYST - Under general supervision, prepares operating budgets for units or departments, or assists individual department heads in this process. Makes continuing comparison between budgeted and actual performance and prepares reports outlining financial performance and explaining budget deviations. Will follow company policy in recommending actions to remedy deviations from plan. May participate in the preparation of operating budget for the total organization, in the formulation of projected sales and income figures, and in the assembly of inventory and capital expenditure budgets. May participate in the installation and maintenance of budgetary control systems. Typically has three to four years of experience.

55. BUDGET ANALYST, SENIOR - Under minimal direction, will review and assist in preparing operating budgets for units or departments. Makes continuing comparison between budgeted and actual performance and prepares reports outlining financial performance and explaining budget deviations. Will typically be involved in all aspects of budgeting including training or directing less experienced staff members. May recommend suitable actions to remedy deviations from plan. May participate in preparing operating budget for the total organization, in the formulation of projected sales and income figures, and in the assembly of inventory and capital expenditure budgets. May participate in the installation and maintenance of budgetary control systems. Typically has four to six years of experience.


60. FINANCIAL ANALYST - Under general supervision applies knowledge of concepts, practices and procedures to analyze financial information. Analyzes trends and assists in preparing forecasts for manufacturing, sales, finance, and general business conditions. May use PC and other systems to create and display reports, graphs, charts, and financial models pertaining to the operations of the organization. Usually reports to the Senior Financial Analyst or department manager.

65. FINANCIAL ANALYST, SENIOR - Working under minimal supervision, analyzes financial information relating to the rate of return, depreciation, working capital, investments, and financial and expense performance comparisons to compile and prepare reports, charts and graphs. Possesses and applies a broad knowledge of financial principles, practices and procedures. With the assistance of lower level analysts, analyzes trends and prepares forecasts for manufacturing, sales, finance, and general business conditions. Recommends changes in company economic policies and conducts special studies for various departments within the company. Within general departmental guidelines possesses latitude to make unreviewed decisions or actions. Usually reports to Manager of Finance.

70. FINANCIAL ANALYST, LEAD - Responsible for coordinating, conducting, and documenting financial analysis projects. In addition, will provide advice and direction to less experienced financial analysts. Works under minimal supervision. Will analyze financial information relating to the rate of return, depreciation, working capital, investments, and financial and expense performance comparisons to compile and prepare reports, charts, and graphs. Possesses and applies a broad knowledge of financial principles, practices and procedures. Will lead lower level analysts in the analysis and preparation of forecasts for manufacturing, sales, finance, and general business conditions. May recommend changes in company economic policies and conducts special studies for various departments within the company. May serve as the financial contact with outside firms. Within general departmental guidelines, possesses latitude to make unreviewed decisions or actions. Typically has eight or more years of significant experience with two years of supervisory experience. Usually reports to Manager of Finance.

75. TAX ACCOUNTANT - Under general supervision applies knowledge of concepts, practices and procedures to prepare federal, state, or local tax returns for individuals, businesses, and other organizations. Examines accounts and records and computes taxes owed according to prescribed rates, laws, and regulations. Ensures that the organization complies with periodic tax payments, information reporting, and other taxing requirements. May devise and install tax record systems. May use computer systems to input, retrieve and display tax information. Usually reports to Senior Accountant or department manager.

80. TAX ACCOUNTANT, SENIOR - Working under minimal supervision prepares federal, state or local tax returns for individuals, businesses or other organizations with the assistance of lower level accountants. Possesses and applies a broad knowledge of accounting principles, practices and procedures. Examines accounts and records and computes taxes owed according to prescribed rates, laws and regulations. Advises management regarding the effects of business activities on taxes, and on strategies for minimizing tax liability. Ensures that organization complies with periodic tax payments, information reporting, and other taxing requirements. Represents organization before taxing bodies. May devise and install tax record systems. Within general departmental guidelines possesses latitude to make unreviewed decisions or actions. Usually reports to Accounting Manager.

85. CREDIT ANALYST - Under general supervision and following set policies and procedures, will analyze credit data to estimate degree of risk involved in extending credit or lending money to firms or individuals. Contacts banks, trade and credit associations, salespeople, and others to obtain credit information. Studies economic trends in firm's industry to predict probable success of new customer. Visits establishments to determine condition of plant and equipment and to compare methods of operation with accepted practices in industry. Will prepare reports of findings, and suggests credit limitations to management. Will have limited authority to deviate from the company's credit and collection guidelines. Will typically have three to four years of credit and/or related experience.

90. CREDIT ANALYST, SENIOR - Under general direction, is responsible for reviewing and analyzing credit cases to estimate the degree of risk involved in extending credit or lending money to firms or individuals. Depending on circumstances evaluates pertinent information involving cases of unusual complexity and difficulty and may have discretionary authority to recommend action that may be outside the department's guidelines. Will establish and maintain contacts with banks, trade and credit associations, salespeople, and others to obtain credit information. Studies economic trends in firm's industry to predict probable success of new customer. Will review reports from less senior staff members and advice on action plans. May visits establishments to determine condition of plant and equipment and to compare methods of operation with accepted practices in industry. Evaluates results of investigations, prepares reports of findings, and suggests credit limitations to management. May assist management in the corporate development of credit guidelines and policies. Will typically have five to six years of credit and/or related experience.

91. PAYROLL ADMINISTRATOR - Under minimal supervision, compiles payroll data and calculates payroll. Will calculate hours worked, overtime earnings, if any, gross pay, deductions, required withholdings, and net earnings. May review changes to the basic payroll file and process corrections. Will apply advance knowledge in payroll, relative to calculating withholdings and deductions where multi-state tax laws are involved, payment on sales draws and commissions, and other cases that require knowledge that exceeds lower-level clerks. Reports payroll and related information to Federal, State, and local agencies as required. Provides guidance to staff and management on payroll issues; within limits of delegated responsibility, counsels employees when special payroll problems are involved. May coordinate payroll with outside service providers. May administer the distribution of paychecks throughout the company and divisions. Position is generally exempt with no management or supervisory responsibilities.

LEGAL105. ENTRY LEVEL ATTORNEY - Working under immediate supervision, performs basic legal assignments of a routine nature in which precedents are clear and/or well established and matters are not of critical importance to the organization. Carries out such assignments as preparation of briefs or drawing up of contracts for review and evaluation by others. Work requires completion of law school with a J.D. degree (or equivalent) and admission to the California Bar. Excludes those performing work for which legal training and bar memberships are not essential.

110. ATTORNEY - Working under general supervision, performs professional legal assignments that are varied and require research and analysis of applicable precedents on matters of importance to the organization. May also undertake assignments of greater complexity and of substantial importance to the organization where work is subject to review by more senior attorneys. Work requires completion of law school with a J.D. degree (or equivalent) and admission to the California Bar. Excludes those performing work for which legal training and bar memberships are not essential.

115. SENIOR ATTORNEY - Working under minimum supervision, performs professional legal work of considerable difficulty and of major importance to the organization. Questions are typically characterized by absence or ambiguity of legal precedents, requiring extensive research, analysis and creative legal work in their solution. Determinations are subject to review only for consistency with company policy, possible precedent effect and overall effectiveness. May direct and/or review work of several lower-level attorneys, but this is an incidental rather than primary responsibility. Does not include attorneys who serve as officers of the organization and are responsible for participating in the overall management and formulation of policy for the company. Also excludes those performing


work for which legal training and bar membership is not essential.

120. TAX ATTORNEY - Represents the organization regarding any business with local, state and federal taxing agencies. Develops tax savings plans contingent upon short and long-term goals and activities, and prepares legal documents regarding tax liabilities. Advises management about new tax laws and about various company tax activities. Work requires completion of law school with a J.D. degree (or equivalent) and admission to the California Bar. Excludes those performing work for which legal training and bar memberships are not essential.

BANKING125. ACCOUNTS REPRESENTATIVE - Under limited supervision and following established procedures, opens and processes new accounts for customers. Provides new customers with associated account information including savings, investment and loan rates, banking service charges, limits or restrictions, etc. Advises customers on other banking services. Incumbents in this position usually have at least 2-3 years of retail customer banking experience.

130. PERSONAL BANKER I - Under direct supervision and following established procedures, offers banking services to individual clients with an emphasis on personal financial counseling, lending, and customer service. Works with a limited degree of credit authority. Usually exempt, this position is typically the entry level into the Personal Banking job family. Incumbents in this position usually have at least 2-3 years of related experience.

135. PERSONAL BANKER II - Under limited supervision, offers a full range of banking services to individual clients with an emphasis on personal financial counseling, lending, and customer service. Works with a limited degree of credit authority. Usually exempt, incumbents in this position usually have at least four years of related work experience.

140. BANKING CREDIT ANALYST I - Working within established guidelines and under direct supervision, investigates and analyzes credit risks. Responsible for resolving credit problems of moderate complexity. Will usually elevate more sensitive accounts to Credit Manager or Supervisor. Will also assist in the follow up and collection of overdue accounts. Will follow bank’s procedures in granting additional credit extensions. Incumbents in this position usually have a college degree in finance and at least two years of related experience. Normally reports to the Credit Manager.

145. BANKING CREDIT ANALYST II - Working within established guidelines and limited supervision, investigates and analyzes credit risks. Responsible for resolving credit problems of moderate complexity usually referring more complex cases to supervisor. Will also assist in the follow up and collection of overdue accounts. Will follow bank’s procedures in granting additional credit extensions. Incumbents in this position usually have a collage degree in finance and at least four years of related experience. Normally reports to the Credit Manager.

HUMAN RESOURCES150. FACILITY HUMAN RESOURCE ADMINISTRATOR – Is responsible for administering policies and programs covering any of the following: employment interviewing for salaried and hourly jobs, compensation, personnel administration (records and reports), training, safety, benefits and services, labor relations, and personnel research. This is typically an exempt position.

155. EMPLOYMENT REPRESENTATIVE - Interviews applicants for employment, answers questions concerning job requirements and company policies, administers pre-employment tests, checks references, processes changes in employee status, and conducts exit interviews. On a judgmental level, screens applicants, rejects, hires, or refers qualified applicants to department managers for further consideration. May do some recruiting through advertisements or agencies. Makes job offers and conducts new employee orientations.

160. HUMAN RESOURCES REPRESENTATIVE/GENERALIST - Under general supervision applies knowledge of concepts, practices and procedures to interpret and apply company personnel policies and regulations. Is responsible for compliance with wage-hour regulations as they affect the employees in his/her assigned area. Where there is a union contract, may provide day-to-day administration of contract provisions, working out questions of interpretation with union representatives, however, this is not a full-time Personnel/Industrial Relations position. Usually reports to the Senior HR Representative or department manager.

165. HUMAN RESOURCES REPRESENTATIVE/GENERALIST, SENIOR - Working under minimal supervision maintains responsibility for the interpretation and application of company personnel policies and regulations with the assistance of lower level representatives. Possesses and applies a broad knowledge of human resources principles, practices and procedures. Advises line supervision about the application of rules and policies, handles employee complaints, and may handle second step grievances. Is responsible for compliance with wage-hour regulations as they affect the employees in his/her assigned area. May have responsibility within designated area of activity for employee counseling, employment interviewing, and some aspects of wage and benefit administration. When there is a union contract, may provide day-to-day administration of contract provisions, working out questions of interpretation with union representatives, however, this is not a full-time Personnel/Industrial Relations position. Within general department guidelines possesses latitude to make unreviewed decisions or actions. Usually reports to the HR Manager.

170. EMPLOYMENT RECRUITER - Responsible for the general recruitment efforts of personnel for the organization. Interviews prospective applicants, answers their questions about the job and the company, and evaluates their qualifications. May record additional knowledge, skills, abilities, interests, test results, and other data pertinent to selection and referral of applicants. Checks references of candidates or evaluates reference checks performed by subordinates. Based on detailed evaluations between candidate's qualifications and job requirements, makes recommendations to management as to whether or not candidate should be hired. May be authorized to make an offer of employment in the case of entry level positions or those for which requirements are clear-cut. Is familiar with equal employment opportunity regulations and the company's affirmative action program (if any). Does not include technical positions or others who have supervisory responsibility. Incumbents in this position usually have 2 to 3 years of experience.

171. EMPLOYMENT RECRUITER, SENIOR - Responsible for the recruitment efforts of specialized personnel, including senior level positions which may include a management-level position. Interviews prospective applicants, answers their questions about the job and the company, and evaluates their qualifications. Records and evaluates additional knowledge, skills, abilities, interests, test results, and other data pertinent to selection and referral of applicants. Checks references of candidates or evaluates reference checks performed by subordinates. Usually is the initial-contact in the recruitment of critical and/or upper management positions. Based on detailed evaluations between candidate's qualifications and job requirements, makes recommendation to management as to whether or not candidate should be hired. May be authorized to make an offer of employment in the case of entry level positions or those for which requirements are clear-cut. Is thoroughly familiar with equal employment opportunity regulations and the company's affirmative action program (if any). May conduct exit interviews. Does not include technical positions or others who have supervisory responsibility. Incumbents in this position usually have 4 to 6 years of experience.


175. TECHNICAL RECRUITER - Responsible for the recruitment of candidates for technical positions, such as high level engineering and computer-related personnel. Consults with managers of technical fields to determine employer needs. Will attend employment fairs, college campuses, and other events to find a suitable pool of candidates. Interviews prospective applicants, answers their questions about the job and the company, and evaluates their qualifications. Checks candidates' references or evaluates reference checks performed by subordinates. Makes recommendations as to whether or not candidate should be hired. Must be capable of evaluating the technical qualifications of candidates, since much of work is performed in the field. Establishes relationships with sources in technical fields to facilitate future contacts. Has familiarity with equal employment opportunity regulations and the company's affirmative action program (if any). Typically has a technical degree education or background. Does not include Employment Managers or others with supervisory responsibility.

180. EMPLOYEE TRAINER – Conducts in-house training for general and specific courses. Is responsible for providing orientation and training on new course materials, selecting appropriate training aids, preparing lesson plans relevant to training material, and maintaining training records. Based on course evaluations, assesses the effectiveness of training sessions; may suggest course improvements to manager and managers. May provide direction to entry level trainers. Usually has 2-3 years of comparable experience. Usually reports to Training Manager.

181. EMPLOYEE TRAINER, SPECIALIST – Is responsible for either developing instructional materials such as training manuals/aids or coordinating the development of materials by outside suppliers. Formulates teaching outline and determines instructional methods, utilizing knowledge of specified training needs and effectiveness of such methods as individual training, group instruction, lectures, demonstrations, conferences, meetings, and workshops. May plan and coordinate management inventories, appraisals, placement, counseling, and training. Assists training staff in organizing and conducting training and educational programs. Coordinates participation in outside training programs by company employees. Usually has 3 – 5 years of comparable experience. Normally reports to Training Manager.

185. TRAINER, TECHNICAL - Conducts in-house technical training for general and specific courses. Is responsible for providing orientation and training on new course materials, selecting appropriate training aids, preparing lesson plans relevant to training material, and maintaining training records. Analyzes course evaluations to judge effectiveness of training sessions and to execute suggestions for improvements. May provide direction to entry level technical trainers. Usually reports to Training Manager.

195. COMPENSATION ANALYST - Under general supervision applies knowledge of concepts, practices and procedures to collect information concerning wage and salaried jobs for use in determining equitable compensation of employees. Assists in studying and analyzing assigned jobs, writing job descriptions or summaries, and evaluating jobs in terms of an established evaluation plan. May determine job comparability and prepare input for surveys conducted by other organizations. Usually reports to Senior Analyst or department manager.

200. COMPENSATION ANALYST, SENIOR - Working under minimal supervision, collects information concerning wage and salaried jobs for use in determining equitable compensation of employees, with the assistance of lower level analysts. Possesses and applies a broad knowledge of compensation principles, practices and procedures. Studies and analyzes assigned jobs, may prepare written job descriptions or summaries, and evaluates jobs in terms of an established plan. Performs audits periodically or on request to determine whether jobs have changed significantly from the original evaluation. May analyze and set-up executive pay plans, skill-based pay, or plans that typically require an extensive knowledge in a specialized compensation area. May conduct wage, salary or benefit surveys for the purpose of determining competitive compensation levels. Within general departmental guidelines has latitude to make unreviewed decisions and actions. Usually reports to Compensation Manager.

205. EEO REPRESENTATIVE - Carries out corporate Affirmative Action/Equal Employment Opportunity Programs for minority, female and handicapped employment and advancement, in compliance with government legislation and management's directives. Maintains contact with female, minority and handicapped employees and investigates grievances for all employees. Conducts internal audits of corporate practices to identify possible violations, and compiles and submits required AAP/EEO statistical reports.

210. PERSONNEL/INDUSTRIAL RELATIONS REPRESENTATIVE - Responsible for the interpretation and application of company personnel policies and regulations and/or of the terms of a union contract as they apply to a designated employee group, department, or other subdivision of the company (other than a full-fledged, profit-responsible division). Advises line supervision on application of rules and policies, handles employee complaints and may handle second step grievances. Is responsible for compliance with wage-hour regulations as they affect the employees in his assigned area. May have responsibility within designated area of activity for employee counseling, employment interviewing and some aspects of wage and benefit administration. Where there is a union contract, provides day-to-day administration of contract provisions, working out questions of interpretation with union representatives. May also prepare arbitration cases, represent the company in arbitration and participate in contract negotiation. Does not include those who perform a significant amount of clerical work, such as personnel records maintenance. Also excludes those with supervisory or policy making responsibility.

215. BENEFITS ADMINISTRATOR - Under general supervision applies knowledge of concepts, practices and procedures to assist in coordinating the administration of employee benefits programs, including medical coverage, dental insurance, group life insurance, pension plans, etc. Assists in the modification of benefit plans, and discusses eligibility with employees. Usually maintains benefits records and documentation with the aid of a personal computer. May assist in the consultation of company benefit policies by preparing employee booklets, memos, and related documentation. Usually reports to Senior Benefits Administrator.

220. BENEFITS ADMINISTRATOR, SENIOR - Working under minimal supervision, coordinates and administers employee benefits programs including medical coverage, dental insurance, group life insurance, pension plans, etc., with the assistance of lower level administrators. Possesses and applies a broad knowledge of the principles, practices and procedures of benefits administration. Modifies benefits plans and consults with and advises employees about their eligibility for these and other plans. May maintain benefits records and documentation with the aid of a personal computer. May do consultation of company policies by preparing employee booklets, memos, and related documentation. Within general departmental guidelines possesses latitude to make unreviewed decisions and actions. Usually reports to Benefits Manager.

225. BENEFITS ANALYST - Under general supervision, is responsible for the design, evaluation, and communication of innovative, competitive and cost efficient benefit plans including: medical, dental, drug, life insurance, pension, disability insurance, and miscellaneous benefit programs that are supportive of the company's strategic objectives. Additional responsibilities include benefit consultation to the organization; program design and modification to address specific problems; policy clarification; responding to and addressing benefit appeals and reviews; and maintaining vendor contracts and relationships. Determines and


maintains equity with current benefit trends and legislated requirements and programs. May report to a Compensation/Benefits Manager or to an Employee Benefits Manager.

230. BENEFITS ANALYST, SENIOR - Under minimal supervision, is responsible for the design, evaluation, and communication of innovative, competitive, and cost efficient benefit plans including medical, dental, drug, life insurance, pension, accident and health insurance coverage, disability insurance, and miscellaneous benefit programs that are supportive of the company's strategic objectives. Additional responsibilities include benefit consultation to the organization, program design and modification to address specific problems, policy clarification, responding to and addressing benefit appeals and reviews, providing direction to lower level benefits analysts, and maintaining vendor contracts and relationships. Determines and maintains equity with current benefit trends and legislated requirements and programs. Incumbent generally has five years related experience. May report to a Compensation/Benefits Manager or to an Employee Benefits Manager.

235. COMPENSATION ADMINISTRATOR – Provides assistance in the managing and administering of compensation programs such as wage and salary administration, sales compensation, supplemental cash compensation, executive compensation, and other similar programs. This may extend to educating employees about these programs. May also be responsible for training and/or payroll. Typically reports to Top Corporate Compensation Executive or Compensation Manager.

240. COMPENSATION/BENEFITS ADMINISTRATOR - Coordinates the administration of company compensation and benefit programs. Prepares written job descriptions, evaluates positions via established systems, conducts and/or participates in compensation surveys. Examines changes in wages or salaries and audits job evaluations. Oversees company's merit budget. Aids in the administration of performance appraisal programs. Helps to administer various benefit programs and advises employees about different plans. Participates in the preparation of employee books regarding compensation/benefits subjects. Maintains files and records and submits periodic reports as required. Works as liaison between the organization and outside agencies and insurance carriers. Reports to either Compensation Manager or Benefits Manager.

245. BENEFITS / COMPENSATION ANALYST - Responsible for the design, evaluation, and communication of benefits and compensation programs that support the company's strategic objectives. Typical compensation duties may include calculation, accrual and payment of annual and long -term incentive awards, job evaluations, compensation plan designs, maintenance of the compensation system, monitoring of pay equity between different classifications, and consultation with employees in regards to their compensation plans. Benefits responsibilities include the design and evaluation of benefit plans such as medical, dental, pension, disability, etc. Typically has responsibilities for the company's time reporting system as well as for the financial reporting of existing employment expenses and projections. Typically develops internal controls for compensation and benefit plans; preparation for internal and external audits; benefits cost analysis and other projects of a financial nature.

250. HRIS ANALYST - Researches, examines, designs and maintains computer systems to support human resources administration and projects. Monitors HR information needs on a continuing basis and updates or designs systems to meet the changing requirements of the company. Works as a liaison with the information systems department to resolve programming and system problems. Proposes changes regarding new equipment and/or software to remain current with new HR trends.

255. EMPLOYEE ASSISTANCE PROGRAM COORDINATOR – Is responsible for coordinating the employee assistance program functions within the organization. Evaluates, recommends, and maintains a good working relationship with inpatient and outpatient counseling/treatment facilities. Evaluates employee counseling and treatment needs and makes recommendations for changes or additions to appropriate programs. May help design and conduct training and educational seminars. Usually reports to Employee Assistance Program (EAP) Manager.

GENERAL SERVICES260. RELOCATION ADMINISTRATOR – Is responsible for coordinating employee relocation via cost control, paperwork processing, and aiding the employee in the physical sale and transfer of employee possessions. May help the employee in the sale of existing real estate, rental or purchase of new residence, transportation of household goods, and the transfer of office equipment, supplies, and other activities related to the relocation. Processes cost estimates, expense vouchers, and relocation reimbursements, cash advances, allowances, and bonuses. Typically reports to the Relocation Services Manager.

265. SECURITY SPECIALIST - Is responsible for maintaining the company’s physical security system. Systems supervised may encompass plant and office physical security, automated security systems, and employee identification card or other similar systems. Typically reports to the Security Manager or Plant Manager.

270. SAFETY SPECIALIST – Is responsible for executing corporate-wide safety policies to comply with OSHA and other safety and health requirements. Detailed duties may include administering safety training to supervisors and employees; maintaining records and assembling reports on lost time accidents; and implementing hazardous waste control and disposal activities such as training, collection, disposal and record maintenance, and conservation programs. Typically reports to the Safety Manager or Plant Manager.

275. OCCUPATIONAL HEALTH NURSE PRACTITIONER (REGISTERED) –Prepared for the advanced practice of nursing through a formal organized program that advances beyond basic nursing education. Is highly skilled in physical assessment and the administering of comprehensive healthcare. Responsibilities may include appraising the physical and psychosocial health status of employees through the collection and analysis of health data; identifying problems based upon the interpretation of findings; evaluating the need for immediate nursing intervention, consultation and referral to other health team members. Participate with the physician in the formulation of policies, procedures, and protocols for the management of various defined health problems. Under general direction, monitors and manages the care of stabilized chronic conditions. Teaches, counsels and guides employees on healthcare management. May also plan, implement and evaluate health education programs. Holds a current license to practice in the state of employment and is certified as a Nurse Practitioner. Other titles may include Nurse Practitioner, Clinician, or Specialist.

280. OCCUPATIONAL HEALTH NURSE (REGISTERED) – Is responsible for providing nursing care for occupational injuries and illnesses including emergency care and referral based upon nursing assessments, nursing diagnosis, and medical directives. May perform pre-employment physicals and evaluate employee's suitability to perform work activities. Performs screening examinations such as vision screening, tonometry, EKG, venipuncture, audiometry, and spirometry. Refers abnormal or questionable findings to appropriate individuals for further evaluation. Assists with obtaining health and work history, interpreting results, and making appropriate referrals for positive findings. Participates in the implementation and administration of healthcare programs that enhance wellness through disease and accident prevention. Maintains a nursing record keeping system that meets legal requirements and assures confidentiality. Holds a current


license to practice in the state of employment. Incumbents in this position can range from entry level through intermediate levels in the nurse job family.

285. SENIOR OCCUPATIONAL HEALTH NURSE (REGISTERED) – Is responsible for administering primary nursing care of occupational injuries and illnesses, including emergency care and referral based upon nursing assessment, diagnosis, and established medical directives. Aids in the resolution of physical and emotional problems via interviewing and counseling of employees. Manages medical cases ranging from initiation to closure including data collection and analysis, physical assessment, diagnosing illnesses in the nursing capacity, interfacing with private care providers, and developing a plan of action. May work with line management, safety and industrial hygienists, and human resources regarding case resolution. May assist physicians and supervising nurse in the handling of complex health problems by providing recommendations and taking responsibility for follow-up. In conjunction with supervising nurse, coordinates department services and works with upper management to develop, implement, and evaluate health programs. May help train nurse staff and/or may act as lead nurse. Holds a current license to practice in the state of employment. Incumbents in this position usually have a minimum of five years of corporate experience.

290. EVENTS PLANNER / COORDINATOR - Is responsible for the logistical planning and organization of company special events, meetings and related activities. Typical duties include facility selection, menu planning, transportation arrangements, and audio/visual equipment retrieval and setup. Ensures that protocol is followed. Incumbents in this position usually require strong communications and organizational skills with at least two years of experience. Typically reports to a Special Events Manager or Director.295. WORKERS’ COMPENSATION ADMINISTRATOR – Is responsible for administering the workers’ compensation program. Negotiates and manages the relationship with workers’ compensation insurers. May monitor claims, develop and administer loss prevention and rehabilitation management/monitoring programs, maintain files, and provide documentation in defense of claims. May maintain OSHA records. Coordinates among company managers, insurance administrations, physicians and employees to investigate and process claims.

300. MANAGEMENT ANALYST - Performs difficult to complex administrative, budgetary, statistical, systems and other management analyses in a variety of professional areas such as general management, administration, information technology, and budget and finance. Makes recommendations on the basis of completed studies and analyses; requires four-year degree in a related field and two to five years of professional administrative experience.

305. CONTRACT ADMINISTRATOR - Represents the company in the procurement, negotiation, and administration of contracts for goods or services. Typical duties include providing interpretation of contract provisions, screening and processing customer inquiries to insure prompt handling, monitoring progress of work performed under the contract and preparing periodic reports and estimates of completion dates. May also participate in the development of sales proposals, negotiation of new contracts and renegotiation of existing contracts, and provide support to the sales function.

310. EXECUTIVE ASSISTANT/ADMINISTRATIVE ASSISTANT (EXEMPT) - Performs a broad range of administrative duties for a major executive. Works closely with executive on a day-to-day basis, relieving him/her minor administrative details and maintaining the workflow in the area of responsibility during executive's absence. Exercising frequent independent judgment, within agreed upon limitations makes administrative decisions and takes action on behalf of superior based on knowledge of company's organization, policies and personnel. Is responsible for scheduling and preparing agenda for regular and special meetings, for securing requested information and for compiling various reports and studies. Exercises considerable judgment and discretion in handling requests for appointments and telephone calls for superior, routing them to others or dealing with them on own initiative when appropriate. Handles on own initiative all correspondence not requiring personal attention of superior. May take and/or transcribe confidential or highly technical dictation, keep minutes of meetings and perform other secretarial functions, but this is a minor part of responsibilities. May assign work to and instruct other secretarial and clerical employees.

315. LIBRARIAN - Collects, organizes and disseminates research materials in a company library. Reviews current literature to determine what material may be of value for the company. Makes recommendations for acquisitions and reviews acquisition requests received from various departments for cost, urgency and pertinence. May have the authority to purchase materials, subject to budgetary constraints. Catalogs new materials according to approved or standardized procedures. Maintains storage arrangement of materials, which will facilitate retrieval. Responsible for providing research support in gathering materials on requested topics from library files and, when necessary, from other sources such as interlibrary loan. May prepare abstracts requested by researchers. May have responsibility for microfilm, audio-visual files and other resources as well as books, periodicals, pamphlets and reports. Does not require a degree in Library Science, but has technical expertise in research methodology and the particular areas of activity of the company to evaluate research materials and provide effective assistance to researchers.

MARKETING & COMMUNICATIONS320. SOCIAL MEDIA COORDINATOR - Supports the organization’s efforts to effectively reach out to targeted audience via Social Media mediums. Applies Social Media Management skills to coordinate feedback to customer's views and word of mouth stemming from the company's marketing and outreach efforts. Searches for innovative and constantly evolving techniques and gives insight to other company resources into the most effective factors affecting the company’s Social Media efforts. Posts, publishes, and pushes out existing content (video footage, photographs etc.) to the appropriate social media channels. May converse with fan base and moderate existing conversations in order to educate potential consumers. Monitors traffic via critical Social Media forums for real time customer opinions and feedback on forums, blogs, and social media sites. Act as a back-up to the Social Media Specialist for monitoring and responding to inquiries, etc. Relevant experience interfacing with and utilizing social media tools sets: e.g. (Facebook, Linked-In, YouTube, Twitter, Google+ and others), mobile applications and widgets. May have a BA in English, Journalism, Communications, or Marketing plus 1 year in social networking and online marketing. Able to use Web Content Management (WCM) software and use social media tactfully and creatively.

325. SOCIAL MEDIA SPECIALIST - Responsible for leading the organization’s efforts to effectively reach out to targeted audience via social media mediums. Applies Social Media Management experience and knowledge to manage and control word of mouth marketing and outreach efforts. Develops content, including video, photo, copy, articles and stories and publishes them in appropriate social media channels. Monitors traffic via critical and relevant and influential blogs/social media platforms and when appropriate, responds appropriately on behalf of the company or utilize experts, maintaining consistency of answers and minimizing legal and brand image risk. Follows the company's Social Media search engine optimization (SEO) strategy. Has relevant experience interfacing with and utilizing social media tools sets: e.g. (Facebook, Linked-In, YouTube, Twitter, Google+ and others), mobile applications and widgets. Incumbents have a BA in English, Journalism, Communications, or Marketing plus 3 years in social networking and online marketing. Has strong social media presence plus previous professional experience in digital media and online communications including Web Content Management (WCM) software, Search Engine Optimization (SEO) tools, and superior writing and verbal communication skills along with the ability to use social media tactfully and creatively.


330. SOCIAL MEDIA SPECIALIST, SENIOR - Responsible for leading the organization’s most critical efforts to effectively reach out to targeted audience via social media mediums. Applies Social Media Management experience and knowledge to manage and control word of mouth marketing and outreach efforts. Establishes social measurement KPIs, and track achievement via comprehensive set of success metrics. Develops content, including video, photo, copy, articles and stories and publishes them in appropriate social media channels. Advances original content to instantly reach targeted audiences of all sizes, helping to brand the company and create effective word of mouth marketing. Oversees most sensitive relevant and influential blogs/social media platforms and when appropriate, responds appropriately on behalf of the company or utilize experts, maintaining consistency of answers and minimizing legal and brand image risk. Usually oversees the Social Media search engine optimization (SEO) strategy. Has specialized experience interfacing with and utilizing social media tools sets: e.g. (Facebook, Linked-In, YouTube, Twitter, Google+ and others), mobile applications and widgets. Incumbents generally have a BA in English, Journalism, Communications, or Marketing plus 3+ years in social networking and online marketing and a proven track record of success in metrics-driven, high velocity environment. Has strong social media presence plus previous professional experience in digital media and online communications including Web Content Management (WCM) software, Search Engine Optimization (SEO) tools, and superior writing and verbal communication skills along with the ability to use social media tactfully and creatively.

350. RETAIL/WHOLESALE BUYER - Purchases merchandise for resale. Inspects and appraises merchandise offered for sale to determine value and yield. Selects and orders merchandise and arranges for transportation of purchases. Authorizes payment of invoices or return of merchandise. Approves advertising copy for newspaper. Gives markers information regarding price mark-ups or markdowns, manufacturer number, season code, and style number to print on tickets. Conducts staff meeting with sales personnel to introduce new merchandise. Prices items for resale. May sell merchandise to become more familiarized with customers' attitudes and preferences.

355. MARKETING ADMINISTRATOR - Is responsible for marketing functions such as managing marketing projects and organizing and maintaining written graphic materials. Depending on assignment, may coordinate trade shows and produce reports and graphic presentations. May develop and maintain company-wide database. May serve as administrative assistant to higher levels and coordinates marketing, business development and public relations services. Typically has BS/BA degree in marketing, business or related area. Usually requires at least 3-4 years of marketing experience.

360. MARKETING SPECIALIST – Under limited supervision, is responsible for achieving marketing goals for one or more areas, product lines, or market segments by analyzing, recommending, and implementing strategies. May also support sales and advertising programs including proposal generation. Carries out market research projects. Typically reports to the Advertising/Marketing Communications Manager. Incumbents in this position usually require a four-year degree in a related field and at least two years experience.

365. MARKET RESEARCH ANALYST - Under general supervision applies knowledge of concepts, practices and procedures to conduct research studies. Collects data on purchasing power, buying habits and preferences of potential customers. Gathers data on the market position of competitors and may collect and analyze data to determine sales trends. Usually reports to Senior Research Analyst or department manager.

370. MARKET RESEARCH ANALYST, SENIOR - Working under minimal supervision, conducts research studies to determine the potential effect of price changes, evaluate marketing techniques, and provide other research support for the sales and marketing function. Possesses and applies a broad knowledge of marketing principles, practices and procedures. Collects data on purchasing power, buying habits and preferences of potential customers with the assistance of lower level analysts. Gathers data on the market position of competitors, analyzing their prices, sales, and marketing techniques. May collect and analyze data to determine sales trends to be used in making sales forecasts. Within general departmental guidelines possesses latitude to make unreviewed decisions and actions. Usually reports to Marketing Manager.

375. DATABASE MARKETING ANALYST - Is responsible for the analysis of marketing data through databases and related systems. Will access marketing information from numerous computer sources and provide specialized reports and marketing forecasts to management and other internal customers. Will interface with managers and staff to develop administrative and programming solutions to marketing projects. Will study and analyze marketing data such as marketing trends, sales history, demographic information, and related databases to formulate marketing strategies, prepare proposals, and conduct cost-analysis for particular projects. From assembled data, may format and document reports, brochures, and other marketing materials. Typically has responsibilities for all statistical and programming concepts associated with specific projects. Incumbents typically have a BA in marketing plus 3 to 5 years of market research with databases, word processors, spreadsheets, statistical software, and marketing packages.

380. PRODUCT MANAGER - Manages the sales promotional activities and profit margins of company product lines, including marketing research studies and new product development activities. Accountable for product advertising, pricing, inventory and marketing activities. Determines product selection and specifications. Coordinates internal and external activities related to the management of products. Controls program performance according to plan. Establishes long range sales forecasts. Researches markets and provides inputs for developing programs to support marketing objectives.

385. WRITER – Develops and executes a wide range of editorial projects for both in-house and public audiences. Writes and edits departmental publications as well as monthly newsletters and magazines. Provides guidance to in-house personnel on editorial matters. Usually reports to a Creative Managing Editor. Incumbents in this position typically require a college degree in communications, journalism, or English and at least three to four years of experience.

390. COPYWRITER - Is responsible for providing descriptive copy for corporate publications, internal communications, promotional materials, and other pertinent publications to the organization. Incumbents in this position usually require a college degree in journalism or communications and two to four years of copywriting experience.

395. PUBLICATIONS EDITOR - Directs and coordinates the publication of the house organization and other company bulletins. Contacts different departments and company locations to obtain items for publication. Selects and writes articles and editorials, plans layouts, coordinates printing and artwork, and arranges for production and distribution of the publication. May prepare material for public relations purposes, but majority of time is spent with the house organ. Does not include secretaries or employees in the personnel department who may become involved with this function.


400. PUBLIC RELATIONS REPRESENTATIVE - Plans and conducts public relations programs designed to create and maintain a favorable public image for employer or client. Prepares and distributes fact sheets, news releases, photographs, scripts, motion pictures, or tape recordings to media representatives. Purchases advertising space and time as required. Promotes goodwill through such publicity efforts as speeches, exhibits, films, tours, and question/answer sessions. Represents employer during community projects and at public, social, and business gatherings. Researches data, creates ideas, writes copy, lays out artwork, contacts media representatives, and represents employer directly before general public.

405. ADVERTISING SPECIALIST - Coordinates production of advertising and sales promotion materials. Develops time schedules and monitors progress of material production, ensuring deadlines are met. Writes script and layout advertisements and logos for a variety of promotional materials and media. Proofreads and edits materials. Coordinates efforts with outside agencies and media sources. Maintains logs and directory listings for distribution. May obtain price quotes and select printers.

410. ADVERTISING/MARKETING COMMUNICATIONS SPECIALIST – Under limited supervision, supports the marketing-related communications needs of specific company departments and/or work areas. Provides product advertising guidance to businesses and aids in the development and execution of their communications programs. Normally reports to the Advertising/Marketing Communications Manager. Incumbents in this position usually require a four-year degree in a related field and five or more years of experience.

CREATIVE MEDIA SERVICES415. PRODUCTION ARTIST - Produces graphic material to be used in advertising and promoting the company and its goods and services. Executes assigned projects, producing sketches, drawings and other illustrative material according to instructions and specific parameters developed by others. Works in various media, such as pen and ink, tempera, watercolor, oils, etc. Must be familiar with various reproduction processes in order to produce artwork, which will reproduce effectively in the process specified for each assignment. May be required to do special lettering and to use airbrush equipment to produce special effects. Excluded are those who create and plan the overall graphic concepts of projects or technical illustrators.

420. TECHNICAL ILLUSTRATOR - Under general supervision, produces graphic material by performing a variety of support tasks in the planning, layout and preparation of commercial art work for inclusion in proposals, technical manuals, product brochures, displays, presentations, slides and similar graphics applications. Executes assigned projects, producing sketches, drawings and other illustrative material according to instructions and specific parameters developed by others. Works from general guidelines using considerable creative judgment regarding composition, media selection and the like. Will select techniques best suited to produce desired visual effects in conformance with specified quality standards. Uses various types of graphics production equipment and supplies including personal computers and desktop publishing/graphics software. Determines composition, views angles, perspective, projections, etc. Utilizes and applies a variety of graphic techniques including line illustrations, isometrics, perspectives, orthographic, block diagrams, renderings, graphs, schematics and the like. Plans complete layouts for finished graphics. Will work with customers to determine illustrative objectives and translate them into graphic terms. May assist graphic production efforts from preparation through production and publication.

425. GRAPHIC DESIGNER/ARTIST - Under general supervision, uses desktop publishing equipment and software to perform professional level layout work including formats, camera read, advertising material, catalogs & brochures. Based on concept, studies illustrations and photographs to plan presentation of material, product or service. Determines size and arrangement, selects style and size of type, and arranges layout based on space and design concepts. Will use technical knowledge of hardware and software publishing equipment (Quark, Photoshop, Illustrator, and FrameMaker) for digital photo manipulations, photo art direction & digital production. Has working knowledge of graphic imaging systems, scanning devices, print production, as well as experience with Macintosh hardware and supporting software. May work individually or as part of a team to produce and edit a document. Typically has a BA in Graphic Design and 2 - 4 years of related experience in graphic arts and electronic publishing or equivalent combination of related education and experience.

430. GRAPHIC DESIGNER/ARTIST, SPECIALIST - Responsible for the design, creation and management of the entire marketing mix from conception to completion. Will work with design personnel, product managers, and editors to design and lay out technical publications, advertisements, promotions, exhibits and collateral for consumer and corporate markets. Will create designs and format layouts using Quark, Photoshop, Illustrator, FrameMaker and other graphics software. Will use technical knowledge of hardware and software publishing equipment for digital photo manipulations, photo art direction & digital production. Possesses working knowledge of graphic imaging systems, scanning devices, print production, as well as experience with Macintosh hardware and supporting software. May have knowledge of interactive multimedia and WEB development. However, such activities are considered secondary functions. Typically has a BA in Graphic Design and 5 + years of related experience in graphic arts and electronic publishing, or equivalent combination of related education and experience.

435. DESKTOP PUBLISHER, INTERMEDIATE - Under general supervision, uses desktop publishing packages to perform professional level layout work including formats, camera ready pages, book sets, and documentation. Based on desired results, will select best method to accomplished assignment considering source of document, layout specifications, deadlines, and software capabilities. May work individually or as part of team to produce and edit a document. Will maintain files and documentation by archiving project files as needed according to department procedures. Will observe deadlines and milestones and will inform appropriate party of possible problems in meeting them. Typically requires a technical degree and two years of experience with personal computers, desktop publishing software and printing technology. Educational background may be substituted by at least a technical degree and two additional years of experience. Familiarity with typography conventions required.

440. DESKTOP PUBLISHER, SPECIALIST - Under minimal supervision, uses desktop publishing packages to perform professional layouts including forma, camera ready pages, book sets, and documentation. Based on desired results, will select best method to accomplish assignment considering source of document, layout specifications, deadlines, and software capabilities. May work individually or in a team to produce and edit a document. Due to level of expertise, may act as team leader on some assignments, with authority to delegate and review work and assist in editing the work of team members. Maintains files and documentation by archiving project files as needed according to department procedures. Will follow deadlines and milestones and solve problems in meeting them. Typically requires a Bachelor's degree in English, Computer Science and three years of experience with personal computers, desktop publishing software and printing technology. Educational background may be substituted by at least a technical degree and two additional years of experience. Familiarity with typography conventions required.

PRODUCTION / LOGISTICS445. BUYER - Responsible for routine purchasing activities. Under the detailed supervision of the purchasing agent or head buyer, performs purchasing duties of limited scope and authority, including taking bids and making purchases of a limited number of commodities in designated amounts and specified value.


Materials purchased are processed, consumed, or used in the firm and are not purchased for direct resale. Does not include clerical assistants to a Senior Buyer. Also excludes employees whose primary responsibility is supervision or single individuals responsible for the entire purchasing function.

450. BUYER, SENIOR - Has the authority to purchase at the most favorable price consistent with quality, quantity, delivery, and other factors. Venders are typically pre-qualified by management but may have limited latitude to seek other bids. Incumbents have considerable latitude in determining acceptable price. Materials purchased are processed, consumed, or used in the firm and are not purchased for direct resale. May include outside production buying. Excludes persons whose primary function is supervision or management of a purchasing department.

455. BUYER, LEAD – Has the authority to purchase at the most favorable price consistent with quality, quantity, delivery, and other factors. In addition to purchasing activities, approves and qualifies vendors, authorizes purchase orders, and has lead responsibilities for the activities of other buyers and expediters. Incumbent has considerable latitude in determining acceptable price. Materials purchased are processed, consumed, or used in the firm and are not purchased for direct resale. May include outside production buying. Excludes persons whose primary function is supervision or management of a purchasing department.

460. BUYER/MATERIAL PLANNER - Following prescribed methods and procedures, will select and negotiate the purchase of materials/services with approved vendors and places the order to meet material requirements relative to quantity and timing. Will follow a master production schedule to determine the quantity and order date for materials needed. Incumbents in this position typically require two to four years of experience. Usually reports to a lead buyer or manager.

465. BUYER/MATERIAL PLANNER, SENIOR - Responsible for selecting and negotiating with approved vendors and placing purchase or production requisitions in response to product requirements established by various departments within the company. Will select and negotiate with approved vendors and place purchase orders to meet material requirements relative to quantity and timing. Will follow a master production schedule to determine the quantity and order date for materials needed. May give some guidance and direction to other Buyers/Material Planners. Reports to manager and typically requires five or more years of experience.

470. MATERIAL PLANNER - Under general supervision and based on the master production schedule, determines the quantity and order date for needed materials and/or services. Will initiate purchase or production requisitions, as appropriate. Incumbents in this position normally have five or more years of experience. Usually reports to a lead buyer or manager.

475. MATERIAL PLANNER, SENIOR - Based on the master production schedule, determines the quantity and order date for needed materials and/or services. Will initiate purchase or production requisitions as appropriate. May give direction and guidance to other material planners. Incumbents in this position normally have five or more years of experience. Usually reports to a lead buyer or manager.

480. PRODUCTION PLANNER/SCHEDULER - Under general direction, performs a variety of complex planning activities required to attain production objectives. Reviews engineering plans and product specifications to determine raw material requirements to support manufacturing schedules. Works with Purchasing to obtain and schedule materials based on production forecasts. Works with Engineering and related areas to develop tools and procedures to maximize facility and equipment utilization. Assignments are generally the most complex within planning activities and include the attainment of planning objectives where products and/or production processes are new or manufacturing processes are variable. May direct and assist lower planners. Typically incumbent has a B.S. in Business Administration or related field, or equivalent to 5 - 6 years of directly related experience, providing a thorough knowledge of a variety of manufacturing activities including purchasing, materials, production processes and engineering.

485. PRODUCTION TRAFFIC COORDINATOR – Is responsible for coordinating the production of many types of projects by acting as a liaison between internal departments and outside vendors including printers and designers. Typical duties include developing project schedules and time frames, prioritizing assignments, and ensuring that deadlines are met. Usually reports to a Creative Managing Editor. Incumbents in this position typically require two years experience.

490. TRAFFIC ANALYST - Performs continuing analysis of the company's use of various modes of transporting its products, and recommends ways to achieve greater efficiency and economy. Reviews the classifications of goods to be shipped, makes recommendations for reclassification and may actually handle the negotiation of new rate classifications. Performs continuing analysis of the cost/effectiveness of various carriers and routings and determines the most advantageous methods of shipment. May be required to maintain familiarity with rules of applicable regulatory agencies and act as a consultant in assuring company shipments are not in violation. Does not include Traffic Clerks or others who merely requisition transportation and route shipments according to predetermined procedures.

495. COST/MATERIALS ESTIMATOR - Prepares estimates of all labor, material, and equipment costs involved in assigned projects, including tentative and preliminary estimates for planning purposes based on sketches, etc., and detailed and itemized estimates based on final plans and specifications. Prepares comparative estimates based on alternative methods and materials. Revises estimates as a result of changes in labor, material, and other costs.

500. PURCHASING EXPEDITER - Audits purchase orders for delivery dates and maintains contact with vendors to insure delivery of materials when promised. May return unacceptable products to vendors and have contact with engineering or other departments originating orders to keep them informed regarding status of order.

505. TOOL DESIGNER - Designs tools, jigs, fixtures and other special devices for specified operations in the production function. Analyzes engineering blueprints, operation specifications and other engineering or shop data to determine the proper design of the requested tool and prepares design drawings and specifications, making sure that the design is compatible with specified fabrication procedures and with the limitations of the equipment to be employed. Provides liaison service with tool fabrication agencies for interpretation and correction of design application. May also review or correct design of existing tools to conform to engineering and production changes.

510. PROGRAMMER (N.C./C.N.C.) - Translates and converts methods data to prepare programs for C.N.C. or numerical control machining operations largely through the application of established and predetermined reference data. Organizes operational data as submitted by engineers; or when so directed, utilizes documented standard data as it applies to align and code operations, tooling identification, indexing sequences, speeds and feeds for data entry. Documents established program standards. Prepares instruction sheets for machine operators, maintains library records and references incidental to the assignment.

515. PROGRAMMER, SENIOR (N.C./C.N.C.) - Translates and converts methods data to prepare programs for multiple and complex machining operations on a diversified line of work for C.N.C. or numerical control machines. Analyzes operational data submitted by engineers; or when so directed, utilizes documented


standard data, as it applies to the organization of machine operational methods. Aligns and translates operations, tooling identification, indexing sequences, speeds and feeds to conform with prescribed engineering data. Codes steps for data entry. Assists to prove-out programs on machines to test accuracy of methods and sequences. Makes recommendations relative to corrections, modifications, improvements, etc. regarding the accuracy of programs or reduction of costs. Prepares instruction sheets for machine operators. Organizes and maintains library records and references. Documents and establishes standards; modifies, adjusts and corrects existing standards to incorporate engineering changes.

520. JOURNEY MACHINIST - Under general supervision, works from blueprints, rough sketches, production diagrams, engineering drawings verbal instructions to fabricate a variety of complex machined components. Performs non-repetitive assignments of a complex and difficult nature involving the set-up and operation of a wide variety of machine tool equipment such as drill press, punch press, brake, shear, grinders, numerically-controlled equipment and other hand and power machines of similar complexity. Determines operating methods and sequences; lays out, sets up and fabricates precision parts, tooling and fixtures to exacting tolerances and dimensions for production, development and short-run requirements. Makes complex shop calculations using handbook formulas to layout difficult patterns and determine tooling feeds and speeds. Knows the working qualities of a wide variety of materials including aluminum, steel, copper, brass, other metals, plastics and exotics. May provide support prototype development activities, working with design engineers and mechanical designers on the design feasibility of prototype machine parts and assemblies relative to form, fit and function. Checks height, depth and thickness using micrometers, dial indicators, calipers, gauges and other precision-measuring instruments. Inspects work form conformance to specifications. May set-up and make "first-article" check on difficult production runs. May provide programming support for numerically controlled (NC) equipment to obtain optimum machine utilization and minimize scrap loss ensuring proper tool usage. May prepare recommendations for improvements in methods or processes relative to improved productivity and quality. This is the fully qualified journey level.

525. CONSTRUCTION INSPECTOR - Performs field inspection of contract and in-house construction work to ensure compliance with plans and specifications; reviews plans, specifications, and job drawings; notes errors, omissions, and potential problem areas; requires two to five years of related experience.

526. FACILITIES PLANNER – Responsible for evaluating the organization in regards to needs of existing or new facilities. Inspects buildings and office areas to evaluate suitability for occupancy, considering such factors as air circulation, lighting, location, and size. Coordinates or directs workers engaged in measurement of facilities to determine total square footage available for occupancy. Computes square footage available for each member of staff to determine whether minimum space restrictions can be met. Draws design layout, showing location of furniture, equipment, doorways, electrical and telephone outlets, and other facilities. Follows real estate contracts for compliance with government specifications and suitability for occupancy. May direct the move and placement of furniture and equipment and prepare facilities for occupancy.

SCIENCE & RESEARCH530. RESEARCH SCIENTIST - Supervises the activities of a group or team of research scientists working on single and multiple project levels. Normally works within a single discipline or closely related field of study. Formulates, recommends and directs research or development programs in a major segment or subdivision of the overall research function. Evaluates research proposals and participates in selection of projects to which resources are committed. Normally requires Ph.D. and 5-8 years experience, including Post Doctorate studies with progressive responsibility in scientific field with demonstrated supervisory, organizational and administrative skills. Multiple awards or research grants, publications and/or patents evidence levels of competence. Reports to Research Director. Supervises Senior Scientists and below. Also referred to as Team Leader, Team Supervisor, Program Manager, and Program Coordinator.

535. SCIENTIST, SENIOR - Fully competent research scientist versed in all conventional aspects of the subject matter or the functional area of the assignments. Plans and conducts work requiring a mastery of specialized techniques or ingenuity in selection and evaluates approaches to unforeseen or novel problems. Normally requires Ph.D. with 3-6 years experience including Post Doctorate studies with sufficient professional experience to assure competence as evidenced by one or more research grants, publication and/or patents. Reports to Research Scientist. May coordinate work of junior personnel including directing work of Research Associates and Technicians. Also known as Senior Chemist or Principal Investigator.

540. SCIENTIST - Performs independent research on assigned projects. Evaluates, selects and applies standard scientific techniques and procedures consistent with directed corporate policy. Assignments have clear and specific objectives and require the investigation of a limited number of variables. Generally requires Ph.D. and 0-2 years-related fieldwork including post doctorate studies. Also referred to as Research Chemist Biologist, Research Microbiologist.

545. RESEARCH ASSOCIATE - Designs major experiments, evaluates test data and prepares associated paperwork in the conduct of assigned research activities. Works within narrowly defined scope and under general instructions as to assigned tasks and results expected. May perform independent work of limited scope or time frame on a specific phase of a research project. Generally requires application of standard technology and procedures and ability to validate new techniques and procedures. Normally requires a Masters Degree in related field or study or scientific discipline plus 3-5 years related experience. Reports to Scientist or above. Also referred to as Assistant Scientist, Junior Scientist or Assistant Chemist.

550. RESEARCH ASSISTANT, SENIOR - Performs complex experiments, evaluates test data and prepares associated paperwork under general supervisory direction in support of research programs. Receives objectives and technical advice from supervisor or project scientist. Directs and coordinates activities for lower level lab technicians and research assistants. May provide project direction. Maintains records of test procedures and results, and prepares data tabulations and summarizes test results for supervising scientist. Under specific direction, performs scale-up work or routine procedures and formulates conversion to on-line or mass production levels. Normally requires BS plus 3-5 years or MS with 1-2 years of progressive, related experience. Also referred to as Senior Laboratory Technician "A” or Laboratory Specialist.

555. RESEARCH ASSISTANT - Performs entry level, routine laboratory experiments and other tasks in support of a research function. Works under direct and close supervision or from detailed or fully controlled lab procedures. Performs routine record keeping and reporting, including tabulation or summarization of procedures used and experimental results achieved, according to defined or classified headings. Excludes all basic analysis and interpretation. Normally requires Bachelors degree in a related field plus 0-2 years-related experience. Also referred to as Junior Laboratory Technician "B."

SALES MANAGEMENT 10. TOP SALES EXECUTIVE - Generally reports to President or Executive V.P. level, may be called Vice President of Sales, Vice President of Sales and Marketing, Director of Sales, etc. Responsible for the overall management and direction of the sales functions and the entire range of sales planning and development, sales


promotion and sales activities of the organizational unit. Formulates, recommends, and implements policies and programs in the areas of forecasting, sales, pricing, marketing and product or service acceptance research, and related activities. May also have responsibility for marketing programs, customer relations or advertising. NOTE: This is an executive level position. Do not report your highest earning sales rep in this position. Also, do not report Presidents or Owners of smaller companies that may perform sales duties.

20. INTERNATIONAL SALES MANAGER - Reports to top sales executive or directly to President or Executive V.P., may be called International Sales Manager, V.P. of International Sales, etc. Responsible for establishing and maintaining sales outside of the United States. Establishes intercontinental dealer-sales organizations, distribution channels and service arrangements. Formulates sales objectives, policies and advertising programs designed to achieve maximum sales volume and profit goals. Establishes an effective sales organization and develop programs to promote international sales and the company's business image. May prepare sales forecasts and operating budget proposals; approve conditions of sales when not in concert with regularly applied policies.

30. GENERAL SALES MANAGER - Reports to top sales executive, may be called General Sales Manager, Vice President of Sales, etc. Responsible for management and direction of field sales, sales manager and/or sales supervisory personnel. Generally provides direction, counsel, and guidance for plans in marketing, advertising, sales promotion, sales training, etc. Implements sales policies and ensures communication of new products or services, variations and changes, and sales promotion and activities of a division or unit. May be responsible for creating and implementing sales / marketing programs.

50. SALES MANAGER - Reports to second level sales manager or top sales executive, may be called Regional Sales Manager, Territory Sales Manager, Product or Brand Sales Manager, etc. Responsible for management and direction of a large segment of the overall sales volume. Direct staffing, training, and performance evaluations of Sales Reps, Inside Sales Reps, or Manufacturing Reps to develop and control sales program. Coordinates sales distribution by establishing sales territories, quotas, and goals, and advises dealers and distributors concerning sales and advertising techniques. Analyzes sales statistics to formulate policy and promote sales. Reviews market analyses to determine customer needs, volume potential, price schedules and discount rates.

60. DISTRICT SALES MANAGER - Reports to second level sales manager or regional sales manager. Responsible for managing the sale of products and/or services in a district. Directs staffing, training, and performance evaluations of assigned sales reps, inside sales reps, manufacturing reps and/or administrative office personnel. Develops relationships with local dealers or other distributors. Analyzes sales volume and monitors competitor activities in the district.

70. SALES TRAINER - Develops and administers sales training programs to the organization’s sales trainees and sales personnel. Presents established and effective sales training methods, techniques, and ideas. Schedules and introduces presentations by internal or outside lecturers, motivational speakers, and sales or product specialists. Reports on progress of sales trainees and sales personnel. Assists in developing new training courses associated with the introduction of new products or services.

OUTSIDE SALES100. FIELD SALES SUPERVISOR - Supervises the training and assignments of the field sales personnel in one or more territories. Directs sales campaigns in new territories, new industries or with new products or services. Provides assistance to Sales Representatives in the promotion of new major accounts. Coordinates and assists with the technical engineering services to determine customers' needs. Supervises the development of quotations, installations, warranty service obligations and various details to ensure conformance with company marketing policies. Investigates major account warranty claims and ensure appropriate services and resolution of complaints. Conducts sales staff meetings to ensure current knowledge of sales promotion and advertising programs, new products or services, marketing polices, etc. Evaluates orders, sales activity reports, expense accounts, etc., and develops recommendations relative to sales techniques, programs, etc.

110. NATIONAL ACCOUNTS MANAGER - Reports to top sales executive or second level sales manager. Develops and implements national sales strategies for increasing sales and profits through national customers. Manages only national or major (key) accounts. Calls on national accounts, presents sales material and follows up on sales service.

120. SALES ENGINEER - Promotes the sale of company products or services requiring knowledge of engineering principles. Serves as liaison between customer and company on engineering matters regarding product application, sales, installation and services. Examines and analyzes customers' needs, prepare specifications, design modifications, recommendations, etc. pertinent to the proposed installation. May lead installation and servicing of products where engineering is required. 130. SALES REPRESENTATIVE / ACCOUNT EXECUTIVE – SENIOR (OUTSIDE SALES) - Performs field promotional work to sell and develop new business. May include work with current major accounts, development of new territories, new industries, or with customers where the full market potential or product acceptance has not been established. Demonstrates products / services and provides assistance in the best application to the product. Coordinates company technical engineering services to determine customers' needs. Prepares price quotations, terms of sales, delivery dates, etc., and writes orders subject to company policy. Investigates product / service warranty claims and ensures resolution of customer complaints following marketing policies. Develops data relative to marketing trends, competitive products and pricing, and submits marketing reports to management. As required, prepares and submits reports on sales and marketing activities. Trains, instructs and orients new personnel and trainees.

150. SALES REPRESENTATIVE / ACCOUNT EXECUTIVE (OUTSIDE SALES) - Performs field promotional work to sell and develop new business accounts. Usually assigned to established territories or industries where company product lines are accepted. Demonstrates products / services and provides assistance in the best application of the product. May coordinate company technical engineering services to determine customers' needs. Subject to company approval, quotes prices, terms of sales, delivery dates, etc. Investigates product / service warranty claims and ensures resolution of customer complaints following marketing policies. As required, informs the company relative to marketing trends, competitive products and pricing. Completes required activity and expense reports.

160. SALES REPRESENTATIVE - JUNIOR (OUTSIDE SALES) May be called Junior Account Executive - Under the supervision of the Sales Supervisor or Sales Representative - Senior, performs field promotional work to obtain sales in an assigned territory where the company and product line are established. May canvas out prospective new accounts. Demonstrates products / services and assists in the selection of products / services most applicable to customers' needs. Demonstrates and familiarizes established accounts with new products / services and developments. Quotes prices, terms, delivery dates, etc. on new or repeat orders subject to the approval of company sales supervisor. May investigate and report on warranty claims and complaints. Prepares periodic activity and


expense reports.

170. SALES TRAINEE (OUTSIDE SALES) - Attends company training sessions to learn product promotional and selling techniques, the company's marketing and sales policies and to become familiar with the company's product / service lines as they relate to the purpose, basic design, models, etc. Upon successful completion of the training program, usually assigned to a Senior Sales Representative or Sales Supervisor as a Junior Sales Representative to acquire actual field selling experience before assignment to a sales area or territory.

INSIDE SALES200. TELEPHONE SALES REPRESENTATIVE / INSIDE SALES REPRESENTATIVE - Experienced telephone sales representative sometimes called In-house Sales Reps, Incumbents are required to have strong communications skills and product/service knowledge. Duties include selling product or services to existing and new accounts using the telephone, e-mail, or mail as the primary media for contact and negotiation. May partner with outside sales staff to serve larger accounts. Do not report outbound telemarketers or telephone order takers here.

210. ORDER PROCESSING SUPERVISOR - Supervisor in charge of order processing, typically requiring a two year degree in business and 3+ years of order processing experience, or equivalent. Responsible for managing non-exempt order processing staff. Specific tasks performed in the department include receiving orders by mail, telephone, fax, internet, city desk or direct sales staff and processing orders to the point of authorizing order fulfillment. Verifies credit, records payment receipts, processes credit card payments, quotes prices, and verifies product availability. Forwards processed orders to the proper department or vendor for fulfillment to a designated client and address.

220. TELEPHONE ORDER PROCESSING REPRESENTATIVE - Inbound order taker requiring good verbal skills and the ability to accurately enter order information in the order management system. Typically requires a high school education or GED and less than one year of related experience, or equivalent. Incumbents may inform callers of product availability and pricing. Generally callers are predisposed to making a purchase or issuing an order when they call.

CUSTOMER SERVICE300. CUSTOMER SERVICE MANAGER - Manager of a customer service function, typically requiring a bachelor’s degree with 5+ years of experience, or equivalent. Develops and recommends customer service policies and procedures and seeks senior management approval when needed. Applies experience and judgment in the interpretation and application of direction established by senior management. Issues of major impact or technical complexity are researched and presented to upper management or referred to the appropriate internal experts for resolution. Typical customer questions are focused on account status, technical product application, service information, pricing or adjustments. Manages department staff and budget.

310. CUSTOMER SERVICE SUPERVISOR - Supervisor of a customer service function, typically requiring an associate's degree with 5+ years of experience, or equivalent. The incumbent fields the most technical or complex service questions from customers and applies experience and judgment in the interpretation and application of guidelines established by senior management. Issues of major impact or technical complexity are researched and presented to upper management or referred to the appropriate internal experts for resolution. Typical customer questions are focused on account status, technical product application, service information, pricing or adjustments. Assists with employee selection and reviews employee performance. Do not report working supervisors or leads, where a majority of time is spent performing hands-on work of the department.

320. CUSTOMER SERVICE REPRESENTATIVE III (TECHNICAL ADVISOR) - Advanced level of customer service work, typically requiring a bachelor’s degree with 2+ years of experience, or equivalent. Handles the more technical or complex service questions from customers and applies judgment in resolving service, warranty or technical problems falling within established limits of authority and knowledge. Issues of greater impact or technical complexity are researched and presented to management or referred to the appropriate internal experts for resolution. Typical customer questions are focused on account status, technical product application or service information, pricing or adjustments. May provide work direction to others.

330. CUSTOMER SERVICE REPRESENTATIVE II (EXPERIENCED) - Experienced level of customer service work, typically requiring reading, communication, math and problem solving skills equivalent to a high school education or GED and 2+ years of training and experience. Incumbents receive questions from customers and follow established procedures to provide answers or refer calls to appropriate staff. Typical questions are focused on order status, product information, account status, pricing, product or service. Incumbents have limited supervision. Report four-year degree level customer service professionals, with higher levels of authority and technical knowledge requirements, in Customer Service Representative III (Technical Advisor) position above.

350. CUSTOMER SERVICE REPRESENTATIVE I (ENTRY LEVEL) - First level of customer service work, typically requiring reading, communication, math and problem solving skills equivalent to a high school education or GED and no previous experience. Incumbents receive questions from customers and follow established procedures to provide answers or refer calls to appropriate staff. Typical questions are focused on order status, product information, account status, pricing, product or service. Incumbents follow established procedures and have readily available supervision.

360. RETAIL SALESPERSON - Obtains or receives merchandise, totals bill, accepts payment, and makes change for customers in a retail store. Sets up advertising displays to promote sales. Assists customers and answers any questions regarding location, price, and use of merchandise. Prices merchandise and totals bill at time of purchase. Accepts payment and makes change. Removes and records amount of cash in register at end of shift. Keeps record of sales, prepares inventory of stock, and orders merchandise. May routinely update stock of merchandise within the store.