Employee Name (If Position Is Filled): Jcc#/Grade (If Currently Established Position)

CITY OF MEMPHIS POSITION QUESTIONNAIRE

POSITION TITLE: DATE:

EMPLOYEE NAME (IF POSITION IS FILLED): JCC#/GRADE (IF CURRENTLY ESTABLISHED POSITION):

SUPERVISOR’S TITLE: PREPARED BY:

DIVISION: SUPERVISOR’S APPROVAL:

SERVICE CENTER: DIRECTOR’S APPROVAL:

INSTRUCTIONS: Ideally, the position questionnaire should be prepared by the current incumbent(s) of the position (if it is filled) or by the direct supervisor (if it is vacant or a new position). Please answer each of the following questions by typing your responses. If you need additional space, attach separate sheets and identify your response with the appropriate question number.

First, complete the General Section of the position questionnaire. Then, complete either the Exempt Position Section or Non-exempt Position Section. Your questionnaire is not fully complete until both the general section and corresponding FLSA status section is filled.

The completed questionnaire must be attached to the online Job Review/Job Evaluation Seamless Doc (https://memphiscity.seamlessdocs.com/f/JobEvaluation) by uploading this document upon submission.

NOTE: A job evaluation is intended to establish a new position that does not currently exist in the City or to re- evaluate an existing position due to significant changes in the position’s duties and responsibility level. The goal of a job evaluation is not to affect a change in pay for an employee whose job duties have not changed significantly.

Revised 01/2017 Page 2 TO BE COMPLETED FOR BOTH EXEMPT AND NON-EXEMPT POSITIONS

Position Title:

I. BASIC PURPOSE Give a general statement of the basic purpose and the end results that should be accomplished by your job. Statement should answer “Why does the job exist?”. It may be helpful to begin statement with “This position is accountable for…”. (You may want to complete this section last.)

II. DUTIES AND RESPONSIBILITIES In order of importance, briefly describe your major responsibilities. For each duty state what is done (the activity) and why it is done (the end result). Indicate whether each duty is “essential” or “marginal” by putting E or M next to each duty. Essential functions are tasks that are fundamental to accomplishing the work. Marginal functions are either performed very infrequently or could be performed by others without changing the underlying reason the position exists. Indicate also the average percent of time spent performing each job duty. In estimating the % of time spent on each duty, consider work that is performed over one year to account for peak periods.

Duties E/M % of Time

Revised 01/2017 Page 3 III. CONTACTS Identify internal and external contacts you regularly communicate with to perform your duties. Specify by title the persons contacted, the reason for contact, and the frequency of contacts. Do not include contacts with your supervisor, your subordinates, or others in your own department. A. Internal (Within City Government) Contact Reason Frequency

B. External (Outside City Government) Contact Reason Frequency

Revised 01/2017 Page 4 IV. PHYSICAL DEMANDS Briefly describe the physical effort necessary to perform job tasks, and explain why and how often each activity occurs. Examples of physical exertion may be climbing, walking, lifting, and talking.

V. WORKING CONDITIONS Describe the specific working conditions that tend to affect your normal comfort and well-being on the job (for example, unusually hot, cold, or noisy conditions).

VI. HAZARDS Indicate whether your position entails any necessary exposure to hazard of accidents or occupational illness. If so, describe the hazardous conditions. Describe material handled, machines or tools used, nature of work, location, etc.

VII. COMMENTS Add any information not covered above that would be important in understanding your job.

TO BE COMPLETED BY IMMEDIATE SUPERVISOR

Revised 01/2017 Page 5 Attach additional page for comments, if needed.

I. What is the job’s essential purpose, its reason for existence?

II. What are the significant consequences of poor or no performance of assigned tasks?

III. What are comparable positions within your division or city government? What aspects of the position are the same? Describe what makes this position different.

IV. Make any comments, exceptions, or additions to any of the responses given by the incumbent.

COMPLETE THIS SECTION FOR EXEMPT POSITIONS ONLY (MANAGERIAL, ADMINISTRATIVE, AND PROFESSIONAL) Revised 01/2017 Page 6

*Note: For Non-exempt Positions, see page 11

Position Title:

I. ORGANIZATIONAL REPORTING (Exempt Positions only) In the following organizational diagram, please indicate the reporting lines by completing the boxes with the appropriate title(s). The boxes are labeled according to the following key: A. Job title of person to whom your immediate supervisor reports B. Your immediate Supervisor’s job title C. Your job title D. Examples of other job titles equal to your position, i.e., at the same level E. Job titles which directly report to you (if any)

If you directly supervise more positions than can be listed in boxes labeled “E”, please add boxes to indicate those titles (attach additional page if necessary).

D. C. D.

E. E. E. E.

II. SUPERVISION (Exempt Positions only) A. List by title those directly reporting to your position. Briefly describe the principal duties of each subordinate. Indicate the number of employees in each title. Revised 01/2017 Page 7 Title # Principal Duty _____

B. Total number of employees that you supervise indirectly

C. Briefly describe the nature and extent of your responsibility for supervising these employees.

III. KNOWLEDGE AND SKILLS REQUIRED (Exempt Positions only)

Indicate the minimum entry-level requirements of knowledge, education, skills, and experience.

IV. GUIDANCE (Exempt Positions only) A. Describe the type of guidance and review your supervisor gives you in your position and how often (daily, weekly, monthly, etc.) it occurs.

Revised 01/2017 Page 8

B. Describe the departmental policies and procedures, or standard practices that are available to your position as ongoing guidance.

V. PROBLEM SOLVING (Exempt Positions only) Describe briefly the more complex problems/tasks handled by this position. Include as part of your response, the extent to which ingenuity, judgment, or creativity is involved.

Revised 01/2017 Page 9 VI. ACCOUNTABILITY (Exempt Positions only) A. Considering the basic purpose of this position, estimate the position’s responsibility for generating, spending or conserving money, such as authorizing expenditures, accounting for the use of the money, or controlling budgets. Measure the dollar impact where this position would most clearly have an effect. State all figures on an annual basis, rounded to the nearest $100.

Capital Budget Payroll $ Operating Budget Revenues $ Other (explain)

B. Indicate your responsibility for any of the following:

Planning:

Determining Policy:

Developing and/or recommending policy and/or procedures:

Developing and/or recommending programs and/or projects:

Implementing and/or administering policy/procedures/programs/projects:

C. If applicable, indicate your accountability for the preservation, protection, security, or safekeeping of one or more of the following ASSETS:

Plant, building, or premises:

Revised 01/2017 Page 10 ACCOUNTABILITY (CONTINUED) (Exempt Positions only)

Physical equipment (specify):

Inventory:

Other (specify):

VII. IMPACT (Exempt Positions only) A. Describe the positive impact your position has on the operations in your area of involvement and/or on the City when it is performed well.

B. Describe the types of negative consequences for your work area or for the City that might result from an error made by someone in this position who did not possess good job knowledge or use sound judgment.

COMPLETE THIS SECTION FOR NON-EXEMPT POSITIONS ONLY (ADMINISTRATIVE SUPPORT, TECHNICAL, SKILLED CRAFT, SERVICE MAINTENANCE)

Position Title:

I. JOB SPECIFICATIONS (Non-exempt Positions only) If you were selecting a person to fill this position, what kind of background would be required? Indicate the lowest level of education, training, and experience required. Include any license or certification that would be required.

II. LEARNING PERIOD (Non-exempt Positions only) After being hired into this position, how long would it take a new employee to learn all major duties and be able to do them well? What task would take the longest to learn?

III. SUPERVISION/WORK DIRECTION (Non-exempt Positions only) List the title of those persons you are required to train or provide work direction. What is the nature of this training and direction, and what percentage of time is spent in doing it?

Positions Directed Nature of Direction % of Time

IV. WORK ASSIGNMENTS (Non-exempt Positions only) How do you receive your work assignments?

How is work reviewed?

When and how often is work reviewed?

Does any of your work not need such review? If so, give example.

V. GUIDELINES (Non-exempt Positions only) List any formal guidelines, technical manuals, policies, procedures, regulations, etc. with which you must refer to or comply with to fulfill your job responsibilities.

VI. DECISION MAKING (Non-exempt Positions only) What decisions do you make independently? What actions can you take on your own?

What issues would you be required to refer to your supervisor before you took any action?

VII. REPORT PREPARATION (Non-exempt Positions only) What records, reports, or written communication do you prepare?

What are they used for?

Where or how is information obtained to prepare these reports or records?

VIII. EQUIPMENT OPERATION (Non-Exempt Positions only) List all equipment, machines, or types of vehicles you are required to operate and the percentage of time on each. Do you maintain the equipment?

Equipment Operated % of Time Maintained(Yes/No)

Revised 01/2017