Page 225 - Personnel Policy and Procedures Manual

Class Specifications (Job Descriptions) – The description of each class of position that establishes a
class title, characteristics of the class, examples of duties, knowledge, skills, abilities required, and
minimum qualifications for the class.

Classification - A descriptive designation for a class and all positions of a class.

Classification Plan - The orderly and systematic arrangement of classes into series and groups.

Classified Employee - An employee holding a position covered by the Augusta, Georgia Classified
Service.

Classify - The act of assigning a position to the appropriate class in accordance with its duties,
responsibilities, and authority.

Classification Method of Job Evaluation - Compares jobs on a "whole" job basis. Predefined class
descriptions are established for each job and jobs are placed in whichever classification best describes
them.

Classification System - A framework organizations use to arrange jobs into groups based on
similarities of purpose, required skills, duties performed, accountability, work environment and other
common factors.

Closed Ended Questionnaire - A structured questionnaire used for job analysis that provides the
incumbent with a written set of questions regarding job content that limits the responses to a
predetermined set of answers. Questions are either behaviorally based or task based and require
validation.

Comparable Worth - A pay concept or policy that calls for comparable pay for jobs that require
comparable skills, effort and responsibility and have comparable working conditions, even if the
content is different.

Comp-a-ratio - The ratio of an actual pay rate (numerator) to the midpoint or some other control point
for the respective pay range (denominator). Compa-ratios are used primarily to compare an individual's
rate of pay to the mid-point or control point of the range. A compa-ratio may be calculated for an
individual, a group of people, a department, or an entire organization.

Compensable Factors - Elements of a job for which the organization is willing to pay. These are
used to provide a basis for judging job value to create a job worth hierarchy (job evaluation). Factors
are usually measured in degrees and are weighted, based on their pre-determined value to the
organization. Typical factors include skills, effort, responsibility, scope of authority, and working
conditions.

Competitive Job Vacancy - Positions filled through a competitive process where candidates compete
based on merit. These positions may not be pre-selected.

Compensation - The salary or wage rates for work performed.

Compensation Plan - The combination of the Classification Plan, the Pay Plan and the Salary
Administration procedures.

Compensatory Leave - Time off from work in lieu of monetary payment.

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