POSITION DESCRIPTION QUESTIONNAIRE NON-EXEMPT

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1 POSITION DESCRIPTION QUESTIONNAIRE NON-EXEMPT INSTRUCTIONS: Please read carefully before you start to fill out the form. Please print legibly or type. The purpose of this questionnaire is to gather information relative to duties and responsibilities needed to generate a position description. The information provided will be utilized to determine a specific job title and salary grade for the position. Employee: The Employee should complete the first three sections titled: - Primary Function - Description of Regularly Performed Duties - Occasional Duties and Responsibilities Supervisor: The Supervisor should complete the section titled: - Position Specific Related Questions If the position is vacant the Supervisor will complete the entire questionnaire. Submittal: Please submit the signed questionnaire to Human Resources. Check One: No Position Description on File Position Description Not Current Last Revision Date: Incumbent s Name: Job Title: Date: Department: Supervisor: Supervisor s Phone Number: PRIMARY FUNCTION Please provide an overall summary of the job duties and responsibilities: Copyright 2005 Stan McKnight & Associates, Inc. 1

The information provided will be utilized to determine a specific job title and salary grade for the position.

2 DESCRIPTION OF REGULARLY PERFORMED DUTIES In descending order of importance, please list the duties and responsibilities performed in this position. Also, include the estimated percentage of time devoted to the duties identified. (If more room is needed, use additional sheets) % of Time Regular Duties and Responsibilities % of Time Occasional Duties and Responsibilities Copyright 2005 Stan McKnight & Associates, Inc. 2

Also, include the estimated percentage of time devoted to the duties identified.

3 POSITION SPECIFIC RELATED QUESTIONS 1. On what basis is this position work typically monitored? Hour to hour Daily 2-3 time per week Once per week Weekly to monthly Less than once a month Title of person who monitors: 2. Indicate all that applies to this classification: Responsible for hiring, salary adjustments, promotions, WITH authorization from higher authority. Position requires work knowledge beyond the duties of this job. Responsible for evaluating staff WITH authorization from higher authority. Position requires use of specialized equipment such as hand tools, instruments and machinery. Percentage of time: % External imposed formal deadlines are a routine part of the incumbent s responsibilities. Physical Requirements: Special physical skills, eye-hand coordination, and manual dexterity skills are required for this position Responds to questions and problems immediately, on a daily basis. 3. What is the minimum number of years, formal education or equivalent experience required for this classification? High School Diploma or G.E.D. (12 years) Undergrad, Trade or Tech School (13-16 years) Specialized Degree/Certifications 4. In addition to formal education, how many years of work experience are necessary for this classification? NONE: 0 Directly Applicable or 0-1 Related SOME: 0-1 Directly Applicable or 1-3 Related REASONABLE: 1-3 Directly Applicable and/or 3-5 Related CONSIDERABLE 3-5 Directly Applicable and/or 5-8 Related Copyright 2005 Stan McKnight & Associates, Inc. 3

Indicate all that applies to this classification: Responsible for hiring, salary adjustments, promotions, WITH authorization from higher authority.

4 5. Supervision of Others - How many employees (full-time equivalent) are directly under supervision within this classification? (List Job Titles and Number of Staff in each classification) Job Title Number of Staff/Student Employees 6. What levels of computer skills are required for this position? Update and monitoring skills and/or the origination of word processing documents, graphics and spreadsheets. Advanced office suite skills, desktop publishing systems, drafting, technology, control systems or similar computer-aided work requirements. Systems installation, hardware maintenance, mini computer network coordination and/or technical assistance. 7. Knowledge/Skills/Ability Describe specific knowledge, skills & ability requirement for this position. 8. Budget Describe the nature and the amount authorized to spend (i.e., money, machines, equipment, supplies, etc.). 9. Responsibility What loss can occur through an honest error? Losses include both dollars, nonmonetary or human consideration. Copyright 2005 Stan McKnight & Associates, Inc. 4

Update and monitoring skills and/or the origination of word processing documents, graphics and spreadsheets.

5 10. Personal Interaction How often does or will the incumbent have recurring contact with any of the following groups or levels other than co-workers, and what is the primary reason of the contact? Board of Trustees President/Vice Presidents/Deans Department Heads Faculty Staff Students/Parents/Alumni/Donors General Public/Admission/Employment Purpose of Contact Frequency/Percentage Employee Signature (if applicable): Supervisor s Signature: Date: Date DO NOT WRITE BELOW THIS LINE DEPARTMENT OF HUMAN RESOURCES USE ONLY Request Received: Classification: Reviewed by: RECOMMENDATION Salary FLSA Status: Grade: Approved by: Copyright 2005 Stan McKnight & Associates, Inc. 5

Board of Trustees President/Vice Presidents/Deans Department Heads Faculty Staff Students/Parents/Alumni/Donors General Public/Admission/Employment Purpose of Contact

https://agency.governmentjobs.com/dakota/job_bulletin.cfm?jobid=1017820

Page 1 of 5 DAKOTA COUNTY Employee Relations Administration Center, 1590 Highway 55 Hastings, MN 55033-2372 651.438.4435 http://www.dakotacounty.us INVITES APPLICATIONS FOR THE POSITION OF: Electronic