Position Descriptions include the current benchmark job description used by participants to facilitate job matching.

Transcription

1 Level Guides, Position Descriptions Introduction This section includes the following: Level Guides set forth the criteria (i.e., the experience, education, skills, duties/tasks, and supervision given/received) typically used to distinguish between or among the various levels of a job. Position Descriptions include the current benchmark job description used by participants to facilitate job matching. Global Grades are the end result of a systematic approach developed by Watson Wyatt Worldwide. They were designed to support survey job matching on a consistent worldwide basis. The structure has been applied to each job and job family currently found in this survey. Included is a map which diagrams the structure.

2 Level Guides Level Guide PROF4 Experience Knowledge Responsibilities Usually Reports to Level 1 - Entry/Junior 0-2 years professional experience. Entry level for employees with Bachelor's Degree or equivalent. OR For legal positions, those with J.D. or LL.B. or equivalent Level 2 - Intermediate 2-5 years professional experience. Level 3 - Senior 5-8 years professional experience. Fully competent professional - the first career level in the ladder (i.e., it is expected that all competent professionals will reach this level). Level 4 - Lead More than 8 years professional experience. Management is typically the next higher level. Knows fundamental concepts, practices and procedures of particular field of specialization. Knows and applies the fundamental concepts, practices and procedures of particular field of specialization. Possesses and applies a broad knowledge of principles, practices, and procedures of particular field of specialization to the completion of difficult assignments. For legal positions, specializes in a particular area, such as litigation, tax, patent, etc. Possesses and applies comprehensive knowledge of particular field of specialization to the completion of complex assignments. For legal positions, is fully qualified in a particular area, such as in litigation, tax, patent, etc. Using established procedures and working under immediate supervision, performs assigned tasks. Work is routine and instructions are usually detailed. Little evaluation, originality or ingenuity is required. For legal positions, may prepare briefs and documents or draw up contracts for review and evaluation by others. Under supervision, performs work that is varied and that may be somewhat difficult in character, but usually involves limited responsibility. Some evaluation, originality or ingenuity is required. Usually works with minimum supervision, conferring with superior on unusual matters. May be assisted by Entry/Junior or Intermediate Level personnel. Assignments are broad in nature, usually requiring originality and ingenuity. Has appreciable latitude for unreviewed action or decision. For legal positions, acts in advisory capacity, making recommendations which may have an important bearing on the conduct of the organization s business. Under general supervision, plans, conducts and supervises assignments. Reviews progress and evaluates results. In legal setting, conducts and supervises broad legal assignments, necessitating ability to evaluate matters which may have a major bearing on the conduct of the organization s business. Plans and assigns personnel for given projects or tasks. Assists with the review and evaluation of personnel performance. Interprets and applies organization policy. Recommends changes in procedures. Operates with substantial latitude for unreviewed action or decision. Reviews progress with management. Lead Level Lead Level Lead Level or Middle Management Upper Middle Management or Top Management

3 Level Guide SUPP3 Experience Skill Duties and Tasks Supervision Given and Received Level 1 - Junior 0-2 years of experience in position or specialization. Level 2 - Intermediate 2-5 years of experience in position or specialization. Level 3 - Senior 5 or more years of experience in position or specialization. Applies basic skills and may develop advanced skills using tools and equipment appropriate for the position or specialization. Applies some advanced skills to the position or specialization. May adapt procedures, processes, tools, equipment and techniques to meet the more complex requirements of the position. Applies advanced skills to the position or specialization. Adapts procedures, processes, tools, equipment and techniques to accomplish the requirements of the position. Duties and tasks are standardized. Resolves routine questions and problems, and refers more complex issues to higher levels. Duties and tasks are frequently nonroutine. Resolves most questions and problems, and refers only the most complex issues to higher levels. Duties and tasks reflect substantial variety and complexity. Assignments are broad in nature and usually require originality and ingenuity. May serve as a resource to others in the resolution of complex problems and issues. Works under direct supervision and follows standard procedures and written instructions to accomplish assigned tasks. Works under minimal supervision. May assist in orienting and training lower level employees. Works under general supervision. Relies on experience and judgment to plan and accomplish assigned tasks and goals. May orient, train, assign and check the work of lower level employees. May be designated as "lead" worker.

4 Level Guide SUPV3 Nature of Supervision Employees Supervised Responsibilities Level 1 - Descriptive Titles: Working Supervisor, Group Leader, Lead Person Incumbents at this level lead and direct a group of two or Lead and direct Coordinates the day-to-day operations of a group of more individuals. There is virtually no authority for responsibility may be for employees. Leading and directing is usually personnel actions normally associated with full supervisory either nonexempt or restricted to assigning, monitoring and reviewing status (e.g., salary increases, promotions, performance reviews, disciplinary exempt employees. progress and accuracy of work, directing efforts and actions). providing technical guidance on more complex issues. FLSA classification is typically the same as subordinate employees, and most of the work time is spent performing many of the same duties. Level 2 - Descriptive Titles: Supervisor, Unit Supervisor, Foreperson This is the first level of full supervision. Incumbents may initiate and communicate a variety of personnel actions (e.g., employment, termination, performance and salary reviews, disciplinary actions, scheduling and/or approving overtime). Generally, the subordinate group performs a single task or multiple, but closely related tasks. Supervision is provided directly or through group leaders (Level 1 supervisors). Plant supervisors at this level generally supervise only one shift and/or area of the plant. The subordinate group may be nonexempt and/or exempt. Oversees the day-to-day operations of a group of employees. Responsible for training and development of subordinate staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies. Under FLSA, incumbents in this position meet the criteria for exempt status. Level 3 - Descriptive Titles: Senior Supervisor, General Foreperson, Assistant Manager/Department Head This is the highest level of supervisor. In some Provides leadership, coaching, and mentoring to organizations, incumbents in this position may be subordinate group. considered middle or lower middle management. The subordinate group will generally possess a wide variety of skills and/or knowledge, performing somewhat complex to very complex tasks. Employee pay, within the subordinate group, may vary considerably. Plant supervisors at this level generally supervise more than one shift and/or area of the plant. The subordinate group may consist of Level 1 and 2 supervisors and/or nonsupervisory employees engaged in a wide variety of often complex tasks. In some staff positions, a function (with no subordinate staff) may be managed. In addition to Level 2 responsibilities, supervisors at this level have impact on budgeting, controlling costs, planning, scheduling, and procedural change.

5 Position Descriptions Code Executive 0870 Top Human Resources Executive (with Labor Relations) Global Grade(s): Directs the development and implementation of most or all company-wide human resources policies and programs covering employment, orientation, training, labor relations, compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employee relations, records, employee assistance, etc Top Human Resources Executive (without Labor Relations) Global Grade(s): Directs the development and implementation of most or all company-wide human resources policies and programs covering employment, orientation, training, compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employee relations, records, employee assistance, etc. Division/Subsidiary/Plant Management 0882 Top Division/Subsidiary Human Resources Executive (with Labor Relations) Global Grade(s): Develops and implements human resources policies and programs for a division/subsidiary, consistent with policy guidelines established by Corporate executive management, covering several of the following: employment, orientation, training, labor relations, compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employee relations, records, employee assistance, etc Top Division/Subsidiary Human Resources Executive (without Labor Relations) Global Grade(s): Develops and implements human resources policies and programs for a division/subsidiary, consistent with policy guidelines established by Corporate executive management, covering several of the following: employment, orientation, training, compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employee relations, records, employee assistance, etc Plant Human Resources Manager (with Labor Relations) Global Grade(s): Administers human resources policies in a plant environment. Procures human resources, training, compensation, and other activities needed to carry out human resources objectives and programs Plant Human Resources Manager (without Labor Relations) Global Grade(s): Administers human resources policies in a plant environment. Procures human resources, training, compensation, and other activities needed to carry out human resources objectives and programs Generic Plant Human Resources Manager Global Grade(s): The data reported for this position is a combination of the data reported by participants for the following positions: 0921 Plant Human Resources Manager (with Labor Relations) and 0922 Plant Human Resources Manager (without Labor Relations). International 0881 Top International Human Resources Executive Global Grade(s): Develops, implements and coordinates expatriate and local national country policies and programs covering employment, placement, orientation and training, transfer and relocation, post allowances, housing, education, labor/employee relations, compensation, organization development, safety and health, benefits and employee services. Directs the development and consistent application of human resources policies and practices throughout all international locations of the organization International Human Resources Manager Global Grade(s): Responsible for overseeing the global human resources function. Includes working with international offices on specific needs, issues and requests. Facilitates the development and implementation of global human resources initiatives in the areas of employment, employee relations, compensation and benefits, management development, training, expatriate administration, and organization design and effectiveness.

6 Code International (continued) 0919 International Human Resources Associate Global Grade(s): Administers and interprets policies and regulations to ensure accurate payment of all expatriate allowances as well as special items such as moving expenses. May generate cost projections for assignments. Researches federal, state, and local expatriate taxation as well as relevant host country regulations to ensure compliance. May reconcile data and work with payroll to resolve differences. General Human Resources 0910 Human Resources Manager Global Grade(s): Develops, implements and coordinates policies and programs covering several of the following: employment, labor relations, wage and salary administration, orientation and training, placement, safety and health, benefits and employee services Human Resources Administration Supervisor Global Grade(s): 9-14 Plans and schedules work of assigned staff performing work in three or more functional areas of human resources. Supervises the application of established human resources policies in employee relations, wage and salary administration, employment, benefits administration, training, AA/EEO, labor relations, safety, and special projects. May supervise research in the development of human resources policies and procedures. Supervises the preparation of reports as required by legislation or organization needs. May serve as liaison with the community or other outside agencies with regard to human resources activities and programs. See Level Guide SUPV Human Resources Generalist Global Grade(s): 9-11 Provides support in functional areas of human resources including but not limited to recruitment and employment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, organization development, training, AA/EEO, and special projects. Assists in the development and implementation of human resources policies and procedures and their dissemination through employee booklets, communications, and/or meetings. Prepares reports in conformance with legislated requirements or organization needs. See Level Guide PROF Human Resources Assistant Global Grade(s): 5-8 Provides clerical/administrative support to one or more functional areas of Human Resources, such as recruitment and staffing, personnel records, employee or labor relations, compensation, benefits, training and/or equal opportunity/affirmative action. Processes various applications, employment, enrollment, pay change, informational and other confidential forms and records. Gathers information and prepares reports. Maintains and distributes as appropriate, current employee information, policy and procedure manuals and other communications. May conduct and summarize internal and external surveys to gather information for policy development and planning. May perform higher level duties involving employee communications, such as pre-employment screening, responding to routine questions on human resources policies and procedures, identifying potential issues and grievances, etc. Operates a computer terminal and/or personal computer. See Level Guide SUPP Human Resources Receptionist Global Grade(s): 5 Greets all visitors to the Human Resources department and directs them to the appropriate location of the office. Answers and directs all incoming calls. Handles the distribution of mail and facsimiles. Schedules meetings and interviews; reserves conference rooms. May assist with pre-screening, testing, reference checking and new hire orientation. May prepare offer and/or regret letters and order office supplies. Responsible for projects as assigned and general receptionist duties Personnel Records Supervisor Global Grade(s): 8-10 Supervises the maintenance of employment records and the processing of all changes in personnel status. Coordinates the preparation and release of reports, statistical summaries and reference information from the records of active and terminated employees. See Level Guide SUPV Personnel Records Clerk Global Grade(s): 5-8 Compiles, files, and maintains personnel records. Records a variety of employee data (e.g., name, address, date and reason for personnel action and changes in employee status, earnings, absences). Files employment records according to filing system used. Documents movement of files; traces missing files. Searches, locates, and removes material from file or furnishes information to authorized individuals.

7 Code General Human Resources (continued) 0903 Human Resources Metrics Analyst Global Grade(s): 9-11 Analyzes financial and/or operational costs/benefits associated with a variety of human resource functions and practices including but not limited to: staffing/cost of hire, training and development. Compensation and Benefits 1090 Top Corporate Compensation and Benefits Executive Global Grade(s): Directs the planning, design, implementation, maintenance and administration of all compensation and benefits programs in order to maintain the organization's objectives and competitive position in the marketplace. Compensation responsibilities include base and total cash compensation programs, job evaluation, performance management programs, long-term incentive programs, and executive compensation. Benefits responsibilities include life, health, disability, pension, and profit-sharing programs. Note: the incumbent must be responsible for both compensation and benefits Compensation and Benefits Manager Global Grade(s): Manages the organization's compensation and benefits programs, including but not limited to: job evaluation, performance appraisal, salary and incentive programs, life and health insurance, disability, pension and profit sharing programs, etc. Evaluates compensation and benefits programs and recommends modifications to maintain the organization's objectives and competitive position in the marketplace Compensation and Benefits Supervisor Global Grade(s): Supervises the administration of compensation and benefits programs. Administers wage and salary management; job evaluation; performance appraisal; incentives; life, health and disability insurance; profit sharing, pension and related programs. May assist employees in filing claims and benefit elections. May participate in compensation and benefits surveys. Performs analyses and makes recommendations for changes to compensation and/or benefits programs. See Level Guide SUPV Compensation and Benefits Administrator Global Grade(s): 9-13 Performs assignments in the administration of compensation and benefits programs. Conducts or participates in compensation surveys, prepares position descriptions and evaluates jobs using established evaluation systems. Reviews changes in wages or salaries for conformance to organization policy. Audits evaluation of jobs to ensure equitable wage and salary rates, both internally and externally. Administers the merit budget. Assists in the administration of performance appraisal programs. Participates in the administration of various benefit programs such as life and health insurance, pension plans and other benefits. Counsels with and advises employees on their eligibility for various benefits. Prepares or assists in the preparation of employee booklets or communications covering compensation and benefits topics. Maintains compensation and benefits records and files. Compiles and submits periodic reports as required. Serves as liaison with outside insurance carriers or other agencies relative to the compensation and benefits function. See Level Guide PROF Top Corporate Compensation Executive Global Grade(s): Has overall responsibility for the planning, design, implementation, maintenance, and administration of a variety of compensation programs to align the organization's people and business strategies, objectives, and competitive marketplace position. Oversees the planning, development, and implementation of base salary and total cash compensation programs, as well as job evaluation, performance management programs, long-term incentive programs, executive compensation, and stock option plans. Ensures compliance with all legal requirements, prepares or directs the preparation and filing of legally required reports Executive Compensation Manager Global Grade(s): Develops, implements and administers compensation programs for top and senior executives intended to align total compensation with the organization's business objectives. Programs include long-term incentive plans, stock options, and supplemental benefits. May counsel or refer executives on matters related to finance and the filing of taxes Compensation Manager Global Grade(s): Plans, develops and implements the overall job evaluation, performance appraisal, and wage and salary management programs for the organization. Develops and administers all incentive programs within the guidelines of established policies. Conducts or participates in wage and salary surveys and recommends changes to ensure the maintenance of the organization's compensation objectives and competitive position in the marketplace.

8 Code Compensation and Benefits (continued) 1035 Compensation Supervisor Global Grade(s): Supervises the established wage and salary management program, consistent with employer's policies and all applicable federal and state laws. Maintains the established job evaluation system and serves on job evaluation committees. Plans and administers the conduct of or participation in wage and salary surveys; analyzes survey results and recommends changes to the compensation program to maintain compensation objectives and competitive position in the marketplace. Monitors the compensation aspect of the promotion and merit rating programs to ensure adherence to established policies. May participate in the implementation and administration of short-term variable pay programs; may monitor the effectiveness of such programs and recommend changes as appropriate. Prepares periodic or special reports relevant to the compensation function. See Level Guide SUPV Compensation Analyst Global Grade(s): 9-13 Studies and analyzes wage or salaried jobs and prepares position descriptions in standardized form. Evaluates jobs using established evaluation systems, determines grades and prepares records on the validity of the evaluations. Serves on job evaluation committees. Conducts and/or participates in compensation surveys. Develops, recommends and writes job evaluation and compensation procedures. Assists in the administration of merit rating programs, reviewing changes in wages and salaries for conformance to policy. Audits evaluation of jobs and application of existing job classifications to individuals. See Level Guide PROF Top Corporate Benefits Executive Global Grade(s): Has overall responsibility for planning, designing, implementing, and administering a variety of employee benefits programs in support of the organization's business strategies. Programs include: life, health, disability insurance; pension, profit sharing, and other retirement related programs; vacation; etc. Plans and directs the development and implementation of new, improved, and/or cost effective benefits plans. Ensures compliance with all legal requirements; prepares or directs the preparation and filing of legally required reports. Selects and supervises trustees, brokers, consultants, etc Employee Benefits Manager Global Grade(s): Plans, develops, and administers the various employee benefit programs, including but not limited to life and health insurance, disability, pension, profit sharing, and related programs. Recommends new and/or improved employee benefit plans and cost-saving measures. Ensures compliance with all legal requirements of various employee benefit programs and prepares and files required legal reports Employee Benefits Supervisor Global Grade(s): Supervises employees who coordinate and administer group life, health, accident and dental insurance plus various other employee benefits. Maintains records to assist in processing employee claims. Acts as liaison with various carriers, distributes employee benefit claim checks and counsels employees on types of coverage. Prepares and maintains benefits description booklets and certificates. Conducts preretirement counseling. Serves as liaison with inside and outside auditors. See Level Guide SUPV Employee Benefits Planning Analyst Global Grade(s): 9-13 Analyzes and develops policies and benefit plans covering group life, accident and health insurance, retirement and pension plans, income continuation and other benefit programs. Maintains an ongoing effort to determine and maintain equity with current benefit trends and legislated requirements and programs. See Level Guide PROF Employee Benefits Administrator Global Grade(s): 8-12 Coordinates the administration of employee benefit programs such as basic and major medical coverage, dental insurance, group life insurance, pension plans, and other benefits. Consults with and advises employees on eligibility, provisions, and other matters related to benefits. Maintains benefits records and documents. Assists in the preparation of employee benefits booklets and other employee benefit communications. See Level Guide PROF Employee Benefits Claim Clerk Global Grade(s): 5-8 Checks the accuracy and completion of routine and complex employee claim forms, and processes them under the organization's various benefit plans, including but not limited to group insurance, basic and major medical coverage and other benefits. Maintains employee benefits records and prepares required reports. Counsels employees regarding benefit eligibility and coverage. Transmits or arranges for correct claim benefit checks to employees. May conduct orientation programs on benefits. Operates a personal computer and appropriate software packages or its equivalent. See Level Guide SUPP3.

9 Code Employment/Equal Employment Opportunity/Relocation 1257 Top Employment/Recruiting Executive Global Grade(s): Directs the development and implementation of the organization's plans, policies, and programs designed to attract and retain talent that creates a competitive advantage. Develops and maintains relationships with outside search firms and placement agencies Employment/Recruiting Manager Global Grade(s): Manages the recruiting and selection activities of the company to employ, place, and/or transfer internal and external executives, managers, professionals, technicians, and support staff to ensure adequate staffing. Identifies sources of candidates, initiates and maintains relationships with outside sources (e.g., employment agencies, recruiters, colleges, and job fair sponsors). Directs the design and placement of employment advertising. Evaluates selection criteria and testing techniques to ensure compliance to standards; participates in the development and implementation of revisions. Develops and controls employment/recruiting expenditures budget. Ensures adherence to all federal, state, and local regulations governing the employment process Employment/Recruiting Supervisor Global Grade(s): Supervises employees who interview applicants for hourly and salaried positions, and develop and utilize various sources of potential applicants to fulfill staffing needs. Reviews and approves text and placement of recruitment advertising in newspapers, magazines, trade or professional journals, or other media. Makes job offers and monitors performance of new employees during probationary period of employment. Maintains contact with and may visit high schools, trade schools, colleges, universities, job fairs and related functions as part of the recruiting efforts. May participate in orientation of new employees. May conduct separation or exit interviews as appropriate. Ensures adherence to all federal, state and local regulations in the pre-screening and post employment process. Prepares legally required and special reports relevant to the employment function. See Level Guide SUPV Employment/Recruiting Representative Global Grade(s): 9-13 Recruits, screens, and interviews internal and external applicants to fill current or expected job vacancies. Reviews and evaluates applicant's work history, education, training, and other qualifications. Notifies applicants of consideration or rejection; interviews those selected that meet organization's qualifications. Informs candidates of job's duties/responsibilities, compensation and benefits programs, work schedule/conditions, career advancement opportunities, etc. Conducts and scores, or arranges for, testing of applicants; records results and other relevant information. Refers candidates to individual placing job order. Performs reference and background checks. Prepares and extends job offers; prepares and/or authorizes appropriate paperwork. Participates in the design and placement of employment advertising. Speaks with/to a variety of external contacts to provide information regarding job possibilities and career opportunities. Conducts new hire orientations and/or exit interviews, as needed. Arranges for interviews and travel/lodging of selected applicants at company's expense, as necessary. See Level Guide PROF Recruiting Assistant Global Grade(s): 5-8 Provides assistance as required by the recruiting staff. This may include but is not limited to: scheduling interviews, making travel arrangements for out-of-town candidates, preparing job offer letters, scheduling pre-employment physicals and background checks, and preparing personnel files. May administer tests, screen resumes, and conduct new hire orientation programs Immigration Services Manager Global Grade(s): Plans and develops immigration policies and programs for foreign nationals. Oversees the immigration application, visa, and visa extension process. Ensures organizational compliance with all immigration codes and regulations Immigration Specialist Global Grade(s): Administers immigration policies and programs for foreign nationals. Reviews and processes immigration applications, visas, and visa extensions. Ensures organizational compliance with all immigration codes and regulations. May advise foreign nationals on immigration and visa procedures.

10 Code Employment/Equal Employment Opportunity/Relocation (continued) 1521 Executive and Management Recruiter Global Grade(s): 13 Selects, interviews, and recommends placement of candidates for executive and management positions. Schedules and conducts interviews with candidates for placement. Consults with management to identify and recommend the most qualified candidates. Extends offers to selected candidates and arranges for relocation when necessary. Develops effective working relationships with executive search firms and placement agencies. Selects recruiting sources and techniques to fulfill organization needs by attracting qualified candidates Professional and Technical Staff Recruiter Global Grade(s): 12 Recruits, interviews and recommends placement of candidates for professional and technical staff positions from both internal and external sources. Develops effective working relationships with placement agencies, colleges, technical schools, and job fairs. Maintains effective working relationships with all levels of company management to ensure adequate coverage of personnel needs. Consults with management to identify and recommend the most qualified candidates. Extends offers to selected candidates and may arrange for relocation when necessary. Maintains an effective personnel advertising program as directed by management. Keeps informed of developments in such areas as wages and salaries, employee benefits, and general personnel practices Administrative and Support Staff Recruiter Global Grade(s): 11 Responsible for recruiting and selecting administrative and support staff personnel from both internal and external sources. Maintains effective working relationships with all levels of company management to ensure adequate coverage of personnel needs. Schedules and conducts interviews with candidates for placement. Consults with management to identify and recommend the most qualified candidates. Maintains an effective personnel advertising program as directed by management. Keeps informed of developments in such areas as wages and salaries, employee benefits, and general personnel practices Campus Recruiter Global Grade(s): 12 Recruits, screens, and interviews candidates on campuses to fill current or expected job vacancies. May recommend placement of candidates for particular job openings. Develops and maintains effective working relationships with universities, colleges, and technical schools. This position may require travel Top Diversity Executive Global Grade(s): Responsible for the design, implementation and maintenance of an effective diversity/affirmative action program within the organization that is in compliance with government regulations and meets corporate goals and objectives. Responsible for creating and maintaining an environment that is sensitive to the needs of today's diverse workforce. Areas of contribution may include but are not limited to: staffing, recruitment, training and organizational development, and compensation Equal Employment Opportunity Manager Global Grade(s): Establishes and implements the corporate Affirmative Action/Equal Employment Opportunity Programs for minority and female employment and advancement, in compliance with legislation and management directives. Investigates complaints; compiles and submits required AA/EEO statistical reports Equal Employment Opportunity Supervisor Global Grade(s): Supervises the operation of the established Affirmative Action/Equal Employment Opportunity Programs (AA/EEO) to ensure adherence to government legislation. Maintains existing and establishes new sources of minority and female candidates for employment. Monitors practices in hiring, training, transfer, promotion, and dismissal of minority, female and other protected class employees and notifies higher level management of any irregularities. Investigates charges of alleged discrimination and prepares reports of findings for review by organization officials and government agencies. Prepares legally required AA/EEO reports for submission to government agencies and any regular or special reports for internal use. Keeps abreast of any changes in government AA/EEO requirements and notifies and advises appropriate personnel of such changes. See Level Guide SUPV Equal Employment Opportunity Representative Global Grade(s): 9-13 Carries out the organization's Affirmative Action/Equal Employment Opportunity Programs for minority and female employment and advancement, in compliance with legislation and management's directives. Maintains an effective interface with minority and female employees and investigates and resolves grievances for all employees. Conducts internal audits of practices to identify possible violations, and compiles and submits required AA/EEO statistical reports. See Level Guide PROF4.

11 Code Employment/Equal Employment Opportunity/Relocation (continued) 1227 Employee Relocation Manager Global Grade(s): Manages all aspects of the employee relocation process to control disruption and lost work time for the employee, and cost to the organization. Arranges for or advises transferees and their family members on the sale or buy-out of residential real estate, leases, transportation of household goods, purchase or rental of a residence at the new location, transfer of necessary office equipment and supplies, and other activities to facilitate the relocation. Approves cost estimates and expense vouchers. Oversees the disbursement of any move-related funds such as cash advances, reimbursements, allowances, bonuses, etc Employee Relocation Services Representative Global Grade(s): 9-13 Coordinates support activities of the employee relocation process to control disruption and lost work time for the employee, and to minimize cost. Performs assignments involved with assisting the transferee and family in the sale or buy-out of residential real estate, leases, transportation of household goods, purchase or rental of residence in the new location, transfer of necessary office equipment and supplies, and other activities to facilitate the relocation. Processes administration of cost estimates, expense vouchers, and the disbursement of any move-related funds such as cash advances, reimbursements, allowances, bonuses, etc. See Level Guide PROF4. Employee Relations/Services 1195 Employee Relations Manager Global Grade(s): Manages all aspects of the employee relations function. Develops, recommends and implements approved organization-wide employee relations policies and practices. Ensures the uniform and equitable application of organization policies and procedures. Conducts organization audits to identify employee relations issues, and takes appropriate actions to address and resolve those issues. Coordinates exit interviews and grievance procedures Employee Relations Representative Global Grade(s): 9-13 Administers programs designed to establish and maintain effective employee relations through the uniform and equitable application of policies and procedures. Audits organization to identify employee relations issues, and recommends appropriate actions to address and resolve those issues. May participate in exit interviews and grievance procedures. See Level Guide PROF Retention Manager Global Grade(s): Plans, develops and administers the organization's retention program. Conducts employee satisfaction surveys to establish areas in need of improvement and takes appropriate actions to address these areas. May oversee exit interviews conducted to establish and document reasons for employee turnover Retention Analyst Global Grade(s): 9-11 Develops and recommends company policies to improve retention in the organization. Responsible for conducting exit interviews to establish and document reasons for employee turnover. Analyzes employee satisfaction surveys conducted either by the organization or a third-party provider to establish areas in need of improvement Employee Services Manager Global Grade(s): Establishes, administers, and coordinates organization-sponsored employee services and activities in order to enhance the employee relations climate Employee Services Supervisor Global Grade(s): Supervises employees engaged in coordinating employee services and activities designed to enhance employee/organization relationships. Administers several employee services activities, such as physical fitness and wellness programs, operation and maintenance of recreational facilities, employee relations programs, alcohol and substance abuse programs, employee communications, new employee orientation programs, service award programs, sports activities, fundraising, social activities and food service operations. Recommends new programs or changes to existing programs to better serve employee needs and organization objectives. See Level Guide SUPV Employee Assistance Program Manager Global Grade(s): Develops, implements, maintains and communicates the organization's comprehensive Employee Assistance Program designed to support management and employee efforts in dealing with medical or behavioral issues affecting job-related or personal performance. Investigates, evaluates and recommends the use of specific outside treatment and counseling facilities. Develops and conducts training and educational seminars to employees and management. Note: the incumbent must possess the appropriate education, state licensure and/or certification, and previous clinical counseling experience.

12 Code Employee Relations/Services (continued) 0975 Employee Assistance Program Supervisor Global Grade(s): Supervises employees engaged in coordinating the operation of the Employee Assistance Program. Provides counsel and advice to employees on the treatment and resolution of job-related or personal problems. Investigates, recommends and maintains close associations with outside treatment and counseling facilities. Recommends changes or additions to the program that reflect employee needs. See Level Guide SUPV Employee Assistance Program Counselor Global Grade(s): 11 Counsels employees with medical or behavioral issues affecting job-related or personal performance. Assists management in dealing with job-related employee issues. Evaluates employee needs and refers to appropriate outside treatment or counseling facility. Maintains a library of literature on a variety of outside counseling services or treatment facilities. Assists in developing internal information publications and with internal training Employee Assistance Program Administrator Global Grade(s): 11 Provides support in administering employee assistance programs. Investigates, recommends and maintains close contact with outside treatment and counseling facilities. Makes recommendations on changes or additions to the program that reflect employee needs. May counsel employees on the treatment and resolution of job-related or personal problems Employee Communications Manager Global Grade(s): Develops internal human resources communications materials regarding policies and procedures, compensation, benefits changes, etc. May develop and maintain the organization's policy and procedure manual as it relates to the human resources function. May assist in the preparation of speeches and other presentations directed towards employees Employee Communications Supervisor Global Grade(s): Supervises internal employee communication programs, including employee newsletters, handbooks, brochures, policies and procedures manuals and related communications. May also supervise the preparation and distribution of annual benefits enrollment materials and employee benefits handbooks. See Level Guide SUPV Employee Communications Editor Global Grade(s): 9-13 Plans, edits and supervises publication of in-house newsletters and bulletins. Recruits and selects correspondents or reporters from various departments, divisions and locations. Writes editorials and feature articles and secures necessary approvals. Plans layouts for each issue, contracts for art work, and informs printer of typeface, size of type, measure of lines and other instructions to be followed. Prepares dummy page layouts and makes changes required to match available space. Arranges for distribution of periodicals to company and other personnel. Writes speeches and articles for public relations purposes. See Level Guide PROF4. Occupational Health and Safety 1503 Top Safety Executive Global Grade(s): Develops and implements policies, programs, and practices to ensure that the organization is in compliance with all federal, state, and local laws, regulations, and standards concerning safety. Conducts safety audits in order to identify unsafe acts and conditions which may exist. May develop training in the areas of safety and health Safety Director Global Grade(s): Establishes and promotes the maintenance of safe and healthy working conditions, and recommends measures to reduce or eliminate industrial accident and health hazards in compliance with OSHA regulations Safety Supervisor Global Grade(s): Supervises the safety and health program to ensure compliance with established policies and OSHA regulations. Coordinates inspections and tours of facilities to detect existing or potential accident, fire, and health hazards; and recommends corrective or preventive actions. Supervises or conducts employee training programs in accident and fire prevention and protection, and other employee safety programs. Investigates accidents and injuries. Prepares legally required reports and any regular or special reports for use in hearings, lawsuits, and insurance investigations. May serve as liaison with local fire departments, area hospitals, and other outside agencies regarding employee safety and health programs. See Level Guide SUPV3.

13 Code Occupational Health and Safety (continued) 1510 Safety Representative Global Grade(s): 9-13 Plans and administers training programs in accident and fire prevention and protection, and other employee safety procedures. Prepares and distributes educational materials and information, audits company facilities, and recommends actions for the correction of hazardous situations for compliance with OSHA regulations. Compiles and submits required OSHA accident reports. See Level Guide PROF Integrated Disability Manager Global Grade(s): Manages all aspects of the Corporate Integrated Disability Management (IDM) program, including Workers' Compensation, STD, LTD, and FMLA. Oversees the administration of the IDM program for one or more locations, including program design, service delivery, program evaluation, and return-to-work management. Ensures that the IDM program provides sound clinical services and complies with legal, regulatory, and corporate policy Medical Director Global Grade(s): Directs organization medical activities such as pre-employment physical examinations, periodic check-ups, treatment of work-related illnesses, and medical care related to injuries and illnesses. Recommends medical and health policies, and cooperates in preventive measures against injury and disease Occupational Health Supervisor Global Grade(s): Supervises the medical services for the organization. Oversees the administration of injury prevention, disability management and vocational rehabilitation programs. Responsible for workers' compensation claims handling, performance monitoring and contract negotiating. Collaborates with safety resources and leadership to assure a safe workplace and provides disability management education and training to employees and leadership. See Level Guide SUPV Occupational Nurse - RN Global Grade(s): Manages, coordinates, and administers several of the following: Workers' Compensation, Disability (Short-Term and Long- Term), Drug & Alcohol Program, Executive Physical Examination Program, and Wellness Programs. May maintain OSHA log and employee medical record files; counsel with and advise employees regarding health inquiries; assist in the rehabilitation of disabled employees; conduct educational programs related to safety, health and risk prevention; and review and validate all pre-employment physical examination results. Serves as a liaison with insurance carriers, employees, and physicians. May serve on a safety committee Workers' Compensation Manager Global Grade(s): Manages all aspects of the company's workers' compensation program. Develops and implements processes and procedures to achieve cost containment and cost reductions. Responsibilities may include pursuing claim resolution opportunities, settlements, denials, and litigation management; return-to-work management; authorizing payment of settlements; managing the insurance carrier to ensure effective administration of the program; and providing consultation regarding claims matters to managers and employees Workers' Compensation Administrator Global Grade(s): 12 Provides support in administration of workers' compensation program. Responsible for claims administration and audits, report preparation, and compilation of statistics. Interprets laws and regulations, determines appropriate courses of action, and presents solutions to resolve claims. Interfaces with employees, managers, insurance carriers, medical personnel and attorneys. May provide data for OSHA-related reporting Wellness Program Manager Global Grade(s): Manages all aspects of the corporate wellness program. Plans and develops program activities aimed at improving employee health and well being, including physical fitness, weight reduction, stress management, smoking cessation, early detection, and related programs. May counsel and advise employees regarding wellness programs and activities Wellness Program Administrator Global Grade(s): 11 Provides support in administering wellness programs. Administers program activities aimed at improving employee health and well being, including physical fitness, weight reduction, stress management, and smoking cessation. Makes recommendations on changes or additions to the program to reflect changing needs of employees.

14 Code Occupational Health and Safety (continued) 1370 Head Industrial Nurse Global Grade(s): 12 Directs nursing service activities in the workplace. Assigns duties to professional and auxiliary nursing personnel in accordance with industrial physician's instructions and supervises and evaluates their work performance. Directs preparation and maintenance of employee patient's clinical records, and compiles reports on staff performance and medical services rendered. Ensures established inventory standards for medicines, solutions, supplies and equipment, and accounts for narcotics Industrial Nurse - RN Global Grade(s): 11 Renders professional nursing care for the comfort and well-being of patients. Prepares equipment and assists physician during examinations and treatments. Administers prescribed medications, changes dressings, cleans wounds, and monitors patient's vital signs. Observes and maintains records on patient's care, condition, reaction, and progress. Security 0875 Top Security Executive Global Grade(s): Plans, directs, recommends, and implements policies and procedures to ensure the physical protection and security of the organization's property and assets. Oversees the maintenance and effective operation of the organization's security equipment. Acts as a liaison with local, state, federal law enforcement agencies on all matters pertaining to security Security Manager Global Grade(s): Establishes and maintains adequate security regulations and procedures for the organization. Ensures an adequately staffed and trained guard force, and directs their activities. Assists, advises, and guides all departments regarding security regulations and procedures. Coordinates contacts with outside law enforcement agencies Security Supervisor Global Grade(s): Supervises employees who protect organization and employee property from fire, theft, sabotage, riots or other situations that endanger the well-being of employees or facilities. Admits authorized persons, checks that organization property is not removed without proper approval. Makes periodic inspection tours of buildings and grounds to watch for and guard against fire, theft, illegal entry, infractions of safety regulations, and other irregularities. See Level Guide SUPV Security Guard - Armed Global Grade(s): 6-8 Guards property against damage, fire, theft, trespassing and illegal entry. Makes periodic tours about buildings and grounds, examining doors, windows and gates to ensure that they are properly secured. Ensures identification of employees or visitors by fingerprinting, photographing, interviewing and preparing badges. Investigates disturbances, and in the event of an emergency, maintains order and safety of personnel. May serve as liaison with police on mutual problems. Holds a valid firearms license and carries a firearm at all times when on duty. See Level Guide SUPP Security Guard - Unarmed Global Grade(s): 5-7 Guards property against damage, fire, theft, trespassing and illegal entry. Makes periodic tours about buildings and grounds, examining doors, windows and gates to ensure that they are properly secured. Ensures identification of employees or visitors by fingerprinting, photographing, interviewing and preparing badges. Investigates disturbances, and in the event of an emergency, maintains order and safety of personnel. May serve as liaison with police on mutual problems. See Level Guide SUPP Generic Security Guard Global Grade(s): 5-8 The data reported for this position is a combination of the data reported by participants for the following positions: 1560 Security Guard - Armed and 1570 Security Guard - Unarmed. See Level Guide SUPP3. Training and Development 1445 Top Training and Organizational Development Executive Global Grade(s): Creates a fully integrated learning organization for the company by developing, aligning and delivering organizational development and training activities to meet business goals. Provides internal consulting in training and organizational development to departments: facilitates change management methodologies, and works with management to assess training and development needs consistent with the organization's strategy and vision. Enhances individual and team performance by creating a climate of continuous learning in support of the organization's strategic initiatives.

15 Code Training and Development (continued) 0907 Human Resources Planning Manager Global Grade(s): Directs the short- and long-range planning of the organization's human resources and staffing programs. Establishes policies related to all aspects of human resources, including but not limited to employment, EEO, employee or labor relations, training and development, succession planning, and employee services programs. Develops specific programs and advises functional managers on implementation. Recommends changes in human resources and/or staffing programs to maintain the organization's objectives and competitive position in the marketplace Management Development Manager Global Grade(s): Develops, coordinates and administers management inventory, appraisal, training, placement, counseling and related programs. Provides an adequate and continuing flow of qualified management personnel to fill the executive requirements of the organization Employee Training Manager Global Grade(s): Manages the organization's training by conducting needs assessments, developing appropriate programs including the preparation of aids/materials, and conducting a variety of training programs. May contract with outside vendors in the development and conduct of training programs. Coordinates employee participation in outside vendor training Employee Training Supervisor Global Grade(s): Supervises the analysis and identification of specific training needs for personnel. Supervises employees who plan, develop, administer and conduct programs and specialized training sessions covering new employee orientation, specific on-the-job training, sales techniques and other areas as required. Selects and develops training methods, such as individual coaching, group instruction, lectures, demonstrations, conferences, meetings and workshops. Selects and develops teaching aids such as training handbooks, demonstration models, and visual aids. Coordinates employee testing to measure the effectiveness of training programs. See Level Guide SUPV Employee Training Specialist Global Grade(s): 9-13 Administers, organizes and conducts training and educational programs in connection with management and promotional development, on-the-job training, and employee orientation. Maintains records of training activities and employee progress and monitors effectiveness of programs. The senior levels of this position may design and develop in-house programs. See Level Guide PROF Training Assistant Global Grade(s): 5-8 Provides clerical/administrative support to the training and development function. Schedules, coordinates and maintains master schedule of training programs, courses, and the use of equipment, space and facilities. May resolve routine scheduling conflicts. Distributes course catalogs, processes registration, and answers routine inquiries regarding courses and schedules. Arranges for outside services, such as audio visual assistance, meals and refreshments, housekeeping, maintenance or repairs. Assembles and distributes course materials and teaching aides, as required for each type of program. May operate audio visual services during training programs. Prepares appropriate forms, correspondence, memoranda, and records regarding course attendance, feedback on programs, instructors, etc. Prepares reports and statistical summaries. Maintains and may reorder training material, teaching aides and information on outside programs. Operates a personal computer and appropriate software packages or its equivalent. See Level Guide SUPP3. Information Systems 0900 Human Resources Intranet Web Manager Global Grade(s): Manages and coordinates the design, development, and maintenance of corporate HR intranet web pages. Prioritizes web development activities and implementation, ensuring accuracy and timeliness. Develops HR web standards. Creates tracking tools and provides summary data to management. Develops hardware and software recommendations. Interfaces with corporate web technology experts, HR specialists and vendors Top Human Resources Information Systems (HRIS) Executive Global Grade(s): Plans and directs all aspects of design, development, testing, implementation, and maintenance of new or modified human resources information system(s) to meet the organization's ongoing needs. Researches, analyzes and selects appropriate hardware and software. Coordinates with internal IS/IT staff to ensure the effective integration of HRIS with other business applications, as appropriate.

16 Code Information Systems (continued) 1461 Human Resources Information Systems (HRIS) Manager Global Grade(s): Manages the integration of present human resources office procedures into electronic data processing systems in support of human resources administration and projects. Develops, tests, and implements new or modified systems to meet changing requirements. Recommends new equipment or software to support human resources objectives. Prepares periodic or special reports relevant to the human resources function Human Resources Information Systems (HRIS) Supervisor Global Grade(s): Supervises the implementation and maintenance of human resources records into electronic data processing systems. Implements efficient means of data collection and maintenance. Supervises generation of regular and special reports regarding employee skills, pay data and related information. Recommends changes in methods or procedures to increase efficiency. See Level Guide SUPV Human Resources Information Systems (HRIS) Analyst Global Grade(s): 9-13 Researches, analyzes, designs and maintains desktop computer systems in support of human resources administration and projects. Continually monitors information needs and designs new or modifies existing systems to meet changing requirements. Serves as liaison with information systems staff in resolving programming and related problems. Recommends new equipment or software in support of objectives. See Level Guide PROF Human Resources Information Systems (HRIS) Clerk Global Grade(s): 5-8 Enters and controls data from confidential employee records in the organization's computerized Human Resources Information Systems. Reviews source documents for accuracy and completion of data input, and verifies output. Generates and distributes a variety of reports and statistical summaries regarding employee skills, pay data and related information. May develop queries and generate more reports for authorized personnel. See Level Guide SUPP3. Labor Relations/Legal 1440 Top Labor Relations Executive Global Grade(s): Directs the development and implementation of the organization's plans, policies, and programs designed to maintain satisfactory relations between management and organized labor, as well as union avoidance. Conducts, participates in or advises on contract negotiations. Provides interpretation of federal and state legislation, and collective bargaining agreements. Represents the organization in arbitration cases and hearings Employment Law Attorney Global Grade(s): Interprets and prepares legal documents, analyzes proposed and existing legislation, reviews company policies, monitors and ensures legal compliance, and advises management on legal matters in order to guard the organization against legal liability. See Level Guide PROF Labor Relations Manager Global Grade(s): Establishes and maintains satisfactory labor-management relations. Formulates and administers the organization's labor relations policy, subject to top management guidance and approval. Represents management in labor relations, including the negotiation, interpretation, and administration of collective bargaining agreements Labor Relations Representative Global Grade(s): 9-13 Prepares for, conducts, or advises on contract negotiations. Draws up or assists in drawing up labor agreements. Advises on the administration of labor agreements and on the handling of grievances. Prepares briefs for arbitration cases and conducts presentations at hearings. Advises on the application of the Fair Labor Standards Act, Labor Management Relations Act and other federal and state legislation. Represents the organization in dealings with government agencies such as the National Labor Relations Board and the Wage-Hour Division of the Bureau of Labor. Engages in other personnel activities such as compensation, benefits, recruitment, and training. See Level Guide PROF4.

17 Global Grades In order to address the variety of ways companies describe and structure jobs in markets around the world, Watson Wyatt has developed the Watson Wyatt Global Grades. This Global Grading System is designed to underpin survey job matching on a consistent world-wide basis. The Watson Wyatt Global Grades methodology allows companies to compare positions in this reference with those in other references, from country to country, and has its roots in basic job evaluation. The sizing factors selected are transferable across national boundaries and provide an appropriate mechanism for job matching. The factors include a combination of input factors such as the knowledge, skills and competencies demanded by a job/role as well as output factors such as the nature and scope of impact of the job/role within the organization/business. We have used the factor plan to evaluate a broad sample of jobs from our existing survey databases around the world. (The Watson Wyatt Data Services Global 50 Remuneration Planning Report includes selected jobs that are common and stable to all countries/markets. Many of these jobs are found in all sectors; however, the data provided in the study are sourced primarily from the Industrial, High Technology, and Service Sectors.) Because the use of evaluation points on an ongoing basis to differentiate relative job size can be very burdensome, we felt that a Global Grading System would be a more immediately useful tool. Additionally, we found that while a factor plan will differentiate between job roles as a direct result of organization size, it may not be sufficiently sensitive to reflect all organization scope differences that are important in the collection and analysis of market data, particularly at senior job levels. We discovered through extensive research that there are a number of quantitative and qualitative factors that play a stronger part than others in determining the size of roles of senior executives including: Sales/Turnover Total Assets Under Management (for Financial Institutions) Number of Employees Complexity/Diversity of Organization and Markets (Domestic, International, Global) Geographical Breadth The Watson Wyatt Global Grades methodology described above is a 25-grade job-worth hierarchy, and has been applied to each job and job family currently found in all of our surveys/reports. The hierarchy is mapped out diagrammatically at the end of this section. Benchmark Roles/Jobs Each benchmark job, and its levels contained in this survey/report, has been assigned a discrete global grade (GG) or a range of grades. These levels either reflect a difference in the scope of skills requirements/responsibilities of a single job/role, or different jobs/roles within an organizational hierarchy.

18 Broad Grade Band Definitions Many participants use a series of broad bands or role levels within their internal compensation program. Our Global Grading System can easily reflect that, as shown in the descriptions that accompany each of the groupings listed below and portrayed in the Global Grade Map. Top Management 1 - GG 21-25: This category covers all Senior Executives at the group or board levels in large multinational companies, up to and including Chief Executives. Executives in this band will be responsible for defining business strategy and contributing to the organization through their vision. Top Management 2 - GG 16-20: This category covers all heads of functions or divisions below the group board level in the large multinationals or Chief Executives in medium to large organizations. Heads of Function in this band actively participate in developing company policy and closely advise the Chief Executive on strategy. They will contribute to the organization through strategy definition and implementation and to their function through their vision. Chief Executives and Business Unit Managers in this band will be responsible for defining business strategy and contributing to the organization through their vision. Middle Management - GG 12-16: This category covers Middle Managers below Heads of Function and/or those reporting to Senior Management in medium to large organizations, as well as Top Management positions in small organizations or business units. These positions would typically contribute through their people leadership. Positions with supervisory responsibility not regarded as having full management status would not be included here. This category may also cover Technical Experts, individual contributors who deliver a job that is key to the company. These positions would contribute to the organization through their professional leadership. Professional/Administration/Junior Management - GG 9-16: This category covers Supervisory Positions and Junior Managers where staff responsibility is a large portion of the job, e.g. accounts department supervisors, operations supervisors, etc. The category also includes professional staff, e.g. accounting, computing, engineering, marketing, personnel and purchasing staff. Finally it also covers some senior administrative jobs. Although similarly leveled, these three employee groups differ in their nature. Junior Management jobs contribute primarily through others; administrative jobs contribute independently and professional jobs contribute through the use of their expertise. Some organizations may separate them into different levels based on that criterion.

19 Clerical/Technicians - GG 5-8: This category covers all clerical, administrative and secretarial staff with little or no supervisory responsibility but that contribute independently through their skills to the organization, e.g. junior staff in finance, marketing, office services and personnel functions. It also covers basic computing/data processing staff such as operators, customer service assistants and skilled craftsmen/technicians, as well as senior production operators and occasionally team leaders in manufacturing environments. Manual/Junior Clerical - GG 1-4: This category includes manual workers/operatives, messengers, receptionists, telephone operators, and typists who contribute to the organization with assistance from more senior positions.

20 Global Grade Map Management Career ROLE CONTRIBUTES (THROUGH) Tasks 1 Skills 2 Expertise 3 Leadership 4 Functional Strategy 5FS Business Strategy 5BS BAND GRADE st LINE TOP MANAGEMENT TOP MANAGEMENT MIDDLE MANAGEMENT SUPERVISOR Professional Career 1 2 3T 4T ANCILLARY CLERICAL/ ADMIN. SR. CLERICAL/ ADMIN. TECHNICIAN PROFESSIONAL SENIOR PROFESSIONAL Number of Employees Turnover (US $ MILL) ,600 4,100 10,600 27,500 75, , ,000 2,000 5,000 10,000 50, ,000 PRODUCT COMPLEXITY OF MARKET DIVERSIFICATION Domestic International Global Low Medium High