1975R14-Job Evaluation Classification and Compensation Plan for Employees
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RESOLUTION NO. ~5- R- ILl
A RESOLUTION ADOPTING A JOB EVALUATION,
CLASSIFICATION AND COMPENSATION PLAN FOR
FOR THE EMPLOYEES OF THE CITY OF SCHERTZ.
WHEREAS, the City of Schertz needs a comprehensive
job evaluation, classification and compensation plan in
order to insure equitable pay for and qualified performance
from the employees, and
WHEREAS, the research has been done by a group of
, , graduate students and Alamo Area Council of Governments
representatives and a program formulated, and
WHEREAS, the Council, Personnel Board, City Manager
and City Staff have expressed a desire in such a plan, and
have reviewed the present proposal, NOW THEREFORE,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SCHERTZ,
TEXAS, THAT
The City of Schertz adopt the proposed job evaluation,
classification and compensation plan; and that a copy of
that plan be attached hereto.
PASSED, APPROVED AND ADOPTED this the !!J.o t/:; day of
. /}p;(#(J- · 1975.
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ayor, ~ ty of Schertz, Texas
ATTEST:
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JOB EVALUATION, CL:l.SSIFICATION, AND
COMPENSATION PLAN FOR SCHERTZ, TEXAS
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How The Study Originated
In April of 1974, the City of Schertz requested assistance to develop. .
an employee manual and revise existing job descriptions. At that time, the
City Manager also expressed an interest in preparing an equitable pay plan,
but due to prior commitments and a lack of manpO\'ier, the only assistance
provided was in writing an employee manual. However, it was agreed that a
pay plan would be developed during 1975.
WOrk on the job evaluation, classification, and compensation. plan began
in January, 1975. The technique selected to evaluate, classify, and compensate
employees was the "Weighted Factor Point r'lethed," which is the most widely used
job evaluation method in private industry today. To determine how the salary
structure of Schertz compared with si~ilar organizations in Texas, a statewide
salary survey of cities with populations between 2,500 and 10,000 was also
conducted. Most of the data collection and a considerable amount of the data
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analysis was performed by two graduate student interns, one from St. Mary's
University in San Antonio, and the other from Southwest Texas State University
in San -Marcos.
HETHODOLOGY
Completion of Questionnaires a~d Selection of Job Factors
Rather than revise existing job descriptions, it was decided that new
descriptions for all positions would be prepared. This was accomplished by
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distributing position description questionnaires (sample copies are found
on pages l2~24) to all employees, both supervisory and non-supervisory, with
the exception of the City r'lanager. Each employee completed a questionnaire,
signed it, and 'submitted it to his or her supervisor for further verification.
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While the questionnaires were beir.g completed by employees, meetings were
held with Schertz administrators to select job factors common to all positions~
in order to objectively rate every jOJ. ~i1ne job factors related to responsibility,
working conditions, physical effort, and s~ills were chosen and given a numerical
value. The value (job factor points) given each job factor was not the same,
but varied according to that job factor's i~portance to the organization. For
example, more importance was placed on res~onsibility for the preparation and
maintenance of records and reports than on job conditions. Accordingly, the
former job factor was valued at 70 job factor points, \.,hile job conditions
received only 30 job factor points. The job factors selected to rate all City
jobs and the value given each job factor are shown in the Appendix.
Job Descripti ons
Using the completed position cescription questionnaires, preliminary job
I descriptions were written for all positions. The job descriptions included a
brief summary of the job, typical exan:lples of '",ark perfonned, equipment and
materials used in performing the job, rlorkir.g conditions, the physical effort
needed in the position, arid the skills required. Each employee was shown his
or her job'description and asked to cc,~ent on its accuracy. Although minor
adjustments were made on most job descriptions, only one needed major revisions.
The completed job descriptions, agreed upon by both the employee(s) in the position
and the position's supervisor, are found in the Appendix.
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Position Evaluation and Classification
All positions were evaluated by five Sity administrators and employees
. using the job evaluation criteria previous1y mentioned (see pages 53-55).
The job evaluation committee consisted of the City Manager, Tax Assessor-
Collector, City Secretary, and two st~dent interns. Each evaluator rated
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every job independently of the other four evaluators and gave every job a
total point rating. Of the five ratingst the highest and the lowest total
point rating given each position were dropped, and the middle three total'
point ratings were then added and averaged. Shown below are the total point
ratings (averaged) awarded each City position.
POSITION TOTAL JOB FACTOR POINTS
Ci ty Secretary 308
Bookkeeper 250
Tax Assessor-Collector 347
Tax Cl erk 207
Chief of Police 420
Sergeant/ I nvesti gator 335
Sergeant 330
Patrolman 288
I Police Clerk 208
Ci ty Inspector 322
Streets and Park Superintendent 353
Assistant Streets and Park Superintendent 268
Streets and Park Worker II 212
Streets and Park Worker I 208 '
Civil Defense Coordinator 262
Community Development Coordinator 312
Superintendent of Utilities 377
Assistant Superintendent of Utilities 298
Utilities Foreman 297
. Utilities Office Manager 245
Utilities Worker 230
Util iti es Cl erk 177
Based upon the total point rating each job received, seven salary classes
were established. The salary classest each designed to group similar jobs, are
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of equal intervals (40 points), with the exception of the first salary class,
which has a 35 point spread. The recolTmended salary cl asses for the City o,f
Schertz and the positions within each class are found in the Appendix.
Job Compensation
To determine a pay range for each salary class, a "wage trend line" was
established. This line was determined by plotting each City job on a diagram
where the vertical axis represents monthly pay and the horizontal axis repre-
sents job factor points. By looking at the graph on page 5, it is apparent
that the points tend to fall on a path running generally upward and to the
right. This path was formalized by the drawir.g of a 111 east-squares regression
1 i ne, II where Y=oX+b, Such that
I 0= Nl:X.y - (Ix) (2:Y) , and
NLX2 - (2:xJ
b= (}>) (}:x2)- (Ix) (Ix.y)
N.l:X2 - (IX)2
This line is also known as the line of best fit in that it is the only
straight line which minimizes the variance of the points from the line itself.
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Graphi cally, thi s 1 ine shows the exi sti ng rel ati onshi p between the present
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monthly pay and the job factor points .of the 22 positions.
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The equation for the regression line used in this study was
found to be y = 1.8933x + 39.2045
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If no pay rate deviated one cent from the point rating, one could easily
find the pay rate for any job by looking at the grcph on page 5. First, find
out how many points the job has been given and locate that value on the "Job
Factor Points" line (horizontal axis). Go straight up until the "wage trend
line" is crossed. From this point, go dir:ctly to the left until the "Monthly
Salary" line (vertical axis) is reached. 7he poi nt where the "MonthJy Sal a ry"
line is crossed is the pay rate for the jOJ. Under this approach, every job
woul d fall on the "wage trend 1 i ne. II
However, greater flexibility is provided in pay-setting by the use of
rate range boxes. By the use of these boxes, pay for a job is not absolutely
dictated by its point rating; instead, the point rating of a job establishes
a maximum and minimum amount that may be paid for ~ job. Therefore, a person
judged to be worth more because of considerations such as seniority or merit
or both, may be paid more than another person in the s~oe category.
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With the exception of the lowest rate range box, all of the boxes on
page 5 are of equal width. Each box represents the Ninimum and maximum pay
rate for any job falling within a given point range. Wi thi n each box, "pay-
grades" or "steps" have been establisr.ed, ',,,ith the 10lriest pay-grade paying
the minimum amount provided by the box. Successively higher pay-grades, or
steps, within the box have also been determined, with the highest pay-grade
paying the highest amount the box provides (Inc~ents in pay are based upon
percentages) . Thus, an employee rr.eeting minimum job qualifications can be
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hi red at the pay rate of "the bottom of tr.e box" (entry 1 eve 1) and then given
raises, which can be based upon merit or seniority, or. some combination of both.
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But he cannot be paid_rn.9r.~_ than the upper limi,t~t"~thfLQ,Q..X, unless he is promoted
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to a job with"g'_ht9her.J)2!,~.~ rati ng. Similarly~ applicants whose qualifications
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exceed minimum job requira~ents can be hired at a higher pay rate than entry
level, although still within the pay range established by the box. '(For the
recommended pay-grades for this study, refer to the Appendix).
Cost of Implementinq Pay Plan
To implement this pay plan, the following steps must be taken.
(1) Raise the pay of those employees in jobs which fall below the
lower limit of their salary class' pay range to at least the entry level
of the salary class.
(2) If the present pay of a job falls between the lower and upper limit
of its salary class' pay range but not on a pay grade, raise the pay of the
employee in that job to the next highest pay grade.
(3) If the present pay of a job falls above the upper limit of its J;~
I sala'ry class' pay range, freeze the pay of the employee in that position.
{4) If the present pay of a job falls exactly on a pay grade, no
, adjustments are necessary.
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If this proposal were adopted this year, the minimum additional monthly .~
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payrool increases would be as follows:
PRESENT RECOMMENDED MONTHLY
POSITION PAY PAY GRADE INCREASE
City Secretary $614 S-4 (5) $637 $ 23
Bookkeeper 466 S-3 (2) 483 17
Tax Assessor-Collector 696 S-5 (5) 715 19
Tax Clerk 406 S-2 (2) 415 9
Chief of Police 833 S-7 (5) 873 40
Sergeant/Investigator 683 S-5 (5) 715 32
Sergeant 670 S-5 (4) 681 11
Patrolman (2) 649 S-4 (6) 669 40
632 S-4 (5) 637 5
Police Clerk 406 S-2 (2) 415 9
City Inspector 548 S-4 (2) 550 2
Streets & Park Supt. 608 S-5 (2) 618 10
Asst. Streets & Park Supt. 518 S-3 (4) 532 14
Streets & Park Worker II 500 S-2 (6) 505 5
Streets & Park Worker I (2) 458 S-2 (5) 481 46
Civil Defense Coordinator 588 S-3 (6) 588 --
Community Devel. Coord. 840 S-4 - 840 --
Supt. of Utilities 820 S- 6 (6) 834 14
Asst. Supt. of Utilities 607 S-4 (4) 607 --
Utilities Foreman 556 S-4 (3) 578 22
, Utilities Office Manager 486 S-3 (3) 507 21
Utilities Worker (2) 510 S-2 (7) 535 50
Utilities Clerk 349 S-l (2) 363 14
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TOTAL MONTHLY INCREASES $403
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If this proposal were adopted this year, the minimum additional monthly
payroll increases would be as follG'^,: /
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\ ' PRESENT ' RECOMMENDED MONTHLY
POSITION PAY PAY, GP-AOE INCREASE
City Secretary $614- $-4 (5) $637 $ 23
Bookkeeper 466 ,S-3 (2) 483 17
Tax Assessor-Collector "or S-5 (5) 715 19
0...0
Tax Clerk 406 S-2 (2) 415 9
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Chief of Police , 833 S-7 (5) 873 40
Sergeant/Investigator ., 683 S-5 (5) 715 32
Sergeant \ 670 S-5 (4) 681 11
Patrolman (2) \ 649 S-4 (6) 669 40
\632 S-,4 (5) 637 5
Police Clerk 405 S-2 (2) 415 9
City Inspector 521\ S-4 (l) 524 3
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Streets & Park Supt. 608 \ $-5 (2) 618 10
Asst. Streets & P ark Supt. 518 \ 5-3 (4) 532 14
Streets & Park Worker II 500 \ S-2 (6) 505 5
Streets & Park Worker I (2) 458 \ $-2 (4) 458 _A
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Civil Defense COordinator 560 \ S-3 (6) 587 27
Community Devel. Coord. 800 -- 800 --
.Supt. of Utilities 820 S-6 (6) 834 14
Asst. Supt. of Utilities --- S-4 (4) 607 --
Utilities Foreman 555 $-4 (3) 578 22
Utilities Office Manager 486 S-3 (3) 507 21
Utilities Worker (2) 510 \ S-2 (7) 535 50
Uti 1 i ti es Cl erk 349 'S-1(2) 363 14
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TO TAL HOtIT:-i L Y IN CREAS ES $385
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Future Evaluations of Jobs
For future evaluations of ne\'I jobs or re'evalua.tions of eXisting ones,. '
the following procedure is recommended. First, set up a job evaluation
committee consisting of either three or five members. All members of the
committee. should have an understanding of the job evaluation method being
used and should also be aware that jobs, not employees, are being rated. The
immediate supervisor of the job being evaluated should always be on the committee,
since he/she knows best what the job demands.
Using the form beginning on page 53 of this report, each committee member
rates the job independently of other members to el iminate undue i nfl uence of
one committee member over the others. UNDER ~iO CI RCUMSTANCES is the i niti a 1
evaluation of the job to be conducted in a group discussion manner., After each
member has independently rated the job, the total point ratings given the job
I are added, and this total is then divided by the number of committee members to
arrive at an average point rating. This action assumes that no major variations
exist in the points awarded the job by the different committee members. If any
glaring discrepancies occur, the committee members should discuss the job as a
group to determine the cause of the variations. Generally speaking, there are
two main 'reasons why differences in the point ratings will occur:
(1) One or more the committee members will forget that
jobs, not employees, are being rated. The resul ti ng
evaluation will be biased by the personality of the
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employee(s) in that job, and either a higher or a lower
point rating will be given. , Although it is impossible
. to completely remove ~~ployee personalities from.the job,
. a sincere effort must be made to objectively rate only
the job; otherwise, the system loses its effectiveness.
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(2) One or more of the ~ommittee rr.embers may not fully
understand the factors being used or the degrees
within each factor. When this is the case, it becomes
necessary to carefully explain again how and why the
factors were chosen and exactly what they are supposed
to achieve.
Once the major variations are corrected9 the point ratings given the
job can be added and averaged in the manner previously described. If the
job is evaluated objectively and with a clear understanding of the system,
a "fair" point rating will result.
Periodic review of job descriptions and job evaluations (point ratings)
and correlated pay should take place as a part of the periodic review of the
I organization's personnel structure in general. For the entire system to
remain valid, it must be adequately maintained through updating, revisions,
and additions to meet the constant fluctuations of the American economy, as
well as augmentation and variations of specific jobs and/or cre~tion of new
ones.
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Appendix
1. Position Description Questionnaires
2. Job Descriptions
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3. Job Evaluation Criteria
4. City of Schertz Salary Classes
5. City of Schertz Pay Grades
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POSITION DESCRIPTIO~ OUESTIO~~AlRE
Prepared by: Position Title:
Department: Section: , .
Supervisor's Name: SUJervisor's Title:
1. SUMMARY OF DUTIES: State in your own words briefly your main duties. If you are
responsible for filling out reports/records, also complete Section 8.
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2. SPECIAL QUALIFICATIONS: Lis t any Ii c ens es, p er.:i ts , certifications, etc. required ,
to perform duties assigned to your pos~tion. I
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3. EQUIPMENT: List any equipment, machines, or tools (e.g., typewriter, calculator, motor I
vehicles) you normally operate as a part of your position's duties. I
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Machine Average No. Hours Per Week
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Position Des~ription Questionnaire
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4. REGULAR DUTIES: In general terms, describe d~ties you perform regularly
(e. g., handle customer inquiries, accoun~ for funds, etc.). Please list
these duties in descending order of inportance and time spent on them.
Indicate approximate number of hours spent on each during a normal work
week. List as many duties as possible and attach additional sheets, if
necessary.
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5. PUBLIC/STAFF CONTACTS: Does your job require any contacts with the public or
other department personnel? If yes, please define the d~ties requiring contacts
and how often.
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Position Description Questionnaire
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6. ST.JPERVISION: Does your position have s~?a~sory ras?o~ibilities? ( ) Yes
( ) No. If yes, please fill out a "St:'J:::le::::e:l:al Posi tion Description
Questionnaire for Supervisors" and atta::n i: :0 this fOr::!. If you have respon-
sibility for the work of others but do not ~~re~tly supervise them, please
explain.
7. DECISION MAKING: Please explain the decisi~ you nake .,[lile performing the
regular duties of your job.
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. (a) ~fuat would be the probable result of ycur ~~king (a) poor judgment(s) or
decisionCs), or (b) improper actio~?
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Position Description Questionnaire
Page 4
8. RESPONSIBILITY FOR RECORDS: List the reports and files you are required to
prepare or maintain. State, in general, for wh~ each report is intended.
(a) REPORT I~ITE~;TIED FOR
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(b) FILES t~I~~AI~ED
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9. FREQUENCY OF SUPERVISION: How frequently must you confer with your supervisor
or other personnel in making decisions or in deternining the proper course of !
action to be taken?
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. ( ) Frequently ( ) Occasionally ( ) Seldom ( ) Kever
10. WORKING CONDITIONS: Is your working envirc~ent ( ) Private, ( ) Semi-
private, or ( ) In an "open area"? What disagreeable working conditions,
if any, exist relative to your position?
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Position Description Questionnaire
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\WRKING CONDITIONS: (Cont)
10. (a) Please explain your surroundings, s~c~ cs in an office or outdoors, and
explain your specific working condi tions , (~) ~hat hours do you work?
(c) Explain any work hazards, or unusual ~crking conditions.
II. PHYSICAL OR MENTAL REQUIREMENTS: Explain t~e a=ount of physical/mental effort
required on your job:
(a) Hostly sitting and standing at _-ill
~ (b) Standing; walking, or driving f=cn place to place
(c) Frequent lifting
12. JOB REQUIREMENTS: flease indicate the wini=~ requir~ents you believe are
necessary to satisfactorily perform in your position.
(a) Education:
Minimum School
Number of years
Specialization or major
(b) Experience:
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Type
; Number of years
(c) Special training:
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TYPE ~~1BER OF YEARS
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?osition Description Questionnaire
Page 6
(d) Special Skills:
Typing: w.p.:i!l. Shorthand w.p.m.
Other:
13. .~DIIIONAL I~rO~~TION: Please provide additional information, not included
in any of the previous items, which you feel would be i~ortant in a description
of your position.
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Employee's Signatur~ Date
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Position'Description Questionnaire
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SIJPERVISOR' S SL~E::'~
14. Please indicate the amount of independent action and decision making
ability associated with this position, anc the degree of supervision
required by you.
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15. Please comment upon any sections above which you feel ~y be inaccurate or
incomplete.
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Supervisor's Signature Date
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Su~PLE}fENTAL POSITION DESCRIPTION
QUESTIO~~~~IRE FOR Su~ERVTSORS
This questionnaire is designed to deterr.ine what s~7ervisory cu=ies you are required
to perform, not how well you perform th~. It covers nost of the common supervisory
functions; however, be sure to add information about your supervisory responsibilities
which will assist in evaluating your position. Such iniorrrztioj may be added and
attached, on separate sheets of paper, if necessarj.
NAL'fE TITLE DEPT.
1- List the names and titles of persons you directlv supervise~
Name Title
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2. List the titles, and numbers of persons you indirectly supervise through the
personnel above.
Classification Title No. of Employees
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Supplemental Position Description Questionnaire for Supervisors
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3. Do you determine the duties and priorities of your subordinates and make
changes in work assignments? ( ) ~e.s ( ) No.
If yes, please provide at least two ill~strations.
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4. Do you schedule the work of your subord~nates and determine the methodes) by
which it will be performed? ( ) Yes ( ) No.
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If yes, what factors do you consider in doing so?
5. Are you involved in establishing depar~ental policy? ( ) Yes ( ) No.
If so, please give examples.
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Supplemental Position Description Questionnaire for Supervisors ;
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6. Do you review or spot-check the work of your subordinates?
( ) Yes ( ) No
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Do you maintain production or quality control records of subordinates' work?
( ) Yes ( , ') :No. If so, please give exanples.
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7. Do you participate in the selection of your subordinates?
( ) 'Yes ( ) No. If so, how? ,
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8. Do you determine how subordinates are to be trai~ed? ( ) Yes ( ) No. I
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If so, please give examples. I
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9. Do you participate in training subordinates? ( ) Yes ( ) No.
If so, how?
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Supplemental Position Description Questionnaire for Supervisors
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10. Do you participate in the evaluation or your sUDordinates?
( ) Yes ( ) No
If so, which of the following best describes your role?
( ) Observe perfornance and report to su~ervisor
( ) Assist supervisor in filling out enployees
evaluation forn and conduct the perfo~~nce
evaluation intervie-,J.
( ) Independently prepare evalutiocs and discuss
performance with subordinates.
( ) Other. Please explain
II. Do you interpret conditions of employ=e~t, personnel policies, departmental
rules and regulations, policies, etc. to subordir:.ates?
( ) Yes ( ) No. If not, please explain who does so.
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12. Are you responsible for handling disciplinary probl~s involving employees you
supervise? ( ) Yes ( ) No.
If so, what authority has been given to you and to what extent do you personally
handle such matters?
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Supplemental Position D'escription Questionnaire for Supervisors
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13. Do you participate in determining salary increases for your subordinates?
( ) Yes ( ) No.
If so, please indicate which of the following best describes your role.
( ) ~~ke recammendations to supervisor
( ) Make recommendations to supervisor and explain
salary :i,ncreases to the e!:!p10yees
( ) Independently dete-rmine increases and explain
increases to the ~loyees
( ) Other (Please explain)
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Signature of Employee Date
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Supplemental Position Description Questionnaire for Supervisors "
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I am the supervisor of this employee and concur .with all statements in this
questionnaire, with the exception of the follo'Jing:
(Please use additional sheets if necess~-y).
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. Sup ervisor' s Signature
Date
Department Head's Signatu~e Date
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SCHERTZ JOB DESCRIPTION
DE PARTr-1ENT : Administration
TITLE: City Secretary
SUPERVISOR1S TITLE: Ci ty Manager
JOB SUMMARY
This is general secretarial work for the City of Schertz with no
supervisory responsibilities. Is responsible for the assembling and
maintaining of numerous records and re~orts; provides continuous services
to the public requiring the exercise of tact and diplomacy; makes few
decisions, and mostly of a simple nature.
EXM~PLES OF WORK PERFORMED
l. Records minutes of City Council meetings
2. Types and records all City ordinances, resolutions, and laws
3. Countersigns all City checks
4. Posts all notices of City Council meetings and co~rnittees
5. Issues various licenses and permits
6. Does miscellaneous typing for all departments
7. Maintains records of hospitalization and pension plans
B. Orders office supplies
I 9. Supplies information to cust~ers by phone or in person
10. Performs numerous other job-related duties as required
EQUIPMENT/MATERIALS
Typewriter, adding machine
WORKING CONDITIONS
Works in a large office with little hazard to health or body;
works a 40-hour week, but must attend City Council meetings 2 or 3
times a month
. PHYSICAL DEMANDS
Little physical effort involved, mostly sitting and standing at will
SKILLS
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Requires considerable knowledge of secretarial and office procedures,
and office management methods; 2 to 3 years prior secretarial experience
requi red.
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SCEERTZ JOB DESCRIPTION
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DEPARTMENT: Admi ni s tra ti 0 n
T ITL E : Bookkeeper
SUPERVISOR'S TITLE: Ci ty l-1anager
JOB SW1MARY
This is non-supervisor,!, technical bookke~ping l'Jo'l'k involved in
preparing and reporting financial accounts. Is responsible for the
preparation and maintenance of nUtl.erous records and reports, and
compiles budget reports for presentation to the City Council; has no
contact with the public; makes frequent decisions related to the
bookkeeping of financial records.
EXAMPLES OF WORK PERFO~~ED
1. Posts, checks~ balances, and adjusts accounts
2. Gathers, tabul ates ~ ar:d ~utiimari zes fi nanci a 1 data
3. Prepares and reviews invoices, and is responsible
for accounts payable
4. Compiles statements and prepares accounting reports
5. Posts charges to v3riaus cost accounts
6. Classifies data according to existing accounting systems
i 7. Maintains general and subsidiarj ledgers
8. Prepares and posts the City payroll, and is responsible
for preparing and sub~itting Internal Revenue and Social
Security Administration reports to the appropriate Federal
governmental agencies
9. 'Performs other job-related duties as required
EQUIPMENT/MATERIALS
Typewriter, calculator, acding machine
WORKING CONDITIONS
\>lorks in a well-ventilated office with little hazard to health
. or body; works a 40-hour week
PHYSICAL DEMANDS
. Little physical effort required
26
SKILLS
Requires a working knowledge of the principles, procedures, and
terminology of financial recbrd~keeping; 1 year prior experience in
a related field necessary.
.
I
.
.
.
27
SCHERTZ JC3 DESCRIPTION
DEPARTMENT: Tax
TITLE: Tax Assessor- Co11 ec:or/Assi stant Ci ty t.lanager
SUPERVISOR'S TITLE: Ci ty ~1anager
JOB SUMMARY
This is work supervising and par~icipating in the appraisal and valuation
of property for tax assessment purposes, and in the collection of taxes, with
some city management responsibilities involved in the absence of the City
Manager. Is responsible for the prep~ration of cOGplex, recurring records and
reports; has daily contact with the public requiring the exercise of tact and
diplomacy; makes frequent decisions Iiostly of a difficult nature.
EXAMPLES OF WORK PERFORMED
l. Plans and supervises a progr=:.ll of real and personal
property assessments
2. Supervises the preparation 07 the tax roll
3. Discusses valuation and delir.quent taxes 'dith taxpayers
4. Supervises current and delir~~ent tax collections
5. Testifies in court when tak~rg judgments
I 6. Works with the Board of Equa1ization
7. Supervises a system of property a~praisal and
accounting records
8. As Assistant City Manager, ceals with individual
citizen complaints and other problem areas
9. Performs the duties of City Hanager in his or
her absence
10. Performs other duties as req~ired
EQUIPMENT/MATERIALS
Motor vehicl~, calculator, computer, typewriter
WORKING CONDITIONS
. Shares an office with several ot~er persons, with little hazard to
health or body; works a 40-hour week, but must attend various meetings
, weekly
. PHYSICAL DEMANDS
Little physical effort involved, ~ostly. sitting and standing at will
28
SKILLS
Requires considerable knm</ledge of the pr'inciples, laws, and's'tandards'
of real and personal property appraisal and assessment; a working knowledg.e'
of pUblic administration and accounting practices and procedures necessary;
2 to 3 years prior experience in tax assessing and collecting work required.
I.
.
.
29
SCHERTZ JOB DESCRIPTION
,^
DEPARTr>lENT: Tax
TITLE: Tax Clerk
SUPERVISOR1S TITLE: Tax Assessor-Call ector
JOB SUMMARY
This is general clerical '~Iork in the tax assessing department. Is
responsible for the preparation and maintenance of numerous records and
reports; has daily contact with the publ i c requi ri ng the exerci se of tact
and diplomacy; makes few decisons, and mostly of a simple nature; has no
supervisory responsibilities.
EXAMPLES OF WORK PERFORMED
1. Collects taxes and posts paYKents to records
2. Issues building, electrical, plumbing, solicitor, and
peddl er permi ts
3. Sorts, alphabetizes, and files tax receipts, property
description cards, general lecger cards and other data
related to the functions of the City Tax Office
4. Reviews tax records and forr.s for completeness
5. Is responsible for the transfer of property and title
i information to the city tax records
6. Maintains city tax documents and records
7. Performs other job-related duties as required
EQUIPMENT/MATERIALS
Typewriter, calculator, adding machine>> computer
WORKING CONDITIONS
Works in a large office with little hazard to health or body;
works a 40-hour week
. PHYSICAL DEMANDS
Little physical effort involved
. ' SKILLS
Requires a-working knowledge of records and reports, preparation and
maintenance," and office procedures; some clerical experience preferable
but not necessary.
30
SCHERTZ JOB DESCRIPTION
"
'.,
DEPARTt-1ENT: Police
TITLE: Chief of Police ~.. ,
SUPERVISOR'S TITLE: City ~lariag er
JOB SUMMARY
This is highly skilled work responsible for directing the total
operation of the,police department. Is responsible for the preparation
of technical reports; provides continuous services to the public; makes
frequent decision on matters requiring immediate action and mature judg-
ment; directs, reviews, evaluates, and assists the job performance of the
police department personnel.
EXAMPLES OF WORK PERFORMED
1. Plans, organizes, and directs the department in the maintenance
of law and order,in the protection of life and property, in the
regulation of traffic, i.n the apprehension, arrest and detention
of law violators, and in the maintenance of police records
2. Determines departmental policies
, 3. Meets with city officials, civic groups, and citizens to discuss
law enforcement problems
4. Assists in the development of regulatory ordinances and public
I safety 1 aws
5. Prepares the departmental budget
6. Serves as chairman of the Police Applicant Review Board
7. Determines training requirerr.€nts and makes decisions on all
'departmental appointments, promotions, dismissals and dis-
ciplinary actions
,8. Performs numerous other job-related activities as required
by the City Manager
EQUIPMENT/MATERIALS
Motor vehicle, 2-way radio, radar, typewriter, calculator, weapons
.
~lORKING CONDITIONS
.
Hazards exist which could result in serious injury or death; works
a 40-hour week, but is on call 24 hours a day
.
31
PHYSICAL DEMANDS
, .
Requires the physical strength and agility to make forceful arrests' .
when necessary; requires mental and e~otional stability under trying conditions
SKILLS
Requires considerable knowledge of municipal police administration and
organization, and of the technical and operating principles, practices and
problems of law enforcement and crime prevention activities; 2 years super-
visory experience in police work required, with supplemental training necessary;
certification by the Texas Commission on Law Enforcement Officer Standards and
Education.
.
f
.
.
32
SCHERTZ JOB DESCRIPTION
DEPARTMENT: Police '.
TITLE: S er~-a -'-J I -y-- '-; ~ a~"-
~ e II \0 II;; ~ \0 I ~ \0\,11
SUPERVISOR'S TITLE: Chief of Police
JOB SUM:1ARY
This is work investigating criminal offenses and accidents. Is
responsible for recurring reports 8ade daily; has continuous contact
\-lith ,the public requiring the use of tact and diplomacy; makes frequent
decisions requiri,ng mature judgment; has no supervisory responsibilities.
EXAMPLES OF WORK PERFORMED
1- Enforces federal, state, and local laws
2. Investigates crimes and accidents
3. t1ai ntai ns survei 11 ance of suspects
4. Interviews suspects and witnesses
5. Prepares supplementary reports on prelimina~ investigations
conducted by patrolmen
6. Attends hearings of all major incicents involving juveniles
7. Performs background investigations on police applicants
8. Insures that all suspects arrested are given arrest numbers
! and photographed
9. Performs other job-related duties as required
EQUIPMENT/MATERIALS
Motor vehicle, fingerprint kit, c~-::era, firearms, typewriter, radio
WORKING CONDITIONS
, Exposed to hazards which ~~y result in inju~ or death; works a
40-hour week, but is on call 24 hours a day
PHYSICAL DEMANDS . '
. Requires the physical str~ngth and agility to make forceful arrests
\-/hen necessary; demands mental and emotional stability under trying
condi ti ons
SKILLS
.
Requires a .worklng kno'f/ledge of equipment operations and criminal
investigations; 1 to 2 years police experience required, supplemented by
special training; certification by the Texas Commission on Law Enforcement
Officer Standards and Education.
33
SCHERTZ JOB DESCRIPTION
, .
DEPARTMENT: Police
TITLE: Sergeant
SUPERVISOR'S TITLE: Chief of Police
JOB SUMMARY
This is general police work in protecting life and property, and
enforcing laws and regulations. Is responsible for the preparation of
incident and accident reports daily; has continuous contact with the
public requiring the exercise of tact and diplomacy; makes frequent
decisons on matters requiring i~mediate action and mature juagment; /
is responsible for the supervision of four or five employees.
EXAMPLES OF WORK PERFORMED
1 . Assigns duties to patrol~en, reserves, and Mama Patrol
2. Deploys personnel on duty
3. Patrols the streets and assigned areas
4. Responds to radio dispatcher, answe~ calls and complaints
from the public
5. Assists in the investigation of accidents, felonies, and
misdemeanors
I 6. Enforces criminal and traffic laws
7. Performs numerous other job-related duties as required
EQUIPMENT/MATERIALS
Motor vehicle, typewriter, radar~ radio, weapons
WORKING CONDITIONS
Exposed to hazards which could result in injury or death; on call
24 hours a day; works a rotating shift
PHYSICAL DEMANDS
.
Requires the physical strength and agility to make forceful arrests when'
ne~essary; requires mental and emotional stability under trying. conditions
. SKILLS
Requires a working knowledge of equipQent operations, records prepara-
tion, and office procedures; at least 2 years prior experience in police-
related work required; certification by the Texas Commission on Law Enforce-
ment Officer Standards and Education.
34
SCHERTZ JOB DESCRIPTION
",
DEPARnlENT: Police
TITLE: Patrolman
SUPERVISOR'S TITLE: Patro 1 Sergeant
JOB SUMMARY
This is general police work protecting life and property and enforcing
laws and regulations. Is responsible for the preparation of daily records
and reports; his daily contact with the public requiring the ~xercise of
tact and diplomacy; makes decisions requiring mature judgment; has no
supervisory responsibilities.
EXAMPLES OF WORK PERFORMED
1. Patrols the streets and assigned areas
2. Responds to radio dispatches, answers calls and complaints
from the public
3. Di rects and control s the f1 O\'i of traffi c
4. Conducts school orientation on bicycle and pedestrian safety
5. Assists in the investigation of accidents, felonies, and misdemeanors
6. t<lakes arrests and handl es pri scmers' routi ne processes
7. Enforces criminal and traffic laws
I 8. Administers first aid when necessary
9. Performs other job-related duties as required
EQUIPMENT/MATERIALS
Patrol vehicle, typewriter, doppler radar, 2-way radio, weapons
WORKING CONDITIONS
Hazards exist which could result in injury or death; on call 24 hours
a day; works a rotating shift
PHYSICAL DEMANDS
.
Requires the physical strength and agility to make forceful arrests
when necessary; requires mental and emotional stability under trying conditions
, SKILLS
Requires a working knowledge of equipment operations and record prepara-
tion; no experience necessary; certification by the Texas Commission on Law
Enforcement Officer Standards and Education.
35
SCHERTZ JOB DESCRIPTION
DEP ARTMan: Police
TITLE: Police Clerk
SUPERVISOR'S TITLE: Chi ef of Po 1 i ce
JOB SUMMARY
This is clerical and dispatching work in the Police Department. Is
responsible for the preparation and maintenance of extensive records ,
and reports; has daily contact with the public; makes decisions on matters
requiring immediate action; has no supervisory responsibilities.
EXAMPLES OF HORK PERFORMED
l. Answers the telephone and relays messages to thel
patrolmen
2., Handles information requests
3. Is respo'nsible for all dt;partr.:ental typing
4. Mai ntai ns, and updates recoros and reports fil es
5. Assists in the accounting of departmental funds
6. Acts as matron \.,hen necessary
7. Performs other job-related duties as required
I
EQUIPMENT/MATERIALS
Radio, typewriter, calculator
WORKINGCONDIT~dNS
Works in a well-ventilated, well-lighted office with occasional
exposure to hazards which might result in injury or death; works a 40-hour
\'leek, bu tis on call 24 hours a day
PHYSICAL DEMANDS
Job involves mostly sitting and standingt with little physical effort
. i nvo 1 ved
SKILLS
. Requires a working knowledge of records and reports preparation and
maintenance, and of office procedures; 1 year experience in a related
field required.'
35
SCHERTZ JOB DESCRIPTION
"
DEPARTt1ENT:
TITLE: City Inspector
SUPERVISOR'S TITLE: Ci ty ~'anager
JOB SUt1MARY
This is general building, housing, electrical, and plumbing inspection
work with no supervisory responsibilities. I~ responsi b 1 e for the preparati on '
and maintenance of recurring technical records and reports; has daily contact
with the public requiring the exercise of tact and diplomacy; makes frequent
decisions requiring mature judgment.
EXAMPLES OF WORK PERFORMED
1- Enforces building, electric, gas, plumbing, and housing codes
: 2. Is responsible for all building inspections and reports
3. Reviews plans for structures involving difficult and unusual
prob 1 ems
4. Consults \.lith engineers, architects, and contractors regarding
technical questions
5. Answers.citizen'inquiries regarding zoning ordinances, housing
I and other building-related codes
6. Attends building officials conferences
7.. Recommends new ordinances or revisions to existing ordinances
8. Supplies builders with information related to building codes
and ordinances
9. Approves certificates of final inspection
10. Performs other duties as required
EQUIPMENT/MATERIALS
Motor vehicle, typewriter, measuring tapes
WORKING CONDITIONS
Hazards exist which could result in lost time or accident; works
. a 40-hour week
PHYSICAL DEMANDS
Work involves mostly standing, walking, and driving from place to
place
37
, SKILLS
Requires considerable knowledge of building inspection proced~res
and codes, and records preparation; requires 3 years experience in a '.,
re 1 a ted fi e 1 d.
'f.;,
, !
.
,
38
SCHERTZ JOB DESCRIPTION
DEPARnIENT: Streets and Park
TITLE: Streets and Park Superintendent
SUPERVISOR'S TITLE: City Manager
JOB SW'1MARY
This is supervisory work responsible for directing the maintenance and
construction of City streets and park areas. Is responsible for the pre-
paration of recurring records and reports; has daily contact with the public
requiring the exercise of tact and diplo~4cy; makes frequent decisions re-
quiring mature judgment; directs, reviews, evaluates, and assists the job
performance of 4 or 5 employees.
EXAMPLES, OF WORK PERFORMED
l. Plans, organizes, directs, inspects, and coordinates
the work of crews engaged in the construction and maintenance
of streets, sidewalks, curbs, gutters, and park areas
2. Schedules assignments for the various crews
3. Observes unsafe work methods, equipment, and conditions
and directs their correction
I 4. Reviews plans and specifications of work to be done and
instructs subordinate supervisors in procedures on more
difficult jobs
5. Estimates material quantities and project costs
6. Maintains work orders and progress reports
7. Interviews and makes recommendations on the hiring,
promoting, and discharging of Streets and Park personnel
8. Purchases supplies and equipment
9. Confers with the City Engineer regarding construction and
major repair work
10. Performs numerous other duties as required
EQUIPMENT/MATERIALS
Pickup truck, construction equipment
.
WORKING CONDITIONS
, Shares an office with several other persons, with little hazard to
health or body; works a 40-hour week, but ;s on call in case of an emergency
.
39
PHYSICAL DEMANDS'
Work involves mostly standing, walking, and driving from place' to place
SKILLS
Requires considerable knowledge or the materials, equipment, and practices
used in the construction and maintenance of streets; 3 to 5 years experience
in ~treet construction work required, with some supervisory experience necessary.
.
I
.
.
~
SCHERTZ JOB DESCRIPTION
..
'.,
DEP ARnlENT: Streets and Park
TITLE: Assistant Streets and Park Superintendent
SUPERVISOR'S TITLE: Streets and Park Superintendent
JOB SUMMARY
This is supervisory work in street maintenance, construction and
reconstruction. 'Occasionally prepares simple records or reports; has
limited contact with the public; makes decisions daily on a variety
of items.
EXAMPLES, OF WORK PERFORMED
l. Assigns duties to subordinates
2. Receives complaints and work orders pertaining to streets,
sidewalks, curbs, and gutters
3. Makes field inspections on the progress of jobs
4. Is responsible for the proper maintenance of trucks
and other construction vehicles and equipment
5. Maintains work records and prepares reports
6: Receives emergency calls and directs the necessary
I corrective action
7. Assumes the duties of the superintendent in his or her
absence
8. Performs other job-rel ated duti es as requi red
EQUIPMENT/MATERIALS
Street sweeper, pickup truck, aUger, front-end loader, trailer
WORKING CONDITIONS
Exposed to hazards ~hi ch may resul tin accident or lost time; works
a 40-hour week but is on call 24 hours a day
.
PHYS I CAL DEMANDS
Work involves mostly standing, walking, and driving from place to place
. SKI LLS
Requires considerable knowledge 'of construction materials, and of
equipment operations and maintenance; two years experience in a construction
related field with some supervisory experience necessary.
41
SCHERTZ J03 DESCRIPTIOtI
"
'.
DEPARTMENT: Streets and Par%
TITLE: Streets and Par% Worker II
SUPERVISOR'S TITLE: Streets and Park Superintendent
JOB Sm1MARY
This is work involved in the construction, maintenance, and repair
of City streets. Has limited responsibility for the preparation of
reports; has daily contact with the p~blic; makes numerous decisions
weekly, varying in complexity; supervises several employees.
EXAMPLES OF WORK PERFORMED
1. Supervises and participates in the work of a crew engaged
in the construction, maintenance, and repair of city streets,
sidewalks, curbs, and gutters
2. Investigates complaints -received from the public regarding
the condition of streets
3. Operates power tools and equ~pillent
4. ,.Estimates material costs
5. Maintains the restrooms in the park in sanitary conditions
I 6. Mows the park grass during the Swimer months
7. Performs other duties as required
EQUIPMENT /MATERIALS'
Dump truck, street sweeper, fro nt- end loader, mO\'1ers, box scraper,
auger, asphalt cutter, other 'construction equipment and materials
WORKINGCONUITIONS
Hazards exist which coulc,l result in lost time or accidents; works
a 40-hour week
PHYSICAL DEMANDS "
.
, ,
Requires the physical stre,ngthassotiated with hard labor
SKILLS
.
Requires an above-average knowledge of ,construction materials, and
equipment oper~tions and maihtenance~ 1 year ptior experience in ,street
maintenance and repair work necessary.
42
SCHERTZ J03 DESCRIPTION
"
"
DEPARTI~ENT : Streets and Park
TITL E: Streets and Par~ i40rker I
SUPERVISOR1S TITLE: Streets and Park Superintendent
JOB SU~1MARY
This is unskilled and semi-skilled work involved in the construction,
maintenance, and repair of City streets. Is not responsible for the pre-
paration of records or reports; ha~ daily contact with the public; makes
few decisons,mostly of a simple nature; has no supervisory responsibility.
E~~PLES OF WORK PERFOP~ED
1. . Loads and unloads materi a 1 s
2. Excavates and backfills trenches and excavations with
hand tools
3. Cleans and does simple repairs on gutters, drains,
pavements, culverts, and other strJctures
4. Shovels and spreads base and paving materials in street
repairing
5. Spreads and rakes asphalt
I 6. Operates power tools and equipnent
7. Performs rough painting, carpentrj, and concrete work
8. Occasionally operates truck and other light equipment
9. Mows park grass during the SLmmer ~~nths
10. Performs other job-related duties as required
EQUIPMENT/MATERIALS
Dump truck, front-end loader, asphalt cutter, auger, mowers, shredder
WORKING CONDITIONS
Hazards exist which could result in lost time or accident; exposed
to all weather conditions; works a 40-hour week
.
PHYSICAL DEMANDS
Requires the physical strength ar.d agility associated with hard labor
SKILLS
Requires a basic knowledge of construction materials and equipment;
some experience in construction work preferable but not necessary.
-
43
SCHERTZ JOB DEsCRIPTION
DEPARTMENT:
TI TL E : Civil Defense Coordinator,
, SUPERVISOR'S TITLE: Ci ty Manager
JOB SUMMARY
This is non-supervisory work coordinating local civil defense activities.
Has limited responsibility for the preparation of records or reports; has
little contact with the public; makes decisions daily, varying in complexity.
EXAMPLES OF WORK PERFORMED
1. . Coordinates a public infonTIation program to maintain
, all residents infonned of civil defense activities
2. 11afntains an emergency warning system
3. Maintains an emergency operations center in proper
conditi on
4. Directs a training program to prepare the civil
, defense organi zati on for emergency operati ons
5. Prepares, reviews, and revises Emergency Operations Plans
and maintains the plans current
6. Maintains liaison with state and federal civil preparedness
I agen ci es
7. Performs other duties as required
EQUIPMENT/MATERIALS
Motor vehicle, typewriter, calculator
WORKING CONDITIONS
Works in a well-ventilated office with little hazard to health or~
body; works a nonnal 5-day, 40-hour week
PHYSICAL DEMANDS
.
Work involves mostly standing, walking, and driving from place to
place
. SKILLS
Requires a"basic knowledge of civil defense operations and procedures;
6 months experience in civil defense activities necessary.
\
44
SCHERTZ JOB DESCRIPTION
"
'.
DEPARTNENT:
TITLE: Corrnunity Development Coordi nator
SUPERVISOR'S TITLE: Ci ty Manager
JOB SUMMARY
Thi 5 ;'5 supervi sory \10rk involved in; denti fyi ng communi ty needs and
problems, and allocating Federal funds to the development of the City of
Schertz. Is responsible for the preparation and ~aintenance of complex
records and reports; has daily contact with the public; makes frequent
decisions requiring mature judgment.
EXAMPLES OF WORK PERFO~~ED
l. Identifies community r.eeds and problems
2. Is responsible for coordinating the allocation of
Federal funds to the deve,loprr:ent of the City'
3. Accounts for Federal Block Grant Funds
4. Presents status reports to the City Manager, the City
Council) and the citizens of Schertz
5. Obtains cost estimates and coordinates projects with
engineers and contractors
I 6. Handles customer inquiries
7. Researches Federal programs
8. Performs other duties as required
EQUIPMENT/MATERIALS
Typewriter, calculator
WORKING CONDITIONS
Works in an open office area with little hazard to health or body;
works a 40-hour week
. PHYSICAL DEMANDS
Little physical effort involved, mostly sitting and standing at will
SKILLS
,
Requires a working knowledge of financial ~anagement principles and
procedures; B.A. degree in Business Administration or Community Planning,
or 3 years experience in the financial management of federally funded
programs necessary.
45
SCHERTZ JOg DESCRIPTION
DEPARTMENT: Uti 1 iti es
TITLE: Superintendent of Utilities
SUPERVISOR'S TITLE: Ci ty Manager
JOB SUMMARY
This is hi'ghly skilled and responsible work in directing the total
operation of the Utilities Depar~ent. Is responsible for the preparation
of complex, recurring records and reports, assembled from a variety of
sources; has daily contact with the public requiring the use of tact and
diplomacy; makes frequent decisions requiring mature judgment; directs,
reviews, evaluates, and assists the job performance of the Utilities
Department personnel.
EXAMPLES OF WORK PERFORMED
1- Plans, organizes, and schedules the daily activities of
the Utilities Department'
2. Supervises the departmental personnel
3. Insures that the water and seW2r systems are operated in
compliance with local, county, state, and federal regu-
lations
I 4. Prepares th~ budget for the Utilities Department yearly
and submits it to the City r'\anager for approval
5. Estimates project costs
6. Revi ews the conditi on of the 'dater and wastewater
faci 1 i ti es
7. Purchases departmental supplies
8.' Assists planning of new or improved water
and sewer mains, service lines, lift stations and
pumping facilities
9. Performs numerous other duti es as requi red
EQUIPMENT /MATERIALS
Pickup truck
.
WORKING CONDITIONS
Works both indoors and outdoors, with exposure to toxic gases and
chemicals; works a 40-hour week, but is on call 24 hours a day
I
46
PHYSICAL DEMANDS
, .
Work involves mostly standing, walking, and driving from place to ' ,
place
SKILLS
Requires consiperable knowledge of water and sewer systems operations
and maintenance; 3 to 5 years supervisory experience in water and sewer
works necessary; state certification in water and wastewater treatment.
,
.
47
SCHERTZ JOB DESCRIPTIOH
, '
','
"
DEP ARniENT: Util i ti es
TITLE: Assistant Superintendent of Utilities
SUPERVISOR'S TITLE: Superintendent of Utilities
JOB SUMMARY
This is supervisory work responsible for directing the construction,
maintenance and operation of all \'iater and sewer facilities. Is responsible
for the preparation of records and reports; has contact with the public
several times a week, requiring the use of simple courtesies; makes decisions
dai ly, vary; ng ; n complexity.
EXAMPLES OF WORK PERFORMED
1. Directs the construction, maintenance, and operation
of all water and sewer facilities
2. Assists in the planning pf ne'", ",ater and sewer mains,
service lines, lift stations and pumping facilities
3. Inspects all new constrJction work
4. Assists in material cost esti~ates and reviews depart-
ment requisitio,ns for materials
! 5. 'Maintains job cost analyses of construction operations
6. Assists in preparing the budget for the Utilities
Depa rtment
7. Performs other job-related duties as required
EQUIPMENT/MATERIALS
Pi ckup, truck
WORKING CONDITIONS
Works both indoors and outdoors, with exposure to toxic gases and
chemi ca 1 s; wo rks a 40-hou r week, but is 0 nca 11 24 hours a day
. PHYSICAL DEMANDS
Work involves standing, walking, and driving from place to place
. SKILLS
Requires considerable knowledge ,of water and sewer systems operations
and facilities; 2 to 3 years experience in water and sewer systems necessary;
state certification in water and wastewater treatment.
48
SCHERTZ JOB DESCRIPTION
"-
",
DEPARTMENT: Util i ti es
TITLE: Foreman
SUPERVISOR'S TITLE: Superintendent of Utilities
JOB SUMMARY,
This is skilled work supervising a water and sewer crew. Has some
responsibility for the preparation of records and reports; has frequent
contact with the public requiring the exercise of tact and diplomacy;
makes decisions daily on matters requiring immediate action.
EXAMPLES OF WORK PERFORMED
1- Supervises the work of a crew engaged in water and
sewer maintenance
2. Reads meters, fixes leaks, and clears sewer stoppages
3. Makes sewer and water taps
4. Connects and disconnects water service
5. Maintains lift stations, well sites, and sewer and water
lines in proper condition
6. Is responsible for accumulating information for reports
I preparation
7. Performs other duties as required
EQUIPMENT jMATERIALS '
Backhoe, wel der, front-end loader, shredder
WORKING CONDITIONS
Hazards exist which could result in lost time or accident; works
a 40-hour week, but is on call in case of an emergency
PHYSICAL DEMANDS
. Work involves mostly standing, walking and driving from place to
place
SKI LLS
.
Requires a working knowledge of equipment operations and maintenance'
2 years prior experience in ""ater and s,e'~/er maintenance work required' valid
Texas Vehi cl e Operators li cense necessarj. '
49
SCHERTZ J03 DESCRIPTION
"
,
DEPARTNENT: Util i t-j es
TITLE: Utilities Office Manager
SUPERVISOR'S TITLE: Superintendent or Utilities
JOB SUNMARY
This,is general office and clerical work in the Utilities Department.
Is responsible for the preparation of daily records and reports; has con-
tinuous contact with the public requiring the exercise of tact and diplo-
macy; makes decisions daily, varying in complexity; has limited supervisory
respons i bi 1 i ty.
EXAMPLES OF WORK PERFORMED
1- Meets the public, accepts pay~ent of fees, and explains
regulations
2. Maintains a variety of forms and records containing
information from different sources
3. Checks records for accuracy and cOllipleteness
4. Prepares routine correspondence
5. Codes and classifies infonmation
6. Prepares statements for payment
I 7. Fills out forms to send to State Health Department
8. Answers telephone
9. Performs other duties as required
EQUIPMENT/MATERIALS
Typewriter, adding,machine, cash register, postage machine', computer
WORKING CONDITIONS
Works in a well-ventilated office with little hazard to health or.
body; works a 40-hour week
. PHYSICAL DEMANDS
Work involves mostly sitting and standing at will
. SKILLS
Requires a' working knowledge of office procedures and practices,
and standard office equipment operations; 1 year prior clerical experience
requi red. '
50
<<'
SCHERTZ JOB DESCRIPTION
','
,^
DEPARTMENT= Uti 1 i ti es
TITLE: Util i ty Worker
SUPERVISOR'S TITLE: Superintendent of Utilities
JOB SU~1MARY
Thi s is non-s upervi sory \'/0 rk in the Uti 1 i ti es Department. Has no
responsibility for the preparation of records or reports; has contact
with the public several times a week requiring the exercise of tact and
diplomacy; makes several decisions weekly, and of a simple nature.
EXAMPLES OF WORK PERFORMED
l. Does maintenance work on pumps, motors, water lines, sewer
lines, and water meters
2. Makes water and sewer taps
3. In~talls and reads meters
, 4. Lays water and sewer lin~s
5. Fixes water leaks
6. Perf9rms other job-related duties as required
EQUIPMENT/MATERIALS
I
Backhoe, shredder, rooter machine, welder, tractor, air-compressor,
WORKING CONDITIONS
Works outdoors most of the time with hazards to health and body;
works a normal 5-day, 40-hour week, but is on call 24 hours a day
PHYSICAL DEMANDS
Requires the physical strength associated with hard labor; work involves
standing, walking, and driving from place to place with frequent lifting .
requi red"
.
SKILLS
Requires a working knowledge of equipment operations and maintenance;
six months experience in a related field required; must have a valid Texas
. Vehicle Operator's License.
Sl
SCHERTZ JOB DESCRIPTION
'-,
DEPARTMENT: Util i ti es
TITL E: Utilities Clerk
SUPERVISOR1S TITLE: Utilities Office Manager
.
JOB SUMMARY
This is non-supervisory \./ork in the Utilities Department receiving and
accountfng for cash payments. Is responsible for the preparation and mainte-
nance of recurring records; has constant contact with the public requiring
the exercise of tact and diplomacy; makes few, if any, decisions.
EXAMPLES OF HORK PERFORMED
1- Receives payments, makes change, and issues receipts
2. Endorses, and lists checks received
3'- Answers telephone-and transfers calls
4. Receives-water and sewer service deposits
5. Makes bills, and posts collections and penalties
6. Performs other duties as required
I EQUIPMENT/MATERIALS
Cash register, typewriter, adding machine, computer
WORKING CONDITIONS
Works in a large office with little hazards to health or body;
works A 40-hour week
PHYSICAL DEMANDS
Little physical effort required
SKILLS
.
Requires a basic knowledge of general clerical and office procedures;
some clerical experience preferred but not necessary.
.
52
J03 EV.-li. U~.IIOS C?2IT?..:::2:.
..
,<,
~'. '
Point
Factor 1 Responsibility for Recc=ds a~d Re~or~s Value
Degree
1- No responsibility for reports and/or re~o=~s 0
2. Occasionally prepares simple reports a~/or reco=cs; nay be
responsible for handling money 30
3. Responsible for recurring reports and/or re~o=~s; ass~bli~g
information from more than one source 40
4. Job involves complex and/or technical reports a~d/or records 70
Factor 2 Meeting the Pu:,lic
Degree
1. Has little or no contact with the p~~lic 0
2. Renders simple public services several ti=.es a -..-ee~ 20
I
3. Daily c9ntact with public which requires s;~?le cc~rtesies and
exercise of tact and diplooacy 40
4. Continuous services to the public freqt!e::l~ly i!l7:l17ing sensi-
tive oatters demanding uttlost tact a::d rescurcefu1:le5S 60
Factor 3 Decisio::l-:r:>~5:::lg
.
Degree
1. Few, if any decisions and at a simple le~el 10
2. Several decisions weekly requiring sc=e inter?retations or
judgcents 20
3. Daily decision-making on a variety of it~~ fr~ s~?le to
difficult 30
4. Frequent decisions with few precedents or st~iarcs; requires
, mature judgment 40
53
,
Factor 4 Resnonsibili~ f~= O:~=rs Point.
Value
Degree "
1. ,Is only responsible for h;~~='; Ci~ ~s jDb 15, ..
2. Is responsible for the actions a=.:i j CD ?a=:;)r:"'~"'c= of C::l= or 25
more employees
3. Direct full time responsibility fo= C:i:-:;::;-;:!g, revi::.-;'="'~, evalu- 40
ating, d . i 'b"- - .
an a~s~st ng JO perro=-=~:= Dr C~= or ~ore ~?~oyees
Factor 5 horki.::.g C::_::.it::.~
.
Degree .
1. Little hazard to health or bocy, s~~~a== ~~?;tio~ -~th
adequate lighting, heating, venti2.::.~::-n, ;t~. 20
2. Hazards exist which may result: in 1::5:: ::~e, acci.de::-: , 40'
exposure to soiling of clothi:::g a::l::' ski:: s~fac;s; -.-o::-k
involves normal weather changes'
! 3. E:h.-posure to hazards which tight r::s:.:l: ~ s::....-20i.:S i::.j'..::r: or 60
death; may work under extre::.,a o-=t:~~~r c==:.::itions
i
Factor 6 Job Co=.::::. =-:--c3
Degree
1. Normal officewor~ng hours; .5-Ca.y ~ ~O-=-c:Jr ~-e;k 10
2. Some unusual wor'king hours, irre.?;ula.r i::n.=s or sr---; ;:::;, =E-.y 20
involve occasional travel
. Constant unusual working hours, on C"~'1 2~ hours a -==y, =.ay
3. 30
involve frequent travel
Factor 7 Phvsi~::>! ;::;::z::::.s .
. Degree
1. Little or no physical effort; :r=S:"T':::e.s --: tt1.e =..0'7===:1:: azld 20
infrequent lifting greater the::! 5-:5 ,....-
--:;,.
. 2. Physical effort limited to lifti::.~ 2:-2J };5.; -2=~ ~n~olvas 30
standing and walking froo pla~= to ?~e~:
3. Continuous lifting of heavy caterii:s; ::O::5~~t ?~J5ic=1 ::.ove- 50
ment; demands physical stre::lgth as:~~ia:=c .-ith ~a=~ labor or
forceful physical contacts
54
..
- -. Po iot ,
~'=:'~Y-'..:... e-:: 2::: , '
factor S Value .:,
-
Degree
1- Requires little kno'..lledge o~ -eqci:p=:::J.t o?=::atic:::.s ~r ~:dn""
tenance, records preparatic~ ~~~/or opcratio=s ~~ ctber
deparbents 20
2. Needs sbple knowledge to parlor!:! cqci;::::fmi: ::~E..i.=,:::~"''''ce c:nd/or
'operatio:!.s, report prepcra.tio::l., a::1I1 ge::.er21 :i~o-=-=ztio:!. of other
depart::lents - 40
3. Requires considerable kuo-..ledge of e~~?=~:: Q?e=a=.ons and/or
naintenance, inter-depart::le:!.tal o?==a~o::.s; ~y =e7ie.; and eval-
uate reports and records 60
Factor 9 E:r:J:.~ :::--':""'0.
-------
Degree
1. ~ experience nec.ess~-y 0
.
I 2. SO!!le experie::!.c.e preferable, o:!t C2:l be acc-:.=ul.a::e:d ci.uri:!g
2 to 6 r::onth3 enployment in p~5itio:l 10
3. Suffici,ent experience invol7i::g a??=c-ri'-..;:;:;::>ly 1 !:() 2
years e=;>loynent in related fiald c.=!-3./or CE:l be sU??lez::.ented
by seme special schooling in tile field 30
, ..
4. Kecessary' experience reqniTing ap?ro71~"'t~17 3 ~o 3 years
employt:1ent in related field and/or -Ca::l be s,-"??l~e:lt;ed by
2 years special schooli:::g 60
.
.
.
..
.
55
CITY OF SCHERTZ SALARY CLASSES
,>
S-l (170-204 pts.) S-6 (365-404 pts. )
Uti 1 iti es Cl erk Utilities Superintendent
S-2 (205-244 pts.) S-7 (405-445 pts.)
Tax Clerk Chief of Police
Police Clerk
Streets and Park Worker II
Streets and Park Worker I
Utilities Worker
S-3 (245-284 pts.)
Assistant Streets and Park Superintendent
Civil Defense Coordinator
Utilities Office Manager
Bookkeeper
I S-4 (285-324 pts.)
City Secretary
Patrolman
City InspectQr ,
Community Development Coordinator
Assistant Utilities Superintendent
Utilities Foreman
{"
S-5 (325-36~pts.)
Tax Assessor-Collector
Sergeant Investigator
Sergeant
Streets and Park Superintendent
.
56
CITY OF SCHERTZ SALARY CLASSES
PAY GRADES '.
1 2 3 4 5 6 7
2JOO 2.10 2.20 2.31 2.43 2.55 2.70
S-l 346 363 381 400 420 441 467
4152 4356 4572 4800 5040 5292 5604
2.28 2.40 2.52 2.65 2.78 2.92 3.09
$-2 395 415 436 458 481 505 535
4740 4980 5232 5496 5772 6060 6420
2.66 2.79 2.93 3.08 3.23 3.39 3.60
$-3 460 483 507 532 559 587 622
5520 5796 6084 6384 6708 7044 7464
, "
3.03 3.18 3.34 3.51 3.68 3.87 4.10
S-4 524 550 518 607 637 669 709
6288 6600 6936 1284 7644 8028 8508
3.40 3.57 3.75 3.94 4.13 434 4.60
S-5 589 618 649 681 715 751 796
7068 7416 1788 8172 8580 9012 9552
3.77 3.97 4.16 4.37 4.59 4.82 5.10
! S-6 653 686 720 756 794 834 883
7836 8232 8640 9072 ' 9528 10,008 10,595
4. 14 4.35 4.57 4.80 5.05 5.30 5.61
$..7 717 ' 753 791 831 873 917 970
8604 9036 9492 9972 10,476 11,004 11,640
.
,
1
57