The Evaluation Process

At Stony Brook, positions in the Professional Services Negotiating Unit are evaluated using a point factor plan designed to analyze the knowledge, experience, accountability, internal and external contacts, problem solving, and breadth of organizational impact needed to perform the job. The incumbent's accomplishments are not considered in the position evaluation process, only what is needed to perform the job.

For example: an incumbent may have a Ph.D. degree, but as an entry level administrator the Ph.D. degree is not needed to perform the job duties.

Knowledge and Experience

Knowledge and experience is defined as the sum total of every kind of skill, however acquired, needed for acceptable job performance. The equivalency of work experience and formal education is considered when evaluating a position's knowledge and experience requirements. For example: a technical position such as Physicist would require a degree, but administrative positions could probably be handled extremely well by non-college graduates who have the specific work experience.

Accountability

Accountability measures the responsibility for action and for the consequences of action. It is the measured effect of the job on end results. To what degree is the position free to develop answers to the problems it faces. Some problems are solved by following routine instructions and there is no room for deviation. Others, however, are solved within the broader confines or organizational policy and sound business judgment.

Internal and External Contacts

Internal and external contacts considers the characteristics and extent of the communication between and incumbent and students, staff and the public. Do they obtain and/or provide general information? Do they provide advice involving information which is non-standardized? Do they provide advice requiring a high degree of skill and diplomacy? Do they provide direction requiring a high degree of skill, diplomacy and leadership usually indicative in running a department?

Problem Solving

Problem solving measures the intensity of the mental process required by the job. Problem solving is the original self-starting thinking required for analyzing, evaluating, reasoning, arriving at and making conclusion. It defines the complexity and uniqueness of the problems normaly faced in the position. They may range from the repetitive to the uncharted or creative. Things that will be considered are: Do problems tend to reoccur? Are there differing situations requiring the incumbent to pick and choose decisions based on prior knowledge or experience or is the incumbent expected to define the problem, develop the alternatives and develop a recommended course of action?

Breadth of Organizational Impact

Breadth of organizational impact considers the size of the area in which the job operates. Is it the whole organization or a single department, or unit? To what degree is the person in the job free to take action without consulting higher authority. It measures the budget dollars that the incumbent is responsible for. It considers the role that the position plays in administering the budget:

• Interpretive: Informational or recording.
• Contributory: Interpretive or advisory for use by others in taking actions.
• Shared: Participating with others (except own subordinates and supervisors) within or outside the organizational unit in taking action.
• Primary: Controlling impact on end results. Final approval authority.