RATING GUIDES FOR JOB ELEMENTS

• Introduction

• How to Identify the Rating Guides to Use

• When to Use Rating Guides

• How to Use Rating Guides

• Relationship to Job Grading Standards

• Rating Guide Index

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INTRODUCTION

This Appendix contains rating guides for job elements that have been identified as being common and characteristic of trades and labor jobs. Each guide has the same number and title as the job element to which it pertains; it usually contains the following information:

Description of Job Element:

This paragraph describes the nature of the knowledge, skills, or characteristics covered by the rating guide. Related job elements are cross-referenced when necessary.

Work Examples:

Degrees of complexity to which this element is found in various occupations are illustrated by showing actual work examples.

Levels of Ability:

Levels of ability are described in broad, general terms applicable to all lines of work. (These levels must be expanded locally to fit individual situations).

Sample Questions:

Specific questions are shown to help in eliciting the kind of information needed for rating candidates on the elements. The questions may be re-phrased or used in checklist and short answer questionnaires depending upon local needs and circumstances.

HOW TO IDENTIFY THE RATING GUIDES TO USE

Before determining which rating guide to use, the rating panel should gain a thorough knowledge of the job to be filled. Then, the elements necessary for successful performance on that job are identified as follows:

1. Determine what job category is appropriate: worker-trainee, support, apprentice, jobs emphasizing trade knowledge, or high-level supervisory jobs.

2. Locate the approved elements for the job to be filled.

3. Check the approved job elements with sources such as the job description and the supervisor.

4. Find the rating guides in this appendix that applies to those elements.

5. Conduct in depth analysis as needed for atypical jobs for which the approved elements do not appear appropriate.

WHEN TO USE RATING GUIDES

Rating guides are helpful in developing a plan for rating candidates to determine how well qualified they are in the elements for the job (usually called the crediting plan). The guides are used when there is no plan for a specific job or when an existing plan needs to be modified. However, in many cases, a previously developed crediting plan or a published examining guide will provide sufficient material for rating candidates for the job to be filled.

HOW TO USE RATING GUIDES

Usually one or more of the progressive levels of ability described in the rating guide are appropriate as a base for developing point value descriptions used in the crediting plan for rating and ranking candidates according to their abilities. Because the 3-point value description most nearly meets the level of ability in the job to be filled, it is the easiest level to define. Candidates who meet this level of ability will have shown "demonstrated satisfactory ability" in the element.

Using this 3-point value description as a base, additional descriptions are developed for measuring candidates who have less than or more than the ability represented by the 3-point value description. The level that most nearly meets the concept of demonstrated superior ability for this particular job (a higher level of ability than is needed for fully satisfactory performance in the element) is selected for the 4-point value description. A lower level of ability than is needed for fully satisfactory performance in the element, but which is barely acceptable or potentially satisfactory, is selected to represent the 2-point value. It is sometimes helpful in making rating distinctions to set additional boundaries for the 2-point value by describing the 1-point value which represents a level of ability below barely acceptable. It should not be assumed that the next higher description to the 3-point level for the job is the 4-point value or that the next lower level description is the 2-point value. All of these descriptions are not expected to apply in each individual situation.

After the appropriate descriptions have been selected for measuring the candidates with varying degrees of ability in the element, these descriptions are expanded. This is accomplished by adding specific examples of types of evidences (work experience, training, test results, etc) that are acceptable for the various levels considered in rating candidates for the particular job to be filled. (See procedures described in the chapter on "Plan for Rating Applicants").

Note: For in-service placement crediting plans, there may be situations when it is not necessary to describe the 4-, 3-, and 1-point levels, e.g., when employees are not going to be ranked by the job element method (see chapter on "Rating for In-service Placement"). In all cases, however, the 2-point value description is developed. This is necessary since the 2-point value description (barely acceptable or potentially satisfactory ability) is the key point in determining minimum eligibility for the job to be filled.

RELATIONSHIP TO JOB GRADING STANDARDS

When a level of ability in the rating guide refers to common tasks typical of the journeyman job in a line of work, more explicit information about the nature of these common tasks is available in the journeyman job identified in job grading standards as appropriate for applying the Intermediate Job Grading Table.

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RATING GUIDE INDEX

(click on Guide Number to access the Guide)

Guide Number	Title
1	Ability to do the Work of the Position without More Than Normal Supervision
2	Knowledge of ______ (specify equipment, machinery, structure or components)
2-A	Knowledge of Preventive Maintenance
2-B	Knowledge of Electrical Equipment
2-C	Knowledge of Installing Electrical Equipment and Wiring (specify type)
2-D	Knowledge of Maintaining, Overhauling, and Repairing Electrical Equipment
2-E	Knowledge of Equipment Assembly, Installation, and Repair, etc.
2-F	Knowledge of Equipment, Structure, Materials, etc. (includes constructing, repair, and forging)
3,4,5
6	Operation of ______ (specify equipment, machinery, etc.)
6A	Operation of Motor Vehicles
6-B	Operation of Metalworking Machines
6-C	Operation of Machine Tools
6-D	Setup
6-E	Tapping
6-F	Threading (Chasing) on Lathe
6-G	Loading, Unloading, and Feeding Machines
7,8,9
10	Aptitude and Interest in Learning Trade Theory and Practice
11 through 17
18	Ability to Handle Weights
19, 20
21	Shop Aptitude and Interest
22	Special Aptitude
23-A	Knowledge of Cutting Sheet Metal
23-B	Knowledge of Brazing, Soldering
23-C	Knowledge of Bending, Braking, and Folding
23-D	Knowledge of Using Gas Torch for Cutting, etc.
23-E	Knowledge of Painting Metal
23-F	Knowledge of Riveting
23-G	Knowledge of Sealing and Leak Testing
23-H	Knowledge of Skin Fitting
23-I	Knowledge of Welding
23-J	Knowledge of Metal Preservation
23-K	Knowledge of Forging and Forge-Welding
23-L	Knowledge of Die Sinking
23-M	Knowledge of Rigging and Roping Techniques
24
25	Shop and Trade Practices (specify shop as machine, sheet metal, etc.)
25-A	Work Practices (includes keeping things neat, clean and in order)
25-B
25-C	Practices in Construction, Structure
25-D	Theory and Instruments (electrical, electronic) used in Shop and Trade Practices
25-E	Technical Practices (theoretical, precise, artistic)
26, 27
28-A	Knowledge of Variety of Work
28-A	Knowledge of Different Relevant Lines of Work
28-B	Ability to Perform a Variety of Work in the Line of Work
29 through 45
46	Ability to Instruct
47 through 59
60	Use of Measuring Instruments (mechanical, electrical, electronic, as appropriate to line of work)
60-A	Use of Test Equipment (electronics)
60-B	Use of Measuring Instruments (mechanical)
61	Theory of Electricity
61-A	Knowledge of Electrical Circuitry
62	Theory of Electronics
63 through 70
71	Estimating Time and Materials
72	Ability to Plan and Organize the Work
73	Ability to Lead or Supervise
73-A	Ability to Supervise through Subordinate Supervisors
74
75-A	Ability to Interpret Instructions, Specifications  etc. (including blueprint reading)
75-B	Ability to Interpret Instructions, Specifications, etc. (other than blueprints)
75-C	Ability to Interpret Instructions, Specifications, etc. (related to mobile equipment operation)
75-D
75-E	Ability to Read Electrical Circuit Diagrams, Blueprints and Schematics
75-F	Ability to Read Electronic Diagrams and Schematics
75-G	Ability to Use Reference Materials and Manuals
75-H	Ability to Follow Directions in a Shop
75-I	Ability to use Prints and Drawings
75-J	Ability to Use Electrical Drawings
75-K	Ability to Use Shop Drawings (mechanical)
76
77	Ability to Inspect
78	Ability to Provide Production Support Services
79
80-A	Measurement and Layout
80-B	Layout and Pattern Development (including  geometric projection and triangulation)
80-C	Ability to Lay Out
80-D	Ability to Plan, Lay Out, and Set Up Work
80-E	Ability to Measure, Fit and Lay Out
81	Ability to Use and Maintain Tools and Equipment
81-A	Ability to Use Handtools for Machine Shop
81-B	Ability to Use and Maintain Handtools (electrical work)
81-C	Ability to Use Handtools, Power Tools, etc.  for Metal Work
81-D	Ability to Use Carpenter's Tools
81-E	Ability to Use Hand and Power Tools (electronics)
82-A	Knowledge of Materials
82-B	Knowledge of Metals
82-C	Knowledge of Metals and Metallurgy
83 through 85
86	Dexterity and Safety
86-A	Ability to Drive Safely (motor vehicles)
86-B	Ability to Operate Safely
86-C
86-D	Dexterity and Eye-Hand Coordination
86-E	Dexterity (assembly, disassembly, reassembly, etc.)
86-F	Assembly, Disassembly, and Reassembly (of mechanical equipment)
86-G	Assembly of Machined Parts
86-H	Buffing and Polishing
86-I	Scraping
86-J	Fitting
87	Reliability and Dependability as a ___________ (specify title of job)
88 through 90
91	Electrical Computations
91-A	Computing and Trade Mathematics (mechanical)
92 through  95
96	Troubleshooting
96-A	Troubleshooting (electrical)
96-B	Troubleshooting (mechanical)
96-C	Troubleshooting (electronic equipment)
96-D	Troubleshooting Circuits without Trial and Error
97, 98
99	Likelihood of Success in Assignments which Require Interest, Motivation, and Readiness to Do Simple Work
100-A	Ability to Work with Others
100-B	Ability to Work as a Member of a Team
100-C	Aptitude for Work with Prisoners
101	Cleanliness, Neatness, and Concern for Sanitation
102	Ability to Concentrate on Immediate Work Amid Distraction
103	Ability to Meet Deadline Dates under Pressure
104	Ingenuity (Ability to suggest and apply new methods)
105	Ability to Work in a Scientific Environment
106	Ability to Keep Records and Make Reports

Page Updated 11 July 2000