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CompGeo Management Occupation Group Benchmark Job Descriptions
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Job Family: Administration
Benchmark Title: Administrative Services Managers
Coordinate and direct support services to organizations as diverse as insurance companies, computer manufacturers,
and government offices. Manage the many services that allow organizations to operate efficiently, such as
secretarial and reception, administration, payroll, conference planning and travel, information and data
processing, mail, materials scheduling and distribution, printing and reproduction, records management,
telecommunications management, security, parking, and personal property procurement, supply, and disposal.
 
Benchmark Title: Compliance Officers/Inspectors, Except Construction
Compliance Officers, Except Agriculture, Construction, Health and Safety, and Transportation examine, evaluate, and
investigate eligibility for or conformity with laws and regulations governing contract compliance of licenses and
permits, and other compliance and enforcement inspection activities not classified elsewhere.
 
Benchmark Title: General Office Suprevisor
General Office Supervisor/First-Line Supervisors/Managers of Office and Administrative Support Workers supervise
and coordinate the activities of clerical and administrative support workers.
 
Benchmark Title: Operations/Systems Analysts and Researchers, Except Computer
Operations Research Analysts formulate and apply mathematical modeling and other
optimizing methods using a computer to develop and interpret information that assists management with decision
making, policy formulation, or other managerial functions. May develop related software, service, or products.
Frequently concentrates on collecting and analyzing data and developing decision support software. May develop and
supply optimal time, cost, or logistics networks for program evaluation, review, or implementation.
 
 
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CompGeo Management Occupation Group Benchmark Job Descriptions
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Job Family: Agriculture and Related
Benchmark Title: Farm Labor Contractors
Farm Labor Contractors recruit, hire, furnish, and supervise seasonal or temporary agricultural laborers for a fee.
May transport, house, and provide meals for workers.
 
Benchmark Title: First Line Supv/Mgr Farming, Fishing, Forestry
First-Line Supervisors/Managers of Farming, Fishing, and Forestry Workers directly supervise and coordinate the
activities of agricultural, forestry, aquacultural, and related workers. Excludes First-Line Supervisors/Managers
of Landscaping, Lawn Service, and Groundskeeping Workers.
 
Benchmark Title: Manager, Farm and Agriculture
Agricultural managers manage the day-to-day activities of one or more farms, ranches, nurseries, timber tracts,
greenhouses, and other agricultural establishments for farmers, absentee landowners, or corporations. Duties and
responsibilities vary widely, but are concentrated on the business aspects of running a farm. On small farms, they
may oversee the entire operation, while on large farms they may oversee a single activity, such as marketing.
Agricultural managers usually do not perform production activities; instead hire and supervise farm and livestock
workers, who perform most of the daily production tasks. In these cases, managers may establish output goals;
determine financial constraints; monitor production and marketing; hire, assign, and supervise workers; determine
crop transportation and storage requirements; and oversee maintenance of the property and equipment.
 
Benchmark Title: Nursery and Greenhouse Managers
Nursery and Greenhouse Managers oversee the production of ornamental plants, nursery products such as flowers,
bulbs, shrubbery, and sod and fruits and vegetables grown in greenhouses.
 
 
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Job Family: Building Management
Benchmark Title: First Line Supv/Mgr Landscaping, Lawn Service and Grounds
First-Line Supervisors/Managers of Landscaping, Lawn Service, and Groundskeeping
Workers plan, organize, direct, or coordinate activities of workers engaged in landscaping or groundskeeping
activities, such as planting and maintaining ornamental trees, shrubs, flowers, and lawns, and applying
fertilizers, pesticides, and other chemicals, according to contract specifications. May also coordinate activities
of workers engaged in terracing hillsides, building retaining walls, constructing pathways, installing patios, and
similar activities in following a landscape design plan. Work may involve reviewing contracts to ascertain service,
machine, and work force requirements; answering inquiries from potential customers regarding methods, material, and
price ranges; and preparing estimates according to labor, material, and machine costs.
 
 
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CompGeo Management Occupation Group Benchmark Job Descriptions
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Job Family: Computer Systems Management
Benchmark Title: Computer and Information Systems Managers
Computer and information systems managers direct the work of systems analysts, computer programmers, support
specialists, and other computer-related workers. These managers plan and coordinate activities such as installation
and upgrading of hardware and software, programming and systems design, development of computer networks, and
implementation of Internet and intranet sites. They are increasingly involved with the upkeep and maintenance and
security of networks. They analyze the computer and information needs of their organization, from an operational
and strategic perspective, and determine immediate and long-range human resource and equipment requirements. They
assign and review the work of their subordinates, and stay abreast of the latest technology in order to assure the
organization does not lag behind competitors.
 
Benchmark Title: Systems Analyst Supervisor/Mgr I
Systems Analyst Supervisor/Manager I supervises three or more employees, two of whom perform systems analysis. Work
requires substantial and recurring use of systems analysis skills in directing staff. May also supervise
programmers and related clerical and technical support personnel. Level 1 plans, coordinates, and evaluates the
work of a small staff, normally not more than 15 programmers, systems analysts, and technicians; estimates
personnel needs and schedules, assigns, and reviews work to meet completion date; interviews candidates for own
unit and recommends hires, promotions, or reassignments; resolves complaints and refers group grievances and more
serious unresolved complaints to higher level supervisors; may reprimand employees.
 
Benchmark Title: Systems Analyst Supervisor/Mgr II
Systems Analyst Supervisor/Manager II directs a sizable staff (normally 15-30 employees), typically divided into
sub-units controlled by subordinate supervisors; advises higher level management on work problems of own unit and
the impact on broader programs; collaborates with heads of other units to negotiate and/or coordinate work
changes; makes decisions on work or training problems presented by subordinate supervisors; evaluates subordinate
supervisors and reviews their evaluations of other employees; selects nonsupervisors (higher level approval is
virtually assured) and recommends supervisory selections; hears group grievances and serious or unresolved
complaints. May shift resources among projects and perform long range budget planning.
 
Benchmark Title: Systems Analyst Supervisor/Mgr III
Systems Analyst Supervisor/Manager III directs two subordinate supervisory levels and the work force managed
typically includes substantially more than 30 employees. Makes major decisions and recommendations (listed below)
which have a direct, important, and substantial effect on own organization and work. Performs at least three of the
following: decides what programs and projects should be initiated, dropped, expanded, or curtailed; determines long
range plans in response to program changes, evaluates program goals, and redefines objectives; determines changes
to be made in organizational structure, delegation of authority, coordination of units, etc.; decides what
compromises to make in operations in view of public relations implications and need for support from various
groups; decides on the means to substantially reduce operating costs without impairing overall operations;
justifies major equipment expenditures; and resolves differences between key subordinate officials; decides, or
significantly affects final decisions, on personnel actions for supervisors and other key officials.
 
 
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Job Family: Construction Managment
Benchmark Title: Construction Managers
Construction managers plan and coordinate construction projects. They may have job titles such as constructor,
construction superintendent, general superintendent, project engineer, project manager, general construction
manager, or executive construction manager. Construction managers may be owners or salaried employees of a
construction management or contracting firm, or may work under contract or as a salaried employee of the owner,
developer, contractor, or management firm overseeing the construction project. They may plan and direct a whole
project or just a part of a project.
 
Benchmark Title: Construction and Building Inspectors
Construction and building inspectors examine the construction, alteration, or repair of buildings, highways and
streets, sewer and water systems, dams, bridges, and other structures to ensure compliance with building codes and
ordinances, zoning regulations, and contract specifications. Building codes and standards are the primary means by
which building construction is regulated in the United States for the health and safety of the general public.
Inspectors make an initial inspection during the first phase of construction, and followup inspections throughout
the construction project to monitor compliance with regulations.
 
Benchmark Title: Cost Estimators
Cost Estimators prepare cost estimates for product manufacturing, construction projects, or services to aid
management in bidding on or determining price of product or service. May specialize according to particular service
performed or type of product manufactured.
 
Benchmark Title: First-Line Managers/Supervisors Construction Trades
First-Line Supervisors/Managers of Construction Trades and Extraction Workers directly supervise and coordinate
activities of construction or extraction workers.
 
Benchmark Title: First-Line Managers/Supervisors Helpers/Laborers
First-Line Supervisors/Managers of Helpers, Laborers, and Material Movers, Hand supervise and coordinate the
activities of helpers, laborers, or material movers.
 
 
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Job Family: Education
Benchmark Title: Education Administrators
Education administrators set educational standards and goals and establish the policies and procedures to carry
them out. They also supervise managers, support staff, teachers, counselors, librarians, coaches, and others. They
develop academic programs; monitor studentsĘ educational progress; train and motivate teachers and other staff;
manage guidance and other student services; administer recordkeeping; prepare budgets; handle relations with
parents, prospective and current students, employers, and the community; and perform many other duties. In an
organization such as a small daycare center, one administrator may handle all these functions. In universities or
large school systems, responsibilities are divided among many administrators, each with a specific function.
 
 
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Job Family: Engineering/Scientific
Benchmark Title: Engineer V (Lead/Consultant)
Engineer V applies intensive and diversified knowledge of engineering principles
and practices in broad areas of assignments and related fields. Makes decisions independently on engineering
problems and methods and represents the organization in conferences to resolve important questions and to plan and
coordinate work. Work requires theuse of advanced techniques and the modification and extension of theories,
precepts, and practices of the field and related sciences and disciplines. The knowledge and expertise required for
this level of work usually result from progressive experience, including work comparable to engineer IV.
Supervision and guidance relate largely to overall objectives, critical issues, new concepts, and policy matters.
Consults with supervisor concerning unusual problems and developments.Responsibility for the direction of others:
Supervises, coordinates, and reviews the work of a small staff of engineers and technicians; estimates personnel
needs and schedules and assigns work to meet completion date; or, as individual researcher or staff specialist, may
be assisted on projects by other engineers or technicians.
 
Benchmark Title: Engineer VI (Team Leader/Supervisor/Senior Consultant)
Engineer VI has full technical responsibility for interpreting, organizing, executing, and coordinating
assignments. Plans and develops engineering projects concerned with unique or controversial problems which have an
important effect on major programs. This involves exploration of subject area, definition of scope and selection of
problems for investigation, and development of novel concepts and approaches. Maintains liaison with individuals
and units within or outside the organization with responsibility for acting independently on technical matters
pertaining to the field. Work at this level usually requires extensive progressive experience including work
comparable to engineer V. Supervision received is essentially administrative, with assignments given in terms of
broad general objectives and limits.Responsibility for the direction of others: Plans, organizes, and supervises
the work of a staff of engineers and technicians; evaluates progress of the staff and results obtained, and
recommends major changes to achieve overall objectives; or, as individual researcher or staff specialist, may be
assisted on individual projects by other engineers or technicians.
 
Benchmark Title: Engineer VII (Manager/Senior Supvr/Principal Consultant)
Engineer VII makes decisions and recommendations that are recognized as authoritative and have an important impact
on extensive engineering activities. Initiates and maintains extensive contacts with key engineers and officials of
other organizations, requiring skill in persuasion and n gotiation of critical issues. At this level, individuals
will have demonstrated creativity, foresight, and mature engineering judgment in anticipating and solving
unprecedented engineering problems, determining program objectives and requirements, organizing programs and
projects, and developing standards and guides for diverse engineering activities. Receives general administrative
direction.Responsibility for the direction of others: Directs several subordinate supervisors or team leaders, some
of who are in positions comparable to engineer VI; or as individual researcher and consultant, may be assisted on
individual projects by other engineers and technicians.
 
 
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Benchmark Title: Engineer VIII (Group Manager/Chief Consultant)
Engineer VIII makes decisions and recommendations that are recognized as authoritative and have a far-reaching
impact on extensive engineering and related activities of the company or government agency. Negotiates critical and
controversial issues with top level engineers and officers of other organizations. Individuals at this level
demonstrate a high degree of creativity, foresight, and mature judgment in planning, organizing, and guiding
extensive engineering programs and activities of outstanding novelty and importance. Receives general
administrative direction. Responsibility for the direction of others: Supervises several subordinate supervisors or
team leaders, some of whose positions are comparable to engineer VII, or individual researchers some of whose
positions are comparable to engineer VII and sometimes engineer VIII. As an individual researcher and consultant
may be assisted on individual projects by other engineers or technicians. Individuals in charge of an engineering
program may match any of several of the survey job levels, depending on the programĘs size and complexity.
 
Benchmark Title: Engineering Technician V (Lead/Consultant)
Engineering Technician V performs non-routine and complex assignments involving responsibility for planning and
conducting a complete project of relatively limited scope or a portion of a larger and more diverse project.
Selects and adapts plans, techniques, designs, or layouts. Contacts personnel in related activities to resolve
problems and coordinate the work; reviews, analyzes, and integrates the technical work of others. Supervisor or
professional engineer outlines objectives, requirements, and design approaches; completed work is reviewed for
technical adequacy and satisfaction of requirements. May train and be assisted by lower level technicians.
 
Benchmark Title: Engineering Technician VI
Engineering Technician VI Independently plans and accomplishes complete projects
or studies of broad scope and complexity; or, serves as an expert in a narrow aspect of a particular field of
engineering, for example, environmental factors affecting electronic engineering. Complexity of assignments
typically requires considerable creativity and judgment to devise approaches to accomplish work, resolve design and
operational problems, and make decisions in situations where standard engineering methods, procedures, and
techniques may not be applicable. Supervisor or professional engineer provides advice on unusual or controversial
problems or policy matters; completed work is reviewed for compliance with overall project objectives. May
supervise or train and be assisted by lower level technicians.
 
Benchmark Title: Engineering/Mathematical/Natural Sciences Manager
Engineering and natural sciences managers plan, coordinate, and direct research,
design, and production activities. They may supervise engineers, scientists, and technicians, along with support
personnel. These managers use advanced technical knowledge of engineering and science to oversee a variety of
activities. They determine scientific and technical goals within broad outlines provided by top executives. These
goals may include improving manufacturing processes, advancing scientific research, or developing new products.
Managers make detailed plans to accomplish these goals for example, they may develop the overall concepts of a new
product or identify technical problems preventing the completion of a project.
 
 
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Benchmark Title: Natural Sciences Managers
Natural sciences managers oversee the work of life and physical scientists, including agricultural scientists,
chemists, biologists, geologists, medical scientists, and physicists. These managers direct research and
development projects and coordinate activities such as testing, quality control, and production. They may work on
basic research projects or on commercial activities. Science managers sometimes conduct their own research in
addition to managing the work of others.
 
 
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Job Family: Executive
Benchmark Title: Business Development Officer/Executive
Business Development Officer/Executives manage programs and teams that recruit, train, enable internal sales and
lead business partners to achieve revenue and financial goals. They manages team members who can plan and
co-develop internal sales and partner lead generation events that develop prospective opportunities large enough to
meet or exceed financial goals. Business Development Officers develops tactical and strategic co-selling plans for
internal sales and with business partners. They coordinate lead, prospect and opportuniity updates. They develop
internal sales and partner program initiatives, lead generation strategies and campaigns. Business Development
Officers and Executives meet quarterly and annual quota objectives.
 
Benchmark Title: Chief Executives
Determines and formulate policies and provide the overall direction of companies
or private and public sector organizations within the guidelines set up by a board of directors or similar
governing body. Plan, direct, or coordinate operational activities at the highest level of management with the help
of subordinate executives and staff managers. Meets frequently with subordinate executives to ensure that
operations are conducted in accordance with these policies. The chief executive officer of a corporation retains
overall accountability; however, a chief operating officer may be delegated several responsibilities, including the
authority to oversee executives who direct the activities of various departments and implement the organization?s
policies on a day-to-day basis. In publicly held and nonprofit corporations, the board of directors ultimately is
accountable for the success or failure of the enterprise, and the chief executive officer reports to the board.
 
Benchmark Title: Chief Financial Officer
Chief Financial Officers plan, direct, and coordinate the financial activities of an organization at the highest
level of management. Includes financial reserve officers. Chief financial officers direct the organization's
financial goals, objectives, and budgets. They oversee the investment of funds and manage associated risks,
supervise cash management activities, execute capital-raising strategies to support a firm's expansion, and deal
with mergers and acquisitions.
 
Benchmark Title: Chief Information Officer
The Chief Information Officer plans technology and systems required to maintain operations. Recommends long-term
goals for data systems, and develops strategies for systems development and hardware acquisition. Ensures
confidentiality and reliability of corporate data, proprietary information, and intellectual property. May report
to the Chief Operating Officer in large establishments and the Chief Executive Officer in medium sized
organizations.
 
Benchmark Title: Chief Operating Officer
Chief Operating Officer, under limited supervision, directs and administers the integrated operational activities
to ensure compliance with established objectives and continuous provision of quality, cost-effective services.
Chief Operating Officers may oversee management accounting, finance, and information systems.
 
 
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Benchmark Title: General and Operations Managers and Directors
Plan, direct, or coordinate the operations of companies or public and private sector organizations. Their duties
include formulating policies, managing daily operations, and planning the use of materials and human resources, but
are too diverse and general in nature to be classified in any one area of management or administration, such as
human resource, purchasing, or administrative services. In some organizations, the duties of general and operations
managers may overlap the duties of chief executive officers.
 
Benchmark Title: Management Analysts
Management Analysts conduct organizational studies and evaluations, design systems and procedures, conduct work
simplifications and measurement studies, and prepare operations and procedures manuals to assist management in
operating more efficiently and effectively. Includes program analysts and management consultants.
 
Benchmark Title: Management Consultants
Management consultants study the procedures and systems used in an organisation to assess how individuals and the
organisation as a whole can best operate. They gather information relating to the function of each area within an
organisation and the specific duties undertaken by each individual, by talking with managers or supervisors and
interviewing other staff. Management Consultants identify problem areas and find solutions by considering
alternatives, taking into account the benefits and costs of any recommendations. Management Consultants write
detailed reports and provide statistical evidence to support their conclusions. Assist in the implementation of new
systems.
 
 
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Job Family: Finance
Benchmark Title: Accountant V (Lead/Speciaist(e.g.Tax,Cost Accounting)
Accountant V applies accounting principles, theories, concepts, and practices to
the solution of problems for which no clear precedent exists or performs work which is of greater than average
responsibility due to the nature or magnitude of the assigned work. Responsibilities at this level, in contrast to
accountants at level IV, extend beyond accounting system maintenance to the solution of more complex technical and
managerial problems. Work of Accountants V is more directly concerned with what the accounting system (or segment)
should be, what operating policies and procedures should be established or revised, and what is the managerial as
well as the accounting meaning of the data included in the reports and statements for which they are responsible.
 
Benchmark Title: Accountant VI (Consultant,Supervisor/Manager)
Accountant VI applies accounting principles, theories, concepts, and practices to specialized, unique, or
nonrecurring complex problems (e.g., implementation of specialized automated accounting systems). The work is
substantially more difficult and of greater responsibility than level 5 because of the unusual nature, magnitude,
importance, or overall impact of the work on the accounting program. At this level the accounting system or
segment is usually complex, i.e., (a) is generally unstable, (b) must adjust to the frequent changing needs of the
organization, or (c) is complicated by the need to provide specialized or individualized reports.
 
Benchmark Title: Budget Analyst Supervisor I
Budget Analyst Supervisor I supervises preparation of operating budgets to ensure conformance to budgetary limits.
Facilitates the analysis of variances, actual spending and revenue, and prepares reports. Utilizes significant
experience and judgment to plan and accomplish goals. Performs a variety of tasks. A wide degree of creativity and
latitude is expected. Supervises 1-3 budget analysts .
 
Benchmark Title: Budget Analyst Supervisor II
Budget Analyst Supervisor II supervises preparation of complex operating budgets
and forward budget plans. Supervises analysis of variances, actual spending and revenue, and supervises
prepartaiton of operating reports and may prepare special analytical reports. Utilizes extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks. A wide degree of creativity and latitude is
expected. Supervises 3 or more budget analysts, some of whom may be senior or lead analysts.
 
 
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Benchmark Title: Financial Manager
The duties of financial managers vary with their specific titles, which include controller, treasurer or finance
officer, credit manager, cash manager, and risk and insurance manager. Plan, direct, and coordinate accounting,
investing, banking, insurance, securities, and other financial activities of a branch, office, or department of an
establishment. Controllers direct the preparation of financial reports that summarize and forecast the
organization?s financial position, such as income statements, balance sheets, and analyses of future earnings or
expenses. Controllers also are in charge of preparing special reports required by regulatory authorities. Often,
controllers oversee the accounting, audit, and budget departments. Treasurers and finance officers direct the
organization?s financial goals, objectives, and budgets. They oversee the investment of funds and manage associated
risks, supervise cash management activities, execute capital-raising strategies to support a firm's expansion, and
deal with mergers and acquisitions. Credit managers oversee the firm?s issuance of credit. They establish
credit-rating criteria, determine credit ceilings, and monitor the collections of past-due accounts. Managers
specializing in international finance develop financial and accounting systems for the banking transactions of
multinational organizations.
 
Benchmark Title: Financial Manager, Branch or Department
Financial Managers, Branch or Department direct and coordinate financial activities of workers in a branch, office,
or department of an establishment, such as branch bank, brokerage firm, risk and insurance department, or credit
department. Branch managers of financial institutions administer and manage all of the functions of a branch
office, which may include hiring human resource, approving loans and lines of credit, establishing a rapport with
the community to attract business, and assisting customers with account problems. Financial managers who work for
financial institutions must keep abreast of the rapidly growing array of financial services and products.
 
Benchmark Title: Manager, Credit Analysis
Manager, Credit Analysis manages a group of credit analysts and implements credit policies and procedures. Monitors
credit lines, collections, and account balances. Manager, Credit Analysis is familiar with a variety of the field's
concepts, practices, and procedures and relies on experience and judgment to plan and accomplish goals. A wide
degree of creativity and latitude is typical.
 
Benchmark Title: Purchasing Manager
Purchasing managers, buyers, and purchasing agents seek to obtain the highest quality merchandise at the lowest
possible purchase cost for their employers. In general, purchasers buy goods and services for use by their company
or organization, whereas buyers typically buy items for resale. Purchasers and buyers determine which commodities
or services are best, choose the suppliers of the product or service, negotiate the lowest price, and award
contracts that ensure that the correct amount of the product or service is received at the appropriate time.
Purchasing managers, buyers, and purchasing agents study sales records and inventory levels of current stock,
identify foreign and domestic suppliers, and keep abreast of changes affecting both the supply of, and demand for,
needed products and materials.
 
 
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Job Family: Health Services
Benchmark Title: Medical and Health Services Managers
The occupation, medical and health services manager, encompasses all individuals
who plan, direct, coordinate, and supervise the delivery of healthcare. medical and health services managers
include specialists and generalists. Specialists are in charge of specific clinical departments or services, while
generalists manage or help to manage an entire facility or system. Large facilities usually have several assistant
administrators to aid the top administrator and to handle daily decisions. Assistant administrators may direct
activities in clinical areas such as nursing, surgery, therapy, medical records, or health information. In smaller
facilities, top administrators handle more of the details of daily operations. For example, many nursing home
administrators manage personnel, finance, facility operations, and admissions, and have a larger role in resident
care.
 
 
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Job Family: Human Resources Managment
Benchmark Title: Manager, Compensation and Benefits
Compensation and Benefits Managers plan, direct, or coordinate compensation and benefits activities and staff of an
organization, establishing and maintaining a firm's pay system is the principal job of the compensation manager.
Assisted by staff specialists, compensation managers devise ways to ensure fair and equitable pay rates. They may
conduct surveys to see how internal pay systems compare with others and to see that the internal pay systems comply
with changing laws and regulations. In addition, compensation managers often oversee performance evaluation system,
and they may design reward systems such as pay-for-performance plans. Handle the company's employee benefits
program, notably its health insurance and pension plans. Expertise in designing and administering benefits programs
continues to take on importance as employer-provided benefits account for a growing proportion of overall
compensation costs, and as benefit plans increase in number and complexity. For example, pension benefits might
include savings and thrift, profit-sharing, and stock ownership plans; health benefits might include long-term
catastrophic illness insurance and dental insurance. Familiarity with health benefits is a top priority as more
firms struggle to cope with the rising cost of healthcare for employees and retirees. In addition to health
insurance and pension coverage, some firms offer employees life and accidental death and dismemberment insurance,
disability insurance, and relatively new benefits designed to meet the needs of a changing workforce, such as
parental leave, child and elder care, long-term nursing home care insurance, employee assistance and wellness
programs, and flexible benefits plans.
 
Benchmark Title: Manager, Training and Development
Training and development managers plan, direct, or coordinate the training and development activities and staff of
an organization. Conduct and supervise training and development programs for employees. Increasingly, management
recognizes that training offers a way of developing skills, enhancing productivity and quality of work, and
building worker loyalty to the firm. Training is widely accepted as a method of improving employee morale, but this
is only one of the reasons for its growing importance. Other factors include the complexity of the work
environment, the rapid pace of organizational and technological change, and the growing number of jobs in fields
that constantly generate new knowledge.
 
 
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Job Family: Human Resources Supv/Manager
Benchmark Title: Human Resources Director I
Directs a human resources management program for an organization or segment of an organization. Serves top
management officials as the definitive source of advice and assistance on human resources management matters and
problems generally; is typically consulted on the human resources implications of planned changes in management
policy or programs, the effects on the organization of economic or market trends, product or production method
changes, changes in legislation, etc.; represents management in contacts with other organizations, dealing
primarily with human resources management matters. Typically, the director of human resources for an overall
organization reports to a policy-making official in charge of administration and human resources management
activities or to an officer of similar level. However, in industries such as health care, banking, and retail
trade, where precedents exist for most human resources policies and procedures, the director of human Resources may
report directly to the chief operating officer. Below the headquarters level, the director of human resources
typically reports to a management official responsible for operating an organization segment. Level I Human
Resources Director is the 'Operations level' human resources program - director of human resources servicing an
organization segment where the basic human resources program policies, plans, and objectives are established at a
higher organizational level (for example, headquarters). The human resources director's responsibility is to put
these into operation in such a manner as to most effectively serve local management needs.
 
Benchmark Title: Human Resources Director II
Directs a human resources management program for an organization or segment of an organization. Serves top
management officials as the definitive source of advice and assistance on human resources management matters and
problems generally; is typically consulted on the human resources implications of planned changes in management
policy or programs, the effects on the organization of economic or market trends, product or production method
changes, changes in legislation, etc.; represents management in contacts with other organizations, dealing
primarily with human resources management matters. Typically, the director of human resources for an overall
organization reports to a policy-making official in charge of administration and human resources management
activities or to an officer of similar level. However, in industries such as health care, banking, and retail
trade, where precedents exist for most human resources policies and procedures, the director of human Resources may
report directly to the chief operating officer. Below the headquarters level, the director of human resources
typically reports to a management official responsible for operating an organization segment. Level II Human
Resources Director is either a. Director of human resources servicing an overall organization (with or without
subordinate segments) where the human resources director plays an important role in establishment or basic human
resources policies, plans, and objectives subject to policy direction and control from policy-making officials. In
industries where precedents exist for most human resources policies and procedures, development authority is
generally reserved for the top human resources official in an organization. - OR - b. Director of human resources
servicing an intermediate organization below the headquarters level, for example, a division or subsidiary, to
which a relatively complete delegation of human resources program planning and development responsibility is made.
In this situation, only basic policy direction is given by the parent organization and local officials.
 
 
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Benchmark Title: Human Resources Director III
Directs a human resources management program for an organization or segment of an organization. Serves top
management officials as the definitive source of advice and assistance on human resources management matters and
problems generally; is typically consulted on the human resources implications of planned changes in management
policy or programs, the effects on the organization of economic or market trends, product or production method
changes, changes in legislation, etc.; represents management in contacts with other organizations, dealing
primarily with human resources management matters. Typically, the director of human resources for an overall
organization reports to a policy-making official in charge of administration and human resources management
activities or to an officer of similar level. However, in industries such as health care, banking, and retail
trade, where precedents exist for most human resources policies and procedures, the director of human Resources may
report directly to the chief operating officer. Below the headquarters level, the director of human resources
typically reports to a management official responsible for operating an organization segment. Level III Human
Resources Director is organization serviced--most jobs serviced do not present particularly difficult or unusual
recruitment, job evaluation, or training problems because the jobs consist of relatively easy-to-understand work
processes, and an adequate labor supply is available. These conditions are mostly likely to be found in
organizations in which the work force and organizational structure are relatively stable.
 
Benchmark Title: Human Resources Supv/Director I
.
 
Benchmark Title: Human Resources Supv/Director II
.
 
Benchmark Title: Human Resources Supv/Director III
.
 
Benchmark Title: Human Resources Supv/Manager I
Supervises three or more Human Resources specialists and/or clerks and paraprofessionals. Although the work is
supervisory in nature, it requires substantial knowledge of Human Resources policies, procedures, and practices.
Level I Human Resources Supervisor/Manager plans, coordinates, and evaluates the work of a small staff, normally
not more than 10 Human Resources specialists, paraprofessionals, and clerks; estimates staffing needs for Human
Resources unit and schedules, assigns, and reviews work to meet completion date; interviews candidates for own unit
and recommends hires, promotions, or reassignments; and resolves complaints, referring group grievances and more
serious unresolved complaints to higher level supervisors; may reprimand employees.
 
Benchmark Title: Human Resources Supv/Manager II
Level II Human Resources Supervisor/Manager directs a sizable staff (normally 10-20 employees), typically divided
into sub-units controlled by subordinate supervisors; advises higher level management on work problems of own unit
and the impact on broader programs; collaborates with heads of other units to negotiate and/or coordinate work
changes; makes decisions on work or training problems presented by subordinate supervisors; evaluates subordinate
supervisors and reviews their evaluations of their employees; selects nonsupervisors (higher level approval is
virtually assured) and recommends supervisory selections; and hears group grievances and serious or unresolved
complaints. May shift resources among projects and perform long range budget planning.
 
 
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Benchmark Title: Human Resources Supv/Manager III
Level III Human Resources Supervisor/Manager directs two subordinate supervisory
levels and the work force managed typically includes substantially more than 20 employees. Makes major decisions
and recommendations (listed below) which have a direct, important, and substantial effect on own organization and
work. Performs at least three of the following: -decides what programs and projects should be initiated, dropped,
expanded, or curtailed; - determines long range plans in response to program changes, evaluates program goals, and
redefines objectives; - determines changes to be made in organizational structure, delegation of authority,
coordination of units, etc.;
 
Benchmark Title: Human Resources Supv/Manager IV
Level IV Human Resources Supervisor/Manager directs three or more subordinate supervisory levels and the work
force managed typically includes substantially more than 30 employees. Makes major decisions and recommendations
(listed below) which have a direct, important, and substantial effect on own organization and work. Performs at
least three of the following: -decides what programs and projects should be initiated, dropped, expanded, or
curtailed; - determines long range plans in response to program changes, evaluates program goals, and redefines
objectives; - determines changes to be made in organizational structure, delegation of authority, coordination of
units, etc.;
 
 
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Job Family: Legal
Benchmark Title: Attorney V (Lead/Consultant)
Attorney V work is characterized by Level 2 Difficulty(D2) and Level 4 Responsibility(R4) -or- by Level 3
Difficulty(D3) and Level 3 Responsibility(R3). Difficulty D-2 Legal work is regularly difficult by reason of one
or more of the following: the absence of clear and directly applicable legal precedents; the different possible
interpretations that can be placed on the facts, the laws, or the precedents involved; the substantial importance
of the legal matters to the organization; or the matter is being strongly pressed or contested in formal
proceedings or in negotiations by the individuals or corporations. Difficulty D-3 legal work is typically complex
and difficult because of one or more of the following: the questions are unique and require a high order of
original and creative legal endeavor for their solution; the questions require extensive research and analysis and
the obtaining and evaluation of expert testimony regarding controversial issues in a scientific, financial,
corporate organization, engineering, or other highly technical area; the legal matter is of critical importance to
the organization and is being vigorously pressed or contested (e.g., sums such as $1 million or more are generally
directly or indirectly involved.)
 
Benchmark Title: Attorney VI (Manager/Principal Consultant)
Attorney V work is characterized by Level 3 Difficulty(D3) and Level 4 Responsibility(R4). Difficulty D-3 legal
work is typically complex and difficult because of one or more of the following: the questions are unique and
require a high order of original and creative legal endeavor for their solution; the questions require extensive
research and analysis and the obtaining and evaluation of expert testimony regarding controversial issues in a
scientific, financial, corporate organization, engineering, or other highly technical area; the legal matter is of
critical importance to the organization and is being vigorously pressed or contested (e.g., sums such as $1 million
or more are generally directly or indirectly involved.)
 
 
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Job Family: Management/Supervision Other
Benchmark Title: Aircraft Cargo Handling Supervisors
Aircraft Cargo Handling Supervisors direct ground crew in the loading, unloading, securing, and staging of aircraft
cargo or baggage. Determine the quantity and orientation of cargo and compute aircraft center of gravity. May
accompany aircraft as member of flight crew and monitor and handle cargo in flight, and assist and brief passengers
on safety and emergency procedures.
 
Benchmark Title: First Line Supv/Mgr Personal Service Workers
First-Line Supervisors/Managers of Personal Service Workers supervise and coordinate activities of personal service
workers, such as supervisors of flight attendants, hairdressers, or caddies.
 
Benchmark Title: First-Line Managers/Supervisors Trans/Vehicle Oprtrs
First-Line Supervisors/Managers of Transportation and Material-Moving Machine and Vehicle Operators directly
supervise and coordinate activities of transportation and material-moving machine and vehicle operators and
helpers.
 
Benchmark Title: Food Service and Lodging Managers
Food service managers are responsible for the daily operations of restaurants and other establishments that prepare
and serve meals and beverages to customers. Besides coordinating activities among various departments, such as
kitchen, dining room, and banquet operations, food service managers ensure that customers are satisfied with their
dining experience. In addition, they oversee the inventory and ordering of food, equipment, and supplies and
arrange for the routine maintenance and upkeep of the restaurant, its equipment, and facilities. Managers generally
are responsible for all of the administrative and human-resource functions of running the business, including
recruiting new employees and monitoring employee performance and training.
 
Benchmark Title: Postmasters and Mail Superintendents
Direct and coordinate operational, administrative, management, and supportive services of a U.S. post office; or
coordinate activities of workers engaged in postal and related work in assigned post office.
 
 
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Job Family: Manufacturing
Benchmark Title: First-Line Managers/Supervisors Mech/Instalrs/Repair
First-Line Supervisors/Managers of Mechanics, Installers, and Repairers supervise and coordinate the activities of
mechanics, installers, and repairers.Sample of job titles: Maintenance Supervisor, Maintenance Foreman, Production
Crew Supervisor, Maintenance Manager, Crew Leader, Maintenance Planner, Airport Skilled Maintenance Supervisor, E
And I Supervisor (Electrical & Instrumentation Supervisor), Electrical Supervisor and Facilities Manager.
Determines schedules, sequences, and assignments for work activities, based on work priority, quantity of equipment
and skill of personnel. Patrols and monitor work areas and examine tools and equipment in order to detect unsafe
conditions or violations of procedures or safety rules. Monitor employees' work levels and review work performance.
 
Benchmark Title: First-Line Managers/Supervisors Prductn/Oprtng Workers
First-Line Supervisors/Managers of Production and Operating Workers supervise and coordinate the activities of
production and operating workers, such as inspectors, precision workers, machine setters and operators, assemblers,
fabricators, and plant and system operators. Exclude team or work leaders.
 
Benchmark Title: Industrial Production Managers
Industrial Production Managers responsibilities include production scheduling, staffing, procurement and
maintenance of equipment, quality control, inventory control, and the coordination of production activities with
those of other departments. The primary mission of industrial production managers is planning the production
schedule within budgetary limitations and time constraints. Analyze personnel and capital resources to select the
best way of meeting the production quota. Industrial production managers determine, often using mathematical
formulas, which machines will be used, whether new machines need to be purchased, whether overtime or extra shifts
are necessary, and what the sequence of production will be.
 
 
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Job Family: Marketing and Sales
Benchmark Title: First Line Supv/Mgr Retail Sales
First-Line Supervisors/Managers of Retail Sales Workers directly supervise sales
workers in a retail establishment or department. Duties may include management functions, such as purchasing,
budgeting, accounting, and personnel work, in addition to supervisory duties.
 
 
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