TAMUCT Staff Salary Working Group
Compensable Factors: Sample Definitions
March 11, 2014
1. Knowledge – requirements for thinking and actions necessary to successfully perform job
assignments
1.1 Education – formal learning required to develop mental capabilities
1.2 Experience - amount of time required in direct participation in interacting and using
equipment, materials, technology, processes and systems
1.3 Skill – accuracy, dexterity and alertness related to work flow or complexity in use of
resources
2. Problem-solving – knowledge application to achieve desired work outcomes
2.1 Interpretation – analyzing and evaluating information to inform actions
2.2 Communication – transmitting information in varying degrees of complexity
2.3 Compliance – implementing and coordinating resources according to rules and SAP
3. Decision making – intensity, scope and complexity of personal interactions
3.1 Interpersonal contacts– interacting with others to effectively and empathetically
complete actions
3.2 Managerial control – receiving and receiving supervision
3.3 Accountability - demonstrating responsibility for organizational assets (people, data,
and things)
Compensable factors - Work characteristics that describe and differentiate jobs
1. Knowledge – requirements for thinking and actions necessary to successfully perform job
assignments
1.1 Education – formal learning required to develop mental capabilities
a. High school or equivalent
b. Two year certificate/degree; paraprofessional license
c. Four-year college degree; professional license
d. Master’s degree; advanced professional license
e. Doctorate degree
1.2 Experience - amount of time required in direct participation in interacting and using
equipment, materials, technology, processes and systems
a. Less than 6 months required
b. Six months to 1 year required
c. One to 3 years required
d. Three to 5 years required
e. Over 5 years required
1.3 Skill – accuracy, alertness and dexterity related to work flow or complexity in use of
resources
a. uses basic tools and equipment related to operating methods and procedures
b. uses advanced tools, methods and interpersonal actions to influence a work
group or organizational unit
c. uses advanced tools, methods and interpersonal actions that influence the entire
organization
2. Problem-solving – knowledge application to achieve desired work outcomes
2.1 Interpretation – analyzing and evaluating information to inform actions
o complies with policies and rules related to a specific job or work group
o complies with policies and rules related to a defined organizational unit
o complies with policies and rules related to a diverse organizational units, such as
a college or support area
o complies with policies and rules related to the entire organizational
2.2 Communication – transmitting information in varying degrees of complexity
o uses basic oral and written skills
o uses oral, written and/or coding skills to explain changing standards and
procedures for outputs within quality, quantity and cost constraints
o uses advanced oral, written and coding skills to explain complex quantitative
and qualitative components
o uses advanced oral, written and coding skills to explain abstract concepts
related to organizational strategy, financial processes and external forces
2.3 Compliance – implementing and coordinating resources according to rules and SAP
o follows unit directives related to work flow or technological processes
o follows organizational directives related to work flow or technological processes
o follows external directives related to work flow or technological processes
3. Decision making – intensity, scope and complexity of personal interactions
3.1 Interpersonal contacts– interacting with others to effectively and empathetically
complete actions
o uses general information to guide students and internal peers
o interviews, counsels and/or instructs students and organizational members
o uses general information to influence external contacts and organizations
o interviews, counsels and/or instructs to influence external contacts and
organizations
3.2 Managerial control – receiving and receiving supervision
o works under general supervision
o works under general supervision, having broad latitude for actions; provides
direction for a defined work unit
o works under nominal supervision, having extensive independent discretion
for work outcomes; provides direction to members of varying work units
o works under nominal supervision, having extensive independent discretion
for work outcomes; provides direction to members of varying organizationallevel units
o Works under minimal supervision, functioning independently under broad
policies and guidelines set external organizations and boards; provides
direction for the entire organization
3.3 Accountability - demonstrating responsibility for organizational assets (people, data,
and things)
o responsible for individual actions that involve moderate costs
o responsible for unit actions that involve moderate costs
o responsible for unit actions that involve considerable costs
o responsible for multi-unit actions that involve considerable costs
o responsible for organization-wide activities and resources