TAMUCT Staff Salary Working Group
Working Document on Compensable Factors*
Committee Meeting - 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. Communication – sharing information in varying degrees of complexity
2.1 Interpersonal contacts– interacting with others to effectively and empathetically
complete activities
2.2 Information complexity – transmitting information in varying degrees of complexity
3. Responsibilities – intensity, scope and complexity of work
3.1 Problem-solving – analyzing and evaluating details to inform actions
3.2 Managerial control – providing and receiving supervision
3.3 Asset Accountability - demonstrating responsibility for organizational assets
(people, data, and things)
3.4 Compliance – implementing and coordinating resources according to rules and SAP
*Compensable factors – work characteristics that describe and differentiate jobs
20140311
Page 1 of 4
1. Knowledge – requirements for thinking and actions necessary to successfully perform job
assignments
1.1 Education – formal learning required to develop mental capabilities
1.1.a. High school or equivalent
1.1.b. Two year certificate/degree; paraprofessional license
1.1.c. Four-year college degree; professional license
1.1.d. Master’s degree; advanced professional license
1.1.e. Doctorate degree
1.2 Experience - amount of time required in direct participation in interacting and using
equipment, materials, technology, processes and systems
1.2.a. Less than 6 months required
1.2.b. Six months to 1 year required
1.2.c. One to 3 years required
1.2.d. Three to 5 years required
1.2.e. Over 5 years required
1.3 Skill – accuracy, alertness and dexterity related to organized work flow or complexity
in use of resources
1.3.a. uses basic tools and equipment related to operating methods and
procedures
1.3.b. uses advanced tools, methods and interpersonal actions to influence a work
group or organizational unit
1.3.c. uses advanced tools, methods and interpersonal actions that influence the
entire organization
20140311
Page 2 of 4
2. Communication – sharing information in varying degrees of complexity
2.1 Interpersonal contacts– interacting with others to effectively and empathetically
complete actions
2.1.a uses general information to guide students and internal peers
2.1.b interviews, counsels and/or instructs students and organizational members
2.1.c uses general information to influence external contacts and organizations
2.1.d interviews, counsels and/or instructs to influence external contacts and
organizations
2.2 Information complexity – transmitting through oral and written means, information
in varying degrees of complexity
2.2.a describes current standards and procedures
2.2.b explains changing standards and procedures for outputs within quality,
quantity and cost constraints
2.2.c clarifies complex quantitative and qualitative data
2.2.d clarifies abstract concepts related to organizational strategy, financial
processes and external forces
20140311
Page 3 of 4
3. Responsibilities – intensity, scope and complexity of work
3.1 Problem-solving – mental processes used to analyze and evaluate details to inform
appropriate actions
3.1.a
follows policies, SAP, rules and standards of practice related to a specific job
or work group
3.1.b follows policies, SAP, rules and standards of practice related to a defined
organizational unit
3.1.c follows policies, SAP, rules and standards of practice related to diverse
organizational units, such as found within a college or support area
3.1.d follows policies, SAP, rules and standards of practice related to the entire
organization
3.2 Managerial control – supervision received and provided
3.2.a. works under general supervision, taking individual initiative to complete job
requirements
3.2.b. works under general supervision, having broad latitude for actions; provides
direction for a defined work unit
3.2.c. works under nominal supervision, having extensive independent discretion
for work outcomes; provides direction to members of varying work units
3.2.d. works under nominal supervision, having extensive independent discretion
for work outcomes; provides direction to members of varying organizationallevel units
3.2.e. works under minimal supervision, functioning independently under broad
policies and guidelines set external organizations and boards; provides
direction for the entire organization
3.3 Asset Accountability - demonstrating responsibility for organizational assets
(people, data, and things)
3.3.a. responsible for individual actions that involve moderate costs
3.3.b. responsible for unit actions that involve moderate costs
3.3.c. responsible for unit actions that involve considerable costs
3.3.d. responsible for multi-unit actions that involve considerable costs
3.3.e. responsible for organization-wide activities and resources
3.4 Compliance – implementing and coordinating resources according to rules and SAP
3.4.a. follows unit directives related to work flow or technological processes
3.4.b. follows organizational directives related to work flow or technological
processes
3.4.c. follows external directives related to work flow or technological processes
20140311
Page 4 of 4