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7 <br />Merit Principle II: Classification /Compensation <br />General Requirement.' A current, eauitable, and adequate position <br />classification and compensation plan will be provided. <br />(A) POSITION CLASSIFICATION <br />(1) Requirement. ,lob Evaluation (syn. classification) plans will <br />be based upon a soundly applied, professionally accepted job <br />evaluation methodology which establishes the relative strength <br />of related positions through consideration of the difficulty, <br />responsibility, and other requirements of the work. System <br />components and all relationships determined,.along with <br />accompanying rationale will be fully documented. <br />(Guide. (I) The ,job analysis process should be carried out <br />so that it is equitably consistent in all appZications. yob <br />anaZysis factors w1 ich normally shouZd be included in addition <br />to difficulty and responsibility, are working relationsh -rs <br />and working conditions. Physical effort and other considerations <br />of in-mortance to empZoyees and managers (and /or required to <br />identify and measure the work) may need to be added for given <br />job types. (2) YKe rationaZe for cZass (syn. skiZZ Level, <br />work ZeveZ, etc. J rEZatiOrcShipS should be aacurented ir. detail <br />su;"icient to reconstruct the reasoning, on the bas ti's of the <br />,job evaZuation factors, which Zed to a Logical analytical <br />concZusion. Such. documentation should also be constructed <br />to serve the rvumose of guiding future analytical efforts. <br />(3) Current crganizaticnal charts, nosition description fiZes, <br />class hista:ry files, and related information needs to be <br />maintained to aid ,lob anaZys is. ) <br />(B) CoNL"ENSATION <br />(1) Reouz'rement. The compensation plan will, within labor market <br />constraints, have as its principal basis the class relation- <br />ships (syn. skill level relationships, job relationships, <br />work level relationship, etc.) discerned by the classification <br />process. <br />(2) ReGuirement. within the limits of local financial ability <br />and fiscal policy, the level of compensation assigned to <br />each class of the plan will, in conjunction with (1) above, <br />adequately consider the competitive labor market within the <br />geographical area of recruitment. <br />(Guide. (1) Where classes have been dete- -nined by the cZassi- <br />fication vrocess to be significantly related ti.n ter -77s of <br />recr'k:.tmen l',abar market recuirements or Wort; requirements, <br />the cxrpensation relationships between related classes should <br />re-Lect vertical and harizcntaZ reLat,.onSh.vs Sucaested az; <br />the CLaSSi.)icatioY! anal' ✓SiS. Erce ✓BOYS Should OCCUr p1ilU <br />in thJse areas _w.zere s atutor✓ or oraan;zat:0';L cei ngs ~Or <br />