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Ms. Deeb next reviewed the four basic principles of <br />classification and compensation: <br />BASIC PRINCIPLES OF <br />CLASSIFICATION AND COMPENSATION <br />• A position is a set of tasks performed by a <br />single person. <br />• A class or classification is a group of <br />positions similar enough in duties and <br />responsibilities to have the same minimum <br />requirements and merit the same range of <br />compensation. <br />• Job classification and pay grade assignments <br />are based on the characteristics (duties and <br />responsibilities) of the job...not the <br />characteristics of the person. <br />• Individual characteristics are recognized and <br />compensated by placement within the range <br />of pay established for the job. <br />Ms. Deebemphasized, re the objectivity of their assignment, <br />that it was very important that they not look at individuals here <br />as individuals but as positions (jobs being performed). She <br />confirmed that they surveyed a range of job levels from manage-- <br />ment.on down and advised that their selecting the job evaluation <br />approach and reviewing materials and data were the fact finding <br />that they did up front and where they did sit down with Mr. <br />Balczun and Mr. Blankenship and see what the issues were, i.e., <br />what are the challenges relative to compensation - what is an <br />appropriate job evaluation approach, etc. They decided on a <br />point factor job evaluation approach which looks at each <br />classification across a whole set of factors that make a position <br />valuable to the county. The compensable factors are as follows: <br />3 <br />APR 21198$ <br />BOOK 72 04 136 <br />