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b. Analyze the Features of each position which distinguishes the levels of difficulty <br />and responsibillty between it and other positions in the Study. <br />C. Supplement Job Information not clear in the Position Description Questionnaire. <br />d. Gain a more detailed understanding of the levels of responsibility in each unit. <br />e. Receive Input from incumbents regarding the tyre of work and scope of duties <br />assigned. <br />F.. Receive Information from the managers and supervisors about the relative levels <br />of difficulty of Jobs under their supervision. <br />2. Codl 8t' Assoclmes, Inc. will meet with department directors, division _ heads _and <br />management personnel in a group to clarify questions relating to the study. <br />3. Employee interviews will then be conducted by our staff. A representative sam le of the <br />employees will besonta_cted anti interviewed at their work_loeation, The Consultant will <br />Interview each department dead and supervisor of the County. <br />4. Each position will be evatuated either through a Job audit, observation of work, analysis <br />of the PDQ, discussion with the supervisor, or a combination of these Job analysis <br />methods. <br />4 <br />5. Positions will be analyzed utilizing the Point Factor job Evaluation System. Cody <br />Associates, Inc. will evaluate each position based only on the lob_rela ed fact <br />required to perform the duties of the position. <br />Cody &Asrocfaru, lnr. .20- <br />