☐ Establish☐ Reallocate☐ Update☐ Reviewed – No Change / 2.Submitted By
☐ Agency☐Employee
3.Position Number / 4.Current Class Title / Code / Proposed Class Title / Code
5. Job - Working Title / 6.Is this position covered by a Bargaining Unit? ☐ Yes ☐No
Union Choose an item.
7.Incumbent’s Name (If Filled Position) / 8.Org Code
9.Address Where Position is Located
10.Position Type
Choose an item. / 11.Expected Position Work Schedule
☐ Full Time☐ PartTime Choose an item.
12.Eligible for Telework?
☐Yes ☐No / 13.Eligible for Flexible Schedule?
☐Yes ☐No / 14.Eligible for Compressed Work Week?
☐Yes ☐No
15.Supervisor’s Name / Supervisor’s Title / Supervisor’s Position Number
16. Have the employee’s assigned duties changed since last updated CPD?☐ Yes☐ No
If yes, indicate how long the new duties have been performed? Months:
17.Position Objective
Discuss in a few sentences what the position is required to accomplish. Summarize why the position exists and how far reaching the duties and responsibilities are. Indicate how the position supports/contributes to the mission of the organization. Attach an organization chart that includes, at a minimum, the position, its subordinates if any, and its direct supervisor:
18.Level of Supervision
☐ Direct/Close Supervision: Most work is reviewed in progress and upon completion.
☐ General Supervision: Completed work is spot checked.
☐ General Direction: Completed work is reviewed for effectiveness and expected results.
☐ Administrative Direction: Completed work is reviewed for compliance with budget, policies, laws, and program goals.
19.Supervisory or Lead Work Relationships
Check the boxes that apply to this position:
☐ Assigns Work☐ Instructs and checks the work of others☐ *Approves leave
☐ *Evaluates Performance☐ *Takes Corrective Action☐ *Hires☐ *Terminates
* Has the authority to take or recommend these actions.
20.Decision-Making, Work Assignments, and Interaction with Others
What types of decision can this position make? What types of decision require supervisory input and/or approval?
How is work assigned to this position?
With whom does the position interact to accomplish work?
21.Risk Classification Identification (RCI) Worksheet
Check the box or boxes that describe the work of the position. This information will be used to assign a Risk Classification Identification Code which serves as the basis for workers’ compensation premium rates for the position.
In this position will the employee:
☐Perform hands on work while exposed to hazardous conditions or materials, (includes any field, site, roadway, construction or right of way activity, warehouse, or manufacturing)?
☐Perform manual labor and/or supervise others that perform manual labor?
☐Operate machinery or equipment and/or work at a warehouse or facilities operation?
☐Be regularly assigned to or perform work duties at a field worksite?
If you checked any of the above boxes, no additional information is necessary for this section. If no boxes have been checked, please complete the Travel and Physical Work sections below.
Travel - Check the box that best describes this position
☐ Employee may have to travel to an occasional off-site meeting or to attend training. Travel is not a normal part of the job.
☐ Travel is an expectation of the position and may be required on a regular, sporadic, or as needed basis
Physical Work – Check the box that best describes this position
☐ The position does not require manual labor and is primarily a clerical or administrative office worker.
☐ While within any field site, roadway, construction, or right of way activity, warehouse, or manufacturing, a normal part of the job
includes performing administrative work, primarily observation, information gathering and occasional light physical activities.
22.Essential Job Functions (EJF)
List the essentialfunctions of this position. Functions listed in this section are primary duties and are fundamental to why the position exists. They must be performed with or without reasonable accommodation. Do not assign percentage of time in this section. Think about the completed tasks and the end result to be delivered – focus on the what, rather than the how. For example, essential physical functions may be to sit, stand, walk, lift, hike, etc., and essential performancefunctions may be attendance or timeliness (as with a receptionist’s duties or the ability to drive a motorized vehicle and maintain a valid driver's license or CDL).
For additional information, refer to State HR guidance on Essential Job Functions:
23.Key and Other Work Activities
If this is a request to review the position to determine whether it should be allocated to a different classification, please place an asterisk * by the duties that have significantly changed since the position was last reviewed.
List and note percentage of time assigned to key work activities of the position and identify tasks performed in support of key activities. (Percentage of time should equal 100% per year.)
24.In-training Information
Is this position approved for in-training?☐ Yes☐ No
Is there a current in-training plan on file with the Human Resources Office?☐ Yes☐ No☐ Attached to this CPD
(Note: In-training plan attachment for the Maintenance Technician 2 classification is not required.)
25.Essential Job Knowledge and Skills (EJKS)
Required education, experience, skills and abilities/competencies, licensing, certification or other special requirements:
Preferred/desirededucation, experience, skills and abilities/competencies, licensing, certification or other special requirements for recruiting purposes:
Signatures
26.Signature of Supervisor / Supervisor’s Title / Date
Supervisor: / ☐ The job duties as defined above are an accurate reflection of the work to be performed by this position.
☐ If not in agreement with the employee submitted position description, check here and complete the WSDOT Position Review Management’s Assessment form.
27.Signature of Appointing Authority / Appointing Authority Title / Date
Appointing Authority: / ☐ Agree with the supervisor’s response.
☐ Disagree with supervisor’s response, check here and complete the WSDOT Position Review Management’s Assessment form.
Is this position identified as critical to WSDOT’s Continuity of Operations Plan (COOP)?☐ Yes ☐ No
As the incumbent in this position, I have received a copy of this position description.
28.Signature of Employee / Current Job Class Title / Date
Distribution & Routing Instructions for Employees and Supervisors
Once the original has been completed and signed by all appropriate persons, copies should be distributed as follows:
- Original to local Human Resources
- Copy to immediate supervisor
- Copy to employee if position is filled
Human Resources Use Only
Effective Date / Job Class Code / Class Title / Salary Range
Overtime Exempt or Overtime Eligible
☐ Eligible
☐ Exempt / L&I Risk Code Indicator
☐ 4902
☐ 5300
☐ 5307 / COOP Identified Position?
☐ Yes
☐ No
Human Resources Use Only
Fair Labor Standards Act Work Period Designation (WPD) Questions
Is the employee paid on a salary basis (not hourly) of at least $455 per week, regardless of the number of hours worked or, for Computer Work Exemption if compensated on an hourly basis at the rate of not less than $27.63 an hour? (If the answer is No, the analysis is complete and none of the remaining questions for any of the checklists need to be completed.) Indicate the employee is overtime eligible. / ☐ Yes
☐ No
Administrative Exemption
(All answers must be “yes” to apply) / Computer Work Exemption
(If any answers are “yes” this applies) / Executive Exemption
(All answers must be “yes” to apply)
- Does the employee’s primary* duties consist of office or non-manual work?
- Does the employee regularly supervise at least two employees? (If the employee supervises part-time employees, they must aggregate to at least two full-time employees.)
- Is employee’s office or non-manual work directly related to management policies or general business operations** of the employer?
- Application of systems analysis techniques and procedures, including consulting w/ users, to determine hardware, software or system functional specifications.
- Is the employee in charge of a department, division, or other permanent organizational unit?
- Does the position require the exercise of discretion and independent judgment with respect to matters of significance***?
- Design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications.
- Does the employee have the authority to hire or fire other employees or whose suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees are given particular weight?
- Is the person free from close supervision?
- Design, documentation, testing, creation or modification of computer programs related to machine operations systems.
- Are the employee’s primary* duties managerial or supervisory in nature?
Professional Exemption
(If any answers are “yes” this applies) / WPD Guidance
Is the primary* duty one or more of the following: / *Primaryis defined as 50% or more over the course of a year.
- Work requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study?
- Work as a teacher?
- Work requiring invention, imagination or talent in a recognized field of artistic endeavor?
- Does the employee have the authority to formulate, affect, interpret or implement management policies or operating practices?
- Does the employee perform work affecting business operations to a substantial degree, even if the employee’s assignments are related to operations of a particular segment of the business?
- Does the employee have authority to waive or deviate from established policies or procedures without prior approval?
- Does the employee provide consultation or expert advice to management?
- Does the employee investigate and resolve matters of significance on behalf of management?
Reviewed By: / Date: / Approved By: / Date:
General Classified Service Position Description Guidance
Who fills out a Position Description?
This form should be completed by the immediate supervisor of the position. An employee may also complete and submit it for consideration and processing.
Purpose of a Position Description
The description of work assigned will be used by the assigned Human Resources’ office to classify this position. The completed items should reflect the position’s duties and not the employee’s qualifications. Answer the questions so that someone unfamiliar with the duties assigned will be able to get a clear understanding of this position.
HOW TO ANSWER THE QUESTIONS
1 –11 – Self-explanatory, but if you need assistance, please call your local HR Consultant.
12. Telework- Indicate whether or not the position is telework eligible. Note: this question is in regard to the position, not the incumbent (if filled). Telework is the practice of working from home or other alternative locations through the use of technology. Contact your local HR Consultant if more information is needed.
13. Flexible Schedule - Indicate whether or not the position is eligible for a flexible work schedule. Note: this question is in regard to the position not the incumbent (if filled). A flexible schedule allows the employee to have start and end times that are outside the agency’s normal work hours of 8:00 to 5:00. Contact your local HR Consultant if more information is needed.
14. Compressed Work Week- Indicate whether or not the position is eligible for a compressed work schedule. Note: this question is in regard to the position not the incumbent (if filled). A compressed workweek is an alternative schedule that allows full-time employees to eliminate at least one work day every two weeks by working longer hours during the remaining days. Contact your local HR Consultant if more information is needed.
15. Position Supervisor – Self-explanatory.
16. Change in duties – Complete if the CPD is being submitted for reallocation, update or review due to a change in duties. If Yes, state how many months the employee has been performing the new duties.
17. Position Objective - Provide a brief summary of the purpose, key responsibilities, and how the position supports the mission. An organizational chart must be attached for all Establishments and Reallocations for supervisory or lead positions.
18. Level of Supervision - Indicate the level of supervision required for the position itself, not the employee. Contact your local HR Consultant if more information is needed.
19. Supervisory or Lead Work Relationships -. Think about the types of actions and decisions this position is authorized to perform as a supervisor or lead worker. Tell us how this position will receive work assignments, and with whom this position interacts to accomplish work (such as internal customers only, external partners such as inter-agency or state/federal entities). If this position functions as a supervisor, an organizational chart must be attached.
20. Decision Making, Work Assignments, Interaction – Think about the types of actions and decisions the position is authorized to make. Tell us how the position will receive work assignments, and with whom this position interacts to accomplish work (such as internal customers only, external partners such as inter-agency or state/federal entities).
21. Risk Classification Identification – To be completed for all positions. Check the applicable boxes for the position.
22. Essential Job Functions (EJF) – Essential functions are the fundamental, crucial job duties performed in a position. They do not include marginal functions, which are extra or incidental duties. A function may be essential because:
- The position exists to perform that function.
- There are a limited number of employees available who could perform that function.
- The function is highly specialized, and the incumbent is hired for special expertise or ability to perform it.
EJFs must be performed with or without reasonable accommodation. Do not assign percentage of time in this section. Think about the completed tasks and the end result to be delivered.
23. Key and Other Work Activities - The total should equal 100% and is essential for Human Resources personnel to properly classify a position. Assigned activities should be listed in descending order of time taken to accomplish. Be sure to describe the whole job, taking into account those duties which are performed intermittently as well. If this is a request to review the position to determine whether it should be allocated to a different classification, please place an asterisk * by the duties that have significantly changed since the position was last reviewed.
24. In-Training Information – Maintenance Technician positions do not need to have in-training plans attached. All other in-training plans must be approved by Human Resources. If the position has not already been approved for an in-training progression, please attach the plan to this CPD. If you need assistance, please contact your local HR Consultant.
25. Essential Job Knowledge and Skills (EJKS) - List any essential education, job knowledge, skills and abilities to effectively complete the assigned duties. Please note there are two sections; the required degrees, licenses, and/or special certifications, and the preferred or desired education, training, skills and abilities/competencies.
26. Supervisor’s Signature – Mark appropriate box and provide signature, title, and date signed. If this is an employee submitted reallocation request and you do not agree with the accuracy of duties described, please complete the WSDOT Position Review Management’s Assessment form. Forward the original to the appointing authority for signature.
27. Appointing Authority’s Signature - Provide signature, title, and date signed. If you do not agree with the supervisor’s response regarding the accuracy of duties described, please complete the WSDOT Position Review Management’s Assessment form. Indicate if the position has been identified as COOP critical. Return to immediate supervisor of position to obtain Employee’s signature if position filled. If vacant, forward original to assigned Human Resources Office for processing.
28.. Employee’s Signature – The employee’s signature block.
Distribution & Routing Instructions for Employees and Supervisors
Once the original has been completed and signed by all appropriate persons, copies should be distributed as follows:
- Original to local Human Resources
- Copy to immediate supervisor
- Copy to employee if position is filled
DOT Form 732-006
Revised 12/2016 1