Internet and Information Technology Position 2006

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Internet and Internet and Information Information

Technology Position

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Descriptions Descriptions

HandiGuide HandiGuide

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20 20 06 06 Edition Edition

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Table of Contents

First Printing January 2006

All Rights reserved. No part of this book may be reproduced by any means without the prior written permission of the publisher. No reproduction or derivation of this book shall be re-sold or given away without royalties being paid to the authors. All other publisher’s rights under the copyright laws will be strictly enforced.

Published by: Janco Associates, Inc.

Park City, UT

435 940-9300 / FAX 435 615-9302 Internet e-mail [email protected] Web site http://www.e-janco.com

Publisher cannot in any way guarantee the procedures and approaches presented in this book are being used for the purposes intended and therefore assumes no responsibility for their proper and correct use.

Printed in the United States of America ISBN 1-881218-45-7

HandiGuide® is a registered trademark of Janco Associates, Inc.

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INTRODUCTION ...3

BOOK OVERVIEW...4

LIMITATIONS...5

JOB PROGRESSION...6

POSITION DESCRIPTION STRUCTURE...8

MANDATED ISSUES... 11

AMERICAN WITH DISABILITIES ACT...12

HEALTH AND SAFETY REQUIREMENTS OF OTHER FEDERAL OR STATE LAWS...21

FAIR LABOR STANDARDS ACT...22

OTHER LABOR LAWS...45

EXECUTIVE MANAGEMENT ... 46

ORGANIZATION CHART...47

CHIEF INFORMATION OFFICER (CIO) ...49

CHIEF INFORMATION OFFICER (CIO)–SMALL ENTERPRISE...53

CHIEF TECHNOLOGY OFFICER (CTO) ...57

CHIEF SECURITY OFFICER (CSO) ...62

VICE PRESIDENT ADMINISTRATION...68

VICE PRESIDENT CONSULTING SERVICES...71

VICE PRESIDENT HUMAN RESOURCES...74

VICE PRESIDENT INFORMATION SERVICES...77

VICE PRESIDENT STRATEGY AND ARCHITECTURE...80

VICE PRESIDENT TECHNICAL SERVICES...84

SENIOR MANAGEMENT ... 89

DIRECTOR ELECTRONIC COMMERCE...92

DIRECTOR INFORMATION TECHNOLOGY...96

DIRECTOR ITDEPLOYMENT...99

DIRECTOR ITINFRASTRUCTURE...103

DIRECTOR ITMANAGEMENT AND CONTROL...108

DIRECTOR ITPLANNING...111

DIRECTOR PRODUCTION SERVICES/DATA CENTER...114

DIRECTOR SARBANES-OXLEY COMPLIANCE...116

DIRECTOR SYSTEMS AND PROGRAMMING...120

DIRECTOR SYSTEMS...123

DIRECTOR TECHNICAL SERVICES...126

DIRECTOR TELECOMMUNICATION SERVICES...129

MANAGER ACCOUNTING FOR INFORMATION TECHNOLOGY...132

MANAGER ADMINISTRATION AND FACILITIES...135

MANAGER APPLICATION DEVELOPMENT...138

MANAGER APPLICATION TECHNOLOGY...141

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MANAGER AVAILABILITY/AUTOMATED OPERATIONS...144

MANAGER CHANGE CONTROL...146

MANAGER COMPETITIVE INTELLIGENCE...149

MANAGER COMPUTER OPERATIONS...152

MANAGER CONTRACTS AND PRICING...155

MANAGER CONTROLLER...158

MANAGER -CUSTOMER SERVICE...161

MANAGER CUSTOMER SERVICE CENTER...164

MANAGER CUSTOMER SITE SUPPORT...167

MANAGER DATA AND SYSTEMS ENGINEERING...170

MANAGER DATA COMMUNICATIONS...173

MANAGER DATA SECURITY...176

MANAGER DATA WAREHOUSE...179

MANAGER DATABASE...183

MANAGER DISASTER RECOVERY...186

MANAGER DISASTER RECOVERY AND BUSINESS CONTINUITY...188

MANAGER ENTERPRISE ARCHITECTURE...190

MANAGER FACILITY AND EQUIPMENT SUPPORT...193

MANAGER HELP DESK SUPPORT...196

MANAGER INFORMATION ARCHITECTURE...199

MANAGER INTERNET -INTRANET ACTIVITIES...202

MANAGER INTERNET SYSTEMS...206

MANAGER MEDIA LIBRARY SUPPORT...210

MANAGER METRICS...213

MANAGER MICROCOMPUTER TECHNOLOGY...215

MANAGER NETWORK AND COMPUTING SERVICES...217

MANAGER NETWORK SERVICES...220

MANAGER OFFICE AUTOMATION APPLICATIONS...222

MANAGER OPERATING SYSTEMS PRODUCTION...224

MANAGER OPERATIONS SUPPORT...227

MANAGER OUTPUT PROCESSING...230

MANAGER OUTSOURCING...233

MANAGER PERSONAL COMPUTING AND OFFICE AUTOMATION SUPPORT...236

MANAGER PLANNING AND INTEGRATION SERVICES...239

MANAGER POINT OF SALE...242

MANAGER PRODUCTION SERVICES...244

MANAGER PRODUCTION SUPPORT...247

MANAGER PROPERTY MANAGEMENT...250

MANAGER QUALITY CONTROL...253

MANAGER RE-ENGINEERING...256

MANAGER SECURITY AND WORKSTATIONS...258

MANAGER SERVICE LEVEL REPORTING...261

MANAGER SITE/SHIFT OPERATIONS...263

MANAGER SITE MANAGEMENT...266

MANAGER SITE SOFTWARE/DEVICE SERVICES...269

MANAGER SOFTWARE ENGINEERING...272

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MANAGER STORE SYSTEMS...275

MANAGER SYSTEMS SOFTWARE...277

MANAGER SYSTEMS AND PROGRAMMING...280

MANAGER TECHNICAL SERVICES...283

MANAGER TELECOMMUNICATIONS INSTALLATION AND MAINTENANCE...286

MANAGER TELEPHONE AND WIRELESS SERVICES...289

MANAGER TRAINING AND DOCUMENTATION...292

MANAGER TRANSACTION PROCESSING...294

MANAGER USER SUPPORT...297

MANAGER VOICE AND DATA COMMUNICATIONS...300

MANAGER VOICE/WIRELESS COMMUNICATIONS...304

MANAGER WIRELESS SYSTEMS...307

MIDDLE MANAGEMENT ... 310

CAPACITY PLANNING SUPERVISOR...313

CHANGE CONTROL SUPERVISOR...315

COMMUNICATIONS ADMINISTRATOR...318

COMPUTER OPERATIONS ASSISTANT MANAGER...320

COMPUTER OPERATIONS ASSISTANT SUPERVISOR...322

COMPUTER OPERATIONS SHIFT MANAGER...324

COMPUTER OPERATIONS SHIFT SUPERVISOR...327

CUSTOMER SERVICE COORDINATOR LEAD...330

CUSTOMER SERVICE SUPERVISOR...333

DATA COMMUNICATIONS ASSISTANT MANAGER...336

DATA ENTRY SUPERVISOR...339

DATABASE ADMINISTRATOR...341

DISASTER RECOVERY/SPECIAL PROJECTS SUPERVISOR...344

HARDWARE INSTALLATION SUPERVISOR...346

INFORMATION CENTER MANAGER...348

MICROCOMPUTER SUPPORT SUPERVISOR...351

NETWORK SERVICES SUPERVISOR...353

PROCUREMENT ADMINISTRATOR...355

PRODUCTION SERVICES SUPERVISOR...358

PROJECT MANAGER APPLICATIONS...361

PROJECT MANAGER DISTRIBUTED SYSTEMS...364

PROJECT MANAGER -IMPLEMENTATION DEPLOYMENT...366

PROJECT MANAGER NETWORK TECHNICAL SERVICES...370

PROJECT MANAGER SYSTEMS...372

SUPERVISOR POS...374

SUPERVISOR POSTRAINING...376

SYSTEM ADMINISTRATOR...378

SYSTEM ADMINISTRATOR -LEAD...382

SYSTEM ADMINISTRATOR –UNIX ...386

SYSTEM ADMINISTRATOR –WINDOWS...390

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VOICE COMMUNICATIONS MANAGER...395

WEBMASTER...398

WORD PROCESSING SUPERVISOR...402

STAFF ... 404

4TH GLSPECIALIST...407

4TH GLSPECIALIST SENIOR...409

ACCOUNT REPRESENTATIVE...412

ACCOUNTANT...415

ACCOUNTING ANALYST...417

BUSINESS ANALYST...420

BUSINESS SERVICES ANALYST...424

CHANGE CONTROL ANALYST...427

COMPETITIVE INTELLIGENCE ANALYST...430

COMPUTER EQUIPMENT/NETWORK ANALYST...432

COMPUTER OPERATOR JUNIOR...434

COMPUTER OPERATOR...436

COMPUTER OPERATOR LEAD...438

CUSTOMER SERVICE COORDINATOR...440

DATA ANALYST...442

DATA CENTER FACILITY ADMINISTRATOR...445

DATA ENTRY CLERK...447

DATA SECURITY ADMINISTRATOR...449

DATABASE SPECIALIST...451

DISASTER RECOVERY COORDINATOR...454

E-COMMERCE SPECIALIST...456

FORMS AND GRAPHICS DESIGNER...460

HARDWARE INSTALLATION COORDINATOR...462

HELP DESK ANALYST...464

INTERNET DEVELOPER...466

INTERNET/INTRANET ADMINISTRATOR...470

ITPLANNING ANALYST...473

LANAPPLICATIONS SUPPORT ANALYST...476

LIBRARIAN...479

MAINTENANCE CONTRACT ADMINISTRATOR...481

MEDIA LIBRARIAN...483

METRICS MEASUREMENT ANALYST...485

NETWORK CONTROL ANALYST ASSISTANT...488

NETWORK CONTROL ANALYST...491

NETWORK ENGINEER...494

NETWORK SECURITY ANALYST...497

NETWORK SERVICES ADMINISTRATOR...501

NETWORK SPECIALIST...503

NETWORK TECHNICIAN...505

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NETWORK SPECIALIST SENIOR...507

OBJECT PROGRAMMER...510

OBJECT PROGRAMMER SENIOR...512

ON-LINE TRANSACTION PROCESSING ANALYST...515

OPERATIONS ANALYST...518

OPERATIONS ANALYST SENIOR...521

OPERATIONS TRAINING COORDINATOR...524

PERSONAL COMPUTER SPECIALIST...526

PLANNING INTEGRATION AND CONTROL ADMINISTRATOR...528

POSCOORDINATOR...531

POSHARDWARE COORDINATOR...533

POSSENIOR COORDINATOR...535

PRINT OPERATOR...537

PROCUREMENT ASSISTANT...539

PROCUREMENT COORDINATOR...541

PRODUCTION CONTROL ANALYST...543

PRODUCTION CONTROL ANALYST SENIOR...546

PRODUCTION CONTROL SPECIALIST...549

PROGRAMMER/ANALYST...551

PROGRAMMER ASSISTANT...553

PROGRAMMER...555

PROGRAMMER SENIOR...557

QUALITY MEASUREMENT ANALYST...559

SOFTWARE ENGINEER...563

SYSTEMS ANALYST...566

SYSTEMS ANALYST SENIOR...568

SYSTEMS PROGRAMMER...571

SYSTEMS PROGRAMMER SENIOR...573

SYSTEMS SUPPORT SPECIALIST...575

SYSTEMS SUPPORT SPECIALIST SENIOR...577

TAPE LIBRARIAN...579

TECHNICAL SERVICES SPECIALIST...581

TECHNICAL SPECIALIST...583

TECHNICAL SPECIALIST SENIOR...585

TELECOMMUNICATIONS TECHNICIAN...587

UNIXPROGRAMMER...589

UNIXPROGRAMMER SENIOR...592

VOICE COMMUNICATIONS COORDINATOR...596

VOICE COMMUNICATIONS SPECIALIST...598

VOICE WIRELESS COMMUNICATIONS COORDINATOR...601

WEB ANALYST...603

WEB SITE DESIGNER...606

WIRELESS COORDINATOR...610

WORD PROCESSING OPERATOR...612

WORD PROCESSING LEAD OPERATOR...614

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® HandiGuide is a registered trademark of Janco Associates, Inc. – http://www.e-janco.com vi APPENDIX ... 616 JOB EVALUATION QUESTIONNAIRE...618 POSITION DESCRIPTION QUESTIONNAIRE...625

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Internet Internet and and Information Information

Technology Technology Position Position Descriptions Descriptions HandiGuide HandiGuide ^® ^®

M. Victor Janulaitis Janco Associates, Inc.

Park City, UT 84060 USA

(435) 940-9300 / FAX (435) 615-9302

e-mail [email protected] / www.e-janco.com

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Introduction Book Overview

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Book Overview

Introduction

Where possible, we have used the long file name convention for the file names of the individual Job Descriptions. We assume at least Windows¹ XP and Word for Office 2003. You can convert the .doc format to other major word processing packages with the use of filters provided by your word processing vendor. If this does not work for you, Janco Associates, Inc. would be happy to provide you with a quotation to do this conversion for you.

These position descriptions are the property of Janco Associates, Inc. and M. Victor Janulaitis. The possession of this book in no way gives any individual or firm the right to duplicate, extract or copy any of this material without the expressed written permission of Janco Associates, Inc. and M. Victor Janulaitis. A reward of $5,000 will be provided to any individual or firm that provides information that leads to the conviction of any individual or firm who violates the copyright of this book.

UNDER NO CIRCUMSTANCES IS THIS BOOK OR A UNDER NO CIRCUMSTANCES IS THIS BOOK OR A DERIVATIVE OF IT TO BE MARKETED OR RE

DERIVATIVE OF IT TO BE MARKETED OR RE--SOLD.SOLD.

The purchase of this book in either paper or The purchase of this book in either paper or electronic format provides the user with the right electronic format provides the user with the right

to to use the contents of this book for one (1) use the contents of this book for one (1) enterprise.

enterprise. In the case of a multiIn the case of a multi--division division enterprise, one (1) license must be purchased for enterprise, one (1) license must be purchased for

each division.

each division. The ownership of this material The ownership of this material remains with Janco Associates, Inc.

remains with Janco Associates, Inc.

and M. V. Janulaitis.

If you have any questions please FAX those to M. Victor Janulaitis at (435) 940-9300 or send Internet e-mail to [email protected].

If you submit a position description to Janco that is If you submit a position description to Janco that is included in a subsequent publication

included in a subsequent publication of this book of this book you will receive a free one year subscription to PSR you will receive a free one year subscription to PSR Reviews

Reviews -- The Janco Associates bi The Janco Associates bi--monthly monthly newsletter

newsletter ---- plus a free copy of the next plus a free copy of the next publication of this book.

publication of this book.

1 Windows is a registered trademark of Microsoft Corporation.

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Introduction Book Overview

Book Overview

After the introduction and discussion of the Americans with Disabilities Act and the Fair Labor Standards Act, this book lists the position descriptions in alphabetic order within each management level. At the start of each section of job descriptions we have developed and presented a model organization for the positions presented. The sections of the book are:

Executive Management - These positions include the Chief Information Officer and positions that typically report directly to the CIO.

Senior Management - These positions include Directors and Managers.

Middle Management - These positions include Supervisors and senior level technologists.

Staff Positions - These positions include individual performers. In addition to this, this section of the book contains a Job Progression Matrix that we often use when we develop customized job descriptions for our clients.

APPENDIX – This contains various questionnaires that we have used at various enterprises in the process of creating these job descriptions, determining salaries or evaluating

incumbents.

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Limitations

We are neither an attorney nor do we express any opinion that can be used in a court of law or administrative hearing. It is the responsibility of the individual employer to prevent violation of any federal, state or local laws or ordinances. This book in no way absolves anyone in meeting these requirements. This book is meant to be a guide at best and you should always consult with experts in the field including your legal counsel.

You should review each position description in light of any legislation that affects this area.

The information that follows was extracted from various Federal circulars and Federal publications. Any questions as to actual legal and employment issues should be discussed with appropriate professionals and experts.

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Introduction Job Progression

Job Progression

All of the position descriptions that are presented in this book have been developed over the course of several years. In our work we have found that there are typically between four to five levels of “competence” for an single job function. The levels that we have found that are the most consistent across organization and industry lines are:

Intern or Entry Level – the position description requires the level of competence that a new employee with little or no experience brings to the position. Over time the individual will gain experience and knowledge from the work environment or training.

Associate Level - Full use and application of standard principles, theories concepts and techniques associated with the position.

Position Level - Wide application of principle, theories and concepts in the field plus working knowledge of other related disciplines associated with the position.

Senior Level - Applies extensive knowledge as a generalist or specialist with working expertise of all job functions associated with the position.

Specialist Level - Applies advanced principles, theories and concepts. In addition, contributes to the development of new principles and concepts associated with the position.

The Job progression matrix that follows can be helpful in utilizing these concepts to create additional position descriptions as they are needed.

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Job Progression

Job Progression Matrix

Competency Progression

Intern Level

Associate Level

POSITION Level

Senior Level

Specialist Level

Job Knowledge

Limited use and/or application of basic principles, theories and concepts.

Full use and application of standard principles, theories concepts and techniques.

Wide application of principle, theories and concepts in the field plus working knowledge of other related disciplines.

Applies extensive knowledge as a generalist or specialist with working expertise of all job functions.

Applies advanced principles, theories and concepts. Contributes to the development of new principles and concepts.

Problem Solving

Provides solutions to problems of limited scope and mostly routine nature.

Provides solutions to a variety of problems that are routinely encountered under normal business activity.

Provides solutions to a wide range of difficult problems. Solutions are imaginative, thorough and practical.

Develops solutions to complex problems which requires the use of ingenuity and creativity Performs proactively and prevents recurrence whenever possible.

Works on unusually complex problems and provides solutions which are highly innovative and ingenious achieving quality and work process improvements.

Leadership

Leads self and demonstrates willingness to accept responsibility.

Leads self and peers by conduct and example.

Leads peers and subordinates with positive attitude of

accomplishment.

Leads teams and individuals with ability to mentor both and affect improvements.

Leads teams, individuals and processes with ability to affect significant improvements.

Project Management

Performs project tasks as directed demonstrating a sense of urgency.

Performs project tasks as directed. Meets assigned schedules with good overall quality.

Meets assigned task schedules and participates in overall quality review of own and otherʼs work.

Plans, monitors and reviews tasks for adherence to schedule and overall quality. May lead projects and assign staff.

Plans, monitors and reviews tasks for adherence to schedule and overall quality. Leads projects and assigns staff.

Self Management

Work is closely supervised. Follows specific, detailed instructions.

Works under general supervision. Follows established procedures. Work is reviewed for soundness of judgment and overall adequacy and accuracy.

Works under only very general direction.

Independently determines and develops approach to priorities. Work is reviewed upon completion for adequacy in meeting objectives.

Work is performed without appreciable direction.

Exercises considerable latitude in determining objectives of assignment.

Completed work is reviewed from a relatively long time perspective for desired results.

Works under self direction toward pre-determined long term goals.

Assignments are often self-initiated. Plans and pursues courses of action necessary to obtain desired results.

Work checked through consultation and agree- ment with others rather than formal review by superiors.

Contribution

Completes routine assignments that balance support for ongoing department processes and self- development with limited exposure.

Routinely delivers on assignments that support the continuous delivery of departmental goods and services.

Performs routine and special assignments in support of departmental objectives often functioning across disciplines and areas of expertise.

Handles assignments across varying areas of expertise and is usually called upon to perform in multiple roles.

Demonstrates tactical and some strategic critical thinking.

Delivers at a high level of competency in one or more core technologies, business processes and management disciplines.

Demonstrates good tactical and strategic critical thinking.

Communication

Contacts are primarily with immediate supervisor and other professionals in the department or group.

Demonstrates core competency in written and verbal skills.

Primarily intra- organizational with inter-organizational and outside customer contacts on routine matters. Demonstrates written and verbal skills that meet routine department needs.

Frequent inter- organizational and outside customer contacts as required. Provides solutions, discussions and status on normal business processes primarily in writing, and verbally and graphically as required as required.

Develops and presents material for review and information using excellent written, verbal and graphical communication skills for routine businesses and project status.

Serves as the departmental spokesperson on specific projects and processes. Acts as a consultant on the feasibility and implementation of new technologies and processes as well as ongoing business activities.

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Introduction Position Description Structure

Position Description Structure

The position descriptions in this book contain information regarding a given job and its functionality within an Information Systems Organization. This includes a position purpose statement, problems and challenges of the position, an itemized list of principal accountabilities, the authority boundaries afforded the holder of the position, job contacts of the position, specifications of experience needed for the position, and finally the career opportunities available to the position holder in the future.

Position Purpose

The Position Purpose section of the position description gives an overview of the responsibilities of the position. This provides a summary of the most important aspects and duties of the position.

Problems and Challenges

The Problems and Challenges section outline specific challenges facing the holder of the position. If these challenges are met efficiently and effectively, opportunity for advancement to a higher position, offering greater challenges, will occur.

Essential Position Functions

If an employer uses written position descriptions, the ADA does not require that they be limited to a description of essential functions or that “essential functions” be identified. However, if an employer wishes to use a position description as evidence of essential functions, it should in some way identify those functions that the

employer believes to be important in accomplishing the purpose of the job. Within this book essential position functions have been defined for each position. There are additional factors that impact the a position

With this in mind all of the positions have been developed with four items to identify these essential position functions. They are:

⇒ Principal Accountabilities,

⇒ Authority,

⇒ Contacts, and

⇒ Position Requirements

Principal Accountabilities

The Principal Accountabilities section itemizes the separate duties and responsibilities of the position. This section fully details each major task or

responsibility necessary to correctly perform the job function. The tasks are ranked

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Position Description Structure

from those most crucial in the beginning of the section to those which are more routine are listed in the end of the section.

Authority

The Authority section of the position description delineates the amount of latitude the position holder has in influencing personnel and decision making within the

department. This section also outlines which departmental personnel the position holder needs to interface in order to successfully perform this job.

Contacts

The Contacts section of the position description identifies the primary and secondary contacts with whom this position deals with on a day to day basis.

Position Requirements

The Position Requirements section sets forth hiring requirements for the specified position, as well as necessary educational, experiential, and other requirements necessary for the position.

Career Ladder

The Career Ladder section proposes future career track opportunities for the position holder. This provides a goal for the position holder to achieve and should therefore increase motivation levels.

File name

Printed in the lower right corner on the last page of each position description is the name of the word processing file that contains the particular position

description. This file is only available to firms and individual that has purchased the word processing format of this book.

These job descriptions are provided with a single These job descriptions are provided with a single user license and are NOT FOR RESALE. Consultants user license and are NOT FOR RESALE. Consultants

and others who use these job descriptions for and others who use these job descriptions for multiple enterprises MUST obtain a special license multiple enterprises MUST obtain a special license

to use these job descriptions to use these job descriptions..

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Position Description Structure

Mandated Issues

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Mandated Issues American with Disabilities Act

American with Disabilities Act

Overview of the American with Disabilities Act of 1992 (Title I) (ADA)

ADA defines a qualified individual as “one who satisfies the requisite skill,

experience, education and other job related requirements of the employment position such individual holds or desires, who, with or without reasonable accommodation, can perform the essential functions of such position”

The ADA does not require an employer to develop or maintain position descriptions.

A written position description that is prepared before advertising or interviewing job applicants will be considered as evidence along with other relevant factors.

However, the position description will not be given greater weight than other relevant evidence.

A written position description may state that an employee performs certain essential functions. The position description will be evidence that the function is essential, but if individuals currently performing the job do not in fact perform this function, or perform it very infrequently, a review of the actual work performed will be more relevant evidence than the position description.

If an employer uses written position descriptions, the ADA does not require that they be limited to a description of essential functions or that “essential functions” be identified. However, if an employer wishes to use a position description as evidence of essential functions, it should in some way identify those functions that the

employer believes to be important in accomplishing the purpose of the job.

If the employer intends to use a position description as evidence of essential functions, the position description must be prepared before advertising or

interviewing for a job; a position description prepared after an alleged discriminatory action will not be considered as evidence.

If an employer uses written position descriptions, they should be reviewed to be sure that they accurately reflect the actual functions of the current job. Position

descriptions written years ago frequently are inaccurate.

For example: A written position description may state that an employee reads monitors and adjusts controls to reflect these readings. The position description will be evidence that these functions are essential. However, if this position description is not up-to-date, and in fact metrics are now determined automatically.

That is the process is controlled by a computer and the current employee does not perform the stated functions or does so very infrequently, a review of actual work performed will be more relevant evidence of what the job requires.

To determine if an individual with a disability is qualified, the employer should focus on the purpose of the function and the result to be accomplished, rather than the

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American with Disabilities Act

manner in which the function presently is performed. Although it may be essential that a function be performed, frequently it is not essential that it be performed in a particular way. Therefore, an individual with a disability may be qualified to perform the function if an accommodation would enable this person to perform the job in a different way, and the accommodation does not impose an undue hardship.

For example: In a job requiring use of a computer, the essential function is the ability to access, input, and retrieves information from the computer. It is not “essential” that a person in this job enter information manually or visually read the information on the computer screen. Adaptive devices or computer software can enable a person without arms or a person with impaired vision to perform the essential functions of the job.

Changing Essential Job Functions

The ADA does not limit an employer's ability to establish or change the content, nature, or functions of a job. It is the employer's role to establish what a job is and what functions are required to perform it. The ADA simply requires that an individual with a disability have their qualification for a job evaluated in relation to the job’s essential functions.

The ADA does not require that an employer conduct a job analysis or any particular form of job analysis to identify the essential functions of a job. The information provided by a job analysis may or may not be helpful in properly identifying essential job functions, depending on how it is conducted.

To identify essential job functions under the ADA, a job analysis should focus on the purpose of the job and the importance of actual job functions in achieving this purpose. A job analysis will be most in-line with the spirt of the ADA, if it focuses on the results or outcomes of a function, not solely on the way it customarily is done.

Establishing Nondiscriminatory Qualification Standards and Selection Criteria

The ADA does not prohibit an employer from establishing job related qualification standards, including education, skills, work experience, and physical and mental standards necessary for job performance, health and safety.

The Act neither interferes with an employer's authority to establish appropriate job qualifications nor to hire the best qualified person for a job. ADA requirements are designed to assure that people with disabilities are not excluded from jobs that they can perform.

ADA requirements apply to all selection standards and procedures, including, but not limited to:

⇒ Education and work experience requirements,

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⇒ Physical and mental requirements,

⇒ Safety requirements,

⇒ Paper and pencil tests,

⇒ Physical or psychological tests,

⇒ Interview questions, and

⇒ Rating systems.

Overview of Legal Obligations

Qualification standards or selection criteria that screen out or tend to screen out an individual with a disability on the basis of disability must be job related and consistent with business necessity. “Even if a standard is job related and consistent with business necessity, if it screens out an individual with a disability on the basis of disability, the employer must consider if the individual could meet the standard with a reasonable accommodation.”

When considering qualifications of an individual with a disability, an employer is not required to lower existing quality or quantity production standards for a given job in, if these standards are uniformly applied to all applicants and employees in that job. If an individual with a disability cannot perform a marginal function of a job because of a disability, an employer may base a hiring decision only on the individual's ability to perform the essential functions of the job, with or without a reasonable accommodation.

Job Related

If a qualification standard, test or other selection criterion operates to screen out an individual with a disability, or a class of such individuals on the basis of disability, it must be a legitimate measure or qualification for the specific job. It is not enough that it measures qualifications for a general class of jobs.

For example: A qualification standard for a secretarial job of

“ability to take shorthand dictation” is not job related if the person in the particular secretarial job actually transcribes taped dictation.

The ADA does not require that a qualification standard or selection criterion apply only to the “essential functions” of a job. Some “job related” standard or selection criterion may evaluate or measure all functions of a job, employers may continue to select and hire people who can perform all of these functions. It is only when an individual's disability prevents or impedes performance of marginal job functions that the ADA requires the employer to evaluate this individual's qualifications solely on his or her ability to perform the essential functions of the job, with or without an accommodation.

For example: An employer has a job opening for an

administrative assistant. The essential functions of the job are administrative and organizational. Some occasional typing has

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American with Disabilities Act

been part of the job, but other clerical staff is available who can perform this marginal job function. There are two job applicants.

One has a disability that makes typing very difficult; the other has no disability and can type. The employer may not refuse to hire the first applicant because of her inability to type, but must base a job decision on the relative ability of each applicant to perform the essential administrative and organizational job functions, with or without accommodation. The employer may not screen out the applicant with a disability because of the need to make an

accommodation to perform the essential job functions. However, if the first applicant could not type for a reason not related to her disability (for example, if she had never learned to type) the employer would be free to select the applicant who could best perform all of the job functions.

Business Necessity

“Business necessity” will be interpreted under the ADA as it has been interpreted by the courts under Section 504 of the Rehabilitation Act.

Under the ADA, as under the Rehabilitation Act: “If a test or other selection criterion excludes an individual with a disability because of the disability and does not relate to the essential functions of a job, it is not consistent with business necessity.”

This standard is similar to the legal standard under Title VII of the Civil Rights Act which provides that a selection procedure which screens out a disproportionate number of persons of a particular race, sex or national origin “class” must be justified as a “business necessity.” However, under the ADA the standard may be applied to an individual who is screened out by a selection procedure because of disability, as well as to a class of persons. “It is not necessary to make statistical comparisons between a group of people with disabilities and people who are not disabled to show that a person with a disability is screened out by a selection standard.”

A standard may be job related but not justified by business necessity, because it does not concern an essential function of a job.

For example: An employer may ask candidates for a clerical job if they have a driver's license, because it would be desirable to have a person in the job who could occasionally run errands or take packages to the post office in an emergency. This requirement is

“job related”, but it relates to an incidental, not an essential, job function. If it disqualifies a person who could not obtain a driver's license because of a disability, it would not be justified as a

“business necessity” for purposes of the ADA.

Further, the ADA requires that even if a qualification standard or selection criterion is job related and consistent with business necessity, it may not be used to exclude an individual with a disability if this individual could satisfy the legitimate standard or selection criterion with a reasonable accommodation.

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For example: It may be job related and necessary for a business to require that a secretary produce letters and other documents on a word processor. But it would be discriminatory to reject a person whose disability prevented manual keyboard operation, but who could meet the qualification standard using a computer assisted device, if providing this device would not impose an undue hardship.

Establishing Job Related Qualification Standards

The ADA does not restrict an employer's authority to establish needed job qualifications, including requirements related to:

⇒ Education,

⇒ Skills,

⇒ Work experience,

⇒ Licenses or certificates,

⇒ Physical and mental abilities,

⇒ Health and safety, or

⇒ Other job related requirements, such as judgment, ability to work under pressure or interpersonal skills.

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Introduction

Book Overview

Limitations

Job Progression

Job Progression Matrix

Position Description Structure

Position Purpose

Problems and Challenges

Essential Position Functions

Principal Accountabilities

Authority

Contacts

Position Requirements

Career Ladder

File name

Mandated Issues

American with Disabilities Act

Overview of the American with Disabilities Act of 1992 (Title I) (ADA)

Changing Essential Job Functions

Establishing Nondiscriminatory Qualification Standards and Selection Criteria

Overview of Legal Obligations

Job Related

Business Necessity

Establishing Job Related Qualification Standards

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