03-29-2021 Council Packet - Laserfiche WebLink

Home Browse Search

Magnitude Key 1. Very small or indeterminate (under $700,000) 2. Small ($700,000 - $14 million) 3. Medium ($14 million - $140 million) 4. Large ($140 million - $1.4 billion) 5. Very Large ($1.4 billion - $14 billion) 6. (Over $14 billion) TIP: The operational budget numbers change as the Accountability Magnitude Index (AMI) changes. The current AMI is 7.0 (Oct 2009). This means that each of the dollar amounts on the Magnitude portion of the Accountability Guide Chart is adjusted in accordance with the current AMI by multiplying each number by 7.0 I Indirect • As of 7/10, there were approx. 110 active job classes with this rating. • This option was previously called “Remote.” • Positions provide informational, recording or incidental services for use by others related to some important end result. • Job activity may be complex, but the effect on the overall organization is relatively minor. • Employees typically collect or process information or data for other positions with more direct impact on the organization. • Employees perform tasks with little recognition of the use to which the end results will be put or what they influence. • This Job Impact option is the least direct of the four available options. C Contributory • As of 7/10, there were approx. 1025 active job classes (About 58%) with this rating. • Positions provide interpretive, advisory or facilitating services for use by others in taking action. • This type of Job Impact is appropriate where jobs are accountable for providing significant “advice and counsel” in addition to information and/or analysis, and when decisions are likely to be made by virtue of that counsel. • Such impacts are commonly found in staff or support functions that significantly influence decisions. • For example, a “product manager” may provide recommendations that, when acted upon, materially influence sales revenues; a labor relations specialist makes recommendations that “contribute” to union settlements of a given magnitude. • Positions are generally supportive in nature. • Position’s role is to provide advice, counsel or recommendations to assist decision-makers and/or action takers. • This Job Impact option is more direct than the “Indirect” option. S Shared • As of 7/10, there were 10 active job classes with this rating, including the Governor’s position. • Positions participate with peers within or outside the organizational unit to make decisions and take actions jointly; a basic rule is that “sharing” cannot exist vertically in an organization – it can only exist among peers. • Shared impacts can exist between peer jobs and/or functions, and suggest a degree of “partnership” in or “joint accountability” for the results. • This option is rarely used; it’s for equal partnership situations such as the Governor’s shared decision- making with the Legislature or in self-directed work teams. • Responsibility and accountability are shared equally with others. • For example, there may be shared accountability between engineering and manufacturing functions for a successful product. • A committee where each member has an equal vote is an example of shared accountability. • This Job Impact option is more direct than “Contributory” because these positions share direct accountability fairly equally. However, since it is shared, these positions have lower Job Impact than a position that is considered to be “Primary.” P Primary • As of 7/10, there were approx. 510 active job classes with this rating. • Positions are directly accountable for making decisions and taking actions, directly or through subordinate positions, which determine and control the results. • Line management positions are generally considered to be controlling their own operating areas. • These positions control the Job Impact on end results, where any shared accountability with others is secondary. • Such impacts are commonly found in operations and managerial positions that have “line accountability” for key end result areas, whether they’re large or small. • For example, a supervisor may be “primarily accountable” for the production or output (value added) of a unit within the context of available resources (e.g., human resources and controllable expenses); whereas the Minncor Vice-President of Operations may have a primary impact upon the total value added in the manufacture of products or upon costs of goods manufactured. • The key is that the job exists to have the controlling influence on certain end results of a given magnitude, and that accountability is not shared with others, i.e., “the buck stops here.” • This is the most direct Job Impact option.