A Joint Partnership . . .

1799 Pennsylvania Street ■ P.O. Box 539

Denver, Colorado 80201-0539
800.884.1328 ■ surveys@msec.org Now Part of MSEC

NOTE:
This packet contains job descriptions for the 2016 Benchmark Compensation
Survey for Arizona, Colorado, Utah, and Wyoming Employers.
For an Excel Collection Sheet, Go to www.msec.org, select Services, Surveys,
Questionnaire and follow the directions to download the collection sheet and
questionnaire to your computer.

TABLE OF CONTENTS
2016 COMPENSATION – Surveyed Positions Page
Executive Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
General Support Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Financial Classification ........................................................... 8
Human Resources Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Corporate Legal Classification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Sales/Marketing/Editorial Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Engineering, Scientific & Technical Classification Changes for 2016 in this classification . . . . . . . . . . . . 29
Production/Production Control Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
Maintenance & Facilities Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51
Procurement/Material Handling Administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56

Information Technology – Surveyed Positions

Information Technology Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
Technical Support and Service Desk . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
Application Technical Support / Administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
General Classification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
System Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67
Application Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69
Database Management and Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69
Geographic Information Systems . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70
Network Administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71
System Administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72
Operations Center . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72
Software Engineers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73
Software Quality and Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
Telecommunications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
Web Based Operations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75
INDEX – All jobs listed numerically by job code . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 76
– All jobs listed alphabetically . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82

Any questions about a job match or completing the rate sheet should be directed to the
MSEC Surveys Department at 303.839.5177, 800.884.1328 or surveys@msec.org.
 TABLE OF CONTENTS

Executive/Administrative Classification
Job Code Page

16901 Chief Executive Officer (CEO) ......................................................... 2

16902 Chief Operating Officer (COO) / Executive Vice President (EVP) .. 2
16914 Chief Business Development Executive ........................................... 2
16918 Director of Administrative Services .................................................. 2
16915 Ethics and Compliance Officer ......................................................... 2
16916 + Business Project Manager ................................................................. 2
16917 + Business Project Manager, Senior ..................................................... 2
+ Designates positions that will be published in the EAA National Compensation Survey.

Additional Executive positions are surveyed under the specific functional area:
Job Code Page
16903 Chief Financial Executive ................................................................. 13
16912 Chief Human Resources Executive ................................................... 17
48910 Chief Information Officer (CIO) ....................................................... 64
16913 Chief Legal Executive / General Counsel ......................................... 21
16904 Chief Marketing and Sales Executive ............................................... 27
16905 Chief Marketing Executive ............................................................... 28
16906 Chief Sales Executive ....................................................................... 28
16907 Chief Research/Development and Engineering Executive................ 35
16908 Chief Research and Development Executive .................................... 35
16909 Chief Engineering Executive ............................................................. 35
16911 Chief Manufacturing Executive ....................................................... 50
* Denotes a new position
** Denotes a change in job
description/job title

Remember …
 You can download your data from your HRIS system.
 If you have access to your salary data in your payroll or HRIS system, you can download your data
and submit an Excel spreadsheet instead of entering the data into the online survey or manually
complete the rate sheet.
 When matching, focus on Job Families that relate to your industry.
 For example, if you DO NOT have manufacturing positions, skip the Production/Production Control
Classification.

More Helpful Tips can be found after the Survey Welcome Letter of the General Information packet.

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 1
 16915 ETHICS AND COMPLIANCE OFFICER
EXECUTIVE / ADMINISTRATIVE Develops and directs the organization’s ethics/compliance or
business conduct programs. Responsible for all activities
16901 CHIEF EXECUTIVE OFFICER (CEO) relating to standards of conduct and ethical relationships
This is the top level position in an organization. Reports to including Sarbanes Oxley. Ensures that all departments are
the Board of Directors. As CEO, directs the development and in compliance with all applicable Federal, State, and industry
implementation of long and short-range strategic objectives, laws, regulations, and standards.
operating business plans, policies, budgets and programs for
16916 BUSINESS PROJECT MANAGER
optimum return on shareholder investments. Ensures organi-
Manager in charge of designated projects. Responsible for
zational growth for operation, human resource and financial
planning, administering and completing assigned projects,
performance is achieved. Reviews progress reports and fi-
which may cross several functional areas, such as facilities,
nancial statements on current status, revises business objec-
operations, marketing or administration. Assignments may
tives and plans accordingly. This position leads the entire
vary in length and complexity but are generally not perma-
organization consisting of numerous departments or divi-
nent. Typically does not supervise staff, but may provide
sions of the business. May also be titled President or Chair-
work direction to individuals supporting a project. Typically
man of the Board.
requires a bachelor’s degree and 3+ years of experience. Do
16902 CHIEF OPERATING OFFICER (COO) / not report IT Project Managers or individuals managing
EXECUTIVE VICE PRESIDENT (EVP) construction projects.
This is the second highest level position in an organization.
16917 BUSINESS PROJECT MANAGER, SENIOR
Reports to the Chief Executive Officer. Assists in the devel-
Manager in charge of designated projects having significant
opment and helps establish long and short-range strategic
business unit impact. Responsible for planning, administer-
objectives, operating business plans, policies and budgets.
ing and completing assigned projects, which may cross sev-
Provides input to help ensure organizational growth for oper-
eral functional areas, such as facilities, operations, market-
ation, human resource and financial performance. Partici-
ing, or administration. Assignments may vary in length and
pates in the planning, development, implementation and
complexity, but are generally not permanent. Does not typi-
evaluation of strategic business goals. Serves as a key leader
cally supervise staff, but may provide work direction to indi-
to the entire organization consisting of numerous depart-
viduals supporting a project. Typically requires a bachelor’s
ments or divisions of the business.
degree and 6+ years of experience. Do not report IT project
16914 CHIEF BUSINESS DEVELOPMENT EXECUTIVE managers or individuals managing construction projects.
Provides direction and leadership in the research and analysis
of business development activity including acquisition, alli-
ances, partnerships and product license agreements. Assesses
potential markets. Typically reports to the President or COO.
16918 DIRECTOR OF ADMINISTRATIVE SERVICES
Plans, coordinates, and directs a broad range of service func-
tions that provides assistance to the organization including
human resources, information technology and/or finance.
Develops and implements policies and procedures, adminis-
ters the budget, organizes tasks and sets priorities. Typically
requires 5+ years management experience in related field.

Page 2 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
 TABLE OF CONTENTS

General Support Classification

Job Code Page
16090, 16091,
16092, 16093, 16094 Business Support - 5 levels . . . . . . . . . . . . . . . . . . 4-5
16016 File Clerk I (Entry Level) . . . . . . . . . . . . . . . . . . 5
16017 File Clerk II . . . . . . . . . . . . . . . . . . . . . . . 5
16019 Mail Clerk . . . . . . . . . . . . . . . . . . . . . . . . . 5
16020 Messenger, Office/Courier . . . . . . . . . . . . . . . . . . 5
16015 Copy Center Operator . . . . . . . . . . . . . . . . . . . . 5
16095 Office Services Support . . . . . . . . . . . . . . . . . . . 5
16023 Offset Printing Machine Operator . . . . . . . . . . . . . . . 5
16096 Document Imaging Clerk I . . . . . . . . . . . . . . . . . . 5
16097 Document Imaging Clerk II. . . . . . . . . . . . . . . . . . 6
16027 Switchboard Operator . . . . . . . . . . . . . . . . . . . . 6
16034 Receptionist. . . . . . . . . . . . . . . . . . . . . . . . . 6
16036 Administrative Assistant I (Entry Level) . . . . . . . . . . . . 6
16037 Administrative Assistant II . . . . . . . . . . . . . . . . . . 6
16038 Administrative Assistant III . . . . . . . . . . . . . . . . . 6
16039 Administrative Assistant IV . . . . . . . . . . . . . . . . . 6
16040 Executive Assistant . . . . . . . . . . . . . . . . . . . . . 6
16051 Executive Assistant to Chief Executive Officer . . . . . . . . . 6
16058 Administrative Analyst . . . . . . . . . . . . . . . . . . . . 6
16047 Audio Visual Technician . . . . . . . . . . . . . . . . . . . 6
16384 Media Specialist . . . . . . . . . . . . . . . . . . . . . . . 7
16315 Librarian, Technical I . . . . . . . . . . . . . . . . . . . . 7
16316 Librarian, Technical II . . . . . . . . . . . . . . . . . . . . 7
16158 Library Director . . . . . . . . . . . . . . . . . . . . . . . 7
16363 Records Systems Coordinator . . . . . . . . . . . . . . . . . 7
16369 Records Manager . . . . . . . . . . . . . . . . . . . . . . 7
16837 Office Supervisor/Manager . . . . . . . . . . . . . . . . . . 7
16824, 16825 Administrative Support Services Supervisor/Manager - 2 levels . 7

* Denotes a new position

** Denotes a change in job
description/job title

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 3
BUSINESS SUPPORT
Do not match an incumbent in both the traditional job description and the matrix.

In addition to technical support of staff and supervisor, performs a wide variety of administrative tasks. Duties
may include documenting standard operating procedures, preparing reports, compiling data for analysis, coordi-
nating activities, investigating and resolving problems, and handling special projects. Operates routine and non-
routine office related equipment. May operate a personal computer using word processing, spreadsheets, data-
bases, or presentation applications. Must have effective interpersonal skills including ability to maintain confiden-
tiality. Effective oral and written communication skills are required at all levels.
This job includes all levels of nonexempt jobs directly involved in business support in groups/teams, or as an in-
dividual contributor. Each successive higher level builds from all levels below it.
Also see traditional job descriptions for File Clerk I, II; Mail Clerk; Office/Courier Messenger; Microfilm Clerk;
Copy Center Operator; Switchboard Operator; Receptionist; Secretary I, II, and III; Executive Secretary; Adminis-
trative Assistant; and Word Processing Operator II.

SUPERVISION
SKILL/ PERSONAL GIVEN AND
LEVEL KNOWLEDGE DUTIES AND TASKS COMPETENCIES RECEIVED

Job Code Applies basic skills Duties and tasks are simple Willingly asks questions and Works under direct
16090 and procedures appro- and repetitive. Follows exist- seeks direction. Works with supervision. Follows
priate for the position ing policies, practices and others from other work areas. detailed instructions
Level I within assigned func- procedures. Refers questions Understands and meets quali- and reports any devia-
tional area. Acquires and problems to higher lev- ty standards. Supports new tion to lead/ supervi-
job skills to perform els. Identifies and reports ideas and helps to implement sor.
routine tasks. quality concerns. them.

Job Code Has learned the basic Duties and tasks are varied Willingly shares skills and Receives general in-
16091 skills and routine tasks but standardized. Works on knowledge. Effectively gives structions on routine
necessary. Beginning assignments that are semi- and receives feedback. work, detailed instruc-
Level II to learn advanced skills routine in nature where abil- tions on new assign-
and gaining an under- ity to recognize deviation ments.
standing of the total from accepted practice is
process flow. required.

Job Code Possesses all basic and Works on assignments that Sets good examples for oth- Works under mini-
16092 some advanced skills are moderately complex in ers, good role model. Partici- mum supervision.
and knowledge. Has a nature where judgment and pates in continuous im- Assignments are re-
Level III thorough understand- analysis are required in re- provement efforts. Considers ceived in the form of
ing of the total process solving problems and mak- the impact on the customer results expected, due
flow. ing recommendations. In- when making decisions. Uses dates and general pro-
sures that all details of a task judgment and tact. cedures to follow.
are accomplished properly.

Job Code Has acquired and ap- Works on assignments that Contributes to the develop- Assignments are re-
16093 plies all necessary ad- are complex in nature where ment of the department. ceived in the form of
vanced skills and considerable judgment, anal- Recognizes, initiates, and results expected but
Level IV knowledge for one or ysis, and initiative are re- leads improvement activities. incumbents have con-
more processes or are- quired in resolving problems Is not hesitant to change or siderable freedom to
as. May be a recog- and making recommenda- challenge decisions to meet decide on work priori-
nized expert in the tions. Serves as a liaison performance goals or com- ties and procedures to
areas to which as- with internal and/or external mitments. Requires consid- be followed. May
signed. contacts. erable judgment, tact, discre- provide functional
tion, and initiative. guidance.

Page 4 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
 SUPERVISION
SKILL/ PERSONAL GIVEN AND
LEVEL KNOWLEDGE DUTIES AND TASKS COMPETENCIES RECEIVED

Job Code Is the recognized expert in
16094 areas assigned. Possesses
broad knowledge about a
Level V wide range of areas. Has
advanced understanding of
established procedures and
the ability to resolve com-
plex issues.
Duties and tasks reflect
substantial variety and
complexity. Applies skills
and knowledge in multiple
functions. Is the resource to
others in the resolution of
complex problems and is-
sues.
Identifies strengths, Assignments are typi-
weaknesses, threats, and cally in the form of
opportunities, and de- broad goals or areas of
velops appropriate plans responsibility. In-
for the future. Antici- cumbents have sub-
pates and plans for stantial latitude for
changes in internal independent action in
and/or external operat- setting objectives and
ing conditions and busi- deciding how to pro-
ness needs. Error in ceed. Leads others
decision making or effectively and gains
judgment has a signifi- cooperation without
cant impact. having formal authori-
ty over them.

16015 COPY CENTER OPERATOR

GENERAL SUPPORT
16016 FILE CLERK I (ENTRY LEVEL)
Performs routine filing, usually of material that has already
been classified, or locates or assists in locating filed material.
May perform incidental clerical tasks. Also see the Business
Support Matrix on page 4.
16017 FILE CLERK II
Responsible for maintaining an established filing system.
Classifies and indexes correspondence and other material.
May keep various records in conjunction with the files. May
perform incidental clerical tasks. Directs the work of others
in filing and locating filed material only as a lead Clerk. This
is not a supervisory position. Also see the Business Support
Matrix on page 4.
16019 MAIL CLERK
Maintains and performs the routine activities related to the
organization’s mail room. Receives, sorts, and may distribute
incoming mail. Weighs and prepares outgoing mail. May
operate automatic postage machine and various types of
message transmitting equipment as a secondary duty. Also
see the Business Support Matrix on page 4.
16020 MESSENGER, OFFICE/COURIER
Makes trips to other facilities to deliver or pick up corre-
spondence, memoranda, or small articles. May sort and de-
liver letters, messages and packages to offices/departments
within an establishment. May furnish clerical supplies from
stock. Excludes bonded messengers. Also see the Business
Support Matrix on page 4 and Mail Clerk.
Operates larger photocopiers or duplicators. Sorts, collates,
and staples materials as directed. Maintains files of original
documents, mailing lists, etc. May make minor repairs and
adjustments to the machine. Excludes employees who oper-
ate duplicating machines as an incidental or secondary job
function. Also see the Business Support Matrix on page 4
and Offset Printing Machine Operator.
16095 OFFICE SERVICES SUPPORT
Responsible for routine office activities including but not
limited to receiving, sorting and distributing mail; delivering
or picking up correspondence and small articles; and operat-
ing copy center equipment. If duties are more specific, see
Mail Clerk, Messenger Office/Courier, and Copy Center
Operator.
16023 OFFSET PRINTING MACHINE OPERATOR
As a primary duty, operates an offset printing machine to
duplicate graphs, charts, bulletins, typewritten copy or simi-
lar material. Reproductions may include multi-color work.
Adjusts machine to accommodate different paper stock sizes
and weights. Prepares paper or metal masters. Also see Copy
Center Operator. Excludes press operators typically found in
printing establishments.
16096 DOCUMENT IMAGING CLERK I
Performs all aspects of scanning and imaging operations.
Prepares paperwork for scanning and ensures production and
quality goals are met for document management. Ensures
that the organization meets all regulatory record retention
requirements. Typically requires high school graduation or
equivalent.

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 5

GENERAL SUPPORT (continued)
16097 DOCUMENT IMAGING CLERK II
Leads all aspects of scanning and imaging operations. Serves
as lead person to train, audit, and may direct work performed
by lower level positions. Provides business units with tech-
nical support and suggests production improvements pertain-
ing to document management. Typically requires high school
graduation or equivalent and 3 years experience.
16027 SWITCHBOARD OPERATOR
Operates a single or a multiple position switchboard or con-
sole; handles incoming, outgoing and intra-organization
calls. May keep records of number of calls made, toll charg-
es, check telephone bills, etc. For employees who also per-
form additional clerical work or receptionist tasks, see Re-
ceptionist. Also see the Business Support Matrix on page 4.
16034 RECEPTIONIST
Serves as a console/switchboard operator and receives in-
coming calls as well as sales representatives and customers.
May maintain visitor ledger. Checks appointments, offers
information and directs calls to the desired person. May per-
form routine clerical functions. See also the Business Sup-
port Matrix on page 4 and Switchboard Operator.
16036 ADMINISTRATIVE ASSISTANT I
(ENTRY LEVEL)
Normally an entry level position requiring little or no previ-
ous experience. Under direct supervision, performs clerical
tasks required in preparation of routine correspondence and
reports. Screens, refers or responds to telephone inquiries.
Arranges appointments and greets visitors. Handles incom-
ing and outgoing mail. Maintains files and record systems.
Performs basic computer applications including word pro-
cessing and spreadsheets. Also see the Business Support Ma-
trix on page 4.
16037 ADMINISTRATIVE ASSISTANT II
Under general supervision, performs the tasks of an Admin-
istrative Assistant I (Entry Level) and a broad range of cleri-
cal and administrative tasks. Establishes and maintains filing
systems. May prepare response to routine correspondence for
Supervisor’s signature following established procedure.
Demonstrates proficiency with standard office equipment.
Prepares routine and special reports and presentations. May
involve some project work. Also see the Business Support
Matrix on page 4.
16038 ADMINISTRATIVE ASSISTANT III
Under minimum supervision, performs the tasks of Adminis-
trative Assistant I and II and may provide functional guid-
ance to clerical employees. May compile special periodic
reports and compose non-routine correspondence. Typically
involves some project work. Distinguished from Administra-
tive Assistant IV in that employee has a more limited range
of responsibilities. Also see the Business Support Matrix on
page 4.
Page 6 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16039 ADMINISTRATIVE ASSISTANT IV
In addition to tasks of Administrative Assistant III, relieves a
major division manager, branch manager or other organiza-
tion official of many administrative details. Must have suffi-
cient knowledge of organization’s structure, policies and
personnel to make administrative decisions, exercising inde-
pendent judgment and discretion. Acts as liaison between
managers and clients. Directs and reviews work of adminis-
trative staff as appropriate. May frequently take independent
action. Excludes Administrative Assistants to company Pres-
idents. Also see the Business Support Matrix on page 4.
16040 EXECUTIVE ASSISTANT
Makes administrative decisions and takes action in the exec-
utive’s absence. Performs a broad range of administrative
tasks for a major executive, such as a Division General Man-
ager or an Assistant General Manager. Relieves the execu-
tive of minor administrative details. Exercises frequent inde-
pendent judgment within agreed-upon limits. Responsible for
scheduling regular and special meetings and preparing agen-
das. May keep minutes of meetings. Prepares confidential
correspondence and maintains classified files. Performs other
high level secretarial functions, including receiving visitors,
scheduling appointments, and making travel arrangements.
May lead other clerical employees concerning proper proce-
dures, methods and standards. May be considered an exempt
position from wage-hour. Excludes Administrative Assis-
tants to company Presidents. Also see the Business Support
Matrix on page 4.
16051 EXECUTIVE ASSISTANT TO CHIEF
EXECUTIVE OFFICER
Performs administrative support and related service for Chief
Executive Officer. Handles details of a confidential nature.
Requires broad knowledge of corporate operations and poli-
cy, and a high level of experience, discretion, and technical
skill. Usually operates with great latitude for independent
judgment and initiative.
16058 ADMINISTRATIVE ANALYST
Under minimum supervision, performs a wide variety of
professional administrative and analytical work in support of
a wide range of municipal/corporate policies, organization
procedures and financial services. Compiles and analyzes
data, makes recommendation on policy, prepares reports,
assists in budget process, assists in design and implementa-
tion of systems/programs. Provides responsible professional
and technical administrative duties to department head
and/or major division head. Typically requires Bachelor De-
gree in Public or Business Administration and two to three
years of responsible administrative experience. Typically an
exempt position.
16047 AUDIO VISUAL TECHNICIAN
Sets up and adjusts audio and visual equipment to meet pro-
duction requirements. Performs routine maintenance of
equipment. Assists in editing tapes, incorporating graphic
enhancements, videotaping and photographing events, and
setting up lighting and sound devices. May train in television
studio production.

GENERAL SUPPORT (continued)
16384 MEDIA SPECIALIST
Provides technical leadership and coordination for creation
and production of media projects. Coordinates and partici-
pates in production of complex media projects. Continuously
improves systems to streamline video and audio production
to provide high quality, cost effective products. Trouble-
shoots and problem-solves current equipment and system
failures. Typically requires bachelors degree and 3 years
experience.
LIBRARIANS, TECHNICAL
Collects, organizes, disseminates and controls technical in-
formation, from a wide variety of internal and external
sources, using electronic and print resources, which are ap-
plicable to the specific needs of the engineering, research and
development, or other activities of the organization. Directs
the classification, indexing, cataloging, shelving and circula-
tion of books, periodicals, papers, microfilms, classified re-
ports and documents. Requisitions purchase of new books.
Reviews current literature to determine if specific items or
data may be of value to the organization. Conducts research
and investigations as to sources of obtaining special data
which may or may not be available in the library and takes
the necessary steps to secure such information. Provides as-
sistance to technical personnel by conducting library re-
search and preparing bibliographies. Refer to specific jobs in
this section before matching.
16315 LIBRARIAN, TECHNICAL I
Performs tasks and makes studies that are varied and some-
what difficult in character. Sorts and shelves books, main-
tains indexes and circulation records. Searches literature
manually, or through electronic resources, and annotates or
abstracts materials. Assists in research problems. Typically
requires a bachelor’s degree and 2 - 3 years of technical li-
brary experience.
16316 LIBRARIAN, TECHNICAL II
Plans and administers program of library services with re-
sponsibility for recommending and installing changes in li-
brary policies and services. Has some latitude for independ-
ent action or decision making. May direct the work of Clerks
or lower level Librarians in a lead capacity only. This is not a
supervisory position. Typically requires a Master’s degree in
Library Science and/or the equivalent of technical library
experience.
16158 LIBRARY DIRECTOR
Responsible for the operation of a library. Develops goals
and objectives, policies, procedures, and programs. Prepares
and administers budget. Supervises professional, technical,
and clerical staff. Typically requires Master of Library Sci-
ence and five years of increasingly responsible experience in
library administration.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16363 RECORDS SYSTEMS COORDINATOR
Responsible for all active records administration. Responsi-
ble for storage, retrieval, timely destruction and security re-
gardless of the type of media used. Should be knowledgeable
in emerging information and communication technologies.
Has knowledge of laws pertaining to record retention.
16369 RECORDS MANAGER
Develops and implements an organization-wide records
management program. Analyzes records management needs
of the organization and develops policies, procedures, record
retention schedules, and disposition schedules. Coordinates a
records imaging system including development and mainte-
nance of the system, troubleshooting, and training personnel.
Typically requires 5 years experience in records manage-
ment.
16837 OFFICE SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Responsible for the coor-
dination and administration of general business activities in a
sales office, manufacturing plant, or division office of a or-
ganization. Activities may include some or all services such
as mail and messenger, copy center, central filing, telephone,
supplies order processing, security, personnel records and
employment, payroll and various accounting functions. Re-
sponsible for supervising general offices, administrative per-
sonnel, statistical, and service functions. Develops and or-
ganizes office procedures and systems. May audit reports
and summaries. Observes and evaluates performance of per-
sonnel. See also Administrative Services Supervi-
sor/Manager.
ADMINISTRATIVE SUPPORT SERVICES
SUPERVISOR/MANAGER
Responsible for the supervision of employees who provide
office services support to other units in the facility. Typically
has jurisdiction over the following centralized areas: copy
center, filing, telephone and fax services, message delivery,
mail room functions, reception, etc. May be responsible for
the purchase of office supplies and for the planning, purchase
and maintenance of office equipment.
16824 This Position is a: First-Line Supervisor
(Supervises One Area)
Highest Level Supervised: Non-Exempt Employees
16825 This Position is a: First-Line Supervisor
(Supervises 2+ Areas)
Highest Level Supervised: Non-Exempt/Non-Supv.
Exempt Employees
Page 7
 TABLE OF CONTENTS

Financial Classification
Job Code Page

16001 + Accounting Clerk I (Entry Level) . . . . . . . . . . . . . . . 9

16002 + Accounting Clerk II . . . . . . . . . . . . . . . . . . . . . 9
16003 + Accounting Clerk III . . . . . . . . . . . . . . . . . . . . . 9
16025 Payroll Clerk I (Entry Level) . . . . . . . . . . . . . . . . . 9
16026 Payroll Clerk II . . . . . . . . . . . . . . . . . . . . . . . 9
16098 Payroll Specialist . . . . . . . . . . . . . . . . . . . . . . 9
16839, 16864 Payroll Supervisor/Manager - 2 levels . . . . . . . . . . . . . 9
16301 Cost Accountant I . . . . . . . . . . . . . . . . . . . . . . 9
16302 Cost Accountant II . . . . . . . . . . . . . . . . . . . . . . 10
16830 Cost Accounting Supervisor/Manager . . . . . . . . . . . . . 10
16306 Tax Accountant . . . . . . . . . . . . . . . . . . . . . . . 10
16303 + Accountant, General I (Entry Level) . . . . . . . . . . . . . 10
16304 + Accountant, General II . . . . . . . . . . . . . . . . . . . . 10
16305 + Accountant, General III . . . . . . . . . . . . . . . . . . . 10
16821, 16822, 16823 Accounting Supervisor/Manager - 3 levels . . . . . . . . . . . 10
16861, 16862 Accounts Receivable/Payable Supervisor/Manager - 2 levels . . 11
16308 Internal Auditor . . . . . . . . . . . . . . . . . . . . . . . 11
16324 Internal Auditor, Senior . . . . . . . . . . . . . . . . . . . 11
16856 Audit Supervisor/Manager . . . . . . . . . . . . . . . . . . 11
16007 Bookkeeper, Full Charge . . . . . . . . . . . . . . . . . . . 11
16008 Cashier, Office . . . . . . . . . . . . . . . . . . . . . . . 11
16048 Billing Processor . . . . . . . . . . . . . . . . . . . . . . 11
16013 + Credit and/or Collection Clerk . . . . . . . . . . . . . . . . 11
16049 + Credit and/or Collection Specialist . . . . . . . . . . . . . . 11
16831, 16832 Credit Supervisor/Manager - 2 levels . . . . . . . . . . . . . 12
16325 Financial/Business/Budget Analyst I (Entry Level) . . . . . . 12
16326 Financial/Business/Budget Analyst II . . . . . . . . . . . . . 12
16327 Financial/Business/Budget Analyst III . . . . . . . . . . . . . 12
16863 Financial/Business/Budget Analysis Manager . . . . . . . . . 12
16382 Risk Analyst . . . . . . . . . . . . . . . . . . . . . . . . 12
16309 Risk Assessment Manager . . . . . . . . . . . . . . . . . . 12
16860 Controller (Functional Manager) . . . . . . . . . . . . . . . 13
16883 Assistant Controller . . . . . . . . . . . . . . . . . . . . . 13
16865, 16859 Controller - 2 levels . . . . . . . . . . . . . . . . . . . . . 13
16903 Chief Financial Officer . . . . . . . . . . . . . . . . . . . . 13

+ Designates positions that will be published in the EAA National Compensation Survey.

* Denotes a new position

** Denotes a change in job
description/job title

Page 8 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers

FINANCIAL
16001 ACCOUNTING CLERK I (ENTRY LEVEL)
First of three levels of accounting clerical work. Work is task
oriented, routine and repetitive, such as matching bills to
purchase orders or entering data. Much of the time is spent
using a keyboard. Follows instructions and is subject to close
supervision. Typically requires reading, communication and
math skills commensurate with a high school education or
GED and no previous accounting experience.
16002 ACCOUNTING CLERK II
Second of three levels of accounting clerical work. In larger
departments this level may specialize in accounts payable,
accounts receivable or another area of accounting. Makes
routine choices within established procedures. Performs
basic troubleshooting to reconcile account balances and in-
quiry to obtain missing information or verify unusual data.
An intermediate level of computer skill is required, usually
involving use of an accounting software package and spread-
sheets to enter, compile or extract data. Work is relatively
independent, with supervision available to address non-
routine questions. Typically requires a general understanding
of accounting principles commensurate with 2+ years of ac-
counting training or experience.
16003 ACCOUNTING CLERK III
Third of three levels of nonexempt accounting. Qualified to
work in all phases of accounting. In a large organization
work may be specialized. Makes non-routine choices within
established precedent and with limited supervision. A higher
level of computer skill is required, including mastery of the
internal accounting package and strong spreadsheet skills.
Assists with monthly trial balances and custom report gener-
ation involving intermediate levels of financial analysis us-
ing generally prescribed procedures. May provide technical
direction and work review to lower level accounting staff,
but do not provide complete supervision. Typically requires
5+ years of accounting training and experience. May be
called Accounting Technician or Senior Accounting Clerk.
Do not report staff with four-year degrees in accounting or a
closely related field.
16025 PAYROLL CLERK I (ENTRY LEVEL)
Under direct supervision, performs routine computation of
wages of organization employees and prepares payroll
sheets. Calculates each worker’s earnings based on time
sheets, individual time cards, and work or production tickets.
Posts calculated data on payroll sheets showing worker’s
name, working days, time rate, deductions, taxes, total wages
due, etc. In an automated payroll system, may prepare docu-
ments for computer and enter data. Also see Payroll Special-
ist.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16026 PAYROLL CLERK II
Under general supervision, computes wages of organization
employees and prepares, as a primary duty, payroll sheets,
calculates each worker’s earnings based on time sheets, indi-
vidual time cards, and work or production tickets. Posts cal-
culated data on payroll sheets showing worker’s name, work-
ing days, time rate, deductions, taxes, total wages due, etc. In
an automated payroll system, prepares input data. Prepares
payroll reports. Work requires practical knowledge of organ-
ization payroll policy, government regulations, and tax re-
quirements. Also see Payroll Specialist.
16098 PAYROLL SPECIALIST
Responsible for the overall payroll function of the organiza-
tion. Prepares payroll and payroll tax reporting and pay-
ments. Maintains appropriate records to support all payroll
transactions including salary changes, deduction changes,
and name and address changes. This is not a supervisory
position. See Payroll Clerk I and II if multiple payroll in-
cumbents.
PAYROLL SUPERVISOR/MANAGER
Responsible for supervising the activities of the payroll de-
partment. Assigns and directs Payroll and other clerks in this
group. Responsible for maintaining the accuracy and sched-
uling of payrolls. May personally distribute pay checks, in-
vestigate and settle disputes involving possible errors. Audits
summaries, tax forms, bank balances, wage reports and sur-
veys. May personally prepare confidential payrolls.
16839 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16864 This Position is a: First/Second-Line Supv./Mgr
Highest Level Supervised: Non-Supervisory Exempt/
First-Line Supervisors
COST ACCOUNTANTS
This field includes the preparation and analysis of cost rec-
ords and reports, the conduct of cost audits and the determi-
nation and installation of cost accounting methods and pro-
cedures. Both levels of Cost Accountant typically require a
Bachelor’s degree in Accounting or the equivalent in educa-
tion and experience combined. Excludes Engineering Cost
Estimators.
16301 COST ACCOUNTANT I
Performs professional cost accounting functions involving
the application of well established cost accounting standards,
principles and practices. Computes unit cost of organization
products or services and establishes cost standards, adjusting
them periodically as necessitated by changes in material
and/or overhead costs. May compare actual costs to cost
standards and prepare reports on variances. Assists in other
aspects of maintenance of cost finding and reporting system.
May provide data for purposes of estimating, budgeting, etc.
Typically requires 2 - 4 years of previous experience.
Page 9

FINANCIAL (continued)
16302 COST ACCOUNTANT II
Performs professional cost accounting functions requiring
thorough knowledge of cost accounting methods, principles
and practices, the ability to apply this knowledge creatively
in situations where procedures may not be prescribed or well
defined, and a broad understanding of overall organization
operations. Typical projects might include determination of
product cost and cost of research and product development,
projecting costs of new processes, construction, tooling, etc.
Compares actual costs with estimates or standards and ana-
lyzes variances. May develop budget data and assist with
preparing of organization operating budgets. May direct
work of others; however, those whose primary activity is
supervision are not included. Typically requires at least 5
years of previous experience preferably with the organiza-
tion.
16830 COST ACCOUNTING SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Responsible for supervising cost section of the accounting
department. Assigns work to and audits work for cost clerks.
Develops and organizes cost methods and procedures and
related records. Personally handles the more important and
difficult cost procedures and analyses.
16306 TAX ACCOUNTANT
Prepares corporate federal and state income tax returns to
ensure timely and accurate compliance with tax reporting
requirements and reviews returns prepared by other staff
members. Researches federal, state and local tax questions
related to corporate income tax, property tax, employee ben-
efits and other areas, and initiates alternative strategies to
accounting methods that maximize tax benefits. May provide
assistance to the Tax Manager during federal and state gov-
ernment audits. May evaluate corporate property tax liabili-
ties, including monitoring assessed valuations. Typically
requires a bachelor’s degree in accounting and 2+ years of
experience.
16303 ACCOUNTANT, GENERAL I (ENTRY LEVEL)
First of three levels of professional accounting work. Under
general supervision, applies principles of accounting to rec-
ord financial information and prepare financial reports. Du-
ties include compiling and classifying financial information,
preparing entries to accounts and documenting business
transactions. Other duties include auditing contract terms,
orders, and vouchers and/or preparing reports to substantiate
individual transactions prior to settlement. Typically uses
standard spreadsheet and database software or an accounting
applications package designed for general accounting. May
provide technical direction to clerical staff. Typically re-
quires a bachelor’s degree in accounting and less than 2
years of experience.
Page 10 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16304 ACCOUNTANT, GENERAL II
Second of three levels of professional general accounting
work. Under limited supervision, analyzes financial infor-
mation detailing assets, liabilities, and capital, and prepares
balance sheet, profit and loss statement, and other reports to
summarize current and/or projected company financial posi-
tion(s). May establish, modify, document, and coordinate
implementation of accounting and accounting control proce-
dures. Typically uses standard spreadsheet and database
software or an accounting applications package designed for
general accounting. May direct and coordinate activities of
other accountants and clerical workers performing account-
ing and bookkeeping tasks. Typically requires a bachelor’s
degree in accounting and 2+ years of experience.
16305 ACCOUNTANT, GENERAL III
Third of three levels of professional general accounting
work. Under direction from management and using inde-
pendent judgment, performs advanced and specialized ac-
counting assignments, usually involving complex and confi-
dential data. Obtains and analyzes financial information to
prepare reports, statements and recommendations. Provides
work leadership and direction to other accountants and cleri-
cal workers. May also provide special project assistance to
the CFO, Controller or Accounting Manager. May be re-
ferred to as Senior Accountant or Staff Accountant. Typical-
ly requires a bachelor’s degree in accounting and 5+ years of
experience.
ACCOUNTING SUPERVISOR/MANAGER
Responsible for supervising the operation of the accounting
department or a specific section of accounting in the larger
installations. Assigns and audits work of Accountants,
Bookkeepers, Accounting Clerks, etc. Personally handles
more important, confidential accounting matters. Assists in
the development of policies, systems, etc. Not a Controller
level position. (See Cost Accounting Supervisor, Payroll
Supervisor and Credit Supervisor.)
16821 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16822 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Supervisory Exempt
Employees
16823 This Position is a: Second-Line Manager
Highest Level Supervised: First-Line Supervisors

FINANCIAL (continued)
ACCOUNTS RECEIVABLE AND/OR PAYABLE
SUPERVISOR/MANAGER
Is responsible for major segments of the accounts receivable
and/or payable function either directly or through subordi-
nate supervisors. Typical subordinate activities would in-
clude matching invoices received against purchase or-
ders/requisitions, paying (approving for payment) and filing
invoices and/or preparing outgoing invoices from charge
slips and forwarding to customer; may include filing and
follow-up procedures. Is responsible for maintenance of sub-
sidiary ledger.
16861 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16862 This Position is a: Second-Line Manager
Highest Level Supervised: Non-Supervisory Exempt/
First-Line Supervisors
16308 INTERNAL AUDITOR
Performs entry level to intermediate level work. Working
individually or as part of a team, conducts audits of various
departments and locations to verify accuracy of records,
compliance of operations with prescribed plans, policies and
procedures, and accurate accountability for physical and fi-
nancial assets. Checks and verifies reports against source
documents and records, audits work procedures and methods
of specified groups of employees, checks cash, bank balanc-
es, etc. Prepares or assists in preparation of report of audit
findings, making recommendations for improvements and
modifications in systems and procedures of area audited.
Excludes Senior Auditors who have responsibility for guid-
ing audit teams in major corporate or divisional audits.
16324 INTERNAL AUDITOR, SENIOR
In addition to the duties of the Internal Auditor, may be re-
sponsible for guiding audit teams in major corporate or divi-
sional audits. Performs professional level work.
16856 AUDIT SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Supervisory Exempt Employees. Coordinates
and administers the internal audit function to appraise the
soundness, adequacy, and application of accounting, finan-
cial, and operating controls. Provides guidance to internal
audit staff in the preparation of audit reports and recommen-
dations to improve and promote effective internal controls.
Provides counsel and advice to management personnel re-
garding the implications of audit findings and recommenda-
tions, and appropriate corrective measures. Typically reports
to the top financial executive. Typically requires CPA (or
equivalent).
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16007 BOOKKEEPER, FULL-CHARGE
Maintains, in accordance with an established system, a com-
plete set of records to show financial transactions of the or-
ganization. Examines and verifies data, distributes and posts
same to proper accounts. Maintains cash books, daily jour-
nals and ledgers; prepares bank deposits, disbursement
vouchers, customers' statements, payroll checks, etc. Traces
and adjusts errors. Takes trial balance at prescribed periods
and prepares financial statement for regular audit. Prepares
preliminary matter and assists with major audits. Maintains
files and records pertaining to the function. This classifica-
tion usually exists in small companies, subsidiaries or
branches of larger companies.
16008 CASHIER, OFFICE
Keeps records of all cash transactions - receipts and dis-
bursements - entering data to proper records and periodically
balancing cash books. Receives incoming cash from custom-
ers, organization employees, or by mail; examines and
counts money and prepares receipts as required. Responsible
for the accurate accounting of money handled. May perform
some or all of the following: prepares bank deposits, makes
cash disbursements or prepares checks in payment of ap-
proved expenditures; performs related clerical tasks. Ex-
cludes Bank Tellers and Cashiers who merely receive pay-
ments from customers for bills rendered. This is not a super-
visory position.
16048 BILLING PROCESSOR
Assures the accuracy and proper adjustment for discounts,
refunds or payments received. Bills and invoices for periodic
mailing to customers showing an itemized account of the
amount owed and credit terms or payments schedule.
16013 CREDIT AND/OR COLLECTION CLERK
Experienced level of credit and collections clerical work.
Reviews credit applications and delinquent accounts; re-
searches information from credit organizations; maintains
records on delinquent accounts and credit risks. Issues pro-
gressive requests for payment of past-due accounts. Much of
the time is spent using a keyboard and using appropriate
software applications, including web resources. Makes non-
routine choices within established precedent and policies,
referring unusual situations to a supervisor. Typically re-
quires reading, communication and math skills commensu-
rate with a high school diploma or GED and 2+ years of re-
lated experience.
16049 CREDIT AND/OR COLLECTION SPECIALIST
Professional level of credit and collections work. Reviews
credit applications and delinquent accounts; researches in-
formation from credit organizations; maintains records on
delinquent accounts and credit risks. Issues progressive re-
quests for payment of past-due accounts. Within policy lim-
its, works out payment plans for past due accounts, referring
large cases to the manager for approval. May have frequent
contact with sales staff regarding qualification of accounts.
Typically requires a bachelor's or associate’s degree with 1+
years of credit/collection experience.
Page 11

FINANCIAL (continued)
CREDIT SUPERVISOR/MANAGER
Responsible for supervising all actions pertaining to the de-
termination of credit status of customers and prospective
customers, also the collection of overdue accounts. Assigns
work and directs activities of all personnel engaged in this
function. Approves or rejects customers' orders; determines
on what basis credit should be extended and/or on what
terms. Periodically reviews delinquent accounts. Responsible
for processing of all necessary legal documents incidental to
credit operations.
16831 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16832 This Position is a: Second-Line Manager
Highest Level Supervised: First-Line Supervisors
16325 FINANCIAL/BUSINESS/BUDGET ANALYST I
(ENTRY LEVEL)
First level of professional analyst work. Works in one or
more areas of financial, business or budget analysis under the
direction of senior staff or management. Duties include com-
pilation of financial data from multiple sources, such as
sales, production, accounting, public sources or vendors and
subsequent analysis of that data to produce business infor-
mation used to support decisions. May verify the accuracy of
data. Work is subject to close review by senior staff. Typical-
ly requires a bachelor’s degree in business with less than 3
years of experience.
16326 FINANCIAL/BUSINESS/BUDGET ANALYST II
Experienced level of professional analyst work. Works in
one or more areas of financial, business or budget analysis
under the direction of management. Duties include research,
selection, and compilation of financial data from multiple
sources, such as sales, production, accounting, public sources
or vendors and subsequent analysis of that data to produce
business information used to support decisions. May verify
the accuracy of data. Work assignments are of greater diffi-
culty or larger financial impact than those given to first level
incumbents. Typically requires a bachelor’s degree in busi-
ness with 3+ years of experience or a master's of business
administration.
Page 12 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16327 FINANCIAL/BUSINESS/BUDGET ANALYST III
Advanced level of professional analyst work. Works in one
or more areas of financial, business or budget analysis under
the direction of management. Duties include research, selec-
tion, and compilation of financial data from multiple sources,
such as sales, production, accounting, public sources or ven-
dors and subsequent analysis of that data to produce business
information used to support decisions. Data are often diffi-
cult to obtain and may be diluted with unnecessary data
points. Identifies questionable data and may then direct oth-
ers in verifying the accuracy of data. Work assignments are
of the greatest difficulty and largest financial impact. Pro-
vides work leadership and direction to other professional and
clerical staff with respect to project approach and identifica-
tion of project tasks. Typically requires a bachelor’s degree
in business with 5+ years of experience or a master's of busi-
ness administration and 2+ years of experience.
16863 FINANCIAL/BUSINESS/BUDGET ANALYSIS
MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Supervisory Exempt Employees. Works in
one or more areas of financial, business or budget analysis
under the direction of senior management or executives. Du-
ties include directing the compilation of financial data mined
from multiple sources, such as sales, production, accounting,
public sources or vendors and subsequent analysis of that
data to produce business information used to support deci-
sions. Typically reviews the work of others and are able to
readily identify questionable report findings. Directs the veri-
fication of data and report conclusions. Work assignments
are of the greatest difficulty and largest financial impact.
Recommendations may heavily influence decisions to buy or
sell businesses or to invest in, or withdraw from, business
lines. Provides full supervision and work direction to profes-
sional and clerical staff. Typically requires a bachelor’s de-
gree in business with 8+ years of experience or a master's of
business administration and 5+ years of experience.
16382 RISK ANALYST
Performs professional duties related to managing, organiz-
ing, implementing and coordinating the insurance programs
and activities associated with all aspects of property, casual-
ty, auto and claims administration. Investigates claims. En-
sures timely and effective communication on all insurance
claims. Typically requires Bachelors degree and minimum 3
years of progressively responsible experience in risk man-
agement and/or property and casualty insurance.
16309 RISK ASSESSMENT MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Performs technical, professional and administrative work in
the field of risk management. Identifies and analyzes risks,
coordinates loss-control and safety programs, ensures prop-
erty, liability, casualty and workers’ compensation insurance.
Investigates accidents and insurance claims. Establishes and
maintains records as necessary. Typically requires Bachelor
Degree in Risk Management, Business Administration or a
related field and three years of related experience.
 16903 CHIEF FINANCIAL OFFICER
FINANCIAL (continued)
This is the highest level financial position in an organization.
16860 CONTROLLER (FUNCTIONAL MANAGER) Reports to the Chief Executive Officer. Directs a large staff
Manages the entire range of financial activities of the organi- of supervisory, professional and support personnel engaged
zation. Responsible for supplying management any and all in receipt, disbursement, safekeeping and expenditures of
financial information necessary for making policy decisions. money, capital assets or securities. Manages the entire range
This one person department does not supervise function- of financial activities of the organization including treasury,
al subordinates. This position is typically found in a smaller budget, tax and accounting functions. Establishes major eco-
organization, subsidiary or division. This position typically is nomic objectives and policies. Maintains effective relation-
exempt and reports to senior management and typically re- ships with lending institutions, shareholders and the financial
quires a CPA. May also be called Financial Manager. community. Prepares budgets, financial forecasts and cost
analysis in the areas of income, expenses and earnings.
16883 ASSISTANT CONTROLLER Serves as part of the top management strategic planning
This Position is a: First-Line Supervisor. Highest Level Su- team. May be responsible for functions such as information
pervised: Non-Exempt/Non-Supervisory Exempt Employees. technology/systems, human resources, real estate, or legal.
Responsible for the day-to-day operation of the accounting Typically requires a CPA.
office and its staff, under the direct supervision of the con-
troller. Directs the efforts, quality and timeliness of aspects
of general ledger, payroll, accounts payable, accounts receiv-
able, general cashiering, and income audit.
CONTROLLER
Is responsible for supplying management any and all financial
information necessary for making policy decisions. Is respon-
sible for the computation and timely payment of all taxes and
any leasehold or contractual obligations. Supervises directly or
indirectly all accounting functions: budgeting, cost accounting,
general accounting, accounts receivable, accounts payable (in-
cluding payroll), etc. May also be responsible for management
information services and purchasing. Typically reports to the
financial director or chief financial officer. Typically requires a
CPA.
16865 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt/Non-Supv.
Exempt Employees
16859 This Position is a: Second-Line Manager
Highest Level Supervised: First-Line Supervisors

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 13
 TABLE OF CONTENTS
Human Resources Classification
Job Code Page
16886 Human Resources Administrator (Functional Manager) . . . . . . 15
16362 Benefits Administrator . . . . . . . . . . . . . . . . . . . . 15
16368 Benefits Administrator, Senior . . . . . . . . . . . . . . . . . 15
16099 Leave Specialist . . . . . . . . . . . . . . . . . . . . . . . 15
16835 Employee Benefits Administration Supervisor/Manager . . . . . . . 15
16320 Compensation Analyst II . . . . . . . . . . . . . . . . . . . 15
16385 Compensation Analyst III . . . . . . . . . . . . . . . . . . . 15
16827 Compensation Supervisor/Manager . . . . . . . . . . . . . . . 15
16889 Compensation/Benefits Manager . . . . . . . . . . . . . . . . 15
16380 Employee Relations Specialist . . . . . . . . . . . . . . . . . 16
16803 Employee Relations Manager . . . . . . . . . . . . . . . . . 16
16372 Recruiter . . . . . . . . . . . . . . . . . . . . . . . . . . 16
16836 Recruiting/Employment Supervisor/Manager . . . . . . . . . . . 16
16029 Human Resources Assistant I. . . . . . . . . . . . . . . . . . 16
16317 Human Resources Assistant II . . . . . . . . . . . . . . . . . 16
16378 + Human Resources Generalist I . . . . . . . . . . . . . . . . . 16
16379 + Human Resources Generalist II. . . . . . . . . . . . . . . . 17
16313 HRIS Specialist . . . . . . . . . . . . . . . . . . . . . . . 17
16387 HRIS Analyst . . . . . . . . . . . . . . . . . . . . . . . . 17
16899 HRIS Administrator . . . . . . . . . . . . . . . . . . . . . 17
16895 HRIS Supervisor/Manager . . . . . . . . . . . . . . . . . . . 17
16840, 16841, 16842 Human Resources Supervisor/Manager - 3 levels . . . . . . . . . 17
16912 Chief Human Resources Executive . . . . . . . . . . . . . . . 17
16323 Nurse, Occupational Health . . . . . . . . . . . . . . . . . . 18
16383 Wellness Program Coordinator . . . . . . . . . . . . . . . . . 18
16381 Workers’ Compensation and Safety Coordinator . . . . . . . . . . 18
16367 + Training Specialist I (Entry Level) . . . . . . . . . . . . . . 18
16319 + Training Specialist II . . . . . . . . . . . . . . . . . . . . . 18
16850, 16851 Training Supervisor/Manager - 2 levels . . . . . . . . . . . . . 18
16611 Guard, Unarmed . . . . . . . . . . . . . . . . . . . . . . 18
16695 Security Specialist . . . . . . . . . . . . . . . . . . . . . . 18
16857 Security Supervisor/Manager . . . . . . . . . . . . . . . . . . 19
16419 Safety Engineer/Officer . . . . . . . . . . . . . . . . . . . . 19
16884 Head of Safety . . . . . . . . . . . . . . . . . . . . . . . 19
16417 Environmental Health Specialist . . . . . . . . . . . . . . . . 19
16434 Environmental Health & Safety Coordinator . . . . . . . . . . . 19
16811 Environmental Health & Safety Manager (Functional Manager) . . 19
16869 Environmental Health & Safety Manager . . . . . . . . . . . . . 19
16816 Environmental Compliance Manager (Functional Manager) . . . . 19
16892 Environmental Compliance Manager (Corporate Level) . . . . . . . 19
+ Designates positions that will be published in the EAA National Compensation Survey.

* Denotes a new position

** Denotes a change in job
description/job title

Page 14 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers

HUMAN RESOURCES
16886 HUMAN RESOURCES ADMINISTRATOR
This Position is a: Functional Manager. Administers and
may develop policies and programs covering several or all of
the following: employment interviewing for salaried and
hourly jobs, wage and salary administration, personnel ad-
ministration (records and reports), training, EEO and AA,
safety, benefits and services, labor relations and personnel
research. This one person department does not supervise
functional subordinates. This position is typically found in
a smaller organization, subsidiary or division. This position
typically is exempt and reports to senior management.
For a definition of a functional manager, please see the di-
rections and definitions in the stapled packet.
16362 BENEFITS ADMINISTRATOR
Administers benefit programs, consults with and advises
employees on eligibility for insurance, hospitalization and
other benefits. Maintains benefit records and prepares docu-
ments necessary for implementing benefit coverage. Not a
supervisory position.
16368 BENEFITS ADMINISTRATOR, SENIOR
Responsible for daily benefits operations. Manages all bene-
fit reporting and billing. Researches escalated employee is-
sues. Consults with appropriate vendors and/or external ben-
efit consultant to resolve employee issues. Assists in the de-
velopment of plan design for ensuing benefit year. Ensures
compliance with new government rules and regulations. Typ-
ically requires bachelor’s degree and 5 years experience. Not
a supervisory position.
16099 LEAVE SPECIALIST
Responsible for the organization’s leave programs including
FMLA, short-term disability, long-term disability and/or
Workers’ Compensation. Ensures compliance and proper
documentation in regard to all applicable laws and regula-
tions. Provides information to employees regarding their
leaves in accordance with state and federal laws. Tracks and
reports on all leaves. Typically requires 2 years experience in
FMLA.
16835 EMPLOYEE BENEFITS ADMINISTRATION
SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Is responsible for the administration of established organiza-
tion benefit programs such as life insurance, health and acci-
dent insurance, retirement programs, and savings plans, and
maintains such records as are necessary for benefit imple-
mentation. Develops and recommends new and improved
policies and plans with regard to employee benefits. If re-
sponsibilities are more broad, see Human Resources Super-
visor/Manager.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16320 COMPENSATION ANALYST II
Under general direction of Compensation Manager or Direc-
tor of Industrial Relations, collects information concerning
wage and salaried jobs for use in determining equitable com-
pensation of employees. Studies and analyzes assigned jobs,
may prepare written job descriptions or summaries, and
evaluates jobs in terms of an established evaluation plan.
Performs audits periodically or on request to determine
whether jobs have changed significantly from the original
evaluation. May conduct wage, salary or benefit surveys in
the community or industry for the purpose of determining
competitive compensation levels. May determine job compa-
rability and prepare input for surveys conducted by other
organizations.
16385 COMPENSATION ANALYST III
Designs and implements compensation programs and poli-
cies for base pay and incentive and sales compensation.
Conducts compensation analysis across business units. Eval-
uates the effectiveness of compensation programs balancing
cost-effectiveness and ability to attract talent. Makes recom-
mendations to maintain or correct competitive market posi-
tion and comply with all applicable regulations with regard
to wage and hour laws. Audits job descriptions for content
and prepares job descriptions reflecting responsibilities, ac-
tivities, duties and requirements.
16827 COMPENSATION SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Responsible for the supervision of employees who establish
and administer a compensation program which may include
job and salary evaluation plans to insure equitable treatment
within the organization and also periodic pricing of jobs to
keep the wage and salary structure equitable with compara-
ble firms in the community or industry. Responsible for in-
suring that organization compensation practices conform to
statutory requirements and is usually responsible for verify-
ing that individual compensation practices conform to organ-
ization policy. If responsibilities are more broad, see Human
Resources Supervisor/Manager.
16889 COMPENSATION/BENEFITS MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Designs, develops, implements, and monitors all organiza-
tion employee compensation and benefits policies, practices,
and programs. Directs non-exempt and exempt staff in the
administration of: salary and incentive, insurance (such as
medical, dental, vision, life and disability), pension
/retirement, paid time off, leaves of absence, and service
awards programs. Interprets, evaluates, modifies, and up-
dates existing policies/programs; makes recommendation to
management for implementing changes. Ensures compliance
with government wage and benefits regulations.
Page 15

HUMAN RESOURCES (continued)
16380 EMPLOYEE RELATIONS SPECIALIST
Assists in investigation, preparation, and development of
employee relation issues and practices. Facilitates processing
of litigation, unemployment, EEOC, as well as assists in de-
velopment of education and facilitation programs. Works on
various employee relations projects.
16803 EMPLOYEE RELATIONS MANAGER
Responsible for employee relations strategies ensuring con-
sistent interpretation and implementation of policies and pro-
cedures throughout the organization. Responsible for activi-
ties regarding legal compliance in the development, imple-
mentation, monitoring and modification of policies, proce-
dures, guidelines, leave management, and employee return to
work. Provides education and advice to leadership on the
legal requirements, documentation and initiation of disci-
pline and discharge procedures.
16372 RECRUITER
Recruits qualified candidates for professional and/or exempt
technical positions, including middle management personnel.
Interviews prospective applicants, answers their questions
about the job and the organization, and evaluates their quali-
fications. Checks references of candidates or evaluates refer-
ence checks performed by subordinates. Makes recommen-
dation as to whether or not candidate should be hired. May
be authorized to make an offer of employment in the case of
entry-level positions. Must be capable of evaluation of tech-
nical qualifications of candidate, since much of work is per-
formed in the field. Must be thoroughly familiar with equal
employment opportunity regulations and the organization’s
affirmative action program. Not a supervisory position. Ex-
cludes Employment Managers.
16836 RECRUITING/EMPLOYMENT
SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Is responsible for the supervision of employees who recruit,
test (if necessary), interview and review the qualifications of
prospective employees, either hiring, rejecting or referring
applicants possessing satisfactory qualifications to depart-
mental managers for further consideration. Is responsible for
insuring that hiring policies and practices are in compliance
with governmental regulations. Knows current labor supply
and complement of available labor force. May also do inter-
viewing in case of emergency. If responsibilities are more
broad, see Human Resources Supervisor/Manager.
Page 16 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16029 HUMAN RESOURCES ASSISTANT I
Under general supervision and following established proce-
dures, performs clerical tasks related to the personnel func-
tion. Typical tasks would include recording and filing infor-
mation about employee addresses and other personal infor-
mation, wage rates, transfers, promotions, training status,
absences, supervisory reports of performance evaluation,
etc., and furnishing information from such files to authorized
persons on request. May maintain records of employment
activity and assist in administration of employment tests.
May compile routine reports of absences, vacations, em-
ployment activity, etc. May process forms related to employ-
ee group insurance, Workers' Compensation and Unem-
ployment Insurance, but is not a specialist in the administra-
tion of such programs or any other functions other than pure-
ly clerical ones. May enter data into a PC using a software
package to perform this function.
Before matching, please review the job description for Hu-
man Resources Assistant II and Human Resources General-
ist I and II.
16317 HUMAN RESOURCES ASSISTANT II
Provides technical assistance and coordinates daily personnel
program policies, plans, and objectives. Typical tasks may
include compiling salary and/or other personnel statistics,
answering routine personnel inquires, maintaining appraisal
and position description file. Performs as required, assign-
ments in the areas of wage and salary administration, em-
ployee benefit analysis, job evaluation, organizational stud-
ies, special projects, and employment activities. May handle
workers' unemployment compensation claims.
For more specific tasks see Recruiter, Compensation Analyst
or Training Specialist. For lower or higher level tasks, see
Human Resources Assistant I or Generalist I and II, respec-
tively.
16378 HUMAN RESOURCES GENERALIST I
Human resource professional, typically in an organization
with more than one human resource staff person, with re-
sponsibility for several human resource activities. Duties
include supporting the organization through work in several
areas of human resources, which may include coordinating
employment activities, participating in union contract nego-
tiations (where applicable), receiving and acting on employ-
ee complaints or grievances, administering employee rec-
ords, ensuring compliance with labor laws and regulations,
recommending and coordinating employee training activities
and administering compensation, benefits and performance
programs. Typically reports to a Manager, Director or VP of
Human Resources and administers functional rules and pro-
cedures under management guidance. Typically requires a
degree in human resources and less than 4 years of experi-
ence.
For lower level tasks see Human Resources Assistant I / II.

HUMAN RESOURCES (continued)
16379 HUMAN RESOURCES GENERALIST II
Experienced human resource professional, typically in an
organization with more than one human resource staff per-
son, with responsibility for multiple human resource activi-
ties. Duties include supporting the organization in several
areas of human resources, which may include coordinating
employment activities, participating in union contract nego-
tiations (where applicable), receiving and acting on employ-
ee complaints or grievances, administering employee rec-
ords, ensuring compliance with employment laws and regu-
lations, recommending and coordinating employee training
activities and administering compensation, benefits, perfor-
mance and other programs. May provide training and work
direction to human resources or payroll support staff. Typi-
cally reports to a Human Resource Manager, Director or VP
and administers functional rules and procedures under man-
agement guidance. Typically requires a degree in human
resources and 4+ years of experience in multiple areas of
human resources.
16313 HRIS SPECIALIST
Processes and maintains employee information on computer-
ized Human Resources Information Systems. Prepares a va-
riety of reports and statistical summaries on employee skills,
payroll information, and other employee information. Typi-
cally reports to HRIS Manager.
16387 HRIS ANALYST
Analyzes, implements and maintains the HRIS system in-
cluding security and upgrades. Is the liaison for HRIS users.
May create reports from the system.
16899 HRIS ADMINISTRATOR
This Position is a:Functional Manager. Coordinates systems
development plans and manages efficient and accurate data
accumulation, processing and retrieval systems for human
resources information. Ensures data integrity and timely re-
porting, decision making and historical analysis through the
utilization of a computer system. Analyzes approved systems
development plans and supplies information regarding the
systems, facilities, and functions as required. Confers with
users to define their business information reporting needs
and to advise on the application of the Human Resources
Information Systems to resolve these needs.
For a definition of a functional manager, please see the di-
rections and definitions in the stapled packet.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16895 HRIS SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Coordinates systems development plans and manages effi-
cient and accurate data accumulation, processing and retriev-
al systems for human resources information. Ensures data
integrity and timely reporting, decision making and historical
analysis through the utilization of a computer system. Ana-
lyzes approved systems development plans and supplies in-
formation regarding the systems, facilities, and functions as
required. Confers with users to define their business infor-
mation reporting needs and to advise on the application of
the Human Resources Information Systems to resolve these
needs.
HUMAN RESOURCES SUPERVISOR/MANAGER
Develops, maintains and administers personnel management
programs encompassing all functional areas of person-
nel/labor relations. Responsibilities include employment,
salary administration, benefits, training, EEO, and planning
of staffing requirements. Incumbent must spend 100% of
time in human resources activities and is responsible for rec-
ommending and setting personnel policies. Excludes incum-
bents who only administer personnel policies.
16840 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16841 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Supervisory Exempt
Employees
16842 This Position is a: Second-Line Manager
Highest Level Supervised: First-Line Supervisors
16912 CHIEF HUMAN RESOURCES EXECUTIVE
This is the highest level of human resources position in an
organization. Reports to the Chief Executive Officer or, in
some cases, the Chief Financial Officer. Directs a large staff
of supervisory, professional and support personnel engaged
in human resource programs designed to promote employee
communications and employee relations systems, which en-
sure the achievement of business objectives. Formulates long
and short-range plans to effectively utilize the organization's
human assets. Functional areas typically managed include:
employment, compensation, benefits, employee relations,
records, labor relations, training, organizational develop-
ment, safety, and employee services. Also, keeps the organi-
zation in compliance with governmental regulations. Devel-
ops, recommends, implements and administers corporate-
wide policies and procedures in order to achieve business
goals. Prepares and administers all human resources policies,
procedures, budgets and reports. Serves as part of the top
management strategic planning team.
Page 17

HUMAN RESOURCES (continued)
16323 NURSE, OCCUPATIONAL HEALTH
Renders nursing services or first aid to employees who be-
come ill or are involved in an accident on organization prem-
ises. Maintains medical records and accident reports. May
assist a physician with pre-employment physical examina-
tions. May participate in planning and executing health
maintenance programs to reduce absentee and accident rates.
May be an LPN or RN. Not a supervisory position.
16383 WELLNESS PROGRAM COORDINATOR
Plans, organizes and directs health education and wellness
programs to meet organization goals and employee needs.
Identifies health education and wellness goals; plans, imple-
ments and evaluates programming to meet these needs. Spec-
ifies objectives for risk assessment, fitness testing, personal-
ized instruction, ongoing counseling, education, program
participation, retention, and program evaluation. Develops,
facilitates and evaluates educational programs and materials
pertaining to wellness, organizational development and er-
gonomics. Develops and implements the Wellness Program
marketing plan. Provides lifestyle change education, counsel-
ing and support. Organizes special events to promote safety
and wellness awareness. This may be a supervisory position.
Typically requires bachelors degree and 4 to 5 years experi-
ence.
16381 WORKERS’ COMPENSATION AND SAFETY
COORDINATOR
Administers workers' compensation claim system, the medi-
cal management and return to work program, and the safety
program for employees. Authorizes medical treatment, pay-
ments, and injury leave benefits related to workers' compen-
sation claims. Counsels injured employees concerning their
rights under the State of Colorado Workers' Compensation
Law. Maintains database of workers' compensation claims,
analyzes loss data, and prepares quarterly management loss
reports. Typically requires bachelors degree and 3 to 5 years
experience.
16367 TRAINING SPECIALIST I (ENTRY LEVEL)
First level of professional trainer with primary focus on con-
ducting employee or customer training. Assists with prepara-
tion of multi-media training materials and delivers those ma-
terials in a classroom or work environment. Training content
may cover work procedures, product use, safety, customer
service, work skills, language skills or other topics. Receives
considerable development direction from senior staff and
management and may spend the majority of time delivering
training. Typically requires a bachelor’s degree and less than
3 years of experience. For computer training, see Technolo-
gy and Software Trainer in the Information Technology Sur-
vey.
Page 18 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16319 TRAINING SPECIALIST II
Experienced level of professional trainer with primary focus
on conducting employee or customer training. Prepares mul-
ti-media training materials and delivers those materials in a
classroom or work environment. The training content may
cover work procedures, product use, safety, customer ser-
vice, work skills, language skills or other topics. Works un-
der limited supervision and has significant responsibility for
needs identification and program design as well as delivery
of training. May provide training and direction to less expe-
rienced staff. Typically requires a bachelor’s degree and 3+
years of experience. For computer training, see Technology
and Software Trainer in the Information Technology Survey.
TRAINING SUPERVISOR/MANAGER
Responsible for determining the training needs of the organi-
zation and for the development and administration of training
programs to meet these needs. Training content may cover
work procedures, product use, safety, customer service, work
skills, language skills or other topics. May include responsi-
bility for managerial development and vocational training.
May also include responsibility for contracting and coordi-
nating outside training services. If responsibilities are more
broad see Human Resources Supervisor/Manager.
16850 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16851 This Position is a: First/Second-Line Supv.
Highest Level Supervised: Non-Supervisory Exempt/
First-Line Supervisors
16611 GUARD, UNARMED
Guards organization’s property under general supervision at
assigned posts. Makes periodic tours inspecting protection
devices, fire control equipment and checking for any other
irregularities. Preserves order and may enforce regulations
pertaining to personnel, visitors and premises. May maintain
various records, prepare reports and perform miscellaneous
clerical, simple maintenance and comparable tasks. Excludes
off-duty Police Officers.
16695 SECURITY SPECIALIST
Performs technical and administrative duties required to
maintain various electronic or computerized monitoring and
surveillance systems. May make periodic inspections of the
facility. Provides technical/administrative support to the Se-
curity Supervisor/Officer. Typical requires high school grad-
uation or equivalent.

HUMAN RESOURCES (continued)
16857 SECURITY SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Is responsible for the
development and administration of programs to protect or-
ganization and employee property from theft, sabotage, riots
or other situations which endanger the well-being of em-
ployees or organizational facilities. Makes recommendations
on plant protection staffing and directs the activities of em-
ployees and/or contract personnel. May be responsible for
conducting confidential investigations and providing assis-
tance to the employment function regarding references and
security clearances of employment applicants. Excludes
those primarily concerned with activities associated with
governmental security control.
16419 SAFETY ENGINEER/OFFICER
Responsible for developing and carrying out a continuing
safety program. Conducts periodic safety inspections and
initiates action to eliminate hazards. Recommends installa-
tion of safety guards, safe working practices, and use of per-
sonal safety equipment. Investigates all accidents and main-
tains complete accident statistics. Responsible for education
of supervisors and employees in all safety matters.
16884 HEAD OF SAFETY
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Is responsible for the development and administration of
policies to establish and promote maintenance of safe and
healthy working conditions within the organization. Is also
responsible for insuring that organization facilities and prac-
tices are in compliance with government safety regulations.
Typical areas of responsibility would include the issuing of
safety equipment, conducting of safety training programs,
preparing safety exhibits, investigating accidents and injuries
and the preparation of material for organization use in work-
er’s compensation proceedings. May also have responsibility
for security.
16417 ENVIRONMENTAL HEALTH SPECIALIST
Performs professional/technical work to ensure compliance
with governmental regulations or ordinances in an assigned
specialty area (air pollution, water/sewage treatment, hazard-
ous chemicals, etc.). Performs inspections, investigates and
solves problems, and prepares related correspondence. Typi-
cally requires Bachelor Degree in related field and two years
of experience. Professional Sanitarium certification may be
required.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16434 ENVIRONMENTAL HEALTH & SAFETY
COORDINATOR
Assists in the coordination and maintenance of environmen-
tal, health and safety programs with the aim of eliminating
accidents, property loss, harm to the environment and com-
pliance with all applicable regulations. This position may be
responsible for one or more of the following areas: Safety,
Industrial Hygiene, Environmental, or Hazardous Materials
Transportation. Applies principles of physical science and
engineering as required. Requires training or course work in
the following areas: physical sciences, engineering, health
science/industrial hygiene.
ENVIRONMENTAL HEALTH & SAFETY MANAGER
Responsible for managing activities related to environmental
and safety control. Plans, implements, and coordinates pro-
grams to reduce or eliminate occupational injuries, illnesses,
deaths, and financial losses. Identifies and appraises condi-
tions which could produce accidents and financial losses and
evaluates potential extent of injuries resulting from acci-
dents. Develops accident-prevention and loss-control sys-
tems and programs for incorporation into operational policies
of organization.
16811 This Position is a: Functional Manager
For a definition of a functional manager, please see the di-
rections and definitions in the stapled packet.
16869 This position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt/Non-Supv.
Exempt Employees
ENVIRONMENTAL COMPLIANCE MANAGER
Assures compliance at the corporate level with state and fed-
eral environmental laws dealing with hazardous waste, water
and air. Coordinates and oversees environmental control
activities. Assures compliance with environmental guidelines
by accurately completing and revising all required reports.
Generally provides guidance to operations environmental
objectives. Typically has a science degree and extensive ex-
perience in environmental regulations.
16816 This Position is a: Functional Manager
For a definition of a functional manager, please see the di-
rections and definitions in the stapled packet.
16892 This Position is a: First/Second-Line Supv.
Highest Level Supervised: Non-Supervisory Exempt/
First-Line Supervisors
Page 19
 TABLE OF CONTENTS

Corporate Legal Classification

Job Code Page

16101 Associate Attorney . . . . . . . . . . . . . . . . . . . 21

16102 Attorney . . . . . . . . . . . . . . . . . . . . . . . 21
16103 Senior Attorney . . . . . . . . . . . . . . . . . . . . 21
16104 Managing Attorney . . . . . . . . . . . . . . . . . . . 21
16913 Chief Legal Executive / General Counsel . . . . . . . . . 21
16107 Paralegal I (Entry Level) . . . . . . . . . . . . . . . . 21
16108 Paralegal II . . . . . . . . . . . . . . . . . . . . . . 21
16109 Paralegal III . . . . . . . . . . . . . . . . . . . . . . 21
16110 Legal Secretary I (Entry Level) . . . . . . . . . . . . . 21
16111 Legal Secretary II . . . . . . . . . . . . . . . . . . . 21
16112 Legal Secretary III . . . . . . . . . . . . . . . . . . . 21

* Denotes a new position

** Denotes a change in job
description/job title

Page 20 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers

CORPORATE LEGAL
16101 ASSOCIATE ATTORNEY
This is the entry level job. Responsible for assisting in a va-
riety of less difficult assigned legal projects. Has a law de-
gree and less than 4 years of experience. Normally reports to
the Managing Attorney. (Interns not included.)
16102 ATTORNEY
Responsible for handling a variety of moderately complex
assigned legal projects. Typically has 4 to 8 years of experi-
ence after receiving a law degree. Normally reports to the
Managing Attorney.
16103 SENIOR ATTORNEY
Responsible for handling the more complex legal matters or
projects. This is the most senior skill level, without supervi-
sory responsibility. May provide functional advice or train-
ing to less experienced attorneys. Typically has 8 or more
years of significant experience after receiving a law degree.
Normally reports to the Managing Attorney.
16104 MANAGING ATTORNEY
Responsible for coordinating and supervising a group of
lawyers. Typically participates in the most complex legal
projects. Normally reports to the Top Legal Execu-
tive/General Counsel.
16913 CHIEF LEGAL EXECUTIVE/GENERAL COUNSEL
This is the highest level Legal position in an organization.
Reports to the Chief Executive Officer or, in some cases,
another Chief Executive. Directs a staff of supervisory, pro-
fessional and support personnel engaged in the protection of
the corporation’s legal interests. Manages a broad range of
activities and functions to ensure the corporation’s legal pos-
ture is developed and maintained. Establishes legal services
required by the organization including long-range objectives.
Guides officers and directors on corporate legal matters. Se-
lects and directs the efforts of outside control. Serves as part
of the top management strategic planning team.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
PARALEGAL ASSISTANTS
Under the direct supervision of an attorney, provides assis-
tance in preparing legal documents. Conducts fact investiga-
tions. Performs routine legal research and compiles data
from such references as digests, encyclopedias, practice
manuals or other sources. May prepare drafts of contracts
involving leases, licenses, purchases, sales, insurance, em-
ployment, and related matters. May maintain file system for
annual meetings and draft documents for such meetings, in-
cluding notices, proxies, affidavits of mailing agenda, bal-
lots, shareholders and directors minutes and related memo-
randa. This position requires formal training at a college or
university offering accredited courses in paralegal context.
This is not the position of Legal Secretary.
16107 PARALEGAL I (ENTRY LEVEL)
Lowest or entry level. Works under immediate supervision;
carries out legal assignments of a routine nature. Work is
reviewed and evaluated by others. Typically has less than 2
years of experience.
16108 PARALEGAL II
Performs legal assignments that are varied and more com-
plex in character but usually involving relatively limited re-
sponsibilities. Some ingenuity required. Work subject to re-
view by others. Typically has 2 to 5 years experience.
16109 PARALEGAL III
Performs legal assignments that are varied and complex in
nature. Assignments may be broad, requiring originality,
ingenuity, and a high degree of technical skill. Works under
immediate supervision; assignments are spot-checked. Typi-
cally has between 5 and 8 years experience.
LEGAL SECRETARIES
Prepares papers and correspondence of a legal nature such as
contracts, briefs, summaries, complaints, and motions. Re-
quires knowledge and use of legal terminology. Other duties
may include telephone skills such as referring calls or taking
messages, arranging appointments and greeting visitors and
maintaining files and record systems. Operates standard of-
fice equipment and may use word processing equipment or
PC in performing assigned tasks.
16110 LEGAL SECRETARY I (ENTRY LEVEL)
Lowest or entry level. Works under direct supervision. Per-
forms standard secretarial and minor administrative duties.
Typically has less than 2 years of experience.
16111 LEGAL SECRETARY II
Works under general supervision and performs standard and
some advanced administrative duties. Typically requires 2 to
5 years of experience.
16112 LEGAL SECRETARY III
Works under limited supervision and on own initiative per-
forms standard and advanced administrative duties. Has
thorough knowledge of function and organization practices
and procedures. Typically requires over 5 years of experi-
ence.
Page 21
 TABLE OF CONTENTS
Sales/Marketing/Editorial Classification
Job Code Page
16050 + Customer Service Representative I (Entry Level) . . . . . . . . . . . 23
16053 + Customer Service Representative II . . . . . . . . . . . . . . . . . 23
16376 + Customer Service Representative III . . . . . . . . . . . . . . . . . 23
16391 Technical Customer Service Representative . . . . . . . . . . . . . . 23
16880 + Customer Service Supervisor . . . . . . . . . . . . . . . . . . . 23
16855 + Customer Service Manager . . . . . . . . . . . . . . . . . . . . 23
16881 + Customer Service Director . . . . . . . . . . . . . . . . . . . . 23
16389 Social Media/E-Marketing Specialist. . . . . . . . . . . . . . . . . 23
16061 + Sales Marketing Assistant. . . . . . . . . . . . . . . . . . . . . 24
16364 + Marketing Generalist I (Entry Level) . . . . . . . . . . . . . . . . 24
16365 + Marketing Generalist II . . . . . . . . . . . . . . . . . . . . . 24
16370 + Marketing Generalist III . . . . . . . . . . . . . . . . . . . . . 24
16888 Marketing Director (Functional Manager) . . . . . . . . . . . . . . . 24
16868 + Marketing Manager (First-Line Supervisor) . . . . . . . . . . . . . 24
16897 Marketing Director (Second-Line Supervisor) . . . . . . . . . . . . . 24
16838 Marketing and Sales Director (First/Second-Line Supervisor) . . . . . . . 24
16388 Trade Show Coordinator . . . . . . . . . . . . . . . . . . . . . 25
16307 Graphic Artist . . . . . . . . . . . . . . . . . . . . . . . . . 25
16060 Desktop Publishing Operator . . . . . . . . . . . . . . . . . . . 25
16322 Graphic Designer (Computer-Assisted) . . . . . . . . . . . . . . . 25
16318 Photographer . . . . . . . . . . . . . . . . . . . . . . . . . 25
16321 Writer/Editor . . . . . . . . . . . . . . . . . . . . . . . . . 25
16828 Executive Editor/Editorial Director . . . . . . . . . . . . . . . . . 25
16330 Editor-In-Chief . . . . . . . . . . . . . . . . . . . . . . . . 25
16331 Managing Editor . . . . . . . . . . . . . . . . . . . . . . . . 25
16332 Assistant Editor . . . . . . . . . . . . . . . . . . . . . . . . 25
16333 Editor . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
16887 Public Relations Director (Functional Manager) . . . . . . . . . . . . 26
16844, 16867 Public Relations Supervisor/Manager - 2 levels . . . . . . . . . . . . . 26
16390 Product Analyst . . . . . . . . . . . . . . . . . . . . . . . 26
16896, 16879 Product/Brand Manager - 2 levels . . . . . . . . . . . . . . . . . 26
16876 Product Development Director (Second-Line Supervisor) . . . . . . . . 26
16392 Retail Store Sales Associate . . . . . . . . . . . . . . . . . . . . 26
16843 Retail Store Manager . . . . . . . . . . . . . . . . . . . . . . 26
16373 Sales Representative . . . . . . . . . . . . . . . . . . . . . . 26
16374 Sales Representative II . . . . . . . . . . . . . . . . . . . . . . 26
16375 Telemarketing Representative . . . . . . . . . . . . . . . . . . . 27
16393 Call Center Universal Representative I . . . . . . . . . . . . . . . . 27
16394 Call Center Universal Representative II . . . . . . . . . . . . . . . . 27
16395 Call Center Universal Representative III . . . . . . . . . . . . . . . 27
16396 Call Center Universal Representative Lead . . . . . . . . . . . . . . 27
16397 Call Center Scheduler . . . . . . . . . . . . . . . . . . . . . . 27
16852 Call Center Supervisor . . . . . . . . . . . . . . . . . . . . . . 27
16853 Call Center Manager . . . . . . . . . . . . . . . . . . . . . . 27
16854 Call Center Director . . . . . . . . . . . . . . . . . . . . . . . 27
16878 District Sales Manager . . . . . . . . . . . . . . . . . . . . . 27
16877 Regional Sales Manager . . . . . . . . . . . . . . . . . . . . . 27
16874 General Sales Manager . . . . . . . . . . . . . . . . . . . . . 27
16904 Chief Marketing and Sales Executive . . . . . . . . . . . . . . . . 27
16905 Chief Marketing Executive . . . . . . . . . . . . . . . . . . . . 28
16906 Chief Sales Executive . . . . . . . . . . . . . . . . . . . . . . 28
+ Designates positions that will be published in the EAA National Compensation Survey.
When reporting in the above positions, report only basic straight-time rate of pay.
See MSEC National Sales Compensation and Benefits Survey for incentive/commission pay.

* Denotes a new position

** Denotes a change in job
description/job title
Page 22 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers

SALES/MARKETING/EDITORIAL
When reporting in this job family, report ONLY basic
straight-time rate of pay. See MSEC National Sales Com-
pensation and Benefits Survey for incentive/commission pay.
16050 CUSTOMER SERVICE REPRESENTATIVE I
(ENTRY LEVEL)
First of three levels of customer service work. Receives
questions from customers and follows established procedures
to provide answers or refer calls to appropriate staff. Typical
questions are focused on order status, product information,
account status, pricing, product or service. Follows estab-
lished procedures and has readily available supervision. Typ-
ically requires high school graduate reading, communication,
math and problem solving skills and no previous experience.
16053 CUSTOMER SERVICE REPRESENTATIVE II
Second of three levels of customer service work. Receives
questions from customers and follows established procedures
to provide answers or refer calls to appropriate staff. Typical
questions are focused on order status, product information,
account status, pricing, product or service. Requires limited
supervision. Typically requires high school graduate reading,
communication, math and problem solving skills and 2+
years experience.
16376 CUSTOMER SERVICE REPRESENTATIVE III
Third of three levels of customer service work. Handles the
more technical or complex service questions from customers
and applies judgment in resolving service, warranty or tech-
nical problems falling within established limits of authority
and knowledge. Issues of greater impact or technical com-
plexity are researched and presented to management or re-
ferred to the appropriate internal experts for resolution. Typ-
ical customer questions are focused on account status, tech-
nical product application or service information, pricing or
adjustments. May provide work direction to others. Typically
requires an associate or bachelor’s degree with 2+ years of
experience. For a complex technical customer service posi-
tion, see Technical Customer Service Representative.
16391 TECHNICAL CUSTOMER SERVICE
REPRESENTATIVE
Ensures customer satisfaction by providing answers and res-
olutions to the more complex technical questions regarding
product or service and operation or maintenance. Resolves
customer’s technical issues by obtaining information, identi-
fying the problem, and providing technical assistance utiliz-
ing available research tools and resources. Maintains a high
level of technical skill by learning new products and diag-
nostic tools. Typically requires 3-5 years of experience in a
technical support environment. For non-complex technical
customer service positions, see Customer Service Repre-
sentative I, II and III.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16880 CUSTOMER SERVICE SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Supervisor of a customer
service function. Fields the most technical or complex ser-
vice questions from customers and applies experience and
judgment in the interpretation and application of guidelines
established by senior management. Issues of major impact or
technical complexity are researched and presented to upper
management or referred to the appropriate internal experts
for resolution. Typical customer questions are focused on
account status, technical product application, service infor-
mation, pricing or adjustments. Assists with employee selec-
tion and reviews employee performance. Typically requires
an associate's degree with 5+ years of experience. Do not
report working supervisors or leads, where a majority of
time is spent performing hands-on work of the department.
16855 CUSTOMER SERVICE MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Exempt Employees. Manager of a customer service
function. Develops and recommends customer service poli-
cies and procedures and seeks senior management approval
when needed. Applies experience and judgment in the inter-
pretation and application of direction established by senior
management. Issues of major impact or technical complexity
are researched and presented to upper management or re-
ferred to the appropriate internal experts for resolution. Typ-
ical customer questions are focused on account status, tech-
nical product application, service information, pricing or
adjustments. Manages department staff and budget. Typical-
ly requires a bachelor’s degree with 5+ years of experience.
16881 CUSTOMER SERVICE DIRECTOR
This Position is a: Second-Line Supervisor. Highest Level
Supervised: First-line Supervisors. Director of a customer
service function. Plans, directs and controls the customer
service function in order to meet company goals. Selects,
develops, retains, and directs qualified supervisory and pro-
fessional staff. Responsible for planning, prioritizing, and
setting goals. Typically requires a bachelor's degree in busi-
ness or a related field and 8+ years of experience in a cus-
tomer service role with management experience.
16389 SOCIAL MEDIA / E-MARKETING SPECIALIST
Responsible for content oversight, implementation and daily
management of the organization’s online marketing and so-
cial media initiatives. Monitors internet trends and e-
marketing best practices. Implements and revises social me-
dia campaigns. Typically requires 2+ years experience.
Page 23

SALES/MARKETING/EDITORIAL (continued)
16061 SALES MARKETING ASSISTANT
Experienced level sales and marketing administrative assis-
tant job. Performs administrative support work specific to
sales and marketing department(s). Assists the department
manager and other department staff by performing a variety
of support duties, such as data collection, compilation, re-
search, records maintenance, custom reports, sales reports,
customer profiles or program reports. May assist with prepa-
ration of marketing materials, maintain marketing materials
inventory, serve as liaison with print shop vendors or distrib-
ute literature. Typically uses computer applications for word
processing, spreadsheets, databases, graphics, web page con-
tent preparation or scheduling. May set up audiovisual or
telecommunications equipment. Must have the ability to ex-
ercise independent judgment and discretion. Makes non-
routine choices within established guidelines, with minimal
supervision. Typically requires an associate's degree and 2+
years of experience.
16364 MARKETING GENERALIST I (ENTRY LEVEL)
First of three levels of professional marketing with a diverse
set of marketing activities. Duties include research, analysis,
advertising materials development, direct mail, website con-
tent development, organization of product expositions, ex-
hibiting at trade fairs and conventions, proposal development
and preparation of reports to assist with decision making.
Receives considerable project direction from senior staff and
management and may spend the majority of time working on
assigned segments of a project. This is distinguished from
direct sales and marketing research jobs, but may include
elements of each. Typically requires a bachelor’s degree and
less than 3 years of experience.
16365 MARKETING GENERALIST II
Second of three levels of professional marketing with a di-
verse set of marketing activities. Duties include research,
analysis, advertising materials development, direct mail,
website content development, organization of product expo-
sitions, exhibiting at trade fairs and conventions, proposal
development and preparation of reports to assist with deci-
sion making. Works under limited supervision and has total
project responsibility. May provide training and direction to
support staff. This is distinguished from direct sales and
marketing research jobs, but may include elements of each.
Typically requires a bachelor’s degree and 3+ years of expe-
rience.
16370 MARKETING GENERALIST III
Third of three levels of professional marketing with a diverse
set of marketing activities. Duties include research, analysis,
advertising materials development, direct mail, website con-
tent development, organization of product expositions, ex-
hibiting at trade fairs and conventions, proposal development
and preparation of reports to assist with decision making.
Works under general management guidance and has total
project responsibility for the larger or more complex projects
requiring advanced design and analysis. Provides training
Page 24 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
and work direction to other professional and support staff.
This is distinguished from direct sales and marketing re-
search jobs, but may include elements of each. Typically
requires a bachelor’s degree and 5+ years of experience.
16888 MARKETING DIRECTOR (FUNCTIONAL MGR)
This position is a Functional Manager. Directs marketing
activities. Develops and implements marketing plans to meet
overall organization plans and generate additional revenues.
Conducts feasibility and marketing research studies. Sug-
gests changes in strategy or services provided to respond to
changing market conditions. Promotes the organization’s
services to the public and business community.
16868 MARKETING MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Supervisory Exempt Employees. Manager of
professional marketing with a diverse set of marketing activi-
ties. Duties include research, analysis, advertising materials
development, direct mail, website content development, or-
ganization of product expositions, exhibiting at trade fairs
and conventions, proposal development and preparation of
reports to assist with decision making. Working within over-
all direction established by senior management, solves com-
plex technical problems and develops and recommends new
alternatives. Manages department staff and budgets. This is
distinguished from direct sales and marketing research jobs,
but may include elements of each. Typically requires a bach-
elor’s degree and 8+ years of experience.
16897 MARKETING DIRECTOR
This Position is a: Second-Line Supervisor. Highest Level
Supervised: First-Line Supervisors. Director of professional
marketing with responsibility for market research, advertis-
ing and marketing strategy development. Duties include
oversight of all marketing functions where the sales depart-
ment is organized as a separate entity or is delegated to bro-
kers or independent sales representatives. Coordinates with
sales and design functions to develop marketing strategies
for new and existing products or services. Under top man-
agement guidance, develops creative ways to differentiate
products or services. Manages marketing department staff
and budgets. Typically requires a bachelor’s degree and 10+
years of experience.
16838 MARKETING AND SALES DIRECTOR
This Position is a: First-Line/Second-Line Supervisor. High-
est Level Supervised: First-Line Supervisors. Provides di-
rection for advertising, media, customer service, contract
administration, distributors, international operations, market
research, market development and sales force efforts. Estab-
lishes and coordinates the goals, plans and programs to max-
imize sales objectives. Continually analyzes and adjusts the
marketing and sales strategic position to respond to changing
market and competitive conditions. If responsible for a large
staff, see Chief Marketing and Sales Executive.

SALES/MARKETING/EDITORIAL (continued)
16388 TRADE SHOW COORDINATOR
Plans and implements all national and professional trade
show activities. Serves as organization contact for show
management during pre-show planning and execution. Man-
ages all shipments, set-up and presentation. Coordinates
show-related PR and advertising opportunities. Typically
requires bachelors degree and 1-2 years marketing experi-
ence.
16307 GRAPHIC ARTIST
Creates ideas for graphic material to be used in advertising
and promoting the organization and its products or services
and for use in publication of in-house newsletters and bulle-
tins. Plans and outlines the graphic aspects of ads, brochures,
catalog sheets, direct mail pieces, displays and similar mate-
rials. Prepares rough and/or finished art work and specifies
details for finishing, such as type sizes and styles. Works in
various media (pen and ink, tempera, watercolor, oils, etc.) to
produce results compatible both with the desired effect and
the specified reproduction process. Should have some previ-
ous experience. If duties utilize graphic software, see Graph-
ic Designer.
16060 DESKTOP PUBLISHING OPERATOR
Under general supervision, operates automated desktop pub-
lishing equipment. Work utilizes integrated software packag-
es and requires skill in word processing, page layout, and the
creation of charts and computer graphics. May edit and
proofread material for accuracy and completeness. If duties
are more complex, see Graphic Designer.
16322 GRAPHIC DESIGNER (COMPUTER-ASSISTED)
Utilizing graphic design software, produces advertisements,
sales promotions and public relations material. Plans content
and determines size and arrangement of illustrative material
and copy. Prepares final layouts for printer. Requires
knowledge of layout principles and esthetic design concepts.
Also see Desktop Publishing Operator.
16318 PHOTOGRAPHER
Operates required type of photographic equipment to obtain
video and/or other pictures of products, persons, buildings,
etc., used for advertising, public relations, engineering tests,
proposals and associated projects. Usually maintains organi-
zation darkroom preparing chemicals and equipment. Keeps
records of photographic supplies; requisitions materials,
chemical and equipment required. Typically requires 2 - 4
years of photography experience of a varied nature. Excludes
newspaper photographers.
16321 WRITER/EDITOR
Carries out editorial and writing assignments for organiza-
tion advertising and promotional publications and literature
and for internal magazines, employee bulletins and related
material. Plans layouts for each issue; arranges for art work;
and informs printer of typeface, size and type, measure of
lines and other instructions to be followed. Arranges for dis-
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
tribution of publications. May supervise lower level employ-
ees involved in routine assignments such as collecting infor-
mation, proofreading, and writing the simpler articles.
Should have some previous experience. Excludes Technical
Writers/Editors. Typically found in small publishing/editorial
departments.
16828 EXECUTIVE EDITOR/EDITORIAL DIRECTOR
Responsible for managing and leading all aspects of the
company’s content and product development from concept to
creation and beyond, including profit and loss responsibility
and team development for an entire market. Provides the
strategic and creative vision for products across all channels,
meets or exceeds revenue and profit projections, maintains
brand equity in the market, maintains strong relationships,
and offers key opportunities for growth while meeting finan-
cial margins. Leads a team of both designers and editors.
16330 EDITOR-IN-CHIEF
Primary responsibility for editorial direction, content (art and
text), cover, staff and budget of product.
16331 MANAGING EDITOR
Manages operational functions and edits content for the print
and electronic versions of periodical. Manages monthly print
and electronic production processes. Meets production dead-
lines and ensures adherence to quality standards. May also be
called Senior Editor.
16332 ASSISTANT EDITOR
Entry-level position provides assistance to editors or associ-
ate editors. May research, assign, edit, rewrite, copyedit or
proofread various products as assigned. May be responsible
for products that are in maintenance/reprint mode. All work
requires significant quality control input and approval.
16333 EDITOR
Manages and leads content of periodical by coordinating
content development with peer review and technical editors
to ensure appropriate editorial mix. Plans and executes the
annual editorial calendar. Manages and oversees the produc-
tion workflow, quality control, and schedule of monthly pe-
riodical to finalize content of each issue within deadlines.
Ensures every issue adheres to organization guidelines.
Writes and edits additional material as needed. Manages and
leads direct reports.
Page 25

SALES/MARKETING/EDITORIAL (continued)
16887 PUBLIC RELATIONS DIRECTOR
This Position is a: Functional Manager. Responsible for
overall public relations of the organization. Advises man-
agement of Public Relations implications of organization
policies. Responsible for preparation of news releases. Rep-
resents organization in various community and related indus-
try organizations. Typically found in smaller organizations.
This match does not supervise functional employees.
For a definition of a functional manager, please see the di-
rections and definitions in the stapled packet.
PUBLIC RELATIONS SUPERVISOR/MANAGER
Responsible for the administration of the presentation and
the representation of the organization to the general public,
customers, local communities, shareholders, and the finan-
cial community. Supervises the preparation of news releases
and articles. Assists organization personnel in the writing of
speeches, letters and articles which are to be made public.
May arrange interviews between organization executives and
the media. Directs the writing, editing and publishing of or-
ganization publications. Assists in the drafting of the annual
report to stockholders, quarterly dividend statements, finan-
cial advertising, and other stockholder materials. May act as
the representative for the organization in the event of a disas-
ter or any other occurrence for which the organization may
be responsible.
16844 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt/Non-
Supervisory Exempt
16867 This Position is a: Second-Line Manager
Highest Level Supervised: First-Line Supervisors
16390 PRODUCT ANALYST
Analyzes marketing, sales, and advertising objectives for
assigned products or product groups. Researches new prod-
uct ideas or enhancements to existing products. Provides
product support to internal departments and external clients.
Typically requires a bachelor’s degree and 2 years experi-
ence.
16896 PRODUCT/BRAND MANAGER
(FUNCTIONAL MANAGER)
Responsible for the sales promotional activities and profit
margins of specified product(s) or a product line. Usually a
staff position with responsibility for coordinating the adver-
tising, pricing, inventory, and the marketing of assigned
products. This position usually reports to Chief Sales-
Marketing Executive.
Page 26 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16879 PRODUCT/BRAND MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Supervisory Exempt Employees. Responsible
for the sales promotional activities and profit margins of
specified product(s) or a product line. Usually a staff position
with responsibility for coordinating the advertising, pricing,
inventory, and the marketing of assigned products. Typically
requires bachelor’s degree and 5+ years experience.
16876 PRODUCT DEVELOPMENT DIRECTOR
This Position is a: Second-Line Supervisor. Highest Level
Supervised: First-Line Supervisors. Directs the development
of new product ideas and enhancements of existing products.
Conduct studies, research, and evaluation of new products
and their potential. Conducts profitability analysis on new
product ideas. Participates in annual strategic planning. Typ-
ically requires bachelor’s degree and 10+ years experience.
16392 RETAIL STORE SALES ASSOCIATE
Assists customers and sells retail store merchandise. Respon-
sible for receiving and processing cash or credit payment for
purchases. May also stocks shelves, counters, or tables with
merchandise.
16843 RETAIL STORE MANAGER
This Position is a First-Line Supervisors. Manages the daily
operations of a retail store. Oversees the work of Retail Store
Sales Associates. Monitors sales activities to ensure goals are
meet. May also be responsible for inventory stock and reor-
dering. Plans budgets and authorize payments and merchan-
dise returns.
16373 SALES REPRESENTATIVE
Sells the organization’s products and services by interacting
with established customers and developing new prospects.
This intermediate sales position requires a broad knowledge
of the organization’s services, products and marketing tech-
niques, and requires sales experience.
EXCLUDES COMMISSIONED PERSONNEL
16374 SALES REPRESENTATIVE II
Has the ability to sell the organization’s product lines to ma-
jor accounts by contacting established customers and devel-
oping new prospects. The senior level sales position requires
a complete knowledge of all the organization’s services,
products and policies. Requires several years of experience.
EXCLUDES COMMISSIONED PERSONNEL
 SALES/MARKETING/EDITORIAL (continued)
16375 TELEMARKETING REPRESENTATIVE
Using a furnished list of telephone numbers and following an
established sales script, informs potential customers about
organization’s products and services. May secure data such
as names, addresses and phone numbers for future sales and
service reference. May take orders, ensuring that the order
form is complete as to addressee, type and quantity of prod-
ucts and services ordered, and that invoice information is
correct. May keep record of all calls made or received, num-
ber and dollar value of orders taken, and number of negative
responses. May use mini or microcomputer to perform tasks.
16393 CALL CENTER UNIVERSAL
REPRESENTATIVE I
Requires knowledge of organization’s products/services.
Resolves customer service inquiries and concerns regarding
products/services. May promote products/services and sell
when appropriate. Provides service through Internet, tele-
phone and/or e-mail systems.
16394 CALL CENTER UNIVERSAL
REPRESENTATIVE II
In addition to the skills required in Level I, has added train-
ing or knowledge of products/services (on the job or other-
wise) and has acquired additional skills. Provides service
through Internet, telephone and/or e-mail systems.
16395 CALL CENTER UNIVERSAL
REPRESENTATIVE III
In addition to the skills required in Level I and II, has broad
knowledge of organization’s products/services and is fully
competent in all skills. May mentor newly hired representa-
tives. Needs little or no assistance from supervisor. Provides
service through Internet, telephone and/or e-mail systems.
16396 CALL CENTER UNIVERSAL
REPRESENTATIVE LEAD
In addition to Universal Representative’s duties, assists su-
pervisor or manager with the management of Universal Rep-
resentative staff. Works independently, resolves more com-
plex issues, and takes initiative. Provides direction and guid-
ance to less experienced personnel.
16397 CALL CENTER SCHEDULER
Monitors flow of Call Center Customer Service calls. Fore-
casts call volume and ensures proper staffing levels.
16852 CALL CENTER SUPERVISOR
Responsible for the day-to-day operations of an inbound
and/or outbound call center group or team.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16853 CALL CENTER MANAGER
Develops business plan for inbound and/or outbound call
center department operations. Also responsible for budget-
ing.
16854 CALL CENTER DIRECTOR
Overall responsibility for the day-to-day operation of the call
center. This is a second-line manager and the top position in
the call center.
16878 DISTRICT SALES MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Exempt and Non-Exempt Employees. Responsible
for supervising sale of organization products in a single dis-
trict or area. Supervises a sales force, branch sales office, or
conducts selling activities through dealers, distributors or
agents.
16877 REGIONAL SALES MANAGER
This Position is a: Second-Line Manager. Highest Level Su-
pervised: First-Line Supervisors. Responsible for supervising
the sale of organization products in a specified region within
a major geographical area which, in turn, is subdivided into
smaller districts or branches. Supervises District Sales Man-
agers. May also supervise warehousing or other distribution
outlets.
16874 GENERAL SALES MANAGER
This Position is a: Second-Line Manager. Highest Level Su-
pervised: First Line Supervisors. Responsible for field sales
and the staff to achieve profitable sales volume. Generally
provides direction, counsel, and guidance for plans in mar-
keting, advertising, sales promotion, sales training, etc., and
reports to the Chief Sales-Marketing Executive.
16904 CHIEF MARKETING AND SALES EXECUTIVE
This is the highest level marketing and sales position in an
organization. Reports to the Chief Executive Officer. Directs
a large staff of supervisory, professional, field and support
personnel engaged in the total marketing and sales opera-
tions. Provides direction for advertising, media, customer
service, contract administration, distributors, international
operations, market research, market development and sales
force efforts. Establishes and coordinates the goals, plans and
programs to maximize sales objectives. Continually analyzes
and adjusts the marketing and sales strategic position to re-
spond to changing market and competitive conditions. Serves
as part of the top management strategic planning team. If
responsible for a smaller workforce of sales and marketing
personnel, see Marketing and Sales Director.
Page 27
 SALES/MARKETING/EDITORIAL (continued)
16905 CHIEF MARKETING EXECUTIVE
This is the highest level marketing position in an organiza-
tion. Reports to the Chief Marketing and Sales Executive or,
in some cases, the Chief Executive Officer. Directs a staff of
supervisory, professional and support staff engaged in mar-
keting the organization’s products or services. Manages the
marketing operations including: developing an effective
marketing strategy, conducting and analyzing market re-
search data setting pricing policies, establishing promotional/
advertising/media campaigns, and marketing administration
efforts. Solicits customer feedback to evaluate and promote
improved/expanded market possibilities. Continually analyz-
es and adjusts the marketing strategic position to respond to
changing market and competitive conditions. Prepares and
administers all marketing policies, procedures, budgets and
reports. Serves as part of the top management strategic plan-
ning team. EXCLUDE incumbents with sales responsibili-
ties.
16906 CHIEF SALES EXECUTIVE
This is the highest level sales position in an organization.
Reports to the Chief Marketing and Sales Executive or, in
some cases, the Chief Executive Officer. Directs a staff of
supervisory, professional, field and support staff engaged in
selling products or services. Manages the sales operations
involving: maximizing the goals of market potential and
sales volume, developing sales forecasts and objectives, sales
of products or services, and recommends changes to respond
to changing market and competitive conditions. Prepares and
administers all sales policies, procedures, budgets and re-
ports. Serves as part of the top management strategic plan-
ning team. EXCLUDE incumbents with marketing responsi-
bilities.

Page 28 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
 TABLE OF CONTENTS
Engineering, Scientific & Technical Classification
Job Code Page
16435 Field Service Representative I . . . . . . . . . . . . . . . . 30
16436 Field Service Representative II . . . . . . . . . . . . . . . . 30
16485 Field Service Engineer . . . . . . . . . . . . . . . . . . . 30
16437 Service Technician (In House) . . . . . . . . . . . . . . . . 30
16057 Document Control Coordinator . . . . . . . . . . . . . . . . 30
16423 Survey Technician. . . . . . . . . . . . . . . . . . . . . 30
16424 Survey Party Chief . . . . . . . . . . . . . . . . . . . . 30
16481 Chief Surveyor . . . . . . . . . . . . . . . . . . . . . . 30
16431 Technician I . . . . . . . . . . . . . . . . . . . . . . . 31
16432 Technician II . . . . . . . . . . . . . . . . . . . . . . . 31
16433 Technician III . . . . . . . . . . . . . . . . . . . . . . 31
16427 Engineering Cost Estimator . . . . . . . . . . . . . . . . . 31
16428 Prototype Fabricator/Model Maker . . . . . . . . . . . . . . 31
16405 Drafter I . . . . . . . . . . . . . . . . . . . . . . . . 31
16406 Drafter II . . . . . . . . . . . . . . . . . . . . . . . . 32
16407 Drafter III . . . . . . . . . . . . . . . . . . . . . . . . 32
16438 Designer (CAD) I . . . . . . . . . . . . . . . . . . . . . 32
16439 Designer (CAD) II . . . . . . . . . . . . . . . . . . . . 32
16440 Designer (CAD) III . . . . . . . . . . . . . . . . . . . . 32
16430 Technical Writer . . . . . . . . . . . . . . . . . . . . . 32
16834 + Drafting/Design Supervisor . . . . . . . . . . . . . . . . . 32
16833 + Drafting and Documentation Manager . . . . . . . . . . . . . 32
16401 Chemist I (Entry Level) . . . . . . . . . . . . . . . . . . . 33
16402 Chemist II . . . . . . . . . . . . . . . . . . . . . . . . 33
16403 Chemist III . . . . . . . . . . . . . . . . . . . . . . . 33
16890 Chemist Manager . . . . . . . . . . . . . . . . . . . . . 33
16442, 16443, 16444, 16445 Scientist I - IV . . . . . . . . . . . . . . . . . . . . . . 33-34
16416 Application Engineer. . . . . . . . . . . . . . . . . . . . 34
16779 Industrial/Manufacturing Engineer II . . . . . . . . . . . . . . 34
16780 Industrial/Manufacturing Engineer III . . . . . . . . . . . . . 34
16781 Quality Assurance Engineer . . . . . . . . . . . . . . . . . 34
16441 Engineering Aide . . . . . . . . . . . . . . . . . . . . . 34
16891 Engineering Manager . . . . . . . . . . . . . . . . . . . 34
16907 Chief Research / Development and Engineering Executive . . . . . 35
16908 Chief Research and Development Executive . . . . . . . . . . . 35
16909 Chief Engineering Executive . . . . . . . . . . . . . . . . . 35
16411, 16412, 16413, 16414, 16415 Engineer I - V . . . . . . . . . . . . . . . . . . . . . . 35
16476, 16477, 16478, 16479, 16480 Chemical Engineer I – V . . . . . . . . . . . . . . . . . . 35
16471, 16472, 16473, 16474, 16475 Civil Engineer I - V . . . . . . . . . . . . . . . . . . . . 36
16451, 16452, 16453, 16454, 16455 Electrical Engineer I - V . . . . . . . . . . . . . . . . . . 36
16482, 16483, 16484, 16496, 16497 Hardware Engineer I – V . . . . . . . . . . . . . . . . . . 36
16461, 16462, 16463, 16464, 16465 Facilities Engineer I - V . . . . . . . . . . . . . . . . . . 36
16456, 16457, 16458, 16459, 16460 Mechanical Engineer I - V. . . . . . . . . . . . . . . . . . 37
16486, 16487, 16488, 16489, 16490 Process Engineer I – V . . . . . . . . . . . . . . . . . . . 37
16491, 16492, 16493, 16494, 16495 Quality Control Engineer I – V . . . . . . . . . . . . . . . . 37
* 16410, 16420, 16421, 16498, 16499 Sales/Application Engineer I – V . . . . . . . . . . . . . . . 37
16466, 16467, 16468, 16469, 16470 Systems Engineer I - V . . . . . . . . . . . . . . . . . . . 37
Engineer Level Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38-39
+ Designates positions that will be published in the EAA National Compensation Survey.

* Denotes a new position

** Denotes a change in job
description/job title

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 29
 16423 SURVEY TECHNICIAN
ENGINEERING, SCIENTIFIC Performs skilled survey work as an instrument person in-
AND TECHNICAL volved in a variety of surveying work using theodolite, lev-
els, data collector, total station and GPS. Performs survey
work under state guidelines for various types of surveys such
16435 FIELD SERVICE REPRESENTATIVE I as topographic, construction, right-of-way, and control sur-
Installs, services or performs minor on-site repairs of electri- veys. Collects, researches, and analyzes plans, notes, and
cal or electronic equipment. Performs periodic preventative legal descriptions. Maintains accurate survey records such as
and corrective maintenance of installed equipment. Repairs field notes, sketches and files. Typically requires 2-4 years
and corrects malfunctions as necessary. Modifies or updates surveying experience.
equipment when required. Prepares detailed service and fail-
ure records. Maintains tools, test equipment, etc. Works 16424 SURVEY PARTY CHIEF
under general supervision. May operate in the field, from Directs a survey party in performing a variety of surveys to
home office or be assigned directly to customer facility to determine locations to property lines, boundaries, easements,
provide constant technical support. Sometimes referred to as and rights-of-way. Performs advanced survey work includ-
a Field Service Engineer. Typically employees in this cate- ing topographic, construction, right-of-way, and control sur-
gory have 2 - 4 years experience. Also see Service Techni- veys. Maintains field notes showing lines, angles, distances,
cian (In House). benchmarks, mathematical calculations, and other data perti-
nent to the field study. Collects and reviews legal descrip-
16436 FIELD SERVICE REPRESENTATIVE II tions, survey plats, and other documents to assist in conduct-
Provides technical instruction and assistance to lower level ing survey work. Assigns work and directs survey personnel
Field Service Representatives regarding the installation, op- to ensure accurate and efficient completion of assignments.
eration, repair and maintenance of electronic and electrical Typically requires 4-6 years advanced surveying and engi-
equipment at customer installations. Responds to requests for neering experience.
emergency or troublesome equipment repairs in addition to
installation and service. May operate in the field, from home 16481 CHIEF SURVEYOR
office or be assigned directly to customer facility to provide Manages the daily activities of the survey section. Adminis-
constant technical support. Sometimes referred to as a Senior ters the right-of-way acquisition processes in the engineering
Field Engineer. Typically has 4 or more years experience. division including contract administration for appraisal ser-
Also see Service Technician (In House). vices, title commitments and purchase agreements. Supervis-
es all survey activity that requires recording and/or filing
16485 FIELD SERVICE ENGINEER under state statutes. Typically require bachelors degree and 6
Serves as the expert on all product and system technical is- years experience. Requires land surveyor license.
sues and considerations for all product-related technical
questions from customers and potential customers. Trains
customers in the design, installation and operation of prod-
uct. Consults on technical issues during system design, in-
stallation, and operation. Assists other departments in the
development of product improvements and help define the
future products. Typically requires a bachelors degree in
engineering or equivalent, and at least 5 years experience.
16437 SERVICE TECHNICIAN (In House)
Repairs and corrects malfunctions. May perform periodic
preventative and corrective maintenance of electrical or elec-
tronic equipment. Modifies or updates equipment when re-
quired. Prepares detailed service and failure records. Main-
tains tools, test equipment, etc. Works under general supervi-
sion. Typically employees in this category have 2-4 years
experience. Also see Field Service Representative I and II.
16057 DOCUMENT CONTROL COORDINATOR
Under limited supervision, develops, writes, prepares and
distributes documentation for manufacturing procedures,
analytical methods, master batch records, as well as SOPs
and other documentation as required by the FDA. Typically
requires 2+ years of experience and high school degree.

Page 30 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers

ENGINEERING/SCIENTIFIC/TECHNICAL (continued)
TECHNICIANS
(Who assist Engineers, Scientists or Mathematicians)
To be covered by this definition, employee must meet all of the
following criteria: (1) Provide technical support for engineers,
scientists, or mathematicians working in such areas as research,
design, development, testing, manufacturing or manufacturing
process improvement. (2) Required to have some knowledge of
science or engineering: generally two years of technical school,
two years of college toward a Bachelor of Science degree, or relat-
ed technical training (e.g., military/trade school). Three levels of
Technicians are included in this section and represent a progres-
sion from entry level to a job level approximating the level at
which you would classify an entry level B.S. graduate with a min-
imal amount of related work experience. Refer to specific tech-
nical jobs in this section before matching.
16431 TECHNICIAN I
Performs standardized or prescribed assignments involving a
sequence of related operations. Technical adequacy of work
is reviewed upon completion: non-routine work may be re-
viewed in process. Assists in analyzing systems, processes,
product or equipment against the desired results. Gathers,
and maintains specified records of technical data such as
tests and drawings, performs computations, plots data, or
draws curves, graphs and charts. May service or repair in-
struments or equipment. Assists in conducting evaluation
tests and experiments designed to provide a desired result
under controlled conditions. May prepare test specimens, set
up and operate test equipment, and record test data. Extracts
technical data from various equipment.
16432 TECHNICIAN II
Performs specialized work of substantial variety and com-
plexity. Receives objectives and technical advice from a su-
pervisor, engineer, scientist or mathematician. Assists in the
design of new systems, processes, product or equipment.
Works on segments of development projects, constructing
experimental or prototype models to meet technical require-
ments, conducts tests or experiments, evaluates and records
data, and may be required to present a written or oral report
on the evaluation results. Conducts evaluation tests or exper-
iments requiring selection and adaptation or modification of
test equipment and test procedures, sets up and operates
equipment, records data, analyzes data and prepares reports.
Assists in gathering data from multiple sources to be used in
evaluation problems, determining trends and diagnosing test-
ing needs. May analyze, test and design data, develop or pre-
pare schematics, designs, specifications, component lists, or
make recommendations regarding these items. May review
procedures, designs or specifications for adequacy and fol-
lows up to assure expected results are being achieved. Rec-
ommends changes for ineffective procedures, designs or
specifications. May work with, train and coordinate the ac-
tivities of lesser skilled personnel. Typically has a minimum
of 5 years of progressive related work experience as a Tech-
nician I.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16433 TECHNICIAN III
Plans, lays out and performs specialized work of substantial
variety and complexity. May act as a consultant or advisor to
the customer, engineer, scientist, or mathematician. Respon-
sible for or assists with assignments requiring independent
and individual contribution. Assignments include the appli-
cation of engineering technology for design, testing and
maintenance. Designs and conducts evaluation tests and ex-
periments or participates in developmental projects. Assists
in the design of new systems, processes, product or equip-
ment and works in the development of concepts and designs
which are unique or peculiar to customer needs. May have
complete responsibility for valuable equipment and material.
Identifies the need for training courses and contributes to
course content. This senior level technician, degreed or non-
degreed, will typically have extensive training in a specialty
field. Typically has 9 or more years of experience.
16427 ENGINEERING COST ESTIMATOR
Prepares cost estimates for quotations and/or new or rede-
signed products or processes. Compiles itemized materials
and price list from engineering drawings and specifications.
Computes cost estimates of raw materials, purchased equip-
ment or subcontracted work and labor. May estimate repair,
service, and salvage work. Depending on technical design
and use of products or services, should have sufficient educa-
tion and/or training to consult with engineering departments
concerning cost problems, flaws, defects, or errors in design.
Excludes Cost Accountants.
16428 PROTOTYPE FABRICATOR/MODEL MAKER
Constructs various models or prototypes from engineering
drawings, diagrams, and sketches. Works closely with engi-
neering and laboratory personnel to accomplish development
objectives. Develops a methodical construction approach,
which requires considerable originality, judgment, and tech-
nical skill. Uses special fabrication tools and performs com-
plex machining, assembly, and finishing operations. Work
generally requires advanced technical school training.
16405 DRAFTER I
At an entry level, prepares simple scale detail draw-
ings/schematic diagrams of components and/or units. May
change detail/layout drawings to accommodate engineering
changes. May specify standard allowances and calculate di-
mensions within established procedures when dimensions
and allowances are unspecified or detail is sectionalized.
Under close supervision performs work with guidance and
instruction provided on assignments. Requires completion of
high school drafting courses. Typically has up to one year of
experience in drafting room assignments. Work may be
manual or with computer-aided design (CAD) system.
Page 31

ENGINEERING/SCIENTIFIC/TECHNICAL (continued)
16406 DRAFTER II
At an intermediate level, prepares layout drawings/schematic
diagrams of products and components from design specifica-
tions and drawings. Receives guidance on design interpreta-
tion related to layout specifications and procedures. Calcu-
lates allowances, dimensions, etc. within procedural and
standard practice limitations. Prepares layout drawings of
tolerances, dimensions and materials. Changes work product
to meet altered engineering requirements and advise manu-
facturing. For the complex sections, sets out procedures for
and/or prepares detailed drawings which show special illus-
trative views needed for patents, special product applica-
tions, assembly sequence, etc. Typically requires vocational
school graduation or 2 -3 years of progressive drafting expe-
rience. Work may be manual or with computer-aided design
(CAD) system.
16407 DRAFTER III
At the senior level, performs all of the tasks of a Drafter II
plus interprets designs and specifications. Assists and sets
out procedures for lower level Drafters. Solves shop prob-
lems in the interpretation of drawings, and recommends
manufacturing methods/procedures. Typically requires 4 - 6
years of progressive drafting experience or the equivalent in
education and experience. Work may be manual or with
computer-aided design (CAD) system.
16438 DESIGNER (CAD) I
While operating a computer-aided design (CAD) system,
prepares layout and design of technical project data. Product
design specialization may exist (e.g. electrical, printed circuit
boards, integrated circuit masks, mechanical, hydraulic, etc.).
From data and sketches formulates design concept, calculates
and verifies specifications, and determines unspecified toler-
ances and dimensions to establish requirements for capaci-
ties, materials, performance, construction type, etc. Typically
requires 1 - 2 years of designing/drafting experience, or re-
lated technical experience or education.
16439 DESIGNER (CAD) II
At the intermediate level, performs all of the functions of a
Designer I. In addition, typically works closely with Design
Engineers under a minimum of supervision. May specialize
in a particular technological area of product design (i.e. elec-
trical, printed circuit boards, integrated circuit masks, me-
chanical, etc.), involving complex/technical design concepts
or involving a wide range of products requiring diversified
knowledge. May assist Engineer-in-charge in reference
and/or investigative work related to product design develop-
ment. Typically requires three or more years of design expe-
rience.
Page 32 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16440 DESIGNER (CAD) III
This is the highest level of Designer. Works under minimal
supervision with Design Engineers and is responsible for the
complete design and documentation package of the most
complex, multi-level printed circuit boards or integrated cir-
cuit boards mask lay-out. Works from schematics, sketches
and verbal instructions. Uses basic programming skills to
enhance or change software. Proficient in algebra, trigo-
nometry and geometry. Typically has an extensive drafting
background and a fundamental understanding of electrical
design and manufacturing techniques and a thorough under-
standing of manufacturing standards. Typically a minimum
of 5 years of design experience is required. May guide the
work of less skilled designers and may act in a lead capacity.
May use basic programming skills to enhance or change
software.
16430 TECHNICAL WRITER
Prepares technical manuals, operational guides and similar
publications from engineering or programming specifications
and directions. Does not necessarily require a degree. Writer
generally has thorough knowledge of organization specifica-
tions which all writing must meet.
16834 DRAFTING/DESIGN SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Responsibilities include
technical leadership of the drafting function, including CAD
and management of electronic and conventional document
files. Duties include assigning work, reviewing work, and
providing technical instruction. Responsibilities may also
extend to technical writing as a secondary function of the
job. Typically requires a technical degree in drafting and 6+
years of related experience.
16833 DRAFTING AND DOCUMENTATION MGR.
Managerial job with responsibility for all staff in a drafting
and documentation department. Responsibilities include
management of the drafting, CAD, engineering documenta-
tion and possibly the technical writing function and man-
agement of electronic and conventional document files. Du-
ties include budget management, hiring, assigning and re-
viewing work, evaluating staff and developing, recommend-
ing, and implementing policies and procedures. Typically
requires a bachelor's degree in business or a technical field
and 6+ years of related experience with strong drafting
and/or technical writing background (may rely upon subor-
dinates to provide technical expertise in certain areas).

ENGINEERING/SCIENTIFIC/TECHNICAL (continued)
CHEMISTS
Performs research, development, interpretive, and analytical
work to determine the composition, molecular structure, and
properties of substances to develop or investigate new mate-
rials and processes, and to investigate the transformation
which substances undergo. Work typically requires a B.S.
degree in Chemistry or the equivalent in education and expe-
rience combined.
16401 CHEMIST I (ENTRY LEVEL)
General Characteristics – At the beginning level of profes-
sional work in chemistry, a bachelor’s degree with major
study in chemistry, or the equivalent is required. Typically
receives formal classroom or on-the-job training. Direction
Received – Performs work under close supervision with spe-
cific and detailed instructions as to required tasks and results
expected. Typical Tasks and Responsibilities – Assign-
ments are planned to provide experience in the application of
common laboratory techniques and familiarization with
methods and practices in the laboratory. Performs a variety
of routine analyses, tests, and operations, and assists experi-
enced Chemists by carrying out detailed steps of experi-
ments.
16402 CHEMIST II
General Characteristics – At this continuing developmental
level for professional Chemists, work is characterized by
selection and application of general and specialized methods,
techniques, and instruments commonly used in the laborato-
ry. May receive advanced on-the-job training or formal
classroom instruction. Direction Received – Supervisors
establish the nature and extent of analysis required, specify
methods and criteria on new types of assignments, and re-
view work for thoroughness of application of methods and
accuracy of results. Typical Tasks and Responsibilities –
Analyzes a wide variety of samples for which there are
standard or established methods of analysis or for which the
adaptation of standard methods is obvious or determined by
others. Conducts specified phases of research projects as an
assistant to an experienced Chemist. Responsibility for the
Direction of Others – May supervise a few Technicians or
Aides.
16403 CHEMIST III
General Characteristics – Performs work requiring applica-
tion of knowledge of a specialized field of chemistry and
ingenuity in the independent evaluation, selection, and adap-
tation of standard methods and techniques. Direction Re-
ceived – On routine work, supervision is very general, unu-
sual problems are resolved with close collaboration of super-
visor. Completed work is reviewed for application of sound
judgment in choice of methods and adequacy of results.
Typical Tasks and Responsibilities – Develops details of
research and development assignments in accordance with a
line of approach suggested by the supervisor and adapts
methods to the specific requirements of assignments. Ana-
lyzes samples that require specialized training because
standard methods are inapplicable, because of required inter-
pretive judgment of quality of substances, or because of re-
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
quired specialized skill in adapting techniques such as micro-
analysis. Responsibility for the Direction of Others – May
supervise a few Technicians or Aides.
16890 CHEMIST MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Supervisory Exempt Employees. Directs and
trains a team of chemists whose responsibility is the devel-
opment of novel or improved chemical processes. Evaluates
processes, makes judgments on acceptability and is responsi-
ble for resource allocation. Manages the establishment and
implementation of process and other scientific data bases and
is responsible for the implementation of new scientific tech-
niques as soon as they are feasible. Typically incumbent has
a Ph.D. and over ten years of related experience.
16442 SCIENTIST I
Responsible for formulation, design, and execution of well-
defined projects; coordinates specific experiments by apply-
ing knowledge, skills, principles, and concepts. May super-
vise or provide work direction to lower level employees.
May have some publications as primary author. Typically
requires a Ph.D. in Biological & Chemical Sciences with no
experience.
16443 SCIENTIST II
Responsible for formulation, design, and execution of more
complex projects of a broader scope. May lead projects
and/or supervise or direct the work of lower level employees.
Able to interpret results and use scientific judgment to pre-
dict results or outcomes. Responsible for written and oral
reports and may present technical information at national and
international meetings. May be viewed as an authori-
ty/resource in the company in a specific discipline. Typically
requires Ph.D. in Biological & Chemical Sciences with a
minimum of 2 years applicable experience or a combination
of education and experience.
16444 SCIENTIST III
Responsible for formulation, design, and execution of com-
plex projects which cross disciplines. Initiates new research
with the ability to visualize concepts and apply independent
thought and knowledge without direction, and often assume
a leadership role. Troubleshoots major concerns, and estab-
lishes and develops new methods and scientific procedures.
Demonstrates creativity and independent judgment on a con-
sistent basis, acts independently to introduce new technolo-
gy. Responsible for written and oral reports and may present
technical information at national and international meetings.
Has established a publication and oral presentation record.
Typically viewed as an authority/resource in the company in
specific discipline. Beginning to establish themselves as a
resource/authority in the scientific community. May super-
vise lower level employees. Typically requires Ph.D. in Bio-
logical & Chemical Sciences with a minimum of 5 years
applicable experience or a combination of education and
experience.
Page 33

ENGINEERING/SCIENTIFIC/TECHNICAL (continued)
16445 SCIENTIST IV (SENIOR)
Responsible for projects of major significance to the compa-
ny. Often responsible for multi-discipline tasks/projects and
regularly assumes a leadership role. Substantial record of
demonstrated creativity and independent thought. Acts inde-
pendently to introduce new technology; widely accepted in
the company and the scientific community as an authori-
ty/resource in a specific discipline. Expected to present tech-
nical information at national and international meetings. Has
established a publication and/or oral presentation record. In
most cases, will supervise other lower level employees. Typ-
ically requires Ph.D. in Biological & Chemical Sciences with
a minimum of 7-10 years applicable experience or a combi-
nation of education and experience.
16416 APPLICATION ENGINEER
Works closely with customers, sales personnel or agents in
helping to plan work processes required to manufacture or
process products on an economical basis at desired rate of
production. Selects and specifies equipment, tools, contain-
ers, conveyers, machines, etc., required to meet customer
specifications. May assist customers in the installation of
equipment and initial operating phases. Requires a degree in
Engineering.
16779 INDUSTRIAL/MANUFACTURING ENGINEER II
May also be called Lean Engineer. Performs one or any
combination of the following tasks: planning and layout of
production facilities and equipment; determination of the
flow of work; time and motion studies; development and
implementation of incentive programs. Performs one or any
combination of the following tasks: determines and specifies,
revises and/or reviews the most economic method, operation
sequence and tooling for the fabrication of parts, finishing,
and assembly components, subassemblies or final products;
provides technical guidance and liaison to product opera-
tions; assists supervision of new techniques and may assist in
the determination of causes of rejected parts and their dispo-
sition; develops assembly guides, procedures and illustra-
tions. Normally have a degree in mechanical or industrial
engineering or industrial technology or the equivalent in
knowledge or experience, plus 2 to 5 years of professional
work experience. Works on specific projects at the direction
of a senior or supervisory engineer. May require lean experi-
ence and six sigma certification.
16780 INDUSTRIAL/MANUFACTURING ENGINEER III
May also be called Lean Engineer. In addition to the tasks
listed under Intermediate Engineer, participates in cost stud-
ies and equipment recommendations, initiates manufacturing
cost control and reduction, and other engineering or econom-
ic studies. Normally has a degree in mechanical or industrial
engineering or industrial technology or the equivalent in
knowledge or experience, plus more than five years of pro-
fessional work experience. May supervise and train junior
and intermediate engineers. Normally has project manage-
ment responsibility. May require lean experience and six
sigma certification.
16781 QUALITY ASSURANCE ENGINEER
Page 34 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
Performs one or any combination of the following tasks:
Reviews contracts and engineering documentation to deter-
mine quality requirements. Provides quality-related technical
assistance to other groups within the organization. Reviews
supporting manufacturing documentation to insure that they
contain the necessary criteria and provisions to permit effec-
tive inspection and/or testing of materials. Prepares Quality
Assurance Inspection Instructions. Participates in the review
and disposition of non-conforming material. Conducts audits
to determine adequacy of inspections and tests being per-
formed as well as supplier surveys to evaluate their quality
systems. Initiates corrective action as required for procedur-
al, product, or process deficiencies, and assures completeness
of such corrective actions. Recommends the acquisition of
needed test or quality-related equipment and coordinates the
procurement, installation and training of appropriate person-
nel in their use. Usually requires a degree in engineering or
other technically related field, or degree equivalency based
upon years of experience, usually a minimum of eight years.
Exempt and normally paid on a salary basis.
16441 ENGINEERING AIDE
Provides technical support to engineers on a variety of tech-
nical tasks. Gathers, maintains, formats, compiles, and ma-
nipulates technical data, such as laboratory or material test
results and engineering design changes. Produces engineer-
ing documentation, reports, drawings, flow charts, block
diagrams, and schematics. Typically a nonexempt position.
This is not a “hands-on” Technician, is the highest level be-
fore the Engineer I level, and will be at approximately the
same job level as a degreed professional possessing a modest
amount of related work experience.
16891 ENGINEERING MANAGER
This Position is a: Second-Line Manager. Highest Level Su-
pervised: First-Line Supervisors. Directs and trains a team of
engineers whose responsibility is process, project, design and
development of products and/or automation systems engi-
neering support. Develops, implements and maintains the
latest equipment, facilities and engineering concepts that are
consistent with efficient, safe and environmentally accepta-
ble operations. Usually works on or serves as a resource on
projects requiring advanced knowledge or a particular field
of specialization. Typically incumbent has an advanced en-
gineering degree and over ten years of related experience.
 ENGINEERING/SCIENTIFIC/TECHNICAL (continued)
16907 CHIEF RESEARCH / DEVELOPMENT
AND ENGINEERING EXECUTIVE
This is the highest level for a combined research/ develop-
ment and engineering position in an organization. Reports to
the Chief Executive Officer. Directs a large staff of supervi-
sory, professional and support personnel engaged in re-
search, development and engineering efforts. Formulates
long-term objectives and plans for the creation, design, de-
velopment and revision of new or existing products or pro-
cesses. Oversees the engineering development schedule.
Manages the product, process and test engineering efforts.
Prepares and administers all research/ development and en-
gineering policies, procedures, budgets and reports. Serves as
part of the top management strategic planning team.
EXCLUDE incumbents with only one area of responsibility
in engineering activities.
16908 CHIEF RESEARCH AND
DEVELOPMENT EXECUTIVE
This is the highest level of research and development posi-
tion in an organization. Reports to the Research / Develop-
ment and Engineering Executive or, in some cases, the Chief
Executive Officer. Directs a staff of supervisory, profession-
al and support personnel engaged in the organization’s re-
search and development operation for company products or
processes. Ensures leading edge development activities are
achieved and maintained creating new or improved products
and processes. Establishes priorities for projects, conducts
testing, and recommends the addition, expansion or elimina-
tion of products. May manage the hardware and software
design engineering functions. Prepares and administers all
research and development policies, procedures, budgets and
reports. Serves as part of the top management strategic plan-
ning team. EXCLUDE incumbents with engineering respon-
sibilities.
16909 CHIEF ENGINEERING EXECUTIVE
This is the highest level of engineering position in an organi-
zation. Reports to the Research/Development and Engineer-
ing Executive or, in some cases, the Chief Executive Officer.
Directs a staff of engineering supervisory, professional and
support personnel engaged in the creation, development,
design, cost estimates, specifications and improvement of the
organization’s products or processes. Establishes program
design objectives and includes quality control, test, reliabil-
ity, mechanical or packaging as well as manufacturing engi-
neering activities. Includes directing the activities of hard-
ware and software design functions. Prepares and adminis-
ters all engineering policies, procedures, budgets and reports.
Serves as part of the top management strategic planning
team. EXCLUDE incumbents with research and development
responsibilities.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
ENGINEERS
We are gathering data for multiple disciplines of Engineers –
General, Chemical, Civil, Electrical, Hardware, Mechanical,
Process, Quality Control, Facilities, and Systems. Five levels
of Engineers are included for each discipline. The first four
levels typically require a B.S. degree in Engineering, or the
equivalent in experience and education combined. The fifth
level typically requires a Ph.D. degree in Engineering. Please
review the category descriptors and level definitions before
matching. For Software Engineers, please see the Infor-
mation Technology section.
GENERAL ENGINEERING
Conceives and develops solutions to engineering programs
through the application of professionally accepted engineer-
ing techniques, practices and procedures. Ensures that engi-
neering work conforms to high technical and organization
standards and meets or exceeds all contract requirements.
Ensures the productibility of designs and products. Compiles
and evaluates design and data to determine adequacy of the
product or software and the engineering effectiveness of the
results compared to requirements and specifications.
16411 Engineer I
16412 Engineer II
16413 Engineer III
16414 Engineer IV
16415 Engineer V
CHEMICAL ENGINEERING
Responsible for the application of chemistry and other sci-
ences, such as physics and mathematics, and of engineering
principles to manufacturing operations, which involve chem-
ical processes. Also includes the design, construction, and
operation of industrial plants carrying out chemical process-
es. Typical specializations are heat transfer and energy con-
version, food and pharmaceutical products, forest products,
petrochemicals and fuels, and materials handling.
16476 Chemical Engineer I
16477 Chemical Engineer II
16478 Chemical Engineer III
16479 Chemical Engineer IV
16480 Chemical Engineer V
Page 35
 ENGINEERING/SCIENTIFIC/TECHNICAL (continued) HARDWARE ENGINEERING
Researches, designs, develops, tests, and oversees the manu-
CIVIL ENGINEERING facture and installation of computer hardware, including
Responsible for the planning, designing, and construction of computer chips, circuit boards, computer systems, and com-
structures and facilities, such as buildings, bridges, roads, puter-related equipment. For engineers specializing in power
harbors, airfields, dams, tunnels, and water supply and sew- systems engineering or electrical equipment manufacturing,
age systems. Also responsible for the engineering aspects of see Electrical Engineers. For engineers specializing in com-
environmental health systems and urban planning or renewal. puter software, see Software Engineers in the Information
Frequently requires knowledge of codes and ordinances. Technology section.
Accessory techniques needed are those used in agricultural,
ceramic, chemical, electrical, geological, mechanical, metal- 16482 Hardware Engineer I
lurgical, and mining engineering. Typical specializations are 16483 Hardware Engineer II
structures, hydraulics, transportation systems, sanitation, 16484 Hardware Engineer III
water utility systems, airports, city planning, environmental 16496 Hardware Engineer IV
protection, construction, engineering mechanics, irrigation 16497 Hardware Engineer V
and drainage, power, soil mechanics and foundations, pipe-
line engineering, and waterways and harbors.
FACILITIES ENGINEERING
16471 Civil Engineer I Plans, participates in the design, reconfiguration, construc-
16472 Civil Engineer II tion, maintenance, and alteration of equipment, machinery,
16473 Civil Engineer III building, structures, and other facilities. Gathers and reviews
16474 Civil Engineer IV data concerning facility or equipment specifications, compa-
ny or government restrictions, required completion date, and
16475 Civil Engineer V
construction feasibility. Coordinates with architec-
ture/engineering firms in developing design criteria and pre-
ELECTRICAL ENGINEERING paring layout and detail drawings. Prepares bid sheets and
Responsible for the application of the laws of electrical ener- contracts for construction and facilities acquisition. Reviews
gy and the principles of engineering for the generation, and estimates design costs including equipment, installation,
transmission, and use of electricity. Designs and develops labor, materials, preparation, and other related costs. Inspects
machinery and equipment for production and utilization of or directs the inspection of construction and installation pro-
electric power. Accessory techniques needed are those used gress to ensure conformance to established drawings, speci-
in mechanical and process engineering. Typical specializa- fications, and schedules. Includes positions that, in addition
tions are electrical power generation, transmission, and dis- to the above, are responsible for the physical maintenance of
tribution, atomic power generation, electrical and electronic the building.
components, equipment, and systems manufacturing, radio
and television broadcasting, telephone, and telegraph. For 16461 Facilities Engineer I
engineers specializing in work as it relates to computers and 16462 Facilities Engineer II
computer-related equipment, see Hardware Engineers. 16463 Facilities Engineer III
16464 Facilities Engineer IV
16451 Electrical Engineer I 16465 Facilities Engineer V
16452 Electrical Engineer II
16453 Electrical Engineer III
16454 Electrical Engineer IV
16455 Electrical Engineer V

Page 36 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
 ENGINEERING/SCIENTIFIC/TECHNICAL (continued) 16494 Quality Control Engineer IV
16495 Quality Control Engineer V
MECHANICAL ENGINEERING
Responsible for the application of principles of physics and * New positions
engineering for the generation, transmission, and utilization
SALES/APPLICATION ENGINEER
of heat and mechanical power; and the design, production,
Responsible for the facilitation of sales to customers or mod-
installation, and maintenance of fabricated products, tools,
ifying a product or design to fit a customer need. Work in-
machines, machinery, and associated or auxiliary systems.
cludes assisting customers with the selection of products that
Accessory techniques needed may be those used in electrical,
meet their specific needs, modification of products to meet
metallurgical, nuclear, and civil engineering. Typical special-
specific customer applications, and training customers in the
izations are steam and mechanical power generation, trans-
use of products. Work may also include intervention when
mission, and utilization, hydraulics, instrumentation, con-
customers need assistance with product reliability. Work
trols, automotive engineering, tooling, heating and ventilat-
includes sales presentations and demonstrations of products.
ing, air-conditioning and refrigeration, bioengineering, pollu-
tion control, systems engineering, research, design, testing,
sales, and project control. 16410 Sales/Application Engineer I
16420 Sales/Application Engineer II
16456 Mechanical Engineer I 16421 Sales/Application Engineer III
16457 Mechanical Engineer II 16498 Sales/Application Engineer IV
16458 Mechanical Engineer III 16499 Sales/Application Engineer V
16459 Mechanical Engineer IV
16460 Mechanical Engineer V SYSTEMS ENGINEERING
Performs technical planning, system integration, verification
and validation, cost and risk, and supportability and effec-
PROCESS ENGINEERING tiveness analyses for total systems. Analyses are performed
Responsible for developing and implementing produc- at all levels of total system product to include: concept, de-
tion/processing methods and controls in accordance with sign, fabrication, test, installation, operation, maintenance
quality standards in the most cost effective manner. Typical and disposal. Ensures the logical and systematic conversion
duties involve evaluating and solving problems as they oc- of customer or product requirements into total systems solu-
cur, and recommending and implementing improvements to tions that acknowledge technical, schedule, and cost con-
the production process. Oversees operations to assure that straints. Performs functional analysis, timeline analysis, de-
they comply with established quality standards. May be re- tail trade studies, requirements allocation and interface defi-
sponsible for reviewing proposals regarding the acquisition nition studies to translate customer requirements into hard-
of production/processing equipment. ware and software specifications.
16486 Process Engineer I 16466 Systems Engineer I
16487 Process Engineer II 16467 Systems Engineer II
16488 Process Engineer III 16468 Systems Engineer III
16489 Process Engineer IV 16469 Systems Engineer IV
16490 Process Engineer V 16470 Systems Engineer V

QUALITY CONTROL ENGINEER

Develops and oversees the methods to determine whether
process and completed products meet specified standards and
specifications. Specifies inspection and testing methods,
techniques, equipment and facilities to be used. Determines
optimum frequency of application and established limits of
allowable variation from specifications at various stages of
the manufacturing process. May develop testing techniques
and equipment for use in analysis of organization products
and forms for reporting test results and statistical techniques
for analysis of test data. May participate in revisions of
product specifications or resolution of engineering design
problems to offset causes of deviations from quality stand-
ards.
16491 Quality Control Engineer I
16492 Quality Control Engineer II
16493 Quality Control Engineer III

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 37
ENGINEER LEVEL DEFINITIONS
GENERAL
LEVEL CHARACTERISTICS
At the beginning to continuing
level of engineering work, per-
forms routine functions which
Level require application of standard
techniques, procedures, and
I criteria in carrying out a se-
quence of related engineering
tasks. Limited exercise of judg-
ment required. Requires a
bachelor’s degree in engineer-
ing or the equivalent. Typically
receives or has received on-
the-job or formal classroom
instruction. Note: Incumbents in
this engineering level may be
exempt employees or non-
exempt management trainees.
Work requires independent
evaluation, selection, and appli-
cation of standard engineering
Level techniques, procedures, and
criteria, using judgment and
II ingenuity in making minor adap-
tations and modifications. Typi-
cally, this is an exempt employ-
ee.
Work requires originality and
judgment in the independent
evaluation, selection, and sub-
Level stantial adaptation and modifi-
cation of standard techniques,
III procedures, and criteria. Is
recognized as fully competent
in all conventional aspects of
the subject matter or functional
area of assignments.
Page 38 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
DIRECTION RECEIVED
Supervision ranges from
close supervision with spe-
cific and detailed instructions
to more general supervision
with the supervisor screen-
ing assignments to eliminate
difficult problems. Work may
be checked during progress
and reviewed for accuracy
upon completion.
Receives instruction on
specific assignment objec-
tives, points of emphasis,
reference and information
sources, and possible solu-
tions. Unusual problems are
solved jointly with supervi-
sor, and work is reviewed for
application of sound engi-
neering judgment.
Receives direct supervision
and guidance primarily on
novel or controversial prob-
lems or questions. Makes
independent technical deci-
sions on details of work
covered by precedents.
TYPICAL TASKS AND DIRECTION
RESPONSIBILITIES OF OTHERS
Using prescribed methods, performs specif- May supervise a
ic and limited portions of a broader assign- few Aides or
ment of an experienced Engineer. Applies Technicians.
standard practices and techniques in spe-
cific situations, adjusts and correlates data,
recognizes discrepancies in results and
follows operations through a series of relat-
ed detailed steps or processes.
Assignments include equipment design and May supervise
development, test of materials, preparation the work of Draft-
of specifications, process study, research ers, Inspectors,
investigations, report preparation and other and other Techni-
activities of limited scope requiring cians assigned to
knowledge of principles, practices, and assist in the work.
techniques commonly employed in the
specific narrow area of assignments. Per-
forms work which involves conventional
types of plans, investigations, surveys,
structures, or equipment with relatively few
complex features for which there are prec-
edents.
Plans, schedules, and coordinates detailed May supervise a
phases of the engineering work in a part of few Engineers or
a major project or in a total project of mod- Technicians on
erate scope. Devises new approaches to routine work.
problems encountered. Performs work
which involves conventional engineering
practice but includes a variety of complex
features such as conflicting design re-
quirements, unsuitability of standard mate-
rials, and difficult coordination require-
ments. Work requires a broad knowledge of
precedents in the specialty area and a
good knowledge of principles and practices
of related specialties.
(continued on next page)
 GENERAL
LEVEL CHARACTERISTICS
Work requires application of
intensive and diversified
knowledge of engineering prin-
Level ciples and practices in broad
areas of assignments and re-
IV lated fields. Makes decisions
independently on engineering
problems and methods, and
represents the organization in
conferences to resolve im-
portant questions and to plan
and coordinate work. Positions
may be supervisory or non-
supervisory.
Typically, the incumbent will
possess a Ph.D. degree in En-
gineering. Plans and directs
Level major engineering projects of a
complex nature. Applies inten-
V sive and diversified knowledge
of engineering principles and
practices in broad areas of
assignments. Makes independ-
ent decisions and in most cas-
es, the incumbent will have
achieved recognized standing
in a particular field of engineer-
ing.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
DIRECTION RECEIVED
Receives little direct super-
vision and guidance and
only in terms of specific work
objectives and critical is-
sues.
Receives little, if any, super-
vision and usually any su-
pervision received is in
terms of overall work objec-
tives.
TYPICAL TASKS AND DIRECTION
RESPONSIBILITIES OF OTHERS
Plans, develops, or coordinates, and di- Supervises, coor-
rects a large and important engineering dinates, and re-
project or a number of small projects with views the work of
many complex features. Non-Supervisory a small staff of
Researcher – Carries out complex or novel Engineers and
research assignments requiring the devel- Technicians.
opment of new or improved techniques and Estimates per-
procedures. Non-Supervisory Staff Spe- sonnel needs and
cialist – Develops and evaluates plans and schedules and
criteria for a variety of projects and activi- assigns work to
ties to be carried out by others. meet completion
date.
Plans and directs major engineering pro- Supervises lower
jects or several small projects. Develops level Engineers,
and applies new procedures, methods and Technicians,
may design new equipment. May supply Scientists. Re-
technical advice to other professions, and views their pro-
represent the organization in conference gress and evalu-
and technical forums. Non-Supervisory ates their work.
Researcher – Carries out extensive and
complex research assignments which re-
quire the development of new or improved
techniques and procedures. Non-
Supervisory Staff Specialist – Develops
and evaluates plans, procedures, etc. for a
variety of projects and activities to be car-
ried out by others.
Page 39
 TABLE OF CONTENTS

Production/Production Control Classification

Job Code Page

16572, 16573, 16574, 16575, 16576 Manufacturing – Operators/Assemblers – 5 levels . . . . . . . . 42-43

16579, 16580, 16581, 16582, 16583 Manufacturing – Machine Operators – 5 levels . . . . . . . . . . 43-44
16798, 16799, 16800 Manufacturing – Supervisors/Managers – 3 levels . . . . . . . . . 45
16801 Assembly Supervisor . . . . . . . . . . . . . . . . . . . . . 46
16520 Inspector, Floor . . . . . . . . . . . . . . . . . . . . . . . . 46
16521 + Quality Inspector/Auditor I (Entry Level) . . . . . . . . . . . . . 46
16522 + Quality Inspector/Auditor II . . . . . . . . . . . . . . . . . . 46
16523 + Quality Inspector/Auditor III . . . . . . . . . . . . . . . . . . 46
16565 Test Technician I (Entry Level) . . . . . . . . . . . . . . . . . 46
16566 Test Technician II . . . . . . . . . . . . . . . . . . . . . . . 46
16567 Test Technician III . . . . . . . . . . . . . . . . . . . . . . 46
16585 Laboratory Technician (QA) . . . . . . . . . . . . . . . . . 46
16808, 16809 Quality Control Supervisor/Manager - 2 levels . . . . . . . . . . 46
16557 Injection Molding Machine Operator I . . . . . . . . . . . . . . 47
16584 Injection Molding Machine Operator II . . . . . . . . . . . . . . 47
16546 Sheet Metal Machine Operator . . . . . . . . . . . . . . . . . 47
16538 CNC Machine Programmer . . . . . . . . . . . . . . . . . . . 47
16505 + CNC Machining Center Operator I (Entry Level) . . . . . . . . . . 47
16506 + CNC Machining Center Operator II . . . . . . . . . . . . . . . 47
16507 + CNC Machining Center Operator III . . . . . . . . . . . . . . . 47
16569 Production Technician I . . . . . . . . . . . . . . . . . . . . 47
16570 Production Technician II . . . . . . . . . . . . . . . . . . . . 47
16529 + Machinist I (Entry Level). . . . . . . . . . . . . . . . . . . . 48
16534 + Machinist II . . . . . . . . . . . . . . . . . . . . . . . . . 48
16535 + Machinist III . . . . . . . . . . . . . . . . . . . . . . . . . 48
16524 + Machine Tool Operator I (Entry Level) . . . . . . . . . . . . . . 48
16533 + Machine Tool Operator II . . . . . . . . . . . . . . . . . . . 48
16525 + Machine Tool Operator III . . . . . . . . . . . . . . . . . . . 48
16807 Production Machine Shop Supervisor . . . . . . . . . . . . . . 48
16547 Tool and Die Maker - B . . . . . . . . . . . . . . . . . . . . 48
16548 Tool and Die Maker - A . . . . . . . . . . . . . . . . . . . . 48
16549 Tool Crib Attendant . . . . . . . . . . . . . . . . . . . . . . 49
16810 Tool and Die Supervisor . . . . . . . . . . . . . . . . . . . . 49
16550 Welder - B . . . . . . . . . . . . . . . . . . . . . . . . . 49
16551 Welder - A . . . . . . . . . . . . . . . . . . . . . . . . . . 49
16552 Welder, Heliarc . . . . . . . . . . . . . . . . . . . . . . . 49
16540 Painter, Production Spray - Finished Goods . . . . . . . . . . . . 49

Continued on Next Page

+ Designates positions that will be published in the EAA National Compensation Survey.

* Denotes a new position

** Denotes a change in job
description/job title

Page 40 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
 TABLE OF CONTENTS (continued)

Production/Production Control Classification

Job Code Page

16030 Production Control Clerk . . . . . . . . . . . . . . . . . . . . 49

16031 + Production Expediter . . . . . . . . . . . . . . . . . . . . . 49
16035 + Production Planner/Scheduler I (Entry Level) . . . . . . . . . . . 49
16032 + Production Planner/Scheduler II . . . . . . . . . . . . . . . . 49
16578 + Production Planner/Scheduler III . . . . . . . . . . . . . . . . 49
16586 Manufacturing Execution Systems (MES) Specialist . . . . . . . . 50
16806 + Production Control Manager . . . . . . . . . . . . . . . . . . 50
16350 Production Supervisor . . . . . . . . . . . . . . . . . . . . . 50
16720 Area Manager/Director . . . . . . . . . . . . . . . . . . . . 50
16819 General Foreman/Supervisor, Production Processing Functions . . . . 50
16875 Manufacturing/Plant Manager . . . . . . . . . . . . . . . . . 50
16911 Chief Manufacturing Executive . . . . . . . . . . . . . . . . . 50

+ Designates positions that will be published in the EAA National Compensation Survey.

* Denotes a new position

** Denotes a change in job
description/job title

For Manufacturing Operators/Assemblers and Manufactur-

ing Machine Operators and Manufacturing Supervi-
sors/Managers who handle a variety of tasks and are not
best described in a single traditional job description, please
see the matrices on pages 42-45.

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 41
MANUFACTURING – OPERATORS/ASSEMBLERS

Performs work which includes several “traditional” job classifications such as manual assembly, electri-
cal/mechanical assembly, machine/tool operation or workflow/process production in manufacturing. Work maybe
performed as an individual contributor or in a team environment.

This job includes all levels of nonexempt jobs directly involved in manufacturing an organization’s product on a
workflow line, in groups/teams, or as an individual contributor. Each successive higher level builds from all levels
below it.

The following types of positions are typically matched to this general classification: Electronic Assemblers, Me-
chanical Assemblers, General Assemblers; Production Workers, and Manufacturing Process Operators.

SUPERVISION
SKILL/ PERSONAL GIVEN AND
LEVEL KNOWLEDGE DUTIES AND TASKS COMPETENCIES RECEIVED

Job Code Requires the ability to Duties and tasks are simple Willingly asks questions Works under direct
16572 learn established qual- and repetitive. Follows exist- and seeks direction. Works supervision. Follows
ity and quantity re- ing policies, practices and with others from other work detailed instructions
Entry quirements. Acquires procedures. Refers questions areas. Understands and and reports any devia-
job skills to perform and problems to higher levels. meets quality standards. tion to lead/supervisor.
very routine tasks. Identifies and reports quality Supports new ideas and
concerns. helps to implement them.

Job Code Has learned the basic Duties and tasks are varied Willingly shares skills and Receives general in-
16573 skills and routine tasks but standardized. Works on knowledge. Knows and structions on routine
necessary. Beginning assignments that are semi- follows all safety require- work, detailed instruc-
Junior to learn advanced routine in nature where ability ments. Effectively gives and tions on new assign-
skills and gaining an to recognize deviation from receives feedback. ments.
understanding of the accepted practice is required.
total process flow.

Job Code Possesses all basic and Works on assignments that are Sets good examples for Works under minimum
16574 some advanced skills moderately complex in nature others, good role model. supervision. Assign-
and knowledge. Has a where judgment is required in Participates in continuous ments are received in
Inter- thorough understand- resolving problems and mak- improvement efforts. Con- the form of results ex-
mediate ing of the total process ing recommendations. Insures siders the impact on the pected, due dates and
flow. that all details of a task are customer when making de- general procedures to
accomplished properly. cisions. follow.

Job Code Has acquired and ap- Works on assignments that are Contributes to the develop- Assignments are re-
16575 plies all necessary complex in nature where con- ment of the department. ceived in the form of
advanced skills and siderable judgment and initia- Recognizes, initiates, and results expected but
Senior knowledge for one or tive are required in resolving leads improvement activi- incumbents have con-
more products, pro- problems and making recom- ties. Is not hesitant to siderable freedom to
cesses or areas. May mendations. change or challenge deci- decide on work priori-
be a recognized expert sions to meet performance ties and procedures to
in the areas to which goals or commitments. be followed.
assigned.

Page 42 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
 SUPERVISION
SKILL/ PERSONAL GIVEN AND
LEVEL KNOWLEDGE DUTIES AND TASKS COMPETENCIES RECEIVED

Job Code Requires extensive Duties and tasks reflect sub- Identifies strengths, weak- Assignments are typi-
16576 knowledge in a wide stantial variety and complexi- nesses, threats, and oppor- cally in the form of
range of product spe- ty. Requires extensive tunities, and develops ap- broad goals or areas of
cific manufacturing knowledge in multiple func- propriate plans for the fu- responsibility. Incum-
Specialist systems. Possesses tions. Is the resource to others ture. Anticipates and plans bents have substantial
advanced understand- in the resolution of complex for changes in client needs, latitude for independent
ing of established pro- problems and issues. new technology, and indus- action in setting objec-
cedures and ability to try conditions. Evaluates tives and deciding how
apply knowledge to resources, constraints, and to proceed. Leads oth-
unusual and complex organizational values when ers effectively and
production problems. developing alternative, and gains cooperation
Is the recognized ex- commits to it. Impact of without having formal
pert and may be error in decision making or authority over them.
sought out as the lead- judgment has a significant Uses appropriate inter-
er of a group or team. impact to time, materials, personal styles and
customers, and other re- methods to motivate
sources of the company. and guide individuals
and groups towards
achievement of goals.

MANUFACTURING – MACHINE OPERATORS

Responsible for the safe and efficient operation of moderately complex, mechanically operated machinery in the
production process. This includes start-up, operation, adjustment to proper parameters, preventative mainte-
nance, trouble shooting, and cleaning of the equipment. Requires mechanical aptitude.
This job includes all levels of nonexempt jobs directly involved in manufacturing an organization’s product on a
workflow line, in groups/teams, or as an individual contributor. Each successive higher level builds from all levels
below it.
The following types of positions are typically matched to this general classification: Machine Operators.

SUPERVISION
SKILL/ PERSONAL GIVEN AND
LEVEL KNOWLEDGE DUTIES AND TASKS COMPETENCIES RECEIVED

Job Code Requires the ability to
16579 learn established quality
and quantity require-
Entry ments. Acquires job
skills to perform very
routine tasks.
Duties and tasks are simple
and repetitive. Follows exist-
ing policies, practices and
procedures. Refers questions
and problems to higher levels.
Identifies and reports quality
concerns.
Willingly asks questions
and seeks direction. Works
with others from other work
areas. Understands and
meets quality standards.
Supports new ideas and
helps to implement them.
Works under direct
supervision. Follows
detailed instructions
and reports any de-
viation to
lead/supervisor.

Job Code Has learned the basic
16580 skills and routine tasks
necessary. Beginning to
Junior learn advanced skills and
gaining an understanding
of the total process flow.
Duties and tasks are varied
but standardized. Works on
assignments that are semi-
routine in nature where ability
to recognize deviation from
accepted practice is required.
Willingly shares skills and
knowledge. Knows and
follows all safety require-
ments. Effectively gives and
receives feedback.
Receives general
instructions on rou-
tine work, detailed
instructions on new
assignments.

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 43
 SUPERVISION
SKILL/ PERSONAL GIVEN AND
LEVEL KNOWLEDGE DUTIES AND TASKS COMPETENCIES RECEIVED

Job Code Possesses all basic and Works on assignments that are Sets good examples for Works under minimum
16581 some advanced skills moderately complex in nature others, good role model. supervision. Assign-
and knowledge. Has a where judgment is required in Participates in continuous ments are received in
Inter- thorough understand- resolving problems and mak- improvement efforts. Con- the form of results ex-
mediate ing of the total process ing recommendations. Insures siders the impact on the pected, due dates and
flow. that all details of a task are customer when making de- general procedures to
accomplished properly. cisions. follow.

Job Code Has acquired and ap- Works on assignments that are Contributes to the develop- Assignments are re-
16582 plies all necessary complex in nature where con- ment of the department. ceived in the form of
advanced skills and siderable judgment and initia- Recognizes, initiates, and results expected but
Senior knowledge for one or tive are required in resolving leads improvement activi- incumbents have con-
more products, pro- problems and making recom- ties. Is not hesitant to siderable freedom to
cesses or areas. May mendations. change or challenge deci- decide on work priori-
be a recognized expert sions to meet performance ties and procedures to
in the areas to which goals or commitments. be followed.
assigned.

Job Code Requires extensive Duties and tasks reflect sub- Identifies strengths, weak- Assignments are typi-
16583 knowledge in a wide stantial variety and complexi- nesses, threats, and oppor- cally in the form of
range of product spe- ty. Requires extensive tunities, and develops ap- broad goals or areas of
cific manufacturing knowledge in multiple func- propriate plans for the fu- responsibility. Incum-
Specialist systems. Possesses tions. Is the resource to others ture. Anticipates and plans bents have substantial
advanced understand- in the resolution of complex for changes in client needs, latitude for independent
ing of established pro- problems and issues. new technology, and indus- action in setting objec-
cedures and ability to try conditions. Evaluates tives and deciding how
apply knowledge to resources, constraints, and to proceed. Leads oth-
unusual and complex organizational values when ers effectively and
production problems. developing alternative, and gains cooperation
Is the recognized ex- commits to it. Impact of without having formal
pert and may be error in decision making or authority over them.
sought out as the lead- judgment has a significant Uses appropriate inter-
er of a group or team. impact to time, materials, personal styles and
customers, and other re- methods to motivate
sources of the company. and guide individuals
and groups towards
achievement of goals.

Page 44 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
MANUFACTURING – SUPERVISORS/MANAGERS
Do not match an incumbent in both the traditional job description and the matrix.
Responsible for the production or services of the department or area. Hires, fires, promotes, demotes, transfers,
disciplines and grants raises or effectively recommends such action. Leads, coaches and provides effective feed-
back. Usually paid on a salary basis and is exempt (or can qualify for exemption) from the overtime provisions of
the Federal Wage-Hour Act, even though compensation may be given for overtime.
Match those supervisors/managers having supervisory responsibilities over one or more of the following functions –
production, quality, maintenance, skilled trades, warehousing/material handling, and facilities. Also include supervi-
sors in the process of being cross-trained in multiple departments but are currently responsible for only one depart-
ment. Do not match Vice President level.

Also see the traditional job descriptions.

Level Leadership/Supervision Operational Scope Responsibilities Education

Completes responsibilities Supervises a work group Executes budgets, Typically requires a

through supervision of nonex- or unit of employees, develops schedules, high school diploma.
Job empt employees or entry exempt which requires a function- and enforces policies Incumbent may be in
Code employees. al or operational expertise. and procedures. Man- the process of earning
16798 Receives information in ages the planning credit hours toward
the form of tasks. Work is function on a day-to an Associate or
Level reviewed based on meet- day basis. Technical Degree and
I ing quality, schedules, and has the essential
efficiency standards. knowledge of the
specified area.

Provides clear objectives and
offers support as needed. Ex-
Job
presses how employees impact
Code operational objectives. Com-
16799 pletes objectives through lower
level supervisors or senior ex-
Level empt professionals who have
II some latitude.
Manages one or multiple
work groups or units in
several different areas or a
large functional unit. Re-
ceives information in the
form of objectives and
sets goals to meet objec-
tives. Work is reviewed
based on meeting objec-
tives.
Assists with develop- Typically requires a
ing budget and goals. high school diploma.
Is the primary suppli- Incumbent may be in
er of feedback to third the process of earning
level management. credit hours toward
an Associate or
Technical Degree
and/or the equivalent
experience.

Supports and creates effective
teams, units, and environments.
Job
Impacts and promotes organiza-
Code tional strategy and vision. Cre-
16800 ates linkages for employees on
how they impact business strate-
Level gy. Completes objectives
III through supervisors or managers
or senior exempt specialists who
have significant latitude.
May set direction for a
major, multi-functional
unit or department. Work
is received in the form of
objectives based on organ-
izational goals and com-
pany policy. Work is re-
viewed in terms of meet-
ing the organization’s
objectives.
Has responsibility/ Typically requires a
accountability over Bachelors Degree.
the unit/department Incumbent usually
for budgets, sched- has prior supervisory
ules and planning. experience and exten-
sive expertise of
knowledge in the
specified area.

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 45

PRODUCTION/PRODUCTION CONTROL
16801 ASSEMBLY SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Supervises production
workers in repetitive or semi-repetitive assembly processes
such as wrapping, counting, stamping, riveting, cutting, sol-
dering, connecting or assembling parts with nuts, bolts or
screws. Adjusts the product to meet production standards.
Also see the Manufacturing Supervisors/Managers Matrix on
page 45.
16520 INSPECTOR, FLOOR
Inspects work in all phases of process within a section or
department. Checks first piece produced and subsequent spot
checks. May do layout work to check units and subsequent
operations. Responsible for inspecting quality of work pro-
duced on machines or lines served.
16521 QUALITY INSPECTOR/AUDITOR I
(ENTRY LEVEL)
First of three levels of quality control inspector. With readily
available supervision, performs repetitive inspection follow-
ing standardized methods and procedures. Visually inspects
or checks parts using a variety of precision measuring in-
struments or against fixed samples. Checks dimensions and
finishes against blueprint or work order specifications. At
this level, workers may perform finishing operations to cor-
rect rejected parts or assist with other production activities.
Typically requires high school level math and problem solv-
ing skills and work experience of less than 2 years.
16522 QUALITY INSPECTOR /AUDITOR II
Second of three levels of quality control inspector/auditor.
Under limited supervision performs diversified bench or
floor inspection of a variety of standard or custom parts,
products, or materials that are being produced in-house or
received from vendors. Uses a variety of precision measuring
instruments, including electronic devices. Checks color, fin-
ish, dimensions, hardness, density or other measurable or
observable characteristics of material. Performs detailed first
article inspections following the installation of new or re-
vised molds and dies. May recommend, write, or modify
sampling and inspection procedures. May use statistical tools
to chart variance. Does not include tool room inspectors.
Typically requires high school level math and problem solv-
ing skills, course work in metrics and 2+ years of work expe-
rience.
16523 QUALITY INSPECTOR /AUDITOR III
Third of three levels of quality control inspector/auditor.
Following management guidelines, performs final inspection
for quality, appearance and performance of complicated
equipment, instruments or products, or of diversified parts
and assemblies. Work may be highly diversified. May in-
clude auditing and qualifying vendors on location. Plans in-
spection procedures and may be required to devise unusual
measuring or gauging set-ups. Uses a variety of precision
measuring instruments including electronic devices. May use
Page 46 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
statistical tools to chart variance. Includes tool room inspec-
tors. Typically requires high school level math and problem
solving skills, course work in metrics and 4+ years of work
experience.
16565 TEST TECHNICIAN I (ENTRY LEVEL)
Under direct supervision, performs a variety of routine tasks
to ensure production quality standards. Responsible for the
set up, calibration, testing, and trouble shooting of circuits,
components, instruments, and mechanical assemblies. Lo-
cates failures and recognizes set-up problems. This is an en-
try level position requiring 6 months to 1 year of technical
experience.
16566 TEST TECHNICIAN II
Under limited supervision, performs a variety of semi-
routine tasks to ensure production quality standards. In addi-
tion to the tasks performed at the previous level may prepare
written reports. Incumbents usually have 1 to 2 years tech-
nical experience.
16567 TEST TECHNICIAN III
Under general supervision, performs a variety of non routine
tasks to ensure production quality standards. In addition to
tasks performed in the previous two levels, prepares written
reports, and may make recommendations for procedural
changes. May lead and train lower level workers. Typically
requires 3-5 years technical experience.
16585 LABORATORY TECHNICIAN (QA)
Performs chemical and physical analysis to provide infor-
mation and assist with product and process quality decisions.
Collects product/process samples and conducts appropriate
analysis. Prepares reports and documentation. Typically re-
quires bachelor’s degree and 2+ years practical lab experi-
ence.
QUALITY CONTROL SUPERVISOR/MANAGER
Supervises the maintenance of quality of product in receiv-
ing, machining, assembling, and fabricating. Establishes con-
trol limits and control charts. Discusses with methods, sales
and engineering departments, and occasionally with custom-
ers, to resolve problems. Prepares, or presents for approval,
various statistical analyses to justify recommendations for
changes in methods, tooling, tolerances or inspection and
testing procedures. Investigates causes of faulty work, exces-
sive scrap, rework or inspection delays and takes proper cor-
rective action. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16808 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16809 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Supervisory Exempt
Employees

PRODUCTION/PRODUCTION CONTROL (continued)
16557 INJECTION MOLDING MACHINE
OPERATOR I
Operates injection molding machine to produce molded
products or parts from pre-mixed standard rubber or plastic
compounds. Preheats to specified temperature and starts ma-
chine cycling. Maintains continuous attention to heat and
pressure gauges and to ensure that mold does not close on a
molded product. Removes molded products from machine,
may trim off spurs, flash, etc., and keeps a record of products
produced. Watches for malfunction of machine as evidenced
by defective products and reports this to superior. May in-
clude operators who do their own setups. Typically requires
a high school degree, and 1 to 5 years injection molding ex-
perience.
16584 INJECTION MOLDING MACHINE
OPERATOR II
In addition to tasks performed in the Injection Molding Ma-
chine Operator I, responsible for set-up and operation of in-
jection molding machines. May also set-up appropriate ancil-
lary equipment to support successful injection molding oper-
ations. Provides technical training to lower level workers.
Typically requires an Associates or Technical Degree, and
5+ years injection molding experience.
16546 SHEET METAL MACHINE OPERATOR
Sets up and operates a variety of sheet metal working equip-
ment to perform diversified sheet metal fabrication to fairly
close tolerances following established methods.
16538 CNC MACHINE PROGRAMMER
Prepares operating programs on continuous path and point-
to-point CNC machinery. Plans processing sequences. Pre-
pares and checks programs. May instruct Machine Operators
in the use of CNC equipment.
16505 CNC MACHINING CENTER OPERATOR I
(ENTRY LEVEL)
First of three levels of CNC machining center operator. Op-
erates and adjusts semi-automatic or automatic numerically
controlled machine tools to perform standard and repetitive
sequences of operations where programs are provided and
setups are often made and maintained by others. Requires
knowledge of operations include drilling, boring and milling,
turning, etc., employing recognized tooling and procedures
and where tolerances are close, but not difficult to maintain.
Checks parts for conformance to specifications. Typically
requires the ability to follow written instructions and read
blueprint specifications.
16506 CNC MACHINING CENTER OPERATOR II
Second of three levels of CNC machining center operator.
Sets up, adjusts and checks out programming, and operates
numerically controlled machine tools to perform a series of
progressive machining operations on repetitive work to close
and exacting tolerances and finish specifications requiring
considerable skill. Works from programming instructions,
operational data and machine setup instructions defining and
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
coding tool arrangements, material clamping methods, ma-
chine calibrations and console settings, for operations such
as bore, mill, drill, face, thread and occasional profiling and
contouring. Checks parts for conformance to specifications.
May run more than one unit simultaneously. Typically re-
quires knowledge of machining techniques and methods and
familiarity with computer numerically controlled machine
tool operating procedures, plus the ability to follow written
instructions and read blueprint specifications and 2+ years of
experience.
16507 CNC MACHINING CENTER OPERATOR III
Third of three levels of CNC machining center operator. Re-
quires a broad knowledge of machining techniques and fa-
miliarity with computer numerically controlled machine tool
operating procedures. Setups involve familiarity with and
understanding of program formats involving combinations of
operations such as profile and contour milling, boring, re-
cessing, turning, drilling, threading, etc., to the capacity of
the machine and control factor. Performs advanced setup
operations, adjusts and checks out programming and operates
numerically controlled machine tools to perform a complex
series of progressive machining operations on a diversified
line of work to close and exacting tolerances and finish spec-
ifications requiring a high degree of skill. May set up ma-
chines for and instruct other operators. Checks parts for con-
formance to specifications. May run more than one unit sim-
ultaneously. Typically requires 5+ years of combined formal
training and experience.
16569 PRODUCTION TECHNICIAN I
Job involves setting up, testing, adjusting, and checking of
electronic units. Works from test procedures or schematics to
determine the method and sequence for testing. Sets up test
equipment and performs checkout, including adjustment and
calibration of units and components. Uses judgment and
discretion in the performance of test operations. Understands
and is able to apply knowledge of electronic circuits. May
trouble-shoot individual units. This is an entry level Produc-
tion Technician. Must have a two year electronics associate
degree or the equivalent. Excludes Quality Control and In-
spection Functions.
16570 PRODUCTION TECHNICIAN II
Job involves setting up, testing, adjusting, and operational
checking of moderately complex to complex units and elec-
tronic systems. Works from test procedures, schematics, and
blueprints to determine the method and sequence for the op-
erational test of complete systems. Calibrates, aligns, adjusts
and trouble-shoots individual units as required to complete
systems checkout. Understands and is able to apply
knowledge of electronic circuits. Operates various types of
standard and special test equipment such as oscillators, oscil-
loscopes, sweep calibrators, etc. May assist less skilled
Technicians in performance of their work. Typically has a
two year electronics degree or the equivalent, plus two or
more years of experience as a Production Technician. Ex-
cludes Quality Control and Inspection Functions.
Page 47

PRODUCTION/PRODUCTION CONTROL (continued)
16529 MACHINIST I (ENTRY LEVEL)
First of three levels of skilled machinist work. Operates al-
ternately more than one type of machine tool such as grind-
ers, millers, drill presses, lathes, etc., on machining opera-
tions of moderate complexity. Projects have some diversity
and may be in support of production operations or job shop
machining. This is not a production machine tool operator.
Typically requires a technical degree in machining and little
or no work experience.
16534 MACHINIST II
Second of three levels of skilled machinist work. Under lim-
ited supervision, performs complex machining operations in
support of production operations or job shop machining. Op-
erates various types of machine tools and performs progres-
sive machining operations for metal parts, tools and ma-
chines with close tolerances or high finish requirements. Fits
and assembles where necessary, using machinists' hand tools
and measuring instruments. Has familiarity with working
properties of various materials. May program CNC machines
in the course of making parts. This is not a production ma-
chine tool operator. Typically requires a technical degree and
2+ years of experience.
16535 MACHINIST III
Third of three levels of skilled machinist work. Without
technical supervision performs the most complex machining
and fitting of all kinds of parts, tools, and machines in sup-
port of production operations or job shop machining. Lays
out work from blueprints, sketches, and written specifica-
tions. Sets up and operates all available machine tools and
performs progressive machining operations on work involv-
ing very close tolerances or unusual requirements. Deter-
mines operation sequences. Uses skillfully all machinists'
hand tools and measuring instruments. Familiar with work-
ing properties of all materials. Programs CNC machine tools
in the course of making parts. Fits and assembles where nec-
essary. At this level machinists serve as technical resources
for less experienced machinists. This is not a production ma-
chine tool operator. Typically requires a technical degree and
5+ years of experience.
16524 MACHINE TOOL OPERATOR I (ENTRY LEVEL)
First of three levels of machine tool operator. Under close
supervision, operates alternately more than one type of pro-
duction machine tool such as grinders, milling machines,
drill presses, lathes, etc., on routine and repetitive operations.
Set-ups are usually made by others. Speeds, feeds and tool-
ing are prescribed. Machines may have numeric controls.
Does not include employees engaged primarily to operate
one classification of machine tool surveyed separately. Typi-
cally requires the ability to follow written instructions and
read blueprint specifications.
Page 48 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16533 MACHINE TOOL OPERATOR II
Second of three levels of machine tool operator. With readily
available supervision, sets up and operates alternately more
than one type of production machine tool such as grinders,
millers, drill presses, lathes, etc., on a limited range of pro-
duction work, involving close tolerances and set-ups which
are exacting but not usually highly involved or difficult. Sets
up machines where speeds, feeds, tooling and operation se-
quence are ordinarily prescribed. Machines may have numer-
ic controls. Does not include employees engaged primarily to
operate one classification of machine tool surveyed separate-
ly. Typically requires the ability to follow written instruc-
tions and read blueprint specifications and less than 2 years
of experience.
16525 MACHINE TOOL OPERATOR III
Third of three levels of machine tool operator. Under limited
supervision, sets up and operates alternately more than one
type of production machine tool such as grinders, millers,
drill presses, lathes, etc., on complicated production work
involving difficult operations, close tolerances, and difficult
set-ups of parts of irregular shapes. Either determines feeds,
speeds, tooling and operation sequence for considerable
range of difficult operations or sets up pursuant to feeds, etc.,
prescribed in drawings or lay-outs. Machines may have nu-
meric controls. Does not include employees engaged pri-
marily to operate one classification of machine tool surveyed
separately. Typically requires the ability to follow written
instructions and read blueprint specifications and 2+ years of
experience.
16807 PRODUCTION MACHINE SHOP SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Supervises employees
who have moderate to high degree of skill, job experience,
and training in machine shop procedures, practices, and
techniques. Employees supervised may set up and/or operate
a variety of machines such as turret lathes, screw machines,
milling machines, drill presses, grinding machines, punch
presses, and similar machines. Also see the Manufacturing
Supervisors/Managers Matrix on page 45.
16547 TOOL AND DIE MAKER - B
Sets up and performs machine and bench operations neces-
sary to make, alter, or repair tools, jigs, fixtures, dies, molds,
and gauges of difficult design under general supervision.
May perform a limited variety of operations at a high skill or
a wide variety of operations at a moderate skill. Works from
blueprints, diagrams, or samples to very close tolerances.
16548 TOOL AND DIE MAKER - A
Plans, sets up and performs all machine and bench operations
necessary to make, alter or repair tools, jigs, fixtures, dies,
molds or gauges of complex design. Works from complicat-
ed blueprints, diagrams or samples to very close tolerances.
Involves high degree of responsibility and efficiency. This is
a journey level Tool & Die Maker.

PRODUCTION/PRODUCTION CONTROL (continued)
16549 TOOL CRIB ATTENDANT
Receives, stores and issues tools, fixtures, gauges and sup-
plies for performing a variety of operations on machine tools,
specialized machinery, hand or bench work. Usually keeps
inventory of tools by type and may record date to be used for
submitting periodic reports on tool life.
16810 TOOL & DIE SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Supervises employees
who manufacture and repair dies, jigs, fixtures, templates,
and tools in tooling, tool grinding, and heat treating. Jobs
supervised require a high degree of mechanical and technical
skill and a comprehensive knowledge of processes involved
in the work performed. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16550 WELDER - B
Lays out and performs ordinary arc and/or acetylene welding
on a variety of equipment, such as frames, racks, tanks, and
structural work for mechanical strength only. Welds in verti-
cal, horizontal, and overhead positions.
16551 WELDER - A
Plans, lays out and performs complex arc and acetylene
welding on a wide variety of unrelated tools and equipment.
Welds various types of metals and alloys in vertical, horizon-
tal, and overhead positions for high pressure and strength
requirements. This is a journey level Welder.
16552 WELDER, HELIARC
Plans, lays out and performs complex welding assignments
on alloy metals with the use of a heliarc machine. Is general-
ly capable of performing all tasks related to Welder - A, in
addition to operation of heliarc equipment.
16540 PAINTER, PRODUCTION SPRAY -
FINISHED GOODS
Performs finish-coat painting in accordance with special
specifications on work where high-grade finish is essential.
Includes use of lacquers, enamels, and/or powder coat paint-
ing. May be required from time to time to perform a painting
operation which calls for unusual specifications in finish
requiring the mixing of paints to achieve special effects in
shades. This is a journey level Painter. Excludes Mainte-
nance Painters.
16030 PRODUCTION CONTROL CLERK
Maintains control of all inventory items purchased and pro-
duced by analyzing usage or requirements of items from in-
ventory records. Originates requisition to be produced and
determines quantity to be run. Responsible for scheduling
jobs based on requirements and for scheduling machine load-
ing. Coordinates work with all departments. Determines de-
livery and production schedules. Reviews purchase orders
and expedites as required.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16031 PRODUCTION EXPEDITER
Experienced level expediting. Duties include locating cus-
tomer orders and following through to expedite the pro-
cessing of orders. Incumbents work closely with customer
service, production supervisors and schedulers to ensure cus-
tomer satisfaction and to minimize process disruption. Work
requires frequent interaction with others. Incumbents follow
precedent and seek supervisory assistance to resolve con-
flicts. Typically requires high school graduate math and
problem solving skills and 2+ years of related experience,
including familiarity with company processes.
16035 PRODUCTION PLANNER/SCHEDULER I
(ENTRY LEVEL)
First level of three levels of production scheduling work; at
this level incumbents are non-exempt. In small companies
the individual may be the sole individual performing sched-
uling duties. In medium and larger companies, the incumbent
may work on a segment of the scheduling function, with re-
sponsibility for assigned department(s) or product lines.
Communicates frequently with line management and cus-
tomer service staff regarding the status of orders or projects.
Typically requires high school graduate level math and prob-
lem solving skills and 2+ years of related training and expe-
rience.
16032 PRODUCTION PLANNER/SCHEDULER II
Second of three levels of production scheduling with respon-
sibility for the technical aspects of scheduling materials,
manpower and machines for a production operation. Duties
include preparation of daily and weekly schedules for as-
signed product lines or departments and for coordination
with the overall master schedule. Communicates regularly
with purchasing and production staff to adjust schedules to
accommodate changes in machine or material availability or
staffing. Works under limited supervision and has significant
responsibility for efficiency of operations. May provide
training and direction to less experienced staff. Typically
requires an associate's or bachelor’s degree and 3+ years of
experience.
16578 PRODUCTION PLANNER/SCHEDULER III
(MASTER)
Third of three levels of production scheduling with responsi-
bility for the technical aspects of overall coordination of ma-
terials, manpower and machine schedules for a production
operation; at this level incumbents are usually exempt. Du-
ties include merging subordinate schedules, often prepared
by others, into an overall plan that prioritizes operations
based on customer need and operations efficiencies. Requires
an understanding of client and production priorities and co-
ordination with account managers and/or production supervi-
sors. Develops the master schedule, using information gath-
ered from multiple sources, to drive daily and weekly mate-
rials and production schedules of the facility. Works under
management guidance and has total project responsibility for
the larger or more complex projects requiring advanced
analysis. Provides training and direction to less experienced
staff. Typically requires a bachelor’s degree and 5+ years of
experience.
Page 49

PRODUCTION/PRODUCTION CONTROL (continued)
16586 MANUFACTURING EXECUTION SYSTEMS
(MES) SPECIALIST
Responsible for the management of Manufacturing Execu-
tion Systems (MES). Works directly with internal customers
to ensure recommendations for design and best practices are
incorporated into the projects by collecting, transferring and
implementing data collected into the manufacturing systems.
Ensures the delivery of quality products in a timely, cost-
effective manner. Typically requires bachelor’s degree and
2-3 years MES experience.
16806 PRODUCTION CONTROL MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Manager in charge of production control in a process or
manufacturing organization. Responsible for managing pro-
fessional and technical scheduling staff. Requires an under-
standing of client/production priorities and coordination with
account managers, inventory managers and/or production
managers. Typically requires a bachelor’s degree in business
and 5+ years of experience in production/inventory control.
Also see the Manufacturing Supervisors/Managers Matrix on
page 45.
16350 PRODUCTION SUPERVISOR
Supervises employees possessing no previous job experi-
ence, technical knowledge, or training, who perform simple,
highly repetitive operations in a manufacturing setting. Ex-
cludes lead personnel. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16720 AREA MANAGER/DIRECTOR
Manages a specific area (i.e. quality, materials, facilities,
fabrications, etc.) Typically a second or third-line supervisor
reporting to Manufacturing Operations Manager. Also see the
Manufacturing Supervisors/Managers Matrix on page 45.
Page 50 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16819 GENERAL FOREMAN/SUPERVISOR -
PRODUCTION/PROCESSING FUNCTIONS
This Position is a: Second-Line Manager. Highest Level Su-
pervised: First-Line Supervisors. Typically involves supervi-
sion of first-line exempt supervisors, and through them,
group leaders and production workers in more than one de-
partment, on more than one shift, and usually in more than
one plant area. Typical departments and functions supervised
might include a combination of two or more of the follow-
ing: assembly, machining, fabricating, processing, packag-
ing, foundry and inspection. As the second-line of supervi-
sion, this job is classified as exempt under the Fair Labor
Standards Act. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16875 MANUFACTURING/PLANT MANAGER
This Position is a: First/Second-Line Supervisor. Highest
Level Supervised: Non-Sup. Exempt Employees/First-Line
Supervisors. At the plant level, responsible for machining,
fabricating, welding, assembling or for the processing opera-
tions required in the production of the finished product,
goods, or services of the organizational unit. Reports to the
Chief Manufacturing Executive and may also be responsible
for plant personnel, quality, production and inventory con-
trol, etc. Also see the Manufacturing Supervisors/Managers
Matrix on page 45.
16911 CHIEF MANUFACTURING EXECUTIVE
This is the highest level manufacturing position in an organi-
zation. Reports to the Chief Executive Officer. Directs a
large staff of supervisory, professional and support personnel
engaged in production activities to ensure products are man-
ufactured according to schedule, cost and quality standards.
Manages functions such as: production control, manufactur-
ing, materials, quality assurance and purchasing. May be
responsible for manufacturing engineering. Prepares and
administers all manufacturing policies, procedures, budgets
and reports. Serves as part of the top management strategic
planning team.
 TABLE OF CONTENTS

Maintenance & Facilities Classification

Job Code Page

16602 Carpenter . . . . . . . . . . . . . . . . . . . . . . . . 52
16769 Facilities Maintenance Mechanic I (Entry Level) . . . . . . . 52
16770 Facilities Maintenance Mechanic II . . . . . . . . . . . . . 52
16771 Facilities Maintenance Mechanic III . . . . . . . . . . . . 52
16617 Painter, Maintenance . . . . . . . . . . . . . . . . . . . 52
16630 Pipefitter/Plumber A . . . . . . . . . . . . . . . . . . . 52
16685 HVAC Mechanic . . . . . . . . . . . . . . . . . . . . 52
16606 Dispatcher . . . . . . . . . . . . . . . . . . . . . . . 52
16607 + Electrician I (Assistant) . . . . . . . . . . . . . . . . . 52
16608 + Electrician II (Journey) . . . . . . . . . . . . . . . . . . 53
16615 + Electrician III (Master) . . . . . . . . . . . . . . . . . . 53
16612 + Office Janitor . . . . . . . . . . . . . . . . . . . . . . 53
16621 + Plant Janitor/Sanitation . . . . . . . . . . . . . . . . . . 53
16812 Custodial Services Supervisor . . . . . . . . . . . . . . . 53
16613 Laborer/General Plant Helper . . . . . . . . . . . . . . . 53
16623 Trade Helper . . . . . . . . . . . . . . . . . . . . . . 53
16631 Repairman A - Electronic Instrument . . . . . . . . . . . . 53
16636 + Machine Maintenance Mechanic I (Entry Level) . . . . . . . 53
16614 + Machine Maintenance Mechanic II . . . . . . . . . . . . . 54
16683 + Machine Maintenance Mechanic III . . . . . . . . . . . . . 54
16620 Stationary Engineer - High Pressure . . . . . . . . . . . . . 54
16634 Telephone Technician . . . . . . . . . . . . . . . . . . 54
16624 + Driver I . . . . . . . . . . . . . . . . . . . . . . . . 54
16625 + Driver II . . . . . . . . . . . . . . . . . . . . . . . . 54
16626 + Driver III (Local) . . . . . . . . . . . . . . . . . . . . 54
16632 + Driver IV (Over-the-Road) . . . . . . . . . . . . . . . . 54
16604 Light Equipment Operator . . . . . . . . . . . . . . . . . 54
16701 Construction Equipment Operator . . . . . . . . . . . . . 54
16627 Vehicle Mechanic . . . . . . . . . . . . . . . . . . . . 54
16635 Heavy Equipment Mechanic . . . . . . . . . . . . . . . . 55
16818 General Foreman/Supervisor - Maintenance Trade Functions . . 55
16813 General Maintenance Supervisor . . . . . . . . . . . . . . 55
16814 Machine Maintenance Supervisor . . . . . . . . . . . . . . 55
16684 Facilities Specialist . . . . . . . . . . . . . . . . . . . 55
16686 Energy Conservation Specialist . . . . . . . . . . . . . . 55
16772 Facilities Planner . . . . . . . . . . . . . . . . . . . . 55
16893, 16894 Facilities Supervisor/Manager - 2 Levels . . . . . . . . . . 55

+ Designates positions that will be published in the EAA National Compensation Survey.

* Denotes a new position

** Denotes a change in job
description/job title

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 51
 16630 PIPEFITTER/PLUMBER A
MAINTENANCE & FACILITIES Installs, assembles, repairs and maintains steam, water, gas,
oil, air, and waste treatment lines and systems. Uses blue-
16602 CARPENTER prints, sketches and work orders and adheres to trade practic-
A journey level Carpenter who plans, constructs, installs and es and plumbing codes in performance of above tasks. Makes
maintains a wide variety of complicated woodwork struc- proper connections by sweating, leading, screwing or bolting
tures and equipment. Selects material to meet appearance joints. Installs and tests sanitary plumbing fixtures. Trouble
and specified load requirements. Does work requiring close shoots major breakdowns, diagnosing trouble and taking
filings and fine finishes. Works from blueprints and rough corrective action on such items as clogged main sewer lines,
sketches. Occasionally operates various types of woodwork- main gas lines, and seepage contaminated water supply lines.
ing equipment. May direct the work of others. Excludes pri- This is a journey level pipefitter/plumber.
marily rough Carpenters, e.g. Cratemaker.
16685 HVAC MECHANIC
16769 FACILITIES MAINTENANCE MECHANIC I Responsible for planning and organizing preventative and
(ENTRY LEVEL) corrective maintenance of plant and building functions which
Assists higher classified maintenance mechanics in the per- are necessary in maintaining the physical structures,
formance of the following types of maintenance work: 1) HVAC/mechanical/electrical systems, utilities and grounds,
electrical, 2) plumbing-pipefitting, 3) welding, 4) sheetmetal, and properties in an operative and safe working condition.
5) carpentry, 6) painting, and 7) mechanical. Works mainly Typically requires 3 – 5 years of general maintenance expe-
from written and verbal instructions. Makes out material rience.
requisitions and obtains tools from storage area. Identifies
16606 DISPATCHER
the job worked by properly completing labor and material
Processes requests for the transportation of personnel or the
distribution cards. Receives direct supervision in the plan-
movement of materials. Prepares and issues trip tickets to
ning and completing of jobs assigned.
drivers and assigns vehicles to be used. Maintains records of
16770 FACILITIES MAINTENANCE MECHANIC II arrival, departure and other pertinent information regarding
Performs proficiently in multiple types of maintenance work: receiving and dispatching activities. Operates radio and other
1) electrical, 2) plumbing-pipefitting, 3) welding, 4) sheet- communications equipment. May coordinate activities during
metal, 5) carpentry, 6) painting, and 7) mechanical. Works emergency situations.
mainly from sketches, written or verbal instructions. Makes
16607 ELECTRICIAN I ASSISTANT
out material requisitions and obtains tools from storage area.
First of three levels of electrician work. Under close supervi-
Identifies the job worked by properly completing labor and
sion assists others in installing and maintaining electrical
material distribution cards. Contributes recommendations for
equipment such as large control panels, switchboards, junc-
the improvement of work methods, safety, materials and
tion boxes, switches, motors, etc. Tests circuits with testing
tools. Plans and completes most jobs assigned with general
equipment and reports readings for diagnosis by others. Un-
supervision. Assists in the training and instructing of lower
der direction, performs wiring of ordinary light circuits; set-
grade personnel.
ting circuit breakers; repairing switches, small motors and
16771 FACILITIES MAINTENANCE MECHANIC III simple starting and control devices; replacing lights and fus-
Performs specialized installation, fabrication and/or repair es; and minor trouble shooting. Uses hand and power tools.
and maintenance of plant facilities and facilities equipment. May work from simple wiring diagrams. Typically requires
Includes journey-level electrician and/or plumber and/or air less than one year of formal technical training.
conditioning mechanic and/or cabinet maker. Ability to work
from schematics, blueprints, sketches, or oral directions.
Working knowledge of national, state, and local codes and
requirements. May require skill to operate power and hand
tools and/or knowledge of chemical, electrical, or mechani-
cal theories related to specialty. Usually requires a minimum
of eight years related experience. If incumbent is a licensed
Electrician, see Electrician II (Journey).
16617 PAINTER, MAINTENANCE
Performs all operations incidental to any type of maintenance
painting to meet specifications. Uses manual or mechanical
means under general supervision. Erects scaffolding, pre-
pares surfaces and mixes ingredients properly. This is a jour-
ney level Painter.

Page 52 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers

MAINTENANCE & FACILITIES (continued)
16608 ELECTRICIAN II (JOURNEY)
Second of three levels of electrician. Plans and performs jobs
of installing and maintaining a variety of electrical equip-
ment such as control panels, switchboards, junction boxes,
switches, etc. Connects and disconnects electric powered
machines; repairs motors and generators; replaces fuses and
sets circuit breakers on high and low tension circuits. Diag-
noses electrical trouble. Uses hand and power tools. Works
from wiring diagrams. Planning may involve determination
of method and sequence of operation and selection of mate-
rials to be used. Works independently and may provide di-
rection to an assistant or to less experienced electricians.
Typically requires completion of two years of formal tech-
nical school training and 3+ years of job experience, and
successful completion of the board exam for licensing as a
journey-level maintenance electrician.
16615 ELECTRICIAN III (MASTER)
Third of three levels of electrician. Approves wiring plans
for new installations. Plans and performs jobs of installing
and maintaining a variety of electrical equipment such as
control panels, switchboards, junction boxes, switches, etc.
Connects and disconnects electric powered machines; repairs
motors and generators; replaces fuses and sets circuit break-
ers on high and low tension circuits. Diagnoses electrical
trouble. Uses hand and power tools. Works from wiring dia-
grams. Planning may involve determination of method and
sequence of operation and selection of materials to be used,
establishment of work procedures. Works independently and
may provide direction to assistants or to less experienced
electricians. Typically requires completion of two years of
formal technical school training and 5+ years of job experi-
ence, and successful completion of the board exam for li-
censing as a master electrician.
16612 OFFICE JANITOR
General labor job. Job duties include sweeping floors, vacu-
uming carpeting, removing wastepaper and other refuse, and
dusting furniture and fixtures. May also include performing
routine light manual work in cleaning and sweeping offices,
halls, restrooms, etc. Do not report plant maintenance staff.
Typically requires the ability to follow basic verbal and writ-
ten instructions, such as the ability to read and follow label
instructions on cleaning supplies.
16621 PLANT JANITOR/SANITATION
General labor job associated with plant or facility sanitation
duties. Duties include cleaning walls, floors, equipment, or
any other areas of the facility. Duties include disposing of
waste, sanitation of facilities and equipment, maintenance of
lighting, and other related facilities and grounds duties. May
assist maintenance mechanics with maintenance of equipment.
Work may include moderate to heavy lifting. Do not report
office maintenance staff. Typically requires the ability to fol-
low basic verbal and written instructions, such as the ability to
read and follow label instructions on cleaning supplies.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16812 CUSTODIAL SERVICES SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Supervises employees
who have a minor degree of skill and mechanical or trade
knowledge in the care and sanitary maintenance of a facility
inside and/or outside. Supervised employees may operate
power equipment. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16613 LABORER/GENERAL PLANT HELPER
Performs general miscellaneous and unskilled tasks under
close supervision. May include such work as moving, han-
dling, loading and unloading, removing chips, digging, shov-
eling and cleaning. Also see Janitor.
16623 TRADE HELPER
Assists journey level Carpenters, Electricians, Welders, Tin-
smiths, Mechanics, Sheet Metal Workers, etc. to perform the
work involved in a specific trade. Supplies them with materi-
als, tools and supplies. Cleans, prepares work and lays out
tools. Receives close supervision while assisting at other
tasks.
16631 REPAIRMAN A - ELECTRONIC INSTRUMENT
Analyzes malfunctions in the operation of test and industrial
equipment controlled by multi-purpose electronic and/or
electro-mechanical control systems to determine difficulty.
Reviews schematics, wiring diagrams, performance specifi-
cations and equipment operating manuals. Sets up a variety
of highly sensitive, precision electronic test tools and equip-
ment and conducts a series of involved functional and opera-
tional tests. Makes critical adjustments throughout the tests
to properly align and tune highly sensitive interrelated cir-
cuits and electro-mechanical systems. Replaces or directs the
replacement of faulty parts and/or wiring of the unit and re-
tests the system or systems as necessary.
NOTE: The term multi-purpose electronic and electro-
mechanical control systems is meant to typify electronic
command type servo-mechanisms and directors used on nu-
merically controlled machines, test and industrial equipment
to control more than one motion or plane of travel and/or
control more than one type of operation or function.
16636 MACHINE MAINTENANCE MECHANIC I
(ENTRY LEVEL)
First level of three levels of maintenance mechanic. With
readily available technical guidance, keeps plant machinery
and mechanical equipment in good repair. Examines ma-
chines to diagnose trouble, dismantles machines, replaces
defective parts, reassembles machines and makes necessary
adjustments to ensure efficient operation. At this level much
of the time is spent assisting more experienced maintenance
mechanics. Typically requires 2 years of technical training
and less than 1 year of experience.
Page 53

MAINTENANCE & FACILITIES (continued)
16614 MACHINE MAINTENANCE MECHANIC II
Second of three levels of maintenance mechanic; experi-
enced level. Under limited supervision and with minimal
technical guidance, keeps plant machinery and mechanical
equipment in good repair. Examines machines to diagnose
trouble, dismantles machines, replaces defective parts, reas-
sembles machines and makes necessary adjustments to en-
sure efficient operation. May involve scraping of ways. May
occasionally make replacement parts. Performs intermediate
troubleshooting, works with limited technical guidance and
may provide work training to less experienced maintenance
staff. Typically requires 2 years of technical training and 3+
years of related experience.
16683 MACHINE MAINTENANCE MECHANIC III
Third of three levels of maintenance mechanic; advanced
level. Specific skills include mechanics, pneumatics, hydrau-
lics, machining, welding and electrical. Duties include instal-
lation, maintenance and repair of production or processing
equipment. May fabricate machine guards, install or repair
conveyers, replace motors, tear down or replace pumps,
maintain fluid collection or distribution equipment or repair
electro-mechanical equipment. Performs advanced trouble-
shooting, works with general supervision and may provide
work training to less experienced maintenance staff. Typical-
ly requires 2 years of technical training and 5+ years of relat-
ed work experience.
16620 STATIONARY ENGINEER - HIGH PRESSURE
Operates and maintains mechanical or electrical stationary
engines and equipment developing high pressure that supply
power, heat, refrigeration or air conditioning. Must be li-
censed if required by local regulations.
16634 TELEPHONE TECHNICIAN
Responsible for the installation, repair, modification, pro-
gramming and maintenance of all telephone and intercom
systems. Typically requires associate degree in electronics,
communication or electronic engineering. If responsibilities
also include data and video, see Telecommunication posi-
tions in the Information Technology Survey.
16624 DRIVER I
Drives a motor vehicle (automobile, utility van, pickup, light
truck, etc.) up to 26,000 pounds gross vehicle weight (GVW)
on the public highways to transport non-hazardous materials
or equipment. Typically loads or unloads the vehicle. Con-
vert pay into an average hourly rate if pay is based on mile-
age or has a mileage component. Does not include bus driv-
ers. Typically requires a valid driver's license, but not a
commercial driver's license (CDL).
16625 DRIVER II
Drives a motor truck over 26,000 pounds gross vehicle
weight (GVW), or a bus, school bus or a smaller vehicle (if
transporting hazardous materials or more than 200 gallons of
liquid fertilizer or petroleum) on streets or highways to
Page 54 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
transport materials, merchandise, equipment, or people. May
load or unload truck and is frequently assisted by a helper.
Does not include driver-salespersons or over-the-road driv-
ers. Convert pay into an average hourly rate if pay is based
on mileage or has a mileage component. Typically requires a
valid commercial driver's license (CDL).
16626 DRIVER III (LOCAL)
Drives a tractor with one or more trailers (18-wheel) on pub-
lic streets or highways to transport materials or equipment
within a city or state (local). Drivers may or may not partici-
pate in loading, but are responsible for securing the load us-
ing approved devices and methods. Convert pay into an av-
erage hourly rate if pay is based on mileage or has a mileage
component. Typically requires a valid class A commercial
driver's license (CDL).
16632 DRIVER IV (OVER-THE-ROAD)
Drives a tractor with one or more trailers (18-wheel) on pub-
lic streets or highways to transport materials or equipment
between states (over-the-road). Drivers may or may not par-
ticipate in loading, but are responsible for securing the load
using approved devices and methods. Convert pay into an
average hourly rate if pay is based on mileage or has a mile-
age component. Typically requires a valid class A commer-
cial driver's license (CDL) and passage of Federal Motor
Carrier Safety Regulations exam and Department of Trans-
portation (DOT) physical.
16604 LIGHT EQUIPMENT OPERATOR
Operates a wide variety of light and specialized automotive
equipment. Operates tractors, asphalt rollers, street sweepers,
and small front end loaders. May operate heavy equipment
on a limited basis. Typically requires two years of increas-
ingly responsible labor-trades experience.
16701 CONSTRUCTION EQUIPMENT OPERATOR
Operates bulldozers, loaders, graders and scrapers to excavate
foundations, construct roads, berms, dams and to contour land.
Work requires cutting to specified grades or established engi-
neering standards. May include the blading of hot asphalt.
May provide on-site direction to lower level employees.
16627 VEHICLE MECHANIC
Works at the journey level to repair vehicles. Performs a wide
variety of skilled mechanical, electrical, electronic, and as-
sembly maintenance, repair, and overhaul work on gasoline,
diesel and/or alternative fueled vehicles and related subsys-
tems. Identifies sources of mechanical failure. Overhauls and
repairs engines, automatic and standard transmissions, clutch
and brake systems, generator and starter systems, pumps, elec-
trical systems and other major components of vehicles. Tunes
engines. Performs diagnosis and repairs on electronic fuel
injection and emission systems. Checks, overhauls or replaces
carburetors; grinds and resets valves; relines brakes. Repairs
and replaces mufflers, tail pipes, door locks, and other parts.
Keeps time and material records. Excludes mechanics paid on
commission basis. Also see Heavy Equipment Mechanic.

MAINTENANCE & FACILITIES (continued)
16635 HEAVY EQUIPMENT MECHANIC
Repairs and maintains construction equipment, such as bull-
dozers, loaders, graders, paving machines, etc. Operates and
inspects equipment to diagnose defects. Tests overhauled
equipment to ensure operating efficiency. Also see Vehicle
Mechanic.
16818 GENERAL FOREMAN/SUPERVISOR -
MAINTENANCE/TRADES FUNCTIONS
This Position is a: Second-Line Manager. Highest Level Su-
pervised: First-Line Supervisors. Typically involves supervi-
sion of first-line exempt supervisors, and through them,
group leaders and maintenance workers in more than one
department, on more than one shift, and usually in more than
one plant area. Typical departments and functions supervised
might include a combination of two or more of the follow-
ing: machine shop, tool making, pipefitting, masonry, paint-
ing, electrical work, and carpentry. As the second-line of
supervision, this job is classified as exempt under the Fair
Labor Standards Act. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16813 GENERAL MAINTENANCE SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Supervises employees
who have a range of maintenance jobs such as normal build-
ing equipment, plant property maintenance, water and sewer
system maintenance, and street maintenance requiring the
skills of carpenters, electricians, painters, pipe and steam
fitters and millwrights. Supervised employees have a moder-
ate to high degree of skill as well as some job experience and
training in specific activities of building, and plant mainte-
nance. Also see the Manufacturing Supervisors/Managers
Matrix on page 45.
16814 MACHINE MAINTENANCE SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt Employees. Supervises mechanics
who install, maintain, rebuild, and repair a wide variety of
production or processing machines and equipment. Typical
examples of such equipment would be compressors, grind-
ers, milling machines, die-casting machines, screw machines,
lathes, drill presses, conveyors, molding machines, stamping
machines, mixers and similar standard or specially designed
equipment and auxiliary mechanisms. May include the build-
ing of new special machinery and/or responsibility for a pre-
ventative maintenance program. Also see the Manufacturing
Supervisors/Managers Matrix on page 45.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16684 FACILITIES SPECIALIST
Assists in the day-to-day operations of facilities manage-
ment. Handles routine requests with building ven-
dors/contractors including janitorial, electrical, and property
management (i.e. building temperature, lighting, equipment
failures). Responds to facility complaints referring unusual
situations to facilities manager. Orients new employees on
facilities rules/processes. Issues security/access cards. Re-
sponsible for safety rules including fire alarms and emergen-
cies and other building rules such as smoking policy.
16686 ENERGY CONSERVATION SPECIALIST
Continually monitors energy conservation measures within
organization facilities to ensure proper operation. Identifies
additional energy savings opportunities, promotes general
energy/water savings awareness and behavioral modification
strategies to generate additional savings. Tracks and quanti-
fies changes in facilities energy/water consumption for base-
line maintenance. Typically requires bachelors degree and 5
years experience in facility repair/maintenance.
16772 FACILITIES PLANNER
Provides professional and technical assistance in the devel-
opment and implementation of facility planning, standards,
projects, space planning, computer-aided facility manage-
ment software, move coordination and furniture specification
and installation coordination. Works with departments to
design positive space changes in their specific areas. Pro-
vides detail facility planning, project management and data
management functions. Typically requires 4 years experience
in facility planning and use of CAD.
FACILITIES SUPERVISOR/MANAGER
Oversees the planning, design, construction, maintenance
and alteration of equipment, buildings, machinery and other
facilities. Gathers and reviews data concerning facility or
equipment specifications, organization or government regu-
lations, and construction feasibility. Plans, budgets and
schedules facilities modifications including estimates, bid
sheets, layouts, contracts, and labor/material requirements.
Inspects the construction and installation progress to ensure
compliance with established specifications, space allocation,
layout, and timetables. May be assigned responsibility for
establishing and maintaining health and safety standards.
Also see the Manufacturing Supervisors/Managers Matrix on
page 45.
16893 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt Employees
16894 This Position is a: Second-Line Manager
Highest Level Supervised: First-Line Supervisors
Page 55
 TABLE OF CONTENTS

Procurement/Material Handling Administration Classification

Job Code Page

16377 Contract Administrator II . . . . . . . . . . . . . . . . 57

16386 Contract Administrator III . . . . . . . . . . . . . . . . 57
16898 Materials Manager . . . . . . . . . . . . . . . . . . . 57
16018 Supply Clerk . . . . . . . . . . . . . . . . . . . . . . 57
16024 Order Processor . . . . . . . . . . . . . . . . . . . . 57
16059 Purchasing Assistant . . . . . . . . . . . . . . . . . . 57
16033 Purchasing Expediter . . . . . . . . . . . . . . . . . . 57
16765 Buyer/Planner . . . . . . . . . . . . . . . . . . . . . 57
16310 Buyer I (Entry Level) . . . . . . . . . . . . . . . . . . 57
16311 Buyer II . . . . . . . . . . . . . . . . . . . . . . . . 58
16312 Buyer III . . . . . . . . . . . . . . . . . . . . . . . 58
16845, 16846, 16847 Purchasing Supervisor/Manager - 3 levels. . . . . . . . . 58
16760 Cost and Material Estimator . . . . . . . . . . . . . . 58
16672, 16673, 16674, 16675 Material Handling Workers - 4 levels . . . . . . . . . . . 59
16616 Packer . . . . . . . . . . . . . . . . . . . . . . . . . 60
16609 + Fork Lift Driver (Power) . . . . . . . . . . . . . . . . 60
16628 Warehouse Worker . . . . . . . . . . . . . . . . . . . 60
16817 Warehouse Supervisor . . . . . . . . . . . . . . . . . 60
16619 Shipping and/or Receiving Processor . . . . . . . . . . . 60
16815 Shipping and/or Receiving Supervisor . . . . . . . . . . 60
16802 Supply Chain Director . . . . . . . . . . . . . . . . . 60
16041 Traffic/Rate Assistant . . . . . . . . . . . . . . . . . . 60
16361 Traffic/Rate Analyst . . . . . . . . . . . . . . . . . . 60
16849 + Traffic Supervisor/Manager . . . . . . . . . . . . . . . 60

+ Designates positions that will be published in the EAA National Compensation Survey.

For Material Handling Workers who handle a variety

of tasks and are not best described in a single tradi-
tional job description, please see the following ma-
trix on page 59.

* Denotes a new position

** Denotes a change in job
description/job title

Page 56 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers

PROCUREMENT/MATERIAL HANDLING
ADMINISTRATION
16377 CONTRACT ADMINISTRATOR II
Negotiates, implements and monitors or manages contractual
and use agreements to assure effective delivery of goods and
services. Ensures compliance to contract. Approves or denies
adjustments. Responds to inquiries and audits and reinspects
as necessary. Researches and compiles statistics on demo-
graphic factors, various markets and economic conditions.
Analyzes data, and prepares reports and recommendations.
16386 CONTRACTS ADMINISTRATOR III
Prepares, reviews, and administrates contractual proposals
relating to projects. Subject matter expert on all contract ad-
ministration functions within the project life-cycle. Develops
the audit standards process for contract organization includ-
ing the maintenance of contract files and the contract prepa-
ration process. Audits files and processes in the field for
compliance of standards. Acts as the point of contact in the
field for all contract administrators. Trains, coaches and
mentors contract administrators; coordinates reallocation of
job duties in response to vacations or absences; and is in-
volved in decision making processes in relation to hiring,
discipline and termination. Relies on experience and judg-
ment to plan and accomplish goals. Typically reports to a
manager and requires a bachelors degree and 3-5 years expe-
rience.
16898 MATERIALS MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Directs and administers some or all of the following: materi-
als management functions, purchasing, production schedul-
ing and control, inventory and warehouse stock control,
warehousing, sales order entry, customer service, traffic and
shipping. If tasks are concentrated in one of these areas, see
specific titles. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16018 SUPPLY CLERK
Keeps records of materials on hand and on order; furnishes
data as needed to forecast estimates and schedules of goods
in process and needs for future production; notifies proper
person when stock reaches designated order point.
16024 ORDER PROCESSOR
Receives orders for material and merchandise by mail, by
phone, or personally from customer or organization employ-
ee. Gives or sends price quotations to customers; makes out
standard order sheet listing the items to make up the order;
sends or distributes the order sheets to the respective depart-
ments to be filled. May enter the order onto a computer. May
check with the credit department on all orders to determine
the credit rating of the customer. May handle customers'
questions and problems.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16059 PURCHASING ASSISTANT
Edits purchase requests and prepares purchase orders. Main-
tains files and records of materials, prices, inventories, and
deliveries. Corresponds with suppliers for quotations, and
follows up purchases. Excludes Buyers.
16033 PURCHASING EXPEDITER
Audits purchase orders for delivery dates and maintains con-
tact with vendors to insure delivery of materials when prom-
ised. May return unacceptable products to vendors and have
contact with engineering or other departments originating
orders to keep them informed regarding status of order.
16765 BUYER/PLANNER
Schedules, orders and coordinates the delivery of
parts/materials, equipment and services used in product
manufacturing according to production plans. Controls the
inventory of assigned production parts/materials in accord-
ance with management objectives. Expedites requirements as
needed (e.g., order action, shortage/pre-shortage, late order
reports). Establishes standard cost on assigned production
parts/materials for approval by management. Assists in the
selection of particular vendors/suppliers with whom to place
orders and acts as a primary contact with vendors/suppliers.
Resolves problems with assigned production parts/materials,
equipment or supplier orders.
BUYERS
This field involves the purchase of materials, supplies,
equipment and services. Solicits bids, analyzes quotations
received, and selects or recommends supplier. May interview
prospective vendors. Purchases items and services at the
most favorable price consistent with quality, quantity, speci-
fication requirements, and other factors. Normally purchases
are not reviewed when they are consistent with past experi-
ence, and are in conformance with established rules and poli-
cies. Proposed purchase transactions that deviate from the
usual or from past experience in terms of prices, quality of
items, quantity of items, etc., or that may set precedents for
future purchases, are reviewed by higher authority prior to
final action. As a secondary duty, some buyers may also sell
or dispose of surplus, salvage, or used materials, equipment
or supplies. Typically requires a Bachelor’s degree in Busi-
ness Administration or the equivalent in education and expe-
rience combined or, in the absence of education, may require
several years of work experience with the organization prior
to entering the Buyer I level.
16310 BUYER I (ENTRY LEVEL)
Purchases "off-the-shelf" types of readily available, com-
monly used materials, supplies, tools, furniture, services, etc.
Transactions usually involve local retailers, wholesalers,
jobbers, and manufacturers' sales representatives. Quantities
purchased are generally small amounts; e.g., those available
from local sources. Typically requires little or no previous
buying experience; however, may require several years of
work experience with the organization prior to entering the
Buyer I level. For lower level tasks, see Purchasing Assis-
tant.
Page 57
 PURCHASING SUPERVISOR/MANAGER
PROCUREMENT/MATERIAL HANDLING (continued)
Supervises the work of Buyers, and clerical employees in the
16311 BUYER II purchasing department who are responsible for the purchase
Purchases items, materials, or services of a more technical of materials and supplies. Reviews and approves requisi-
and specialized nature. The items, while of a common gen- tions, supply sources, supplies, quotations, terms, etc. Per-
eral type, are made, altered, or customized to meet the user's sonally handles contract negotiations covering items of ma-
specific needs and specifications. Quantities of items and jor importance or magnitude. Responsible for the overall
materials purchased may be relatively large, particularly in control of deliveries as scheduled. Keeps informed of eco-
the case of contracts for continuing supply over a period of nomic, industrial and other trends that affect markets and
time. May be responsible for locating or promoting possible prices.
new sources of supply. Is expected to keep abreast of market
trends, changes in business practices in the assigned markets, 16845 This Position is a: First-Line Supervisor
new or altered types of materials entering the market, etc. Highest Level Supervised: Non-Exempt Employees
Typically requires 2 - 4 years of previous buying experience, 16846 This Position is a: First-Line Supervisor
preferably with the organization. Highest Level Supervised: Non-Supervisory Exempt
16312 BUYER III Employees
Under general supervision of the Purchasing Supervi- 16847 This Position is a: Second-Line Manager
sor/Purchasing Agent, purchases the more complex and Highest Level Supervised: First-Line Supervisors
technical or specialized equipment, materials, or services,
specially designed and manufactured exclusively for the pur-
chaser. Transactions require dealing with manufacturers and 16760 COST AND MATERIAL ESTIMATOR
persuading potential vendors to undertake the manufacturing Under general supervision prepares estimates of all labor,
of custom designed items according to complex and rigid material, and equipment costs involved in assigned projects,
specifications. Quantities of items and materials purchased including tentative and preliminary estimates for planning
are large in order to satisfy the requirements for an entire purposes based on sketches, etc., and detailed and itemized
organization for an extended period of time. Complex sched- estimates based on final plans and specifications. Prepares
ules of delivery are involved. May direct the work of Clerks comparative estimates based on alternative methods and ma-
or lower level Buyers. This is not a supervisory position. terials. Revises estimates as a result of changes in labor,
Typically requires a minimum of 5 years of previous buying material, and other costs.
experience.

Page 58 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
MATERIAL HANDLING WORKERS
Do not match an incumbent in both the traditional job description and the matrix.

Performs work which includes several “traditional” job classifications such as stock handler, inventory, and ship-
ping and receiving. Work may be performed as an individual contributor or in a team environment. May require
knowledge of DOT and OSHA regulations unique to their operation. May be trained or licensed to operate mate-
rial handling equipment (i.e., fork lift, high boy).
This job includes all levels of nonexempt jobs directly involved in material handling in groups/ teams, or as an
individual contributor. Each successive higher level builds from all levels below it.
Also see traditional job descriptions for Warehouse Worker; Shipping/Receiving Clerk; and Packer.

SUPERVISION
SKILL/ PERSONAL GIVEN AND
LEVEL KNOWLEDGE DUTIES AND TASKS COMPETENCIES RECEIVED

Job Code Requires the ability to learn
16672 established quality and quan-
tity requirements. Acquires
Level I job skills to perform very
routine tasks.
Duties and tasks are simple
and repetitive. Follows
existing policies, practices
and procedures. Refers
questions and problems to
higher levels. Identifies and
reports quality concerns.
Packages, crates, bundles,
prepares product for ship-
ment and receiving.
Willingly asks questions Works under direct
and seeks direction. supervision. Follows
Works with others from detailed instructions
other work areas. Un- and reports any devia-
derstands and meets tion to
quality standards. Sup- lead/supervisor.
ports new ideas and
helps to implement
them.

Job Code Has learned the basic skills
16673 and routine tasks necessary.
Beginning to learn advanced
Level II skills and gaining an under-
standing of the total process
flow. Learning shipping and
receiving, inventory and ma-
terial handling concepts.
Duties and tasks are varied
but standardized. Works on
assignments that are semi-
routine in nature where
ability to recognize devia-
tion from accepted practice
is required.
Willingly shares skills Receives general in-
and knowledge. Knows structions on routine
and follows all safety work, detailed instruc-
requirements. Effective- tions on new assign-
ly gives and receives ments.
feedback.

Job Code Possesses all basic and some
16674 advanced skills and
knowledge. Has a thorough
Level III understanding of the total
process flow. Knowledge of
inventory system.
Works on assignments that
are moderately complex in
nature where judgment is
required in resolving prob-
lems and making recom-
mendations. Ensures that
all details of a task are
accomplished properly.
Sets good examples for Works under mini-
others, good role model. mum supervision.
Participates in continu- Assignments are re-
ous improvement ef- ceived in the form of
forts. Considers the im- results expected, due
pact on the customer dates and general pro-
when making decisions. cedures
to follow.

Job Code Has acquired and applies all
16675 necessary advanced skills and
knowledge for one or more
Level IV processes or areas. May be a
recognized expert in the areas
to which assigned.
Knowledge of domestic and
international shipping re-
quirements. Knows entire
shipping and receiving opera-
tion.
Works on assignments that
are complex in nature
where considerable judg-
ment and initiative are re-
quired in resolving prob-
lems and making recom-
mendations. May handle
highly sensitive/ hazardous
materials.
Contributes to the de- Assignments are re-
velopment of the de- ceived in the form of
partment. Recognizes, results expected but
initiates, and leads im- incumbents have con-
provement activities. Is siderable freedom to
not hesitant to change or decide on work priori-
challenge decisions to ties and procedures to
meet performance goals be followed.
or commitments.

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 59

PROCUREMENT/MATERIAL HANDLING (continued)
16616 PACKER
Packs a variety of products in standard containers according
to prescribed practices. Work is repetitive. May perform
simple visual inspections and do some wrapping. Also see
the Material Handling Workers Matrix on page 59.
16609 FORK LIFT DRIVER (POWER)
General warehouse labor job. With readily available supervi-
sion, workers operate a gas or electric powered forklift truck
to move, stack, load, or unload materials in and about plant,
warehouse, staging area, etc. Work may include using band-
ing and shrink wrap machines. Workers may use bar code
readers, computer terminals or other electronic devices to
track product as it is moved. Typically requires the ability to
follow basic written and verbal instructions, such as bills of
materials and shipping documents.
16628 WAREHOUSE WORKER
Loads, unloads, and moves materials within or near ware-
house, plant, or worksite. Reads work order or follows oral
instructions to ascertain materials or containers to be moved.
Loads and unloads materials onto or from pallets, trays,
racks and shelves by hand or fork lift. Conveys materials to
or from storage or worksites to designated areas, using hand-
truck or power device. Also see the Material Handling
Workers Matrix on page 59.
16817 WAREHOUSE SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Supervises employees whose jobs relate to the receiving,
storing, and transporting of raw materials, semi-finished and
finished parts and/or products in a storeroom or warehouse.
Jobs supervised include storing items in bins, on floors, or on
shelves in convenient locations for removal, marking, or
tagging articles for identification purposes; maintaining rec-
ords of inventory; and stocking and issuing material to office
and production departments. Typically, employees super-
vised have little or no experience in warehouse practices and
procedures and gain working knowledge through on-the-job
experience. Also see the Manufacturing Supervi-
sors/Managers Matrix on page 45.
16619 SHIPPING AND/OR RECEIVING PROCESSOR
Receives, unpacks, and examines goods shipped and verifies
completeness of shipments against bills of lading, invoices,
and other records. Keeps records of goods shipped. May
route incoming goods to departments. Prepares products for
shipment. Counts and compares quantity and identification
numbers of units against order. Prepares identifying infor-
mation and shipping instructions on containers. Moves con-
tainers to shipping dock using hand truck or other similar
equipment. Also see the Material Handling Workers Matrix
on page 59.
Page 60 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
16815 SHIPPING AND/OR RECEIVING SUPERVISOR
This Position is a: First-Line Supervisor. Highest Level Super-
vised: Non-Exempt Employees. Supervises normal shipping,
receiving and/or packing operations which may include super-
vising the counting, weighing, and identifying of items; the
checking of materials against vendors’ invoices, bills of lading,
customers’ orders; the keeping of records of damaged or defec-
tive items and the maintaining of records such as time, date,
quantity, source, or destination of materials received or shipped.
Also see the Manufacturing Supervisors/Managers Matrix on
page 45.
16802 SUPPLY CHAIN DIRECTOR
Responsible for the overall finished goods planning and schedul-
ing of domestic/international customer shipments, implementing
lean concepts throughout the supply chain. Develops and imple-
ments aggressive material and inventory reduction targets that
deliver bottom line financial results while ensuring product deliv-
ery to meet company customer fulfillment goals. Oversees the
supply chain management of global finished goods planning and
purchasing of finished goods material. Typically requires masters
degree and 10 years experience in manufacturing production
planning.
16041 TRAFFIC/RATE ASSISTANT
Checks rate charges according to classification of material with
rate chart. Maintains claims file for overcharges and for damages
to goods in transit. Keeps records of incoming and outgoing
freight regarding destination, weight, and route. Before matching,
please review the job description for Traffic/Rate Analyst.
16361 TRAFFIC/RATE ANALYST
Analyzes the transportation and distribution methods and proce-
dures to develop and utilize the most economically advantageous
and efficient means of delivering the organization’s products,
based on an evaluation of freight classifications, tariff rates, and
operating capabilities, and concurrent with delivery schedules
and deadlines. Reviews proposals by carriers and administrative
agencies for modifications in rates and transportation regulations
to determine their impact, and may present the organization’s
position in protests or petitions to the regulatory bodies. For
lower level tasks see Traffic/Rate Assistant.
16849 TRAFFIC SUPERVISOR/MANAGER
This Position is a: First-Line Supervisor. Highest Level Super-
vised: Non-Exempt/Non-Supervisory Exempt Employees. Man-
ager of traffic activities of the organization. Responsible for de-
termining the most advantageous and economical methods of
shipment for company products. Duties include negotiating con-
tracts with vendors, monitoring vendor performance and resolv-
ing issues with lost or damaged shipments. Other duties include
maintaining records of shipments. Supervises traffic staff and
manages the department budget. May also have responsibility
for a small company fleet, when there is not a separate Fleet
Manager role. Typically requires completion of a formal tech-
nical program and 3+ years of progressively responsible traffic
experience or 5+ years of progressively responsible traffic expe-
rience. Also see the Manufacturing Supervisors/Managers Ma-
trix on page 45.
 TABLE OF CONTENTS
Information Technology Compensation
Job Code Page
Information Technology Management
48910 Chief Information Officer (CIO) ................................................................................................. 64
48843 Information Technology Manager – Functional Manager ........................................................... 64
48876 Information Technology Manager – First-Line Supervisor ......................................................... 64
48899 Information Technology Manager – Second-Line Manager........................................................ 64
Technical Support and Service Desk
48234 Dispatch Coordinator ................................................................................................................... 64
48231 Technical Support Analyst (Entry Level) .................................................................................... 64
48428 Technical Support Analyst (Journey Level) ................................................................................ 64
48245 Technical Support Analyst (Senior Level) .................................................................................. 65
48818 Service Desk Manager ................................................................................................................. 65
Application Technical Support / Administration
48217 Application Support Administrator I (Entry Level)..................................................................... 65
48218 Application Support Administrator II (Journey Level)................................................................ 65
48219 Application Support Administrator III (Senior Level) ................................................................ 65
General Classification
48212 Technology and Software Trainer ............................................................................................... 65
48275 Technical Instructor/Trainer ........................................................................................................ 65
48425 Customer Support Technician ..................................................................................................... 66
48101 Report Writer .............................................................................................................................. 66
48429 Technical Writer IT ..................................................................................................................... 66
48284 Information Security Analyst ...................................................................................................... 66
48285 Information Security Manager .................................................................................................... 66
48467 Business Intelligence Analyst ...................................................................................................... 66
48430 Business Analyst (Entry Level) ................................................................................................... 66
48236 Business Analyst (Journey Level) ............................................................................................... 66
48237 Business Analyst (Senior Level).................................................................................................. 66
48220 Information Technology Architect .............................................................................................. 66
48431 Project Coordinator ...................................................................................................................... 67
48432 Project Manager (Entry Level) .................................................................................................... 67
48238 Project Manager (Journey Level) ................................................................................................ 67
48298 Project Manager (Senior Level) ................................................................................................... 67
48808 Director of Project Management.................................................................................................. 67
System Analysis
48434 Systems Analyst (Entry Level) .................................................................................................... 67
48435 Systems Analyst (Journey Level) ................................................................................................ 67
48436 Systems Analyst (Senior Level)................................................................................................... 68
48814 System Analysis Supervisor/Manager – First-Line Supervisor ................................................... 68
48815 System Analysis Supervisor/Manager – Second-Line Manager ................................................. 68
48437 ERP Systems Analyst (Entry Level) ............................................................................................ 68
48438 ERP Systems Analyst (Journey Level) ........................................................................................ 68
48882 ERP Systems Analyst (Senior Level) .......................................................................................... 68

* Denotes a new position

** Denotes a change in job
description/job title

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 61
 TABLE OF CONTENTS (continued)
Information Technology Compensation (continued)
Job Code Page
Application Development
48258 Application Programmer/Analyst (Entry Level) ......................................................................... 69
48263 Application Programmer/Analyst (Journey Level) ...................................................................... 69
48291 Application Programmer/Analyst (Senior Level) ........................................................................ 69
48816 Application Development Manager ............................................................................................. 69
Database Management and Development
48283 Electronic Data Interchange (EDI) Administrator ....................................................................... 69
48427 Database Administrator (Entry Level) ......................................................................................... 69
48446 Database Administrator (Journey Level) ..................................................................................... 70
48243 Database Administrator (Senior Level) ....................................................................................... 70
48817 Database Manager........................................................................................................................ 70
Geographic Information Systems
48418 GIS Technician ............................................................................................................................ 70
48423 GIS Analyst (Journey Level) ....................................................................................................... 70
48424 GIS Analyst (Senior Level) ......................................................................................................... 70
48422 GIS Coordinator........................................................................................................................... 70
48809 GIS Supervisor............................................................................................................................. 71
48810 GIS Manager ................................................................................................................................ 71
Network Administration
48439 Network Administrator (Entry Level) ......................................................................................... 71
48260 Network Administrator (Journey Level) ...................................................................................... 71
48440 Network Administrator (Senior Level) ........................................................................................ 71
48812 Network Manager ........................................................................................................................ 71
System Administration
48460 Systems Administrator (Entry Level) .......................................................................................... 72
48259 Systems Administrator (Journey Level) ...................................................................................... 72
48299 Systems Administrator (Senior Level)......................................................................................... 72
48811 Systems Administration Manager ................................................................................................ 72
Operations Center
48209 Data Entry Operator II (Journey Level) ....................................................................................... 72
48201 Computer Operator I (Entry Level) ............................................................................................. 72
48202 Computer Operator II (Journey Level) ........................................................................................ 73
48203 Computer Operator III (Senior Level) ......................................................................................... 73
48828 Operations Center Supervisor/Manager – First-Line Supervisor ............................................... 73

Software Engineers
48441 Software Engineer I (Entry Level) ............................................................................................... 73
48442 Software Engineer II (Journey Level).......................................................................................... 73
48443 Software Engineer III (Senior Level) .......................................................................................... 73
48444 Software Engineer IV (Principal) ................................................................................................ 73
48445 Software Engineer V (Senior Principal) ...................................................................................... 73

* Denotes a new position

** Denotes a change in job
description/job title

Page 62 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
 TABLE OF CONTENTS (continued)
Information Technology Compensation (continued)
Job Code Page
Software Quality and Testing
48451 Software Quality Assurance (Entry Level) ................................................................................. 74
48452 Software Quality Assurance (Journey Level) .............................................................................. 74
48453 Software Quality Assurance (Senior Level) ................................................................................ 74
48433 Automated Test Engineer ............................................................................................................ 74
48465 Software Configuration Manager ................................................................................................ 74
Telecommunications
48461 Telecommunications Analyst (Entry Level) ................................................................................ 74
48230 Telecommunications Analyst (Journey Level) ............................................................................ 74
48462 Telecommunications Analyst (Senior Level) .............................................................................. 74
48869 Telecommunication Services Manager - Functional Manager .................................................... 75
48870 Telecommunication Services Manager - First-Line Supervisor .................................................. 75
Web Based Operations
48463 Web Coordinator.......................................................................................................................... 75
48215 Webmaster / Web Administrator (Journey Level) ....................................................................... 75
48464 Webmaster / Web Administrator (Senior Level) ......................................................................... 75

* Denotes a new position

** Denotes a change in job
description/job title

MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers Page 63
 INFORMATION TECHNOLOGY
MANAGEMENT
Specific skills and tools used for this category:
48910 CHIEF INFORMATION OFFICER (CIO)
This is the highest level IT position in an organization. Di-
rects a large staff of supervisory, professional and support
personnel. Provides technology vision and leadership to the
organization by developing and implementing communica-
tions and information technology (IT) initiatives and plans
that improve the organizations effectiveness. Provides strate-
gic and tactical planning, development, evaluation, and coor-
dination of the communications and information technology
systems. Establishes budgetary and performance controls.
Serves as part of the top management strategic planning
team. Requires a BA/BS with an advanced degree (Masters)
preferred. A minimum of 8 years managing an IT organiza-
tion.
INFORMATION TECHNOLOGY MANAGER
Responsible for the success of multiple information technol-
ogy functional areas. Provides strategic and tactical planning,
development, evaluation, and coordination of information
technology systems. Coordinates the integration of data, in-
formation, and communications systems and serves as the
catalyst for new systems development. Provides manage-
ment, direction and leadership in several (but maybe not all)
functional IT areas such as applications development, com-
puter operations, networking, technical support, or systems
administration.
48843 This Position is a: Functional Manager
A Functional Manager is typically found in a small in-
formation technology department. Manages the function
of IT, but does not manage any people. May have secre-
tarial support, but no functional employees.
48876 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt/ Non-Supv.
Exempt Employees
Typically found in a small information technology de-
partment or in a decentralized regional office
48899 This Position is a: Second-Line Supv/Mgr
Highest Level Supervised: First-Line Supervisors
This position typically reports to the CIO or IT Director
and has more than one manager reporting to them (ap-
plications development manager, network administration
manager, systems administration manager, etc.).
Page 64 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
TECHNICAL SUPPORT AND SERVICE DESK
Desktop and workstation support, PC hardware and
software troubleshooting, ITIL or HDI certifications,
hardware/software installation, remote maintenance
tools, first and second level technical support, may
include low-to-mid level network and application
administration functions.
48234 DISPATCH COORDINATOR
Serves as a liaison within the organization for information
systems problem management. Dispatches vendors or in-
house personnel to resolve software, hardware or telecom-
munication problems.
48231 TECHNICAL SUPPORT ANALYST
(ENTRY LEVEL)
Under general supervision, performs a variety of computer
systems administration and support tasks, including analyz-
ing, constructing, documenting, testing, maintaining, trouble-
shooting and supporting of PC hardware, operating systems,
software applications, peripherals, and communication de-
vices for the entire organization. Performs a variety of pro-
ject tasks and requires good communications skills with the
ability to work with users diplomatically and skillfully. Typ-
ically requires high school education supplemented by other
technical training in a related field and 0 - 2 years desktop
and technical support experience. May also be called Service
Desk or Help Desk Technician.
48428 TECHNICAL SUPPORT ANALYST
(JOURNEY LEVEL)
Under general supervision, performs a variety of computer
systems administration and support tasks, including analyz-
ing, constructing, documenting, testing, maintaining, trouble-
shooting and supporting of PC hardware, operating systems,
software applications, peripherals, and communication de-
vices for the entire organization. Performs a variety of pro-
ject tasks and requires good communications skills with the
ability to work with users diplomatically and skillfully. Per-
forms work under general supervision while learning job
tasks. Exercises judgment and decision making in the diag-
nosis and resolution of computer hardware and software
problems. Performs the full range of work assigned to this
class and to work with some independence and initiative. At
this level, work is moderately complex in nature. Typically
requires high school graduation supplemented by other tech-
nical training in a related field and 3 -5 years desktop and
technical support experience. May also be called Service
Desk or Help Desk Technician.
TECHNICAL SUPPORT & SERVICE DESK (continued)
48245 TECHNICAL SUPPORT ANALYST
(SENIOR LEVEL)
With minimal supervision, performs a variety of computer
systems administration and support tasks, including analyz-
ing, constructing, documenting, testing, maintaining, trouble-
shooting and supporting of PC hardware, operating systems,
software applications, peripherals, and communication de-
vices including hand-held devices for the entire organization.
Performs a variety of project tasks and requires good com-
munications skills with the ability to work with users diplo-
matically and skillfully. Exercises judgment and decision
making in the diagnosis and resolution of computer hardware
and software problems. Performs full range of work assigned
to this class and works with considerable independence and
initiative. At this level, work is moderately complex to com-
plex in nature. Typically acts as a lead worker in the Tech-
nical Support area coordinating efforts amongst other team
members. Typically requires high school graduation supple-
mented by advanced technical training in a related field and
6 years desktop and technical support experience. May also
be called Service Desk or Help Desk Technician.
48818 SERVICE DESK MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Manages technical support staff and ensures that end users
are receiving the highest level of customer service possible at
all times for level-one and level-two incidents. This includes
the responsibility of managing all procedures related to the
identification, prioritization, and resolution of end user tech-
nical support requests, including but not limited to, the coor-
dination of computer service desk functions, software and
hardware troubleshooting, and low-to-mid level infrastruc-
ture problems. Monitors staff and their resolution of user
problems to ensure optimum user-system performance. Mon-
itors all incoming work requests, incident tickets, and status
checks by customers via a ticketing system. Ensures that
calls/requests are being taken/logged, assigned, checked out,
and resolved in a timely and efficient manner and escalated
support as necessary across IT groups. Ensures the use of
best practices in the delivery of technical support such as:
first call resolution, total call ownership, escalation, total
impact training, and support metrics tracking and reporting.
Typically requires a BA/BS or equivalent and 3-5 years ex-
perience supervising technical support and service desk pro-
fessionals. Typically requires 6 years experience in service
desk management, technical support and escalation man-
agement.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
APPLICATION TECHNICAL SUPPORT /
ADMINISTRATION
48217 APPLICATION SUPPORT ADMINISTRATOR I
(ENTRY LEVEL)
Supports “off the shelf” software including installing, con-
figuring, testing, monitoring and troubleshooting. Responsi-
ble for the application security process, user setup, role privi-
lege definition, assignment and security permissions and
overseeing the installation and/or upgrade of software pack-
age releases. This position does not develop code. Typically
requires less than 2 years experience.
48218 APPLICATION SUPPORT ADMINISTRATOR II
(JOURNEY LEVEL)
Supports “off the shelf” software including installing, con-
figuring, testing, monitoring and troubleshooting. Responsi-
ble for the application security process, user setup, role privi-
lege definition, assignment and security permissions and
overseeing the installation and/or upgrade of software pack-
age releases. This position does not develop code. Typically
requires 2+ years experience.
48219 APPLICATION SUPPORT ADMINISTRATOR III
(SENIOR LEVEL)
Supports “off the shelf” software including installing, con-
figuring, testing, monitoring and troubleshooting. Responsi-
ble for the application security process, user setup, role privi-
lege definition, assignment and security permissions and
overseeing the installation and/or upgrade of software pack-
age releases. This position does not develop code. Typically
requires more than 5 years experience.
GENERAL
48212 TECHNOLOGY AND SOFTWARE TRAINER
Develops courses and provides classroom training related to
use of computers and associated software programs. Con-
ducts needs assessments, determines skill levels necessary
for employees and develops course objectives. Develops
course schedules and writes and adapts training materials.
Typically requires Bachelor Degree in Computer Science,
Information Systems, or related field and 3 years of experi-
ence in adult, technical education or training.
48275 TECHNICAL INSTRUCTOR/TRAINER
This position is typically found in a software development
organization. Provides product training to clients or custom-
ers. Develops courses and provides product training on spe-
cific products. Develops classes and creates training materi-
als. Typically requires a Bachelor Degree in Computer Sci-
ence, Education, or related field and 3 years of experience in
adult, technical education or training. See Technology and
Software Trainer for training of internal employees in the
use of computers and associated software programs.
Page 65

GENERAL (continued)
48425 CUSTOMER SUPPORT TECHNICIAN
This position is typically found in a software development
organization. Supports customers with installation, training,
and problem resolution on organization’s products. Provides
responsive, courteous, and efficient customer service via
telephone, web inquiries, and at the customer site. Typically
requires a bachelors degree in computer science or equiva-
lent work experience.
48101 REPORT WRITER
Analyzes, designs, develops and tests reports for business
operation/applications using client/server databases. Manag-
es data gathering, queries, and report writing for various pro-
jects and produces documentation and data analysis on re-
quest. Must have understanding of coding methods and best
practices. Typically requires 3 years report writing experi-
ence.
48429 TECHNICAL WRITER IT
Under general supervision, performs full performance pro-
fessional information technology specialist work developing,
writing and editing user manuals, online help assistance and
training manuals for information technology equipment or
software applications. Provides instructional documentation
explaining the use of software applications to benefit appli-
cation users, translating technical terminology into a narra-
tive more easily understood by an audience that may lack a
technical background. Reviews, proofreads or edits complex
or technical writing of others. Typically requires Bachelors
in Technical Communications, Journalism, English, Engi-
neering, Information Technology or related field and 3 years
experience developing, writing and editing computer user
manuals.
48284 INFORMATION SECURITY ANALYST
Monitors, evaluates, and maintains systems and procedures
to protect the data systems and databases from unauthorized
users. Researches, recommends, and implements changes to
procedures and systems to enhance data systems security.
48285 INFORMATION SECURITY MANAGER
Directs and implements the necessary controls and proce-
dures to protect information systems assets from intentional
or inadvertent modification, disclosure or destruction. As-
signs work to subordinates. Typically reports to Information
Technology Executive or Director of IT Operations.
Page 66 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
48467 BUSINESS INTELLIGENCE ANALYST
Provides strategic planning and evaluative services for da-
ta/data systems needed and/or utilized by the organization.
Analyzes, designs, develops, and tests reports for business
operation/applications using client/server databases. Manag-
es data gathering, queries, and report writing for various pro-
jects and procedures documentation and data analysis on
request. Supports the organization business directions related
to enterprise reporting standards and practices. Typically
requires bachelor’s degree in information systems and 3
years report writing experience.
48430 BUSINESS ANALYST (ENTRY LEVEL)
Under direct supervision, analyzes business processes to
determine potential needs and works with internal customers
to identify changes or improvements to the functionality and
efficiency of these processes. Documents business require-
ments and creates flowcharts. Recommends information
technology solutions to meet business needs and coordinates
the planning, development, and implementation of these so-
lutions. Typically requires a BA/BS or equivalent and 0 - 2
years of experience analyzing and evaluating business pro-
cesses.
48236 BUSINESS ANALYST (JOURNEY LEVEL)
Performs moderately complex business process analysis to
determine potential needs and works with internal customers
to identify changes or improvements to the functionality and
efficiency of these processes. Documents business require-
ments and creates flowcharts. Recommends information
technology solutions to meet business needs and coordinates
the planning, development, and implementation of these so-
lutions. May train and guide the work of less experienced
Business Analysts. Typically requires a BA/BS or equivalent
and 3 or more years of experience analyzing and evaluating
business processes.
48237 BUSINESS ANALYST (SENIOR LEVEL)
Performs more complex business process analysis to deter-
mine potential needs and works with internal customers to
identify changes or improvements to the functionality and
efficiency of these processes. Documents business require-
ments and creates flowcharts. Recommends information
technology solutions to meet business needs and coordinates
the planning, development, and implementation of these so-
lutions. May train and guide the work of less experienced
Business Analysts. Typically requires a BA/BS or equivalent
and 6 or more years of experience analyzing and evaluating
business processes.
48220 INFORMATION TECHNOLOGY ARCHITECT
Responsible for the leadership, development, and oversight
of the IT architecture program across the organization. En-
sures that different technologies, standards, processes, tools,
and architectures are interwoven into a stable and effective
technology platform. Typically requires bachelor’s degree in
computer science and 10+ years experience designing and
developing software solutions.

GENERAL (continued)
48431 PROJECT COORDINATOR
Provides assistance to various IT Project Managers on a va-
riety of projects. Supports the project staff by facilitating
project logistics such as meetings, conference rooms, confer-
ence calls, etc. Takes meeting minutes and action items dur-
ing meetings and performs basic follow-up. Plans and coor-
dinates project scheduling, budgeting, and administrative
tasks relating to projects. Prepares and assists with project
proposals and presentations to the project requestor and to
senior management. Typically requires high school educa-
tion and 3 years of progressively responsible project admin-
istration experience. Excellent communication skills.
48432 PROJECT MANAGER (ENTRY LEVEL)
Oversees small to medium IT projects that are relatively
simple in terms of complexity, cost, time-constraints, internal
and external staffing, and equipment including software and
hardware. Provides direction to a small project team includ-
ing assignment of individual responsibilities, tasks and tech-
nical functions. Identifies needs and allocates the appropriate
resources to meet the timely completion of specific project
tasks. Continually monitors individual progress to ensure
meeting of specific deadlines. Confers with senior IT or ad-
ministrative management, regarding changes to the scope or
schedule of the project. Given the life-cycle of most projects,
most assignments usually last more than 3 months. Typically
requires a BA/BS or equivalent and 0 - 2 years of experience
in Project Management. Exclude outside consultants and
incumbents that may perform the above functions on a part-
time basis.
48238 PROJECT MANAGER (JOURNEY LEVEL)
Oversees various small-medium size projects of significant
magnitude in terms of complexity, cost, time-constraints,
internal and external staffing, and equipment including soft-
ware and hardware. Provides direction to a project team in-
cluding assignment of individual responsibilities, tasks and
technical functions. Assists in the development of project
scope and objectives. Assists in creating work plans, sched-
ules, project estimates, resource plans, and status reports.
Identifies needs and allocates the appropriate resources to
meet the timely completion of specific project tasks. Contin-
ually monitors individual progress to ensure meeting of spe-
cific deadlines. Possesses a broad knowledge of most tech-
nical resources and uses them effectively to coordinate team
members and resources. Confers with senior IT or adminis-
trative management, regarding changes of significant conse-
quences to the scope or schedule of the project. Given the
life-cycle of most projects, most assignments usually last
more than 6 months. Typically requires a BA/BS or equiva-
lent and 3 years of experience in Project Management.
Exclude outside consultants and incumbents that may per-
form the above functions on a part-time basis.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
48298 PROJECT MANAGER (SENIOR LEVEL)
Responsible for all aspects of the development and imple-
mentation of assigned IT projects and provides a single point
of contact for those projects. Oversees various medium-large
size projects of significant magnitude in terms of complexity,
cost, time-constraints, internal and external staffing, and
equipment including software and hardware. Takes projects
from original concept through final implementation. Inter-
faces with all areas affected by the project including end us-
ers, computer services, and client services. Defines project
scope and objectives. Develops detailed work plans, sched-
ules, project estimates, resource plans, and status reports.
Conducts project meetings. Responsible for project tracking
and analysis. Ensures adherence to quality standards and
reviews project deliverables. Typically requires a BA/BS or
equivalent and PMI certification and 6 years of experience in
Project Management.
Exclude outside consultants and incumbents that may per-
form the above functions on a part-time basis.
48808 DIRECTOR OF PROJECT MANAGEMENT
Responsible for project management including internal de-
velopment, implementation and/or integration of third party
applications. Reviews and monitors project plans to ensure
they are consistent with the organization’s project manage-
ment methodology. Supports the preparation of the organiza-
tion’s strategic plan. Identifies and appoints project managers
to projects. Works with project managers to establish the
goals, critical success factors and scope of each project.
Compiles and analyzes project metrics for all projects. Typi-
cally requires a BA/BS and 6 years of project management
experience.
SYSTEM ANALYSIS
48434 SYSTEMS ANALYST (ENTRY LEVEL)
Under close supervision, assists in the analysis and docu-
mentation of software and system requirements to be includ-
ed in the development, implementation, and production of
integrated technology systems. Performs assigned tasks re-
lated to the planning and execution of integration and ac-
ceptance testing and assists in the creation of system docu-
mentation and user training materials. Typically requires a
Bachelors degree in an information technology or related
field.
48435 SYSTEMS ANALYST (JOURNEY LEVEL)
Under general supervision, analyzes and documents software
and system requirements to be included in the development,
implementation, and production of integrated technology
systems. Prepares and reviews information technology ser-
vice delivery designs and software/system prototypes, then
designs specifications to obtain approval for them. Plans and
executes integration and acceptance testing, then creates sys-
tem documentation and user training materials. Typically
requires a bachelors degree in an information technology or
related field and two years of experience.
Page 67

SYSTEM ANALYSIS (continued)
48436 SYSTEMS ANALYST (SENIOR LEVEL)
Works independently in the analysis and documentation of
software and system requirements then coordinates the de-
velopment, implementation, and production of integrated
technology systems. Prepares and reviews information tech-
nology service delivery designs and software/system proto-
types, then designs specifications to obtain approval for
them. Evaluates new and existing hardware/software solu-
tions and makes a recommendation based on implementation
feasibility and cost. Plans and executes integration and ac-
ceptance testing, then creates system documentation and user
training materials. May direct the work of lower level Sys-
tems Analysts. Typically requires a bachelors degree in an
information technology or related field and three or more
years of experience.
SYSTEM ANALYSIS SUPERVISOR/MANAGER
Responsible for feasibility studies, systems design and pro-
gramming. Assigns personnel to projects such as developing,
testing and debugging computer programs and modifying or
maintaining existing programs. Prepares instructions for op-
erations personnel. Coordinates section activities with other
sections and departments.
48814 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt/Non-Supv.
Exempt Employees
48815 This Position is a: Second-Line Manager
Highest Level Supervised: First-Line Supervisors
ENTERPRISE RESOURCE PLANNING
Specific skills and tools used for this category:
Seibold, Oracle (PeopleSoft, JD Edwards), SAP, and
they have numerous modules including Financials
(GL, AP, AR, etc.), Inventory, Manufacturing, CRM,
Human Resources, Payroll, Benefits, Project
Management.
48437 ERP SYSTEMS ANALYST (ENTRY LEVEL)
Under direct supervision, plans and performs analysis to
guide the subsequent design and implementation or im-
provement of an ERP system. Based on needs assessment
and corporate direction, develops information and data re-
quirements and translates them into systems designs includ-
ing tables, panels, and reports. During the implementation
phase, may develop plans and programs to convert the exist-
ing data to the new system. Interfaces with the department
and other systems providers to resolve conversion, and/or
production issues. Responsible for requirement analysis and
design specifications. May serve as a project coordinator and
act as an active participant at all stages of development in-
cluding research, design, programming, testing and imple-
mentation. Reviews and approves documentation for the
system and communicates any procedural changes to appro-
priate staff members. Typically requires a BA/BS or equiva-
lent and a minimum of 0 – 2 years of experience.
Page 68 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
48438 ERP SYSTEMS ANALYST (JOURNEY LEVEL)
Under general supervision, plans and performs analysis to
guide the subsequent design and implementation or im-
provement of an ERP system. Based on needs assessment
and corporate direction, develops information and data re-
quirements and translates them into systems designs includ-
ing tables, panels, and reports. During the implementation
phase, may develop plans and programs to convert the exist-
ing data to the new system. Interfaces with the department
and other systems providers to resolve conversion, and/or
production issues. Responsible for requirement analysis and
design specifications. May serve as a project coordinator and
act as an active participant at all stages of development in-
cluding research, design, programming, testing and imple-
mentation. Reviews and approves documentation for the
system and communicates any procedural changes to appro-
priate staff members. Typically requires a BA/BS or equiva-
lent and a minimum of 3 years experience.
48882 ERP SYSTEMS ANALYST (SENIOR LEVEL)
Under general direction, plans and performs analysis to
guide the subsequent design and implementation or im-
provement of an ERP system. Based on needs assessment
and corporation direction, develops information and data
requirements and translates them into system designs includ-
ing tables, panels, and reports. During the implementation
phase, may develop plans and programs to convert the exist-
ing data to the new system. Interfaces with IT department
and other systems providers to resolve conversion, and/or
production issues. Responsible for requirements analysis and
design specifications. Formulates/defines systems scope and
objectives, usually participates in most stages of develop-
ment including analysis, panel design, programming, testing
and implementation. Writes and may review document pro-
cedures from less experienced staff members. Has consider-
able experience with leading edge technologies including,
but not limited to, client-server technology, RDBMS, Oracle.
Follows documented or established procedures to perform
quality assurance activities. Typically requires a BA/BS or
equivalent and a minimum 6 years experience in ERP sys-
tems support, programmer and analysis.

APPLICATION DEVELOPMENT
Specific skills and tools used for this category:
Java, Cold Fusion, VB, PHP, .Net, C#, C, C++, Oracle
forms and reports, Cobol, web application
development, and GIS application development. May
use HTML in development but not primary
development skill.
48258 APPLICATION PROGRAMMER/ANALYST
(ENTRY LEVEL)
Under direct supervision, modifies software application pro-
grams from detailed specifications. Will code, test, debug,
document and maintain programs. Receives formal training
and on-the-job instruction in conjunction with a progression
of increasingly more difficult work assignments involving
the flow charting, coding, debugging and documentation of
application programs. Carries out work assignments de-
signed to prepare developer for promotion to the next level
of application development. Typically does not remain in
this category more than 18-24 months, and frequently pro-
gresses to the next level considerably sooner, based on skills
development. Typically requires a BA/BS or equivalent and
0-2 years of programmer/analyst experience.
48263 APPLICATION PROGRAMMER/ANALYST
(JOURNEY LEVEL)
Under general supervision, works from basic systems de-
signs and specification and uses standard procedures and
techniques, to maintain, modify, devise new or existing
software applications programs of moderate complexity and
scope. Prepares flow charts, writes machine instructions and
procedures for computer operators, debugs and documents
programs. May assist lower level developers in the develop-
ment of applications of a more complex nature. Work as-
signments at this level are aimed more at production than at
training, but work is still subject to regular checks by higher
levels. Typically requires a BA/BS or equivalent and a min-
imum of 3 or more years experience in programming.
48291 APPLICATION PROGRAMMER/ANALYST
(SENIOR LEVEL)
Under general direction and considering computer equipment
capacity and limitations, operating time and form of desired
results, develops and modifies software applications pro-
grams of a high degree of complexity and scope. Designs,
codes, tests, debugs and documents those programs. Provides
expert competency to carry out or participate in problem
analysis and system design preparatory to development of
programs. May advise other Programmer/Analyst staff on
operating problems of assigned programs and provide critical
review. May provide technical assistance to lower classifica-
tions. Competent to work at the highest technical level of all
phases of applications programming activities. Exclude sys-
tem analyst/ programmers. Typically requires a BA/BS or
equivalent and a minimum 6 years experience in software
application development, programming and analysis.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
48816 APPLICATION DEVELOPMENT MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Manages, controls, coordinates and prioritizes all software
application systems Development activities to ensure task
completion. Works with users to achieve clarity of issues,
requirements and priorities; reviews proposed projects for
feasibility and functional design. Controls the quality assur-
ance process by establishing processes that ensure quality of
programs and documentation prior to turnover production.
Manages external programming consultants. Develops stra-
tegic software application systems directions for organization
that coincide with long term priorities and goals. Typically
requires a BA/BS or equivalent and 3-5 years experience
supervising application development professionals and a
minimum 6 years experience in software systems develop-
ment.
DATABASE MANAGEMENT
AND DEVELOPMENT
Specific skills and tools in this category:
Oracle, MS SQL, MYSQL, Postgres, DB2, Ingres,
Oracle Spatial, ESRI-SDE, database management
and monitoring tools.
48283 ELECTRONIC DATA INTERCHANGE (EDI)
ADMINISTRATOR
Provides administrative and technical support for relational
EDI database operations. Maintains communications within
organization and with partners. Performs maintenance to
update records, specifications, and operating procedures of
partner systems. Processes EDI purchase orders, advanced
shipping notification (ASN) and electronic funds transfer.
Typically requires a technical degree with course work in
Structured Programming, SQL, PL/SQL and a minimum 2-5
years experience in a technology environment and 1+ years
in EDI technology and administration.
48427 DATABASE ADMINISTRATOR
(ENTRY LEVEL)
Under direct supervision, responsible for installation of the
database software, new releases and upgrades, and support-
ing products. Creates and manages multiple databases, table-
spaces and indexes. Monitors, diagnoses and resolves prob-
lems with the databases usually with assistance of a higher-
classified database administrator. Executes the backup and
recovery strategy for all databases. Establishes standards and
procedures. Typically requires a BA/BS or certified database
training and requires a minimum of 0 - 2 years experience
with administering relational database technology.
Page 69
 DATABASE MGMT & DEVELOPMENT (continued)
48446 DATABASE ADMINISTRATOR
(JOURNEY LEVEL)
Under general supervision, responsible for installation of the
database software, new releases and upgrades, and support-
ing products. Creates and manages multiple databases, table-
spaces and indexes. Performs intermediate-level database
administration tasks including the daily monitoring, tuning,
diagnoses and resolution of problems with the databases.
Maintains a backup and recovery strategy for all databases.
May assist in establishing database standards and procedures.
Typically requires a BA/BS or equivalent or database man-
agement certification and a minimum of 3 years experience
with administering relational database technology.
48243 DATABASE ADMINISTRATOR
(SENIOR LEVEL)
Fully responsible for installation of the database software,
position requires little or no supervision, new releases and
upgrades, and supporting products. Creates and manages
multiple databases, tablespaces and indexes. Maintains data-
bases up to current security standards. May direct the lower-
classified positions within database administration in more
advanced database management procedures and diagnostics.
Monitors, tunes, diagnoses, resolves problems with the data-
bases and their performance. Develops and maintains a
backup and recovery strategy for all databases. Establishes
standards and procedures. Typically requires a BA/BS or
equivalent, database management certification preferred and
a minimum of 6 years experience with administering rela-
tional database technology.
48817 DATABASE MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Responsible for all functions associated with the efficient
management/administration of computerized databases either
through supervisors or technical staff. Directs staff to various
projects and directs their activities. Reviews and evaluates
their work and prepares performance reports. Consults with
and advises staff on administrative policies and procedures,
technical problems, priorities and methods. Instructs and
advises database users of the various administration and
technical issues in conjunction with other IT managers. Re-
sponsible for preparing activity and progress reports regard-
ing the database management section. Typically requires a
BA/BS or equivalent and 3-5 years experience supervising
database professionals. Minimum 6 years experience in data-
base administration.
Page 70 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
GEOGRAPHIC
INFORMATION SYSTEMS
Specific skills and tools used for this category:
ESRI Arc product series, MapObjects, AutoDesk,
Oracle Spatial, ESRI-SDE, Cartographic skills.
Note: For GIS application development, see
Application Development section.
48418 GIS TECHNICIAN
Produces maps, performs data entry and updates, edits, anno-
tates and manipulates digitized data and line work. Performs
records research as necessary; prepares reports and presenta-
tions. Typically requires high school graduation or equiva-
lent supplemented by other technical training in a related
field and 0 - 2 years of GIS experience.
48423 GIS ANALYST (JOURNEY LEVEL)
Interprets and prepares information for data conversion and
maintenance procedures of a wide variety of GIS themes.
Maintains the geographic database and performs updates and
edits. Prepares maps and data records as necessary for quali-
ty assurance procedures or in response to internal and exter-
nal customer service data and mapping requests. Reviews,
evaluates and verifies mapping data or theme’s provided by
other government agencies or private sector contractors for
accuracy and consistency, modifying and correcting database
values as necessary. Assists in the evaluation, development,
adaptation and programming of computer software applica-
tions for data capture, conversion and maintenance proce-
dures related to GIS. Typically requires high school gradua-
tion supplemented by college or other technical training in a
related field and 3 years of GIS experience.
48424 GIS ANALYST (SENIOR LEVEL)
Under limited direction, interprets and prepares information
to maintain wide variety of GIS themes. May act as a lead
worker in the GIS area coordinating efforts amongst several
GIS team members. Maintains complex geographic data-
bases and performs updates and edits. Prepares complex
maps and data requests in response to internal and external
customer service requests. Reviews, evaluates and verifies
mapping data or theme’s provided by other government
agencies or private sector contractors for accuracy and con-
sistency, modifying and correcting database values as neces-
sary. Independently evaluates, develops and programs com-
puter software applications to automate data capture, conver-
sion and maintenance procedures related to GIS. Typically
requires a BS/BA or equivalent and other technical training
in a related field and 6 years of GIS experience.
48422 GIS COORDINATOR
Under general direction, develops, administers and coordi-
nates geographic information systems efforts in an organiza-
tion. Ensures compliance with state statutes and local regula-
tions. Typically requires an Associates Degree and 3 years of
experience in GIS or in mapping and survey work.

GIS (continued)
48809 GIS SUPERVISOR
Supervises, coordinates, plans and organizes the programs
and activities of a Geographic Information System (GIS).
Develops, directs, coordinates and supervises the implemen-
tation of goals, objectives, policies, procedures, standards
and work programs for GIS program. Represents the organi-
zation in inter-agency coordination activities relating to GIS.
Provides assistance to departments regarding the GIS; meets
with users and reviews requests; prepares documentation.
Designs the GIS database and develops strategies and proce-
dures for integrating GIS with existing databases. Recom-
mends, installs, troubleshoots and supports GIS software,
databases and spreadsheets; identifies, designs and develops
GIS applications. Typically requires an Associates Degree or
equivalent and 3 years of experience in GIS. Typically found
in a decentralized GIS operation.
48810 GIS MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Coordinates, plans and organizes programs and services to
support a comprehensive enterprise wide Geographic Infor-
mation System (GIS) program. Supervises area technical
analysis, GIS application development, research, and ser-
vices. Develops policies, procedures, and data quality stand-
ards to insure internal and external customer GIS needs are
met. Designs the GIS database and develops strategies and
procedures for integrating GIS with other databases or appli-
cations. Oversees and manages GIS technical staff ensuring
objectives are met, work is prioritized, mentoring, core com-
petency training, and resolving conflicts. Consistently works
with other IT Managers for planning, coordination, project
support, or work orders. Typically requires a BA/BS or
equivalent and 6 years of experience in GIS. Typically found
in a centralized GIS operation.
NETWORK ADMINISTRATION
Specific skills and tools used for this category:
Routers, Switches, HUBs, Infrastructure cable, and
fibre plant management. Novell, MS-Server, DNS,
LDAP, MS Directory Services, and SNMP. Network
Monitoring and Tuning Tools, Firewall management,
wireless technologies, and Network Access
Management. May include VOIP technologies.
48439 NETWORK ADMINISTRATOR (ENTRY LEVEL)
Installs, maintains, and monitors the operation of the organi-
zation’s local and wide area networks (LAN/WAN). Evalu-
ates vendor products in hardware, software, and telecommu-
nications equipment and recommends purchases consistent
with the organization’s short and long term objectives. Im-
plements LAN policies and standards and ensures adherence
to security procedures. Performs troubleshooting, diagnosis,
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
and repairs/fixes for network hardware and software related
problems. Typically requires college courses or certified
network administration training. Typically requires 0 - 2
years experience in the installation and maintenance of
LAN/WAN network systems.
48260 NETWORK ADMINISTRATOR
(JOURNEY LEVEL)
Installs, maintains, and monitors the operation of the organi-
zation’s local and wide area networks (LAN/WAN). Partici-
pates in strategic planning efforts, capacity planning, func-
tional and technical design of enterprise systems, and resolu-
tion of complex problems. Evaluates vendor products in
hardware, software, and telecommunications equipment and
recommends purchases consistent with the organization’s
short and long term objectives. Recommends and imple-
ments LAN policies and standards and ensures adherence to
security procedures. Performs troubleshooting, diagnosis,
and repairs/fixes for network hardware and software related
problems. Typically requires college degree or equivalent
and certified network administration training. Typically re-
quires 3 years experience in the installation and maintenance
of LAN/WAN network systems.
48440 NETWORK ADMINISTRATOR
(SENIOR LEVEL)
Installs, maintains, and monitors the operation of the organi-
zation’s local and wide area networks (LAN/WAN). Leads
strategic planning efforts, capacity planning, functional and
technical design of enterprise systems, and resolution of
complex problems. Evaluates vendor products in hardware,
software, and telecommunications equipment and recom-
mends purchases consistent with the organization’s short and
long term objectives. Recommends and implements LAN
policies and standards and ensures adherence to security pro-
cedures. Performs troubleshooting, diagnosis, and re-
pairs/fixes for network hardware and software related prob-
lems. Typically requires college degree or equivalent and
certified network administration training. Typically requires
6 years experience in the installation and maintenance of
LAN/WAN network systems
48812 NETWORK MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Manages, controls, and coordinates the network services
group to include voice/data communications specialist, net-
work engineers, and network project coordinators. Interfaces
with software and hardware vendors to procure and maintain
appropriate products and services. Coordinates activities
between all affected areas to ensure success without unnec-
essary system outages to unsuspecting groups or information
services customers. Plans for future directions and networks
and communications solutions, to coincide with the long-
term priorities, goals, and needs of the organization. Typical-
ly requires 3-5 years experience supervising network systems
professionals. Requires a BA/BS or equivalent and 6 years
experience in networking system development and support.
Page 71

SYSTEM ADMINISTRATION
Specific skills and tools used for this category:
Enterprise and Departmental server-class machines
(Intel, SUN, HP, IBM), Network Attached Storage
devices, Data Backup Services, hardware and
software management, Server Operating Systems
(Unix, Linux, MS-Server), Email Systems, and Server
Disk Capacity management. May include VOIP
technologies.
48460 SYSTEMS ADMINISTRATOR (ENTRY LEVEL)
Under direct supervision, performs basic hardware server
setup, installation and configuration of the operating system,
new releases and upgrades. Creates and manages user direc-
tories and files on the server platforms. Monitors, diagnoses
and resolves simple operating system problems. Executes a
backup and recovery process for all data systems. Utilizes
administrative tools to monitor and schedule simple system
tasks. Typically requires college courses or certified systems
administration training. Typically requires 0 - 2 years experi-
ence in the installation and maintenance of operating sys-
tems.
48259 SYSTEMS ADMINISTRATOR
(JOURNEY LEVEL)
Under general supervision, performs intermediate hardware
server setup, installation and configuration of the operating
system, new releases and upgrades. Creates and manages
user directories and files on the server platforms. Executes a
backup and recovery process for all data systems. Assists in
capacity planning and determines equipment specifications
for purchase. Assists in maintaining the day-to-day opera-
tions of servers, hardware, operating systems, security and
data protection. Monitors, tunes, diagnoses and resolves in-
termediate operating system problems. Develops and imple-
ments intermediate scripts to automate common functions or
system operations. Configures and defines system resources.
Typically requires a college degree or certified systems ad-
ministration training. Typically requires 3 years experience
in the installation and maintenance of operating systems.
48299 SYSTEMS ADMINISTRATOR
(SENIOR LEVEL)
Under minimal supervision, this expert-level position is re-
sponsible for the maintenance, operation, and planning of the
enterprise technical systems including, but not limited to
network servers, data storage services, network operating
systems, enterprise imaging, email system, data backup and
recovery systems, and data access security. Responsible for
leading capacity planning, functional and technical design of
enterprise systems, and resolution of complex problems.
Oversees the testing, implementation, maintenance, docu-
mentation, and development of operation and maintenance
procedures. Executes enterprise system design (functional
and technical), planning, and implementation. Provides assis-
tance in troubleshooting escalated issues related to system
Page 72 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
failures and problems. Acts independently to troubleshoot
complex problems immediately to avoid costly down time
and service outages. Typically requires a college degree and
certified systems administration training. Typically requires
6 years experience in the installation and maintenance of
operating systems.
48811 SYSTEMS ADMINISTRATION MANAGER
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Manages, controls, and coordinates the systems administra-
tion services group to include servers, storage devices, oper-
ating systems, e-mail systems, etc. Interfaces with hardware
vendors to procure and maintain appropriate products and
services to keep all servers and data storage devices up and
running. Coordinates activities between all affected areas to
ensure success without unnecessary system outages to un-
suspecting groups or information services customers. Plans
for future directions and platforms for computer hardware to
coincide with the long-term priorities, goals, and needs of the
organization. Typically requires 3-5 years experience super-
vising systems administrator professionals. Requires a
BA/BS or equivalent and 6 years experience in networking
system development and support.
OPERATIONS CENTER
48209 DATA ENTRY OPERATOR II (JOURNEY LEVEL)
Under general supervision keys data from complex source
documents into a form suitable for data processing. Work
requires selecting, coding and/or interpreting data to be rec-
orded. May also be called a CRT Operator.
48201 COMPUTER OPERATOR I (ENTRY LEVEL)
Entry-level position in the area of computer operations. Per-
forms diversified duties involving the operation of a comput-
er and auxiliary equipment such as high-speed printer and
peripheral machines. Working under close supervision and
following standard procedures, loads and executes
jobs/programs and monitors and controls a computer console
to automatically process and store data. Performs scheduled
backups and maintains computer logs relative to machine
performance and utilization. Incumbents at this level require
frequent assistance with problem solving. Typically requires
reading, communication and math skills commensurate with
a high school diploma or GED and less than 2 years of com-
puter operator training and experience.

OPERATIONS CENTER (continued)
48202 COMPUTER OPERATOR II (JOURNEY
LEVEL)
Experienced level position in the area of computer opera-
tions. Performs diversified duties involving the operation of
a computer and auxiliary equipment such as high-speed
printers and peripheral machines. Working under limited
supervision and following standard procedures, loads and
executes jobs/programs and monitors and controls a comput-
er console to automatically process and store data. Performs
scheduled backups and maintains computer logs relative to
machine performance and utilization. Incumbents at this lev-
el are able to solve most problems without assistance. Typi-
cally requires reading, communication and math skills com-
mensurate with a high school diploma or GED and 2+ years
of experience in the operation of computer devices.
48203 COMPUTER OPERATOR III (SENIOR LEVEL)
Advanced level position in the area of computer operations.
Under minimal supervision, loads and executes
jobs/programs and monitors and controls a computer console
to automatically process and store data. Performs scheduled
backups and maintains computer logs relative to machine
performance and utilization. Incumbents at this level are
competent to work on all phases of computer operations and
may provide troubleshooting assistance and work direction
to others. Typically requires reading, communication and
math skills commensurate with a high school diploma or
GED and 4+ years of experience in the operation of comput-
er devices.
48828 OPERATIONS CENTER SUPERVISOR/MGR
This Position is a: First-Line Supervisor. Highest Level Su-
pervised: Non-Exempt/Non-Supervisory Exempt Employees.
Plans, organizes and controls the Operations Center. Super-
vises personnel engaged in setting up and operating comput-
er and peripheral equipment. May be responsible for sched-
uling the utilization of computer units to insure maximum
usage. Recommends improvements in programs and proce-
dures to simplify or maximize efficiency of operations. May
direct training of personnel in operation of mini/main frame.
Arranges for maintenance of equipment and revises work
schedules accordingly.
SOFTWARE ENGINEERS
Specific skills and tools used for Software
Engineers: Javascript, C#, visual basic, and .Net.
48441 SOFTWARE ENGINEER I (ENTRY LEVEL)
First of five levels of Software Engineer; entry level. Assists
in the development of software involving routine application
of proven, well-documented techniques with minimal tech-
nical risk. Prepares detailed plans, generally spanning several
weeks. Conducts simple investigative analysis and tests. Acts
as a team member with other functional groups to conduct
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
software design reviews. Typically requires a bachelor's of
science degree and less than 1 year of experience.
48442 SOFTWARE ENGINEER II (JOURNEY LEVEL)
Second of five levels of Software Engineer. Develops soft-
ware, choosing between alternative approaches with some
originality and moderate technical risk. Prepares detailed
plans, generally spanning several months. Designs and im-
plements test procedures. Interacts on a regular basis with
other functional groups and customers on technical and/or
administrative matters. Participates in the formation of pro-
jects goals, scope and schedule. Typically requires a bache-
lor's of science degree and 1+ years of experience or a mas-
ter's of science degree and less than 1 year of experience.
48443 SOFTWARE ENGINEER III (SENIOR LEVEL)
Third of five levels of Software Engineer. Develops and/or
provides technical leadership in the development of software
involving application of new technologies with significant
technical risk. Prepares detailed plans, which may span over
a year for programs or complex projects. Determines test
philosophy, goals and objectives. Interacts frequently with
other functional groups, customers or vendors on matters
involving significant company resources. Participates in the
formation of project goals, scope and schedule. Typically
requires a bachelor's of science degree and 3+ years of expe-
rience or a master's of science degree and 1+ years of experi-
ence.
48444 SOFTWARE ENGINEER IV (PRINCIPAL)
Fourth of five levels of Software Engineer; advanced or
principal level. Develops and/or provides technical leader-
ship in the development of software involving application of
new technologies with significant technical risk. Provides
technical consultation throughout the company in areas of
expertise. Prepares detailed plans, which may span over a
year for programs or complex projects. Advances new tech-
niques or advances the state-of-the-art. Interacts frequently at
a high level with other functional groups, customers, vendors
or industry peers. Initiates broad new development projects.
Establishes program goals and defines plans and
cost/schedule requirement. Typically requires a bachelor's of
science degree and 5+ years of experience or a master's of
science degree and 3+ years of experience.
48445 SOFTWARE ENGINEER V (SENIOR PRINCIPAL)
Fifth of five levels of Software Engineer; highest non-
supervisor; senior principal. Plans and directs the technical
aspects of the most highly complex software development
programs. Synthesizes and analyzes studies which require
application of advanced knowledge in a specific field. Re-
searches, studies and proposes use of new technologies to be
used in the development of new and improved products. As-
sists with strategic planning from the technical perspective
for product line or business group. Typically requires of a
bachelor's of science degree and 8+ years of experience or a
master's of science degree and 5+ years of experience.
Page 73

SOFTWARE QUALITY AND TESTING
In support of a quality assurance program for a software
product, sets up and conducts quality tests for highly com-
plex software applications. Debugs and develops test envi-
ronments and quality plans. Specific responsibilities may
include: establishment of software quality standards for life
cycle, documentation, development methods, testing and
maintenance and development of quantitative measurements
and techniques for measuring software quality. May also
establish advanced software test standards and methods and
conduct complex software tests. May review and evaluate
software quality assurance products and services for applica-
bility to in-house needs.
48451 SOFTWARE QUALITY ASSURANCE
(ENTRY LEVEL)
Under direct supervision and at the beginning level, performs
assignments that involve responsibility for a secondary pro-
ject or a part of a major project. Testers in this classification
typically have a B.S. (or equivalent) in a specified area of
computer science and less than 0 - 2 years of professional
experience or may have a master’s degree with no job expe-
rience.
48452 SOFTWARE QUALITY ASSURANCE
(JOURNEY LEVEL)
Under general supervision and some latitude for unreviewed
action, performs assignments that involve responsibility for a
secondary project or a part of a major project. Testers in this
classification ordinarily have a B.S. (or equivalent) in a spec-
ified area of computer science and 2-3 years of professional
experience or may have a master’s degree with less job expe-
rience.
48453 SOFTWARE QUALITY ASSURANCE
(SENIOR LEVEL)
Under minimal direction, works on complex assignments
which are typically delegated in terms of objectives rather
than specific instruction or priorities. May provide guidance
or assistance to lower level employees, but is not in a lead
position. Testers in this level ordinarily have a B.S. degree
and 3-5 years of professional experience.
48433 AUTOMATED TEST ENGINEER
Designs and codes automated testing scripts. Creates test
plans from Requirements and Design Documents. Records
test results. Identifies, reproduces, and reports defects. Main-
tains test plans. Typically requires Bachelor’s degree in
Computer Science or related discipline and 2+ years of
hands-on development experience.
Page 74 MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
48465 SOFTWARE CONFIGURATION MANAGER
Ensures consistency of infrastructural tools and processes
being used. Monitors and manages source control and con-
figuration management systems. Administers regular builds
and releases. Provides infrastructural support of projects.
Typically requires bachelors degree and 2 years experience.
Requires experience with scripting languages (Perl, TCL,
etc.).
TELECOMMUNICATIONS
48461 TELECOMMUNICATIONS ANALYST
(ENTRY LEVEL)
Under direct supervision provides support for operations of
telecommunications network. Assists in monitoring, main-
taining, and simple trouble-shooting of the system to maxim-
ize performance and on-line availability. Typically requires
high school graduation or equivalent supplemented by other
technical training in a related field and 1-2 years of telecom
experience.
48230 TELECOMMUNICATIONS ANALYST
(JOURNEY LEVEL)
Responsible for the operation of the telecommunications
network to insure maximum productivity and availability of
network. Interfaces with users on problem determination and
resolution of network problems. Ensures the performance of
all telecommunications equipment. Responsible for equip-
ment installation, trouble shooting and hardware testing.
Maintains internal systems to assure that network compo-
nents are operational. Typically requires high school gradua-
tion or equivalent supplemented by other technical training
in a related field and more than 3 years experience in tele-
communications.
48462 TELECOMMUNICATIONS ANALYST
(SENIOR LEVEL)
Responsible for the operation of the telecommunications
network to ensure maximum productivity and availability of
network. Interfaces with users on problem determination and
resolution of network problems. Ensures the performance of
all telecommunications equipment. Responsible for equip-
ment installation, trouble shooting and hardware testing. Co-
ordinates activities of equipment and line vendors and main-
tains internal systems to assure that network components are
operational. Maintains records and coordinates preventive
maintenance and/or corrective programs with vendor person-
nel. Responsible for voice communications support. Works
on complex system problems. Must be able to perform with
little or no supervision. Typically requires high school grad-
uation or equivalent supplemented by other technical training
in a related field and more than 6 years experience in tele-
communications.

TELECOMMUNICATIONS (continued)
TELECOMMUNICATION SERVICES MANAGER
Manages the day-to-day telecommunications activities, in-
cluding planning and maintenance of voice and data, video
and image telecommunication systems. Will allocate the
necessary resources in support of telecommunications strate-
gic and tactical planning. Interfaces with customers, vendors
and management. If at supervisor level, supervises and di-
rects the voice communications group including setting pri-
orities, coordination and reporting of voice communication
group activities. Assists in the determination of the most cost
effective voice communications for the organization and
administering the budget for voice communications and re-
lated equipment. Performs capacity reviews and plans for
voice communications equipment and functions, as well as
analyzing vendor proposals with the assistance of the data
communications group. Ensures the performance of all tele-
communications equipment.
48869 This Position is a: Functional Manager
48870 This Position is a: First-Line Supervisor
Highest Level Supervised: Non-Exempt/Non-Supv.
Exempt Employees
WEB BASED OPERATIONS
Specific skills and tools used for this category:
Current web content and design development
software (Macromedia, PHP), HTML, relational
database design and integration, image development
software (Adobe Photoshop, Illustrator, Corel Draw,
Flash), internet service integration (electronic
commerce services, search engine integration),
intranet and internet management software
48463 WEB COORDINATOR
Responsible for coordinating the maintenance and content
integrity of an organization’s web site. Performs a variety of
duties in the design, testing and maintenance of the organiza-
tion website. Manages organizational web administration.
May work collaboratively with cross-departmental web con-
tent development teams to manage web content updates and
standards. Responsible for all facets of web design, imple-
mentation, project coordination, site appearance, navigation,
search engine, ongoing maintenance, content management
and workflow. Typically requires a BA/BS or equivalent or
related web management training and 3 years experience
managing web services.
MSEC 2016 Benchmark Compensation Survey for AZ, CO, UT & WY Employers
48215 WEBMASTER / WEB ADMINISTRATOR
(JOURNEY LEVEL)
With direction, supports the organization’s strategies and
goals relative to external communications by designing and
building web page links using a variety of graphics software
applications, tools, and techniques such as interface features,
site animation, and special-effects elements. Using languages
such as HTML, creates and develops visually aesthetic
graphics and may write text about the organization and web
site, catalogs, short stories and customer support documents
for inclusion in the site itself. Adds links, ensuring theme
consistency and scheduling workload. Requires a mastery of
web-based technologies and thorough knowledge of HTML,
PhotoShop, Illustrator, and/or other design-related applica-
tions. Duties usually include design, production, and creating
functional links on the web. Typically requires a BA/BS or
equivalent or related web design/development training and 3
years experience managing web services.
48464 WEBMASTER / WEB ADMINISTRATOR
(SENIOR LEVEL)
Under limited direction, supports the organization’s strate-
gies and goals relative to external communications by de-
signing and building web page links using a variety of
graphics software applications, tools, and techniques such as
interface features, site animation, and special-effects ele-
ments. Leads the development, coordination, maintenance,
and technical strategy for both the Internet and Intranet web
services including the enterprise website, department web
presence, web applications, and related hardware and soft-
ware components. Requires a mastery of web-based technol-
ogies and thorough knowledge in web design, current web
authoring/development software, electronic commerce meth-
ods, internet standards and protocols, security, database con-
nectivity, creates and develops visually aesthetic graphics
and may write content about the organization and web site,
catalogs, short stories and customer support document. Du-
ties usually include design, production, and creating func-
tional links on the web, and can effectively manage web ser-
vices on a variety of operating systems. Typically requires a
BA/BS or equivalent and 6 years experience designing web
graphics and web site construction.
Page 75
 INDEX
(Numerically by Job Code)

Code Title Page Code Title Page

16001 CC Accounting Clerk I (Entry Level) .................. 9 16095 CC Office Services Support .................................. 5
16002 CC Accounting Clerk II ........................................ 9 16096 CC Document Imaging Clerk I ............................. 5
16003 CC Accounting Clerk III ....................................... 9 16097 CC Document Imaging Clerk II ............................ 6
16007 CC Bookkeeper, Full Charge .............................. 11 16098 CC Payroll Specialist ............................................ 9
16008 CC Cashier, Office ............................................. 11 16099 CC Leave Specialist ............................................ 15
16013 CC Credit and/or Collection Clerk ...................... 11 16101 CC Associate Attorney ....................................... 21
16015 CC Copy Center Operator ..................................... 5 16102 CC Attorney ........................................................ 21
16016 CC File Clerk I (Entry Level) .............................. 5 16103 CC Senior Attorney ............................................ 21
16017 CC File Clerk II .................................................. 5 16104 CC Managing Attorney ....................................... 21
16018 CC Supply Clerk ................................................. 57 16107 CC Paralegal I (Entry Level) .............................. 21
16019 CC Mail Clerk ....................................................... 5 16108 CC Paralegal II ................................................... 21
16020 CC Messenger, Office/Courier.............................. 5 16109 CC Paralegal III ................................................. 21
16023 CC Offset Printing Machine Operator .................. 5 16110 CC Legal Secretary I (Entry Level) .................... 21
16024 CC Order Processor ............................................ 57 16111 CC Legal Secretary II ........................................ 21
16025 CC Payroll Clerk I (Entry Level) .......................... 9 16112 CC Legal Secretary III ....................................... 21
16026 CC Payroll Clerk II ............................................... 9 16158 CC Library Director .............................................. 7
16027 CC Switchboard Operator ..................................... 6 16301 CC Cost Accountant I ........................................... 9
16029 CC Human Resources Assistant I ....................... 16 16302 CC Cost Accountant II ........................................ 10
16030 CC Production Control Clerk .............................. 49 16303 CC Accountant, General I (Entry Level) ........... 10
16031 CC Production Expediter .................................... 49 16304 CC Accountant, General II ................................ 10
16032 CC Production Planner/Scheduler II ................... 49 16305 CC Accountant, General III ............................... 10
16033 CC Purchasing Expediter .................................... 57 16306 CC Tax Accountant ............................................ 10
16034 CC Receptionist .................................................... 6 16307 CC Graphic Artist ............................................... 25
16035 CC Production Planner/Scheduler I (Entry) ........ 49 16308 CC Internal Auditor ............................................ 11
16036 CC Administrative Assistant I (Entry Level) ........ 6 16309 CC Risk Assessment Manager ........................... 12
16037 CC Administrative Assistant II ............................. 6 16310 CC Buyer I (Entry Level) .................................. 57
16038 CC Administrative Assistant III ............................ 6 16311 CC Buyer II ........................................................ 58
16039 CC Administrative Assistant IV............................ 6 16312 CC Buyer III ...................................................... 58
16040 CC Executive Assistant ......................................... 6 16313 CC HRIS Specialist ........................................... 17
16041 CC Traffic/Rate Assistant ................................... 60 16315 CC Librarian, Technical I .................................... 7
16047 CC Audio Visual Technician ................................ 6 16316 CC Librarian, Technical II .................................... 7
16048 CC Billing Processor ........................................... 11 16317 CC Human Resources Assistant II ...................... 16
16049 CC Credit and/or Collection Specialist ............... 11 16318 CC Photographer................................................. 25
16050 CC Customer Service Rep I (Entry Level).......... 23 16319 CC Training Specialist II .................................... 18
16051 CC Executive Assistant to CEO ............................ 6 16320 CC Compensation Analyst II .............................. 15
16053 CC Customer Service Representative II.............. 23 16321 CC Writer/Editor................................................. 25
16057 CC Document Control Coordinator ................... 30 16322 CC Graphic Designer (Computer-Assisted)........ 25
16058 CC Administrative Analyst ................................... 6 16323 CC Nurse, Occupational Health .......................... 18
16059 CC Purchasing Assistant .................................... 57 16324 CC Internal Auditor, Senior ................................ 11
16060 CC Desktop Publishing Operator ........................ 25 16325 CC Financial/Bus/Budget Analyst I (Entry) ....... 12
16061 CC Sales Marketing Assistant............................. 24 16326 CC Financial/Business/Budget Analyst II .......... 12
16090 CC Business Support - Level I .............................. 4 16327 CC Financial/Business/Budget Analyst III ......... 12
16091 CC Business Support - Level II ............................ 4 16330 CC Editor-In-Chief ............................................. 25
16092 CC Business Support - Level III ........................... 4 16331 CC Managing Editor ........................................... 25
16093 CC Business Support - Level IV ........................... 4 16332 CC Assistant Editor ............................................ 25
16094 CC Business Support - Level V ............................ 5 16333 CC Editor ............................................................ 25

Page 76 2016 Benchmark Compensation Job Description Booklet

 INDEX
(Numerically by Job Code)

Code Title Page Code Title Page

16350 CC Production Supervisor ................................. 50 16413 CC Engineer III ................................................... 35
16361 CC Traffic/Rate Analyst ..................................... 60 16414 CC Engineer IV .................................................. 35
16362 CC Benefits Administrator.................................. 15 16415 CC Engineer V .................................................... 35
16363 CC Record Systems Coordinator .......................... 7 16416 CC Application Engineer .................................... 34
16364 CC Marketing Generalist I (Entry Level) ........... 24 16417 CC Environmental Health Specialist .................. 19
16365 CC Marketing Generalist II................................. 24 16419 CC Safety Engineer/Officer ................................ 19
16367 CC Training Specialist I (Entry Level) ............... 18 16420 CC Sales/Application Engineer II ....................... 37
16368 CC Benefits Administrator, Senior ..................... 15 16421 CC Sales/Application Engineer III ..................... 37
16369 CC Records Manager ............................................ 7 16423 CC Survey Technician ........................................ 30
16370 CC Marketing Generalist III ............................... 24 16424 CC Survey Party Chief........................................ 30
16372 CC Recruiter ...................................................... 16 16427 CC Engineering Cost Estimator .......................... 31
16373 CC Sales Representative ..................................... 26 16428 CC Prototype Fabricator/Model Maker .............. 31
16374 CC Sales Representative II ................................. 26 16430 CC Technical Writer ........................................... 32
16375 CC Telemarketing Representative ..................... 27 16431 CC Technician I .................................................. 31
16376 CC Customer Service Representative III ............ 23 16432 CC Technician II ................................................. 31
16377 CC Contract Administrator II.............................. 57 16433 CC Technician III ............................................... 31
16378 CC Human Resources Generalist I...................... 16 16434 CC Environmental Health & Safety Coord ......... 19
16379 CC Human Resources Generalist II ................... 17 16435 CC Field Service Representative I ...................... 30
16380 CC Employee Relations Specialist...................... 16 16436 CC Field Service Representative II ..................... 30
16381 CC Workers’ Compensation and Safety 16437 CC Service Technician (In House) ..................... 30
Coordinator .................................................... 18 16438 CC Designer (CAD) I ......................................... 32
16382 CC Risk Analyst ................................................. 12 16439 CC Designer (CAD) II ........................................ 32
16383 CC Wellness Program Coordinator ..................... 18 16440 CC Designer (CAD) III ....................................... 32
16384 CC Media Specialist.............................................. 7 16441 CC Engineering Aide .......................................... 34
16385 CC Compensation Analyst III ............................. 15 16442 CC Scientist I ...................................................... 33
16386 CC Contract Administrator III ............................ 57 16443 CC Scientist II..................................................... 33
16387 CC HRIS Analyst ................................................ 17 16444 CC Scientist III ................................................... 33
16388 CC Trade Show Coordinator............................... 25 16445 CC Scientist IV ................................................... 34
16389 CC Social Media / E-Marketing Specialist ......... 23 16451 CC Electrical Engineer I ..................................... 36
16390 CC Product Analyst ............................................ 26 16452 CC Electrical Engineer II .................................... 36
16391 CC Technical Customer Service Representative. 23 16453 CC Electrical Engineer III .................................. 36
16392 CC Retail Store Sales Associate ......................... 26 16454 CC Electrical Engineer IV .................................. 36
16393 CC Call Center Universal Representative I......... 27 16455 CC Electrical Engineer V.................................... 36
16394 CC Call Center Universal Representative II ....... 27 16456 CC Mechanical Engineer I .................................. 37
16395 CC Call Center Universal Representative III ...... 27 16457 CC Mechanical Engineer II ................................ 37
16396 CC Call Center Universal Representative Lead .. 27 16458 CC Mechanical Engineer III ............................... 37
16397 CC Call Center Scheduler ................................... 27 16459 CC Mechanical Engineer IV ............................... 37
16401 CC Chemist I (Entry Level) ................................ 33 16460 CC Mechanical Engineer V ................................ 37
16402 CC Chemist II .................................................... 33 16461 CC Facilities Engineer I ...................................... 36
16403 CC Chemist III ................................................... 33 16462 CC Facilities Engineer II .................................... 36
16405 CC Drafter I ........................................................ 31 16463 CC Facilities Engineer III ................................... 36
16406 CC Drafter II ....................................................... 32 16464 CC Facilities Engineer IV ................................... 36
16407 CC Drafter III ...................................................... 32 16465 CC Facilities Engineer V .................................... 36
16410 CC Sales/Application Engineer I ........................ 37 16466 CC Systems Engineer I ....................................... 37
16411 CC Engineer I ..................................................... 35 16467 CC Systems Engineer II ...................................... 37
16412 CC Engineer II .................................................... 35 16468 CC Systems Engineer III .................................... 37

2016 Benchmark Compensation Job Description Booklet Page 77

 INDEX
(Numerically by Job Code)

Code Title Page Code Title Page

16469 CC Systems Engineer IV .................................... 37 16547 CC Tool and Die Maker - B .............................. 48
16470 CC Systems Engineer V ...................................... 37 16548 CC Tool and Die Maker - A .............................. 48
16471 CC Civil Engineer I ............................................ 36 16549 CC Tool Crib Attendant ...................................... 49
16472 CC Civil Engineer II ........................................... 36 16550 CC Welder - B ................................................... 49
16473 CC Civil Engineer III .......................................... 36 16551 CC Welder - A .................................................... 49
16474 CC Civil Engineer IV .......................................... 36 16552 CC Welder, Heliarc ............................................ 49
16475 CC Civil Engineer V ........................................... 36 16557 CC Injection Molding Machine Operator I ......... 47
16476 CC Chemical Engineer I ..................................... 35 16565 CC Test Technician I (Entry Level) .................... 46
16477 CC Chemical Engineer II .................................... 35 16566 CC Test Technician II ......................................... 46
16478 CC Chemical Engineer III................................... 35 16567 CC Test Technician III........................................ 46
16479 CC Chemical Engineer IV .................................. 35 16569 CC Production Technician I ............................... 47
16480 CC Chemical Engineer V .................................... 35 16570 CC Production Technician II .............................. 47
16481 CC Chief Surveyor .............................................. 30 16572 CC Mfg - Operators/Assemblers – Entry ............ 42
16482 CC Hardware Engineer I ..................................... 36 16573 CC Mfg - Operators/Assemblers – Junior ........... 42
16483 CC Hardware Engineer II.................................... 36 16574 CC Mfg - Operators/Assemblers – Inter. ............ 42
16484 CC Hardware Engineer III .................................. 36 16575 CC Mfg - Operators/Assemblers – Senior .......... 42
16485 CC Field Service Engineer .................................. 30 16576 CC Mfg - Operators/Assemblers – Specialist ..... 43
16486 CC Process Engineer I ........................................ 37 16578 CC Production Planner/Scheduler III (Master) ... 49
16487 CC Process Engineer II ....................................... 37 16579 CC Mfg - Machine Operators – Entry................. 43
16488 CC Process Engineer III ...................................... 37 16580 CC Mfg- Machine Operators – Junior ................ 43
16489 CC Process Engineer IV ..................................... 37 16581 CC Mfg - Machine Operators – Intermediate ..... 44
16490 CC Process Engineer V ....................................... 37 16582 CC Mfg - Machine Operators – Senior ............... 44
16491 CC Quality Control Engineer I ........................... 37 16583 CC Mfg - Machine Operators – Specialist .......... 44
16492 CC Quality Control Engineer II .......................... 37 16584 CC Injection Molding Machine Operator II........ 47
16493 CC Quality Control Engineer III ......................... 37 16585 CC Laboratory Technician (QA) ........................ 46
16494 CC Quality Control Engineer IV......................... 37 16586 CC Manufacturing Execution Systems (MES)
16495 CC Quality Control Engineer V .......................... 37 Specialist ....................................................... 50
16496 CC Hardware Engineer IV .................................. 36 16602 CC Carpenter ...................................................... 52
16497 CC Hardware Engineer V ................................... 36 16604 CC Light Equipment Operator ............................ 54
16498 CC Sales/Application Engineer IV ..................... 37 16606 CC Dispatcher .................................................... 52
16499 CC Sales/Application Engineer V ....................... 37 16607 CC Electrician I Assistant ................................... 53
16505 CC CNC Machining Center Operator I (Entry) .. 47 16608 CC Electrician II (Journey) ................................. 53
16506 CC CNC Machining Center Operator II ............. 47 16609 CC Fork Lift Driver (Power) .............................. 60
16507 CC CNC Machining Center Operator III ............ 47 16611 CC Guard, Unarmed .......................................... 18
16520 CC Inspector, Floor ............................................. 46 16612 CC Office Janitor ............................................... 53
16521 CC Quality Inspector/Auditor I (Entry Level) .... 46 16613 CC Laborer/General Plant Helper ....................... 53
16522 CC Quality Inspector/Auditor II ......................... 46 16614 CC Machine Maintenance Mechanic II .............. 54
16523 CC Quality Inspector/Auditor III ........................ 46 16615 CC Electrician III (Master) ................................. 53
16524 CC Machine Tool Operator I (Entry Level) ........ 48 16616 CC Packer ........................................................... 60
16525 CC Machine Tool Operator III ............................ 48 16617 CC Painter, Maintenance .................................... 52
16529 CC Machinist I (Entry Level) ............................. 48 16619 CC Shipping and/or Receiving Processor ........... 60
16533 CC Machine Tool Operator II ............................. 48 16620 CC Stationary Engineer - High Pressure............. 54
16534 CC Machinist II................................................... 48 16621 CC Plant Janitor/Sanitation ................................. 53
16535 CC Machinist III ................................................. 48 16623 CC Trade Helper ................................................. 53
16538 CC CNC Machine Programmer .......................... 47 16624 CC Driver I ......................................................... 54
16540 CC Painter, Production Spray - Finished Goods 49 16625 CC Driver II ........................................................ 54
16546 CC Sheet Metal Machine Operator ..................... 47 16626 CC Driver III (Local) .......................................... 54

Page 78 2016 Benchmark Compensation Job Description Booklet

 INDEX
(Numerically by Job Code)
Code Title Page
16627 CC Vehicle Mechanic ......................................... 54
16628 CC Warehouse Worker ....................................... 60
16630 CC Pipefitter/Plumber A ..................................... 52
16631 CC Repairman A - Electronic Instrument ........... 53
16632 CC Driver IV (Over-the-Road) ........................... 54
16634 CC Telephone Technician ................................... 54
16635 CC Heavy Equipment Mechanic ......................... 55
16636 CC Machine Maintenance Mechanic I (Entry) ... 53
16672 CC Material Handling Workers - Level I............ 59
16673 CC Material Handling Workers - Level II .......... 59
16674 CC Material Handling Workers - Level III ......... 59
16675 CC Material Handling Workers - Level IV ......... 59
16683 CC Machine Maintenance Mechanic III ............. 54
16684 CC Facilities Specialist ....................................... 55
16685 CC HVAC Mechanic .......................................... 52
16686 CC Energy Conservation Specialist .................... 55
16695 CC Security Specialist ........................................ 18
16701 CC Construction Equipment Operator ............... 54
16720 CC Area Manager/Director ................................. 50
16760 CC Cost and Material Estimator ........................ 58
16765 CC Buyer/Planner ............................................... 57
16769 CC Facilities Maintenance Mechanic I (Entry) ... 52
16770 CC Facilities Maintenance Mechanic II .............. 52
16771 CC Facilities Maintenance Mechanic III ............ 52
16772 CC Facilities Planner .......................................... 55
16779 CC Industrial/Manufacturing Engineer II .......... 34
16780 CC Industrial/Manufacturing Engineer III ......... 34
16781 CC Quality Assurance Engineer ......................... 34
16798 CC Mfg - Supervisors/Managers – Level I ......... 45
16799 CC Mfg - Supervisors/Managers – Level II ........ 45
16800 CC Mfg - Supervisors/Managers – Level III ...... 45
16801 CC Assembly Supervisor .................................... 46
16802 CC Supply Chain Director .................................. 60
16803 CC Employee Relations Manager ....................... 16
16806 CC Production Control Supervisor/Manager (First-
Line Supv of Non-Supv Exempt Employees) 50
16807 CC Production Machine Shop Supervisor ......... 48
16808 CC Quality Control Supervisor/Manager (First-
Line Supv of Non-Exempt Employees) ......... 46
16809 CC Quality Control Supervisor/Manager (First-
Line Supv of Non-Supv Exempt Employees) 46
16810 CC Tool and Die Supervisor ............................... 49
16811 CC Environmental Health & Safety Manager
(Functional Manager) ................................... 19
16812 CC Custodial Services Supervisor ....................... 53
16813 CC General Maintenance Supervisor .................. 55
16814 CC Machine Maintenance Supervisor ................. 55
2016 Benchmark Compensation Job Description Booklet
Code .................................................................. Title
16815 CC Shipping and/or Receiving Supervisor .......... 60
16816 CC Environmental Compliance Manager
(Functional Manager) ................................... 19
16817 CC Warehouse Supervisor .................................. 60
16818 CC General Foreman/Supervisor - Maintenance
Trade Functions ............................................ 55
16819 CC General Foreman/Supervisor - Production
Processing Functions .................................... 50
16821 CC Accounting Supervisor/Manager (First-Line
Supv of Non-Exempt Employees) ................. 10
16822 CC Accounting Supervisor/Manager (First-Line
Supv of Non-Supv. Exempt Employees) ....... 10
16823 CC Accounting Supervisor/Manager (Second-Line
Manager of First-Line Supv.) ........................ 10
16824 CC Administrative Support Services
Supervisor/Manager (Supervises One Area) ... 7
16825 CC Administrative Support Services
Supervisor/Manager (Supervises 2+ Areas) .... 7
16827 CC Compensation Supervisor/Manager.............. 15
16828 CC Executive Editor/Editorial Director .............. 25
16830 CC Cost Accounting Supervisor/Manager .......... 10
16831 CC Credit Supv/Mgr (First-Line Supv.) ............. 12
16832 CC Credit Supv/Mgr (Second-Line Manager) .... 12
16833 CC Drafting and Documentation Mgr. ............... 32
16834 CC Drafting/Design Supervisor .......................... 32
16835 CC Employee Benefits Administration
Supervisor/Manager ...................................... 15
16836 CC Recruiting/Employment Supv/Mgr............... 16
16837 CC Office Supervisor/Manager ............................ 7
16838 CC Marketing and Sales Director ....................... 24
16839 CC Payroll Supervisor/Manager
(First Line Supervisor) .................................... 9
16840 CC Human Resources Supv/Mgr (First-Line
Supv of Non-Exempt Employees) ................. 17
16841 CC Human Resources Supv/Mgr (First-Line
Supv of Non-Supv. Exempt Employees) ....... 17
16842 CC Human Resources Supervisor/Manager
(Second-Line Manager) ................................. 17
16843 CC Retail Store Manager .................................... 26
16844 CC Public Relations Supv/Mgr (First-Line Supv of
Non-Exempt/Non-Supv Exempt Employees) 26
16845 CC Purchasing Supervisor/Manager (First-Line
Supv of Non-Exempt Employees) ....................... 58
16846 CC Purchasing Supervisor/Manager (First-Line
Supv of Non-Supv Exempt Employees) ........ 58
16847 CC Purchasing Supervisor/Manager
(Second-Line Manager) ................................. 58
16849 CC Traffic Supervisor/Manager.......................... 60
Page 79
 INDEX
(Numerically by Job Code)
Code Title Page
16850 CC Training Supervisor/Manager (First-Line Supv
of Non-Exempt Employees) .......................... 18
16851 CC Training Supervisor/Manager (First-Line
Supv of Non-Supv Exempt Employees) ........ 18
16852 CC Call Center Supervisor .................................. 27
16853 CC Call Center Manager ..................................... 27
16854 CC Call Center Director ...................................... 27
16855 CC Customer Service Manager ........................... 23
16856 CC Audit Supervisor/Manager ............................ 11
16857 CC Security Supervisor/Manager ....................... 19
16859 CC Controller - Second-Line Manager ............... 13
16860 CC Controller (Functional Manager) .................. 13
16861 CC Accounts Receivable/Payable
Supervisor/Manager (First-Line Supv.) ......... 11
16862 CC Accounts Receivable/Payable
Supervisor/Manager (Second-Line Mgr.) ...... 11
16863 CC Financial/Business/Budget Analysis Mgr ..... 12
16864 CC Payroll Supervisor/Manager (First/Second-
Line Supv/Mgr) ............................................... 9
16865 CC Controller - First-Line-Supv. ........................ 13
16867 CC Public Relations Supervisor/Manager
(Second-Line Mgr) ........................................ 26
16868 CC Marketing Manager (First-Line Supv of Non-
Supervisory Exempt Employees) .................. 24
16869 CC Environmental Health & Safety Manager..... 19
16874 CC General Sales Manager ................................ 27
16875 CC Manufacturing/Plant Manager ..................... 50
16876 CC Product Development Director
(Second-Line Supv) ....................................... 26
16877 CC Regional Sales Manager ............................... 27
16878 CC District Sales Manager ................................. 27
16879 CC Product/Brand Manager (First-Line Supv of
Non-Supervisory Exempt Employees) .......... 26
16880 CC Customer Service Supervisor ....................... 23
16881 CC Customer Service Director............................ 23
16883 CC Assistant Controller ...................................... 13
16884 CC Head of Safety .............................................. 19
16886 CC Human Resources Administrator
(Functional Manager) ................................... 15
16887 CC Public Relations Director
(Functional Manager) .................................... 26
16888 CC Marketing Director (Functional Manager).... 24
16889 CC Compensation/Benefits Manager .................. 15
16890 CC Chemist Manager ......................................... 33
16891 CC Engineering Manager.................................... 34
16892 CC Environmental Compliance Manager ........... 19
16893 CC Facilities Supervisor/Manager (First-Line
Supv of Non-Exempt Employees) ................. 55
Page 80 2016 Benchmark Compensation Job Description Booklet
Code Title Page
16894 CC Facilities Supervisor/Manager
(Second-Line Manager) ................................. 55
16895 CC HRIS Supervisor/Manager ........................... 17
16896 CC Product/Brand Manager (Functional Mgr) ... 26
16897 CC Marketing Director (Second-Line Supv) ...... 24
16898 CC Materials Manager ........................................ 57
16899 CC HRIS Administrator (Functional Manager) .. 17
16901 CC Chief Executive Officer (CEO) ...................... 2
16902 CC Chief Operating Officer (COO) /
Executive Vice President (EVP)...................... 2
16903 CC Chief Financial Officer ................................. 13
16904 CC Chief Marketing and Sales Executive........... 27
16905 CC Chief Marketing Executive ........................... 28
16906 CC Chief Sales Executive ................................... 28
16907 CC Chief Research / Development and
Engineering Executive................................... 35
16908 CC Chief Research and Development Exec........ 35
16909 CC Chief Engineering Executive ........................ 35
16911 CC Chief Manufacturing Executive .................... 50
16912 CC Chief Human Resources Executive .............. 17
16913 CC Chief Legal Executive / General Counsel..... 21
16914 CC Chief Business Development Executive ......... 2
16915 CC Ethics and Compliance Officer ....................... 2
16916 CC Business Project Manager............................... 2
16917 CC Business Project Manager, Senior .................. 2
16918 CC Director of Administrative Services ............... 2
48101 IT Report Writer ............................................... 66
48201 IT Computer Operator I (Entry Level) .............. 72
48202 IT Computer Operator II (Journey Level) ......... 73
48203 IT Computer Operator III (Senior Level) .......... 73
48209 IT Data Entry Operator II (Journey Level) ........ 72
48212 IT Technology and Software Trainer ................ 65
48215 IT Webmaster / Web Administrator
(Journey Level).............................................. 75
48217 IT Application Support Administrator
(Entry Level) ................................................. 65
48218 IT Application Support Administrator
(Journey Level).............................................. 65
48219 IT Application Support Administrator
(Senior Level) ................................................ 65
48220 IT Information Technology Architect ............... 66
48230 IT Telecommunications Analyst (Journey) ....... 74
48231 IT Technical Support Analyst (Entry Level) ...... 64
48234 IT Dispatch Coordinator .................................... 64
48236 IT Business Analyst (Journey Level) ................ 66
48237 IT Business Analyst (Senior Level) ................... 66
 INDEX
(Numerically by Job Code)

Code Title Page Code Title Page

48238 IT Project Manager (Journey Level) ................. 67 48444 IT Software Engineer IV (Principal) ................. 73
48243 IT Database Administrator (Senior Level) ........ 70 48445 IT Software Engineer V (Senior Principal) ....... 73
48245 IT Technical Support Analyst (Senior Level).... 65 48446 IT Database Administrator (Journey Level) ...... 70
48258 IT Application Programmer/Analyst 48451 IT Software Quality Assurance (Entry Level) .. 74
(Entry Level) ................................................. 69 48452 IT Software Quality Assurance (Journey Level)74
48259 IT Systems Administrator (Journey Level) ....... 72 48453 IT Software Quality Assurance (Senior Level) . 74
48260 IT Network Administrator (Journey Level) ....... 71 48460 IT Systems Administrator (Entry Level) ........... 72
48263 IT Application Programmer/Analyst 48461 IT Telecommunications Analyst (Entry) ........... 74
(Journey Level) .............................................. 69 48462 IT Telecommunications Analyst (Senior) ......... 74
48275 IT Technical Instructor/Trainer ......................... 65 48463 IT Web Coordinator .......................................... 75
48283 IT Electronic Data Interchange (EDI) 48464 IT Webmaster / Web Administrator
Administrator ................................................. 69 (Senior Level) ................................................ 75
48284 IT Information Security Analyst........................ 66 48465 IT Software Configuration Manager ................. 74
48285 IT Information Security Manager ...................... 66 48467 IT Business Intelligence Analyst ....................... 66
48291 IT Application Programmer/Analyst 48808 IT Director of Project Management .................. 67
(Senior Level) ................................................ 69
48809 IT GIS Supervisor ............................................. 71
48298 IT Project Manager (Senior Level) .................... 67
48810 IT GIS Manager ................................................ 71
48299 IT Systems Administrator (Senior Level).......... 72
48811 IT Systems Administration Manager................. 72
48418 IT GIS Technician ............................................. 70
48812 IT Network Manager ......................................... 71
48422 IT GIS Coordinator............................................ 70
48814 IT System Analysis Supervisor/Manager
48423 IT GIS Analyst (Journey Level) ........................ 70 (First-Line Supervisor) .................................. 68
48424 IT GIS Analyst (Senior Level) .......................... 70 48815 IT System Analysis Supervisor/Manager
48425 IT Customer Support Technician ...................... 66 (Second-Line Manager) ................................. 68
48427 IT Database Administrator (Entry Level) .......... 69 48816 IT Application Development Manager .............. 69
48428 IT Technical Support Analyst (Journey) ........... 64 48817 IT Database Manager ........................................ 70
48429 IT Technical Writer IT ...................................... 66 48818 IT Service Desk Manager .................................. 65
48430 IT Business Analyst (Entry Level) .................... 66 48828 IT Operations Center Supervisor/Manager
48431 IT Project Coordinator ....................................... 67 (First-Line Supervisor) .................................. 73
48432 IT Project Manager (Entry Level) ..................... 67 48843 IT Information Technology Manager
48433 IT Automated Test Engineer ............................. 74 (Functional Manager) .................................... 64
48434 IT Systems Analyst (Entry Level) ..................... 67 48869 IT Telecommunication Services Manager
48435 IT Systems Analyst (Journey Level) ................. 67 (Functional Manager) .................................... 75
48436 IT Systems Analyst (Senior Level) ................... 68 48870 IT Telecommunication Services Manager
(First-Line Supervisor) .................................. 75
48437 IT ERP Systems Analyst (Entry Level) ............. 68
48876 IT Information Technology Manager
48438 IT ERP Systems Analyst (Journey Level) ......... 68
(First-Line Supervisor) .................................. 64
48439 IT Network Administrator (Entry Level) .......... 71
48882 IT ERP Systems Analyst (Senior Level) ........... 68
48440 IT Network Administrator (Senior Level) ......... 71
48899 IT Information Technology Manager
48441 IT Software Engineer I (Entry Level) ................ 73 (Second-Line Manager) ................................. 64
48442 IT Software Engineer II (Journey Level)........... 73 48910 IT Chief Information Officer (CIO) .................. 64
48443 IT Software Engineer III (Senior Level) ........... 73

2016 Benchmark Compensation Job Description Booklet Page 81

 INDEX
(Alphabetically)

Code Title Page Code Title Page

16303 CC Accountant, General I (Entry Level) ........... 10 16368 CC Benefits Administrator, Senior ..................... 15
16304 CC Accountant, General II ................................. 10 16048 CC Billing Processor .......................................... 11
16305 CC Accountant, General III ............................... 10 16007 CC Bookkeeper, Full Charge .............................. 11
16001 CC Accounting Clerk I (Entry Level) .................. 9 48430 IT Business Analyst (Entry Level) .................... 66
16002 CC Accounting Clerk II ........................................ 9 48236 IT Business Analyst (Journey Level) ................ 66
16003 CC Accounting Clerk III ....................................... 9 48237 IT Business Analyst (Senior Level) .................. 66
16821 CC Accounting Supervisor/Manager (First-Line 48467 IT Business Intelligence Analyst ....................... 66
Supv of Non-Exempt Employees) ................. 10 16916 CC Business Project Manager............................... 2
16822 CC Accounting Supervisor/Manager (First-Line 16917 CC Business Project Manager, Senior .................. 2
Supv of Non-Supvy Exempt Employees) ...... 10 16090 CC Business Support - Level I.............................. 4
16823 CC Accounting Supervisor/Manager (Second-Line 16091 CC Business Support - Level II ............................ 4
Manager of First-Line Supv.) ........................ 10
16092 CC Business Support - Level III ........................... 4
16861 CC Accounts Receivable/Payable
16093 CC Business Support - Level IV ........................... 4
Supervisor/Manager (First-Line Supv.) ......... 11
16094 CC Business Support - Level V ............................ 5
16862 CC Accounts Receivable/Payable
Supervisor/Manager (Second-Line Mgr.) ...... 11 16310 CC Buyer I (Entry Level) .................................. 57
16058 CC Administrative Analyst ................................... 6 16311 CC Buyer II ........................................................ 58
16036 CC Administrative Assistant I (Entry Level) ........ 6 16312 CC Buyer III ...................................................... 58
16037 CC Administrative Assistant II ............................. 6 16765 CC Buyer/Planner ............................................... 57
16038 CC Administrative Assistant III ............................ 6 16854 CC Call Center Director...................................... 27
16039 CC Administrative Assistant IV............................ 6 16853 CC Call Center Manager ..................................... 27
16825 CC Administrative Support Services 16397 CC Call Center Scheduler ................................... 27
Supervisor/Manager (Supervises 2+ Areas) .... 7 16852 CC Call Center Supervisor.................................. 27
16824 CC Administrative Support Services 16393 CC Call Center Universal Representative I ........ 27
Supervisor/Manager (Supervises One Area) ... 7 16394 CC Call Center Universal Representative II ....... 27
48816 IT Application Development Manager .............. 69 16395 CC Call Center Universal Representative III ...... 27
16416 CC Application Engineer .................................... 34 16396 CC Call Center Universal Representative Lead .. 27
48258 IT Application Programmer/Analyst (Entry) ..... 69 16602 CC Carpenter ...................................................... 52
48263 IT Application Programmer/Analyst 16008 CC Cashier, Office ............................................. 11
(Journey Level) .............................................. 69 16476 CC Chemical Engineer I ..................................... 35
48291 IT Application Programmer/Analyst 16477 CC Chemical Engineer II .................................... 35
(Senior Level) ................................................ 69 16478 CC Chemical Engineer III .................................. 35
48217 IT Application Support Administrator 16479 CC Chemical Engineer IV .................................. 35
(Entry Level) ................................................. 65
16480 CC Chemical Engineer V.................................... 35
48218 IT Application Support Administrator
16401 CC Chemist I (Entry Level) ................................ 33
(Journey Level) .............................................. 65
16402 CC Chemist II .................................................... 33
48219 IT Application Support Administrator
(Senior Level) ................................................ 65 16403 CC Chemist III ................................................... 33
16720 CC Area Manager/Director ................................. 50 16890 CC Chemist Manager ......................................... 33
16801 CC Assembly Supervisor .................................... 46 16914 CC Chief Business Development Executive ......... 2
16883 CC Assistant Controller ...................................... 13 16909 CC Chief Engineering Executive ........................ 35
16332 CC Assistant Editor............................................. 25 16901 CC Chief Executive Officer (CEO) ...................... 2
16101 CC Associate Attorney........................................ 21 16903 CC Chief Financial Officer ................................. 13
16102 CC Attorney ........................................................ 21 16912 CC Chief Human Resources Executive .............. 17
16047 CC Audio Visual Technician ................................ 6 48910 IT Chief Information Officer (CIO) .................. 64
16856 CC Audit Supervisor/Manager ............................ 11 16913 CC Chief Legal Executive / General Counsel..... 21
48433 IT Automated Test Engineer ............................. 74 16911 CC Chief Manufacturing Executive .................... 50
16362 CC Benefits Administrator.................................. 15 16904 CC Chief Marketing and Sales Executive........... 27

Page 82 2016 Benchmark Compensation Job Description Booklet

 INDEX
(Alphabetically)

Code Title Page Code Title Page

16905 CC Chief Marketing Executive ........................... 28 16880 CC Customer Service Supervisor ...................... 23
16902 CC Chief Operating Officer (COO) / 48425 IT Customer Support Technician ...................... 66
Executive Vice President (EVP) ...................... 2 48209 IT Data Entry Operator II (Journey Level) ........ 72
16907 CC Chief Research / Development and 48427 IT Database Administrator (Entry Level) .......... 69
Engineering Executive ................................... 35 48446 IT Database Administrator (Journey Level) ...... 70
16908 CC Chief Research and Development Exec ........ 35 48243 IT Database Administrator (Senior Level) ........ 70
16906 CC Chief Sales Executive ................................... 28 48817 IT Database Manager ........................................ 70
16481 CC Chief Surveyor .............................................. 30 16438 CC Designer (CAD) I ......................................... 32
16471 CC Civil Engineer I ............................................ 36 16439 CC Designer (CAD) II ........................................ 32
16472 CC Civil Engineer II ........................................... 36 16440 CC Designer (CAD) III ....................................... 32
16473 CC Civil Engineer III .......................................... 36 16060 CC Desktop Publishing Operator ........................ 25
16474 CC Civil Engineer IV .......................................... 36 16918 CC Director of Administrative Services ............... 2
16475 CC Civil Engineer V ........................................... 36 48808 IT Director of Project Management .................. 67
16538 CC CNC Machine Programmer .......................... 47 48234 IT Dispatch Coordinator .................................... 64
16505 CC CNC Machining Center Operator I 16606 CC Dispatcher .................................................... 52
(Entry Level) ................................................. 47
16878 CC District Sales Manager ................................. 27
16506 CC CNC Machining Center Operator II ............. 47
16057 CC Document Control Coordinator ................... 30
16507 CC CNC Machining Center Operator III ............ 47
16096 CC Document Imaging Clerk I ............................. 5
16320 CC Compensation Analyst II .............................. 15
16097 CC Document Imaging Clerk II ............................ 6
16385 CC Compensation Analyst III ............................. 15
16405 CC Drafter I ........................................................ 31
16827 CC Compensation Supervisor/Manager .............. 15
16406 CC Drafter II ....................................................... 32
16889 CC Compensation/Benefits Manager .................. 15
16407 CC Drafter III...................................................... 32
48201 IT Computer Operator I (Entry Level) .............. 72
16833 CC Drafting and Documentation Mgr. ............... 32
48202 IT Computer Operator II (Journey Level) ......... 73
16834 CC Drafting/Design Supervisor .......................... 32
48203 IT Computer Operator III (Senior Level) .......... 73
16624 CC Driver I ......................................................... 54
16701 CC Construction Equipment Operator ............... 54
16625 CC Driver II ........................................................ 54
16377 CC Contract Administrator II.............................. 57
16626 CC Driver III (Local) .......................................... 54
16386 CC Contract Administrator III ............................ 57
16632 CC Driver IV (Over-the-Road) ........................... 54
16865 CC Controller - First-Line-Supv. ........................ 13
16333 CC Editor ............................................................ 25
16859 CC Controller - Second-Line Manager ............... 13
16330 CC Editor-In-Chief ............................................. 25
16860 CC Controller (Functional Manager) .................. 13
16451 CC Electrical Engineer I ..................................... 36
16015 CC Copy Center Operator ..................................... 5
16452 CC Electrical Engineer II .................................... 36
16301 CC Cost Accountant I ........................................... 9
16453 CC Electrical Engineer III .................................. 36
16302 CC Cost Accountant II ........................................ 10
16454 CC Electrical Engineer IV .................................. 36
16830 CC Cost Accounting Supervisor/Manager .......... 10
16455 CC Electrical Engineer V.................................... 36
16760 CC Cost and Material Estimator ........................ 58
16607 CC Electrician I Assistant ................................... 53
16013 CC Credit and/or Collection Clerk ...................... 11
16608 CC Electrician II (Journey) ................................. 53
16049 CC Credit and/or Collection Specialist ............... 11
16615 CC Electrician III (Master) ................................. 53
16831 CC Credit Supev/Mgr (First-Line Supv.) ............ 12
48283 IT Electronic Data Interchange (EDI)
16832 CC Credit Supv/Mgr (Second-Line Manager) .... 12 Administrator ................................................ 69
16812 CC Custodial Services Supervisor ...................... 53 16835 CC Employee Benefits Administration
16881 CC Customer Service Director............................ 23 Supervisor/Manager...................................... 15
16855 CC Customer Service Manager ........................... 23 16803 CC Employee Relations Manager ....................... 16
16050 CC Customer Service Rep I (Entry Level).......... 23 16380 CC Employee Relations Specialist ..................... 16
16053 CC Customer Service Representative II.............. 23 16686 CC Energy Conservation Specialist .................... 55
16376 CC Customer Service Representative III ............ 23 16411 CC Engineer I ..................................................... 35

2016 Benchmark Compensation Job Description Booklet Page 83

 INDEX
(Alphabetically)
Code Title Page
16412 CC Engineer II .................................................... 35
16413 CC Engineer III ................................................... 35
16414 CC Engineer IV................................................... 35
CC Engineer Level Definitions ......................38-39
16415 CC Engineer V .................................................... 35
16441 CC Engineering Aide .......................................... 34
16427 CC Engineering Cost Estimator .......................... 31
16891 CC Engineering Manager.................................... 34
16892 CC Environmental Compliance Manager .......... 19
16816 CC Environmental Compliance Manager
(Functional Manager) ................................... 19
16434 CC Environmental Health & Safety Coord ......... 19
16869 CC Environmental Health & Safety Manager..... 19
16811 CC Environmental Health & Safety Manager
(Functional Manager) ................................... 19
16417 CC Environmental Health Specialist................... 19
48437 IT ERP Systems Analyst (Entry Level) ............. 68
48438 IT ERP Systems Analyst (Journey Level) ......... 68
48882 IT ERP Systems Analyst (Senior Level) ........... 68
16915 CC Ethics and Compliance Officer ....................... 2
16040 CC Executive Assistant ......................................... 6
16051 CC Executive Assistant to CEO ............................ 6
16828 CC Executive Editor/Editorial Director .............. 25
16461 CC Facilities Engineer I ...................................... 36
16462 CC Facilities Engineer II..................................... 36
16463 CC Facilities Engineer III ................................... 36
16464 CC Facilities Engineer IV ................................... 36
16465 CC Facilities Engineer V .................................... 36
16769 CC Facilities Maint. Mechanic I (Entry Level) ... 52
16770 CC Facilities Maintenance Mechanic II .............. 52
16771 CC Facilities Maintenance Mechanic III ............ 52
16772 CC Facilities Planner .......................................... 55
16684 CC Facilities Specialist ....................................... 55
16893 CC Facilities Supervisor/Manager (First-Line
Supv of Non-Exempt Employees) ................. 55
16894 CC Facilities Supervisor/Manager
(Second-Line Manager) ................................. 55
16485 CC Field Service Engineer .................................. 30
16435 CC Field Service Representative I ...................... 30
16436 CC Field Service Representative II ..................... 30
16016 CC File Clerk I (Entry Level) .............................. 5
16017 CC File Clerk II .................................................. 5
16863 CC Financial/Business/Budget Analysis Mgr ..... 12
16325 CC Financial/Bus/Budget Analyst I (Entry) ....... 12
16326 CC Financial/Bus/Budget Analyst II................... 12
16327 CC Financial/Bus/Budget Analyst III ................. 12
16609 CC Fork Lift Driver (Power)............................... 60
Page 84 2016 Benchmark Compensation Job Description Booklet
Code Title Page
16818 CC General Foreman/Supervisor - Maintenance
Trade Functions ............................................ 55
16819 CC General Foreman/Supervisor - Production
Processing Functions .................................... 50
16813 CC General Maintenance Supervisor .................. 55
16874 CC General Sales Manager ................................ 27
48423 IT GIS Analyst (Journey Level) ........................ 70
48424 IT GIS Analyst (Senior Level) .......................... 70
48422 IT GIS Coordinator ........................................... 70
48810 IT GIS Manager ................................................ 71
48809 IT GIS Supervisor ............................................. 71
48418 IT GIS Technician ............................................. 70
16307 CC Graphic Artist ............................................... 25
16322 CC Graphic Designer (Computer-Assisted)........ 25
16611 CC Guard, Unarmed .......................................... 18
16482 CC Hardware Engineer I ..................................... 36
16483 CC Hardware Engineer II ................................... 36
16484 CC Hardware Engineer III .................................. 36
16496 CC Hardware Engineer IV .................................. 36
16497 CC Hardware Engineer V ................................... 36
16884 CC Head of Safety .............................................. 19
16635 CC Heavy Equipment Mechanic......................... 55
16899 CC HRIS Administrator (Functional Mgr) ......... 17
16387 CC HRIS Analyst................................................ 17
16313 CC HRIS Specialist ........................................... 17
16895 CC HRIS Supervisor/Manager ........................... 17
16886 CC Human Resources Administrator
(Functional Manager) ................................... 15
16029 CC Human Resources Assistant I ....................... 16
16317 CC Human Resources Assistant II ...................... 16
16378 CC Human Resources Generalist I ..................... 16
16379 CC Human Resources Generalist II ................... 17
16840 CC Human Resources Supv/Mgr (First-Line
Supv of Non-Exempt Employees) ................. 17
16841 CC Human Resources Supv/Mgr (First-Line
Supv of Non-Supv Exempt Employees) ........ 17
16842 CC Human Resources Supervisor/Manager
(Second-Line Manager) ................................. 17
16685 CC HVAC Mechanic .......................................... 52
16779 CC Industrial/Manufacturing Engineer II .......... 34
16780 CC Industrial/Manufacturing Engineer III ......... 34
48284 IT Information Security Analyst ....................... 66
48285 IT Information Security Manager ...................... 66
48220 IT Information Technology Architect ............... 66
48876 IT Information Tech. Mgr (First-Line Supv)..... 64
48843 IT Information Tech Mgr (Functional Mgr) ...... 64
 INDEX
(Alphabetically)
Code Title Page
48899 IT Information Technology Manager
(Second-Line Manager) ................................. 64
16557 CC Injection Molding Machine Operator I ......... 47
16584 CC Injection Molding Machine Operator II ........ 47
16520 CC Inspector, Floor ............................................. 46
16308 CC Internal Auditor ............................................ 11
16324 CC Internal Auditor, Senior ................................ 11
16585 CC Laboratory Technician (QA) ........................ 46
16613 CC Laborer/General Plant Helper ....................... 53
16099 CC Leave Specialist ............................................ 15
16110 CC Legal Secretary I (Entry Level) .................... 21
16111 CC Legal Secretary II ........................................ 21
16112 CC Legal Secretary III ....................................... 21
16315 CC Librarian, Technical I .................................... 7
16316 CC Librarian, Technical II .................................... 7
16158 CC Library Director .............................................. 7
16604 CC Light Equipment Operator ............................ 54
16636 CC Machine Maintenance Mechanic I
(Entry Level) ................................................. 53
16614 CC Machine Maintenance Mechanic II .............. 54
16683 CC Machine Maintenance Mechanic III ............. 54
16814 CC Machine Maintenance Supervisor................. 55
16524 CC Machine Tool Operator I (Entry Level) ........ 48
16533 CC Machine Tool Operator II ............................. 48
16525 CC Machine Tool Operator III ............................ 48
16529 CC Machinist I (Entry Level) ............................. 48
16534 CC Machinist II................................................... 48
16535 CC Machinist III ................................................. 48
16019 CC Mail Clerk ....................................................... 5
16104 CC Managing Attorney ....................................... 21
16331 CC Managing Editor ........................................... 25
16579 CC Mfg - Machine Operators – Entry................. 43
16581 CC Mfg - Machine Operators – Intermediate ..... 44
16580 CC Mfg - Machine Operators – Junior................ 43
16582 CC Mfg - Machine Operators – Senior ............... 44
16583 CC Mfg - Machine Operators – Specialist .......... 44
16572 CC Mfg - Operators/Assemblers – Entry ............ 42
16574 CC Mfg - Operators/Assemblers – Inter ............. 42
16573 CC Mfg - Operators/Assemblers – Junior ........... 42
16575 CC Mfg - Operators/Assemblers – Senior .......... 42
16576 CC Mfg - Operators/Assemblers – Specialist ..... 43
16798 CC Mfg - Supervisors/Managers – Level I ......... 45
16799 CC Mfg - Supervisors/Managers – Level II ........ 45
16800 CC Mfg - Supervisors/Managers – Level III ...... 45
16586 CC Mfg Execution Systems (MES) Specialist .... 50
16875 CC Manufacturing/Plant Manager ..................... 50
16838 CC Marketing and Sales Director ....................... 24
2016 Benchmark Compensation Job Description Booklet
Code Title Page
16888 CC Marketing Director (Functional Manager) ... 24
16897 CC Marketing Director (Second-Line Supv) ...... 24
16364 CC Marketing Generalist I (Entry Level) ........... 24
16365 CC Marketing Generalist II ................................ 24
16370 CC Marketing Generalist III ............................... 24
16868 CC Marketing Manager (First-Line Supv of
Non-Supv Exempt Employees) ..................... 24
16672 CC Material Handling Workers - Level I ........... 59
16673 CC Material Handling Workers - Level II .......... 59
16674 CC Material Handling Workers - Level III ......... 59
16675 CC Material Handling Workers - Level IV......... 59
16898 CC Materials Manager ........................................ 57
16456 CC Mechanical Engineer I .................................. 37
16457 CC Mechanical Engineer II ................................ 37
16458 CC Mechanical Engineer III ............................... 37
16459 CC Mechanical Engineer IV ............................... 37
16460 CC Mechanical Engineer V ................................ 37
16384 CC Media Specialist ............................................. 7
16020 CC Messenger, Office/Courier ............................. 5
48439 IT Network Administrator (Entry Level) .......... 71
48260 IT Network Administrator (Journey Level)....... 71
48440 IT Network Administrator (Senior Level) ......... 71
48812 IT Network Manager ......................................... 71
16323 CC Nurse, Occupational Health .......................... 18
16612 CC Office Janitor ............................................... 53
16095 CC Office Services Support .................................. 5
16837 CC Office Supervisor/Manager ............................ 7
16023 CC Offset Printing Machine Operator .................. 5
48828 IT Operations Center Supervisor/Manager
(First-Line Supervisor) .................................. 73
16024 CC Order Processor ............................................ 57
16616 CC Packer ........................................................... 60
16617 CC Painter, Maintenance .................................... 52
16540 CC Painter, Production Spray - Finished Goods 49
16107 CC Paralegal I (Entry Level) .............................. 21
16108 CC Paralegal II ................................................... 21
16109 CC Paralegal III ................................................. 21
16025 CC Payroll Clerk I (Entry Level) .......................... 9
16026 CC Payroll Clerk II ............................................... 9
16098 CC Payroll Specialist ............................................ 9
16839 CC Payroll Supervisor/Manager
(First Line Supervisor) .................................... 9
16864 CC Payroll Supervisor/Manager
(First/Second-Line Supv./Mgr) ....................... 9
16318 CC Photographer................................................. 25
16630 CC Pipefitter/Plumber A ..................................... 52
16621 CC Plant Janitor/Sanitation ................................. 53
Page 85
 INDEX
(Alphabetically)

Code Title Page Code Title Page

16486 CC Process Engineer I ........................................ 37
16487 CC Process Engineer II ....................................... 37
16488 CC Process Engineer III ...................................... 37
16489 CC Process Engineer IV ..................................... 37
16490 CC Process Engineer V ....................................... 37
16390 CC Product Analyst ............................................ 26
16876 CC Product Development Director
(Second-Line Supv) ...................................... 26
16879 CC Product/Brand Manager (First-Line Supv of
Non-Supervisory Exempt Employees) ......... 26
16896 CC Product/Brand Manager (Functional Mgr) ... 26
16030 CC Production Control Clerk .............................. 49
16806 CC Production Control Supv/Mgr (First-Line
Supv of Non-Supv Exempt Employees) ....... 50
16031 CC Production Expediter .................................... 49
16807 CC Production Machine Shop Supervisor ......... 48
16035 CC Production Planner/Scheduler I (Entry) ........ 49
16032 CC Production Planner/Scheduler II ................... 49
16578 CC Production Planner/Scheduler III (Master) ... 49
16350 CC Production Supervisor ................................. 50
16569 CC Production Technician I ............................... 47
16570 CC Production Technician II .............................. 47
48431 IT Project Coordinator ....................................... 67
48432 IT Project Manager (Entry Level) ..................... 67
48238 IT Project Manager (Journey Level) ................. 67
48298 IT Project Manager (Senior Level) .................... 67
16428 CC Prototype Fabricator/Model Maker............... 31
16887 CC Public Relations Director
(Functional Manager) ................................... 26
16844 CC Public Relations Supv/Mgr (First-Line Supv of
Non-Exempt/Non-Supv Exempt Employees)26
16867 CC Public Relations Supervisor/Manager
(Second-Line Mgr) ....................................... 26
16059 CC Purchasing Assistant .................................... 57
16033 CC Purchasing Expediter .................................... 57
16845 CC Purchasing Supervisor/Manager (First-Line
Supv of Non-Exempt Employees) ................ 58
16846 CC Purchasing Supervisor/Manager (First-Line
Supv of Non-Supv Exempt Employees) ....... 58
16847 CC Purchasing Supervisor/Manager
(Second-Line Manager) ................................ 58
16781 CC Quality Assurance Engineer ......................... 34
16491 CC Quality Control Engineer I ........................... 37
16492 CC Quality Control Engineer II .......................... 37
16493 CC Quality Control Engineer III ......................... 37
16494 CC Quality Control Engineer IV......................... 37
16495 CC Quality Control Engineer V .......................... 37
16809 CC Quality Control Supv/Mgr (First-Line
Supv of Non-Supv Exempt Employees) ........ 46
16521 CC Quality Inspector/Auditor I (Entry Level) .... 46
16522 CC Quality Inspector/Auditor II ......................... 46
16523 CC Quality Inspector/Auditor III ........................ 46
16034 CC Receptionist .................................................... 6
16363 CC Record Systems Coordinator .......................... 7
16369 CC Records Manager ............................................ 7
16372 CC Recruiter ...................................................... 16
16836 CC Recruiting/Employment Supervisor/Mgr ..... 16
16877 CC Regional Sales Manager ............................... 27
16631 CC Repairman A - Electronic Instrument ........... 53
48101 IT Report Writer ............................................... 66
16843 CC Retail Store Manager .................................... 26
16392 CC Retail Store Sales Associate ......................... 26
16382 CC Risk Analyst ................................................. 12
16309 CC Risk Assessment Manager ........................... 12
16419 CC Safety Engineer/Officer ................................ 19
16061 CC Sales Marketing Assistant............................. 24
16410 CC Sales/Application Engineer I ........................ 37
16420 CC Sales/Application Engineer II ....................... 37
16421 CC Sales/Application Engineer III ..................... 37
16498 CC Sales/Application Engineer IV ..................... 37
16499 CC Sales/Application Engineer V....................... 37
16373 CC Sales Representative ..................................... 26
16374 CC Sales Representative II ................................. 26
16442 CC Scientist I ...................................................... 33
16443 CC Scientist II..................................................... 33
16444 CC Scientist III ................................................... 33
16445 CC Scientist IV ................................................... 34
16695 CC Security Specialist ........................................ 18
16857 CC Security Supervisor/Manager ....................... 19
16103 CC Senior Attorney ............................................ 21
48818 IT Service Desk Manager .................................. 65
16437 CC Service Technician (In House) ..................... 30
16546 CC Sheet Metal Machine Operator ..................... 47
16619 CC Shipping and/or Receiving Processor ........... 60
16815 CC Shipping and/or Receiving Supervisor ......... 60
16389 CC Social Media / E-Marketing Specialist ......... 23
48465 IT Software Configuration Manager ................. 74
48441 IT Software Engineer I (Entry Level)................ 73
48442 IT Software Engineer II (Journey Level) .......... 73
48443 IT Software Engineer III (Senior Level) ........... 73
48444 IT Software Engineer IV (Principal) ................. 73
48445 IT Software Engineer V (Senior Principal) ....... 73

Page 86 2016 Benchmark Compensation Job Description Booklet

 INDEX
(Alphabetically)
Code Title Page
48451 IT Software Quality Assurance (Entry) ............ 74
48452 IT Software Quality Assurance (Journey) ......... 74
48453 IT Software Quality Assurance (Senior) ........... 74
16620 CC Stationary Engineer - High Pressure ............. 54
16802 CC Supply Chain Director .................................. 60
16018 CC Supply Clerk ................................................. 57
16424 CC Survey Party Chief ........................................ 30
16423 CC Survey Technician ........................................ 30
16027 CC Switchboard Operator ..................................... 6
48814 IT System Analysis Supervisor/Manager
(First-Line Supervisor) .................................. 68
48815 IT System Analysis Supervisor/Manager
(Second-Line Manager) ................................. 68
48811 IT Systems Administration Manager ................. 72
48460 IT Systems Administrator (Entry Level) ........... 72
48259 IT Systems Administrator (Journey Level) ....... 72
48299 IT Systems Administrator (Senior Level).......... 72
48434 IT Systems Analyst (Entry Level) ..................... 67
48435 IT Systems Analyst (Journey Level) ................. 67
48436 IT Systems Analyst (Senior Level) ................... 68
16466 CC Systems Engineer I ....................................... 37
16467 CC Systems Engineer II ...................................... 37
16468 CC Systems Engineer III..................................... 37
16469 CC Systems Engineer IV .................................... 37
16470 CC Systems Engineer V ...................................... 37
16306 CC Tax Accountant ............................................. 10
16391 CC Technical Customer Service Rep .................. 23
48275 IT Technical Instructor/Trainer ......................... 65
48231 IT Technical Support Analyst (Entry Level) ..... 64
48428 IT Technical Support Analyst (Journey Level) . 64
48245 IT Technical Support Analyst (Senior Level).... 65
16430 CC Technical Writer ........................................... 32
48429 IT Technical Writer IT ...................................... 66
16431 CC Technician I .................................................. 31
16432 CC Technician II ................................................. 31
16433 CC Technician III................................................ 31
48212 IT Technology and Software Trainer ................ 65
48870 IT Telecommunication Services Manager
(First-Line Supervisor) .................................. 75
48869 IT Telecommunication Services Manager
(Functional Manager) .................................... 75
2016 Benchmark Compensation Job Description Booklet
Code Title Page
48461 IT Telecommunications Analyst (Entry) ........... 74
48230 IT Telecommunications Analyst (Journey) ....... 74
48462 IT Telecommunications Analyst (Senior) ......... 74
16375 CC Telemarketing Representative ..................... 27
16634 CC Telephone Technician................................... 54
16565 CC Test Technician I (Entry Level) .................... 46
16566 CC Test Technician II ......................................... 46
16567 CC Test Technician III........................................ 46
16548 CC Tool and Die Maker - A .............................. 48
16547 CC Tool and Die Maker - B .............................. 48
16810 CC Tool and Die Supervisor ............................... 49
16549 CC Tool Crib Attendant ...................................... 49
16623 CC Trade Helper ................................................. 53
16388 CC Trade Show Coordinator .............................. 25
16849 CC Traffic Supervisor/Manager.......................... 60
16361 CC Traffic/Rate Analyst ..................................... 60
16041 CC Traffic/Rate Assistant ................................... 60
16367 CC Training Specialist I (Entry Level) ............... 18
16319 CC Training Specialist II .................................... 18
16850 CC Training Supv/Mgr (First-Line Supv of
Non-Exempt Employees) .............................. 18
16851 CC Training Supv/Mgr (First-Line Supv of
Non-Supervisory Exempt Employees) .......... 18
16627 CC Vehicle Mechanic ......................................... 54
16817 CC Warehouse Supervisor .................................. 60
16628 CC Warehouse Worker ....................................... 60
48463 IT Web Coordinator .......................................... 75
48215 IT Webmaster / Web Administrator
(Journey Level).............................................. 75
48464 IT Webmaster / Web Administrator
(Senior Level) ................................................ 75
16551 CC Welder - A .................................................... 49
16550 CC Welder - B ................................................... 49
16552 CC Welder, Heliarc ............................................ 49
16383 CC Wellness Program Coordinator..................... 18
16381 CC Workers’ Compensation and Safety
Coordinator.................................................... 18
16321 CC Writer/Editor................................................. 25
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