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7/22/2019 Position Analysis Questionnaire %28PAQ%29
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Ernest J. McCormick, Ph.D. P. R. Jeanneret, Ph.D. Robert C. Mecham, Ph.D.
IntroductionThe Position Analysis Questionnaire (PAQ®) is a structured job analysis questionnairethat can be used for analyzing jobs on the basis of 187 job elements that describe
generic human work behaviors. Statistically derived job dimension scores based on such
analyses can be used for a variety of human resources management and research
purposes.
Organization of
the Questionnaire
The questionnaire is presented in the six divisions listed below. Following each division
title is an explanation of that particular division’s objective.
Information Input
Where and how is the information gained that is needed to perform the job?
Mental Processes
What reasoning, decision-making, planning, and information-processing
activities are needed to perform the job?
Work Output
What physical activities are required to perform the job, and what tools or
devices are used?
Relationships with Other Persons
What relationships with other persons are needed to perform the job?
Job ContextIn what physical and social context is the job performed?
Other Job Characteristics
What other factors are relevant to the job?
Copyright 1969, 1989 by Purdue Research Foundation (form C, 6-89) West Lafayette, Indiana 47907. PMPQ is a registered trademark of Purdue Research
Foundation. PAQ Services, Inc., 11 Bellwether Way, Suite 107, Bellingham, WA 98225 Telephone 800.292.2198, Fax 877.395.0236
1338
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Each of the six divisions is further divided into subsections composed of items relevant to a
particular facet of a job. Items are written in two parts. The first part, or item stem,
identifies what is to be rated as a part of the job; the second part provides several concrete
examples of the job element being rated. A sample item is shown below.
1. Written materials
E.g., books, reports, office notes, articles, job instructions, or signs
Keep in mind that the descriptive examples given to illustrate the stem are not all-inclusive; they represent only a few of the possible examples that could be given.
Response Scales
for the Items
A number of different response scales are used for items throughout the Questionnaire. The
response scale to be used for an item or group of items is prominently displayed next to the
item(s) or below an item with a special rating scale. An example of a response scale format
is shown below.
Extent of Use
0 Does not apply
1 Very infrequent2 Occasional
3 Moderate
4 Considerable
5 Very substantial
Although the scale anchors correspond with the whole numbers as shown above, responses between the whole numbers can be given and appear on the answer sheet as illustrated below.
When responding to items, make sure to use the appropriate rating scale, which will be
clearly indicated in the booklet.
Instructions for
Job Analysts
The person who serves as the job analyst should first familiarize him or herself with the
PAQ and the PAQ Job Analysis Manual. The job analysis with the PAQ typically is done
by interviewing the job incumbents and sometimes by observing their work performance
and talking with their supervisors.
When making the rating for an item, the job analyst should first carefully consider the
concept of the item as it applies to the job being rated, then select the response scale value
that most closely reflects the extent to which it is applicable. Remember that the exampleswhich accompany item stems are illustrative only and do not capture the complete range of
pertinent examples. When an item is clearly irrelevant to the job in question, simply use the
“Does not apply” response of zero (0).
2
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The PAQ
Answer Sheet
The PAQ answer sheet is a two-sided computer-scorable answer sheet designed for optical
scanning. The first side is for administrative use and should be filled out by the job analyst,
simply coding in the information requested and providing in the upper left corner a brief
job description of the job being analyzed. Refer to the PAQ Job Analysis Manual for
explicit instructions on completing the information fields shown on side 1. The second side
is reserved for item responses. Use only a No.2 pencil for marking responses, filling in
response bubbles completely and erasing carefully any changed responses and/or stray
marks. Please do not fold or staple the answer sheet.
When entering responses to PAQ items, make sure to use the response scale that is clearly
indicated in the outer narrow margin. After deciding which is the most appropriate
response, darken the corresponding response bubble for the item on the answer sheet. Once
you have responded to all of the items on the PAQ, please review the answer sheet to
ensure that all information entered is complete and accurate. Refer to the PAQ Job
Analysis Manual for specific instructions regarding the completion of the Pay or Income
items found in section F10.
A. Information Input
A1. Visual Sources
of Job Information
Using the response scale at the left, rate each of the following items on the basis of the
extent to which it is used by the worker as a source of information in performing the job.
Extent of Use
0 Does not apply
1 Nominal/very infrequent
2 Occasional
3 Moderate
4 Considerable
5 Very substantial
1. Written materials
E.g., books, reports, office notes, articles, job instructions, or signs
2. Quantitative materials
Materials that deal with quantities or amounts, e.g., graphs, accounts, specifications,
or tables of numbers
3. Pictorial materials
Pictures or picture-like materials used as sources of information, e.g., drawings,
blueprints, diagrams, maps, tracings, photographic films, x-ray films, or TV pictures
4. Patterns or related devices
E.g., templates, stencils, or patterns used as sources of information when observed
during use (Do not include materials described in item 3.)
5. Visual displays
E.g., dials, gauges, signal lights, radarscopes, speedometers, or clocks
6. Measuring devicesE.g., rules, calipers, tire pressure gauges, scales, thickness gauges, pipettes, thermo-
meters, or protractors used to obtain visual information about physical measure-
ments (Do not include devices described in item 5.)
7. Mechanical devices
E.g., tools, equipment, or machinery that are sources of information when observed
during use or operation
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A1. Visual Sources
of Job Information
(continued)
Extent of Use
0 Does not apply
1 Nominal/very infrequent
2 Occasional3 Moderate
4 Considerable
5 Very substantial
8. Materials in process
E.g., parts, materials, or objects which are sources of information when being
modified, worked on, or otherwise processed, such as bread dough being mixed, a
workpiece being turned in a lathe, fabric being cut, or a shoe being resoled
9. Materials not in process
E.g., parts, materials, or objects not in the process of being changed or modified,
which are sources of information when being inspected, handled, packaged,
distributed, or selected, such as items or materials in inventory, storage, or
distribution channels, or items being inspected
10. Features of nature
E.g., landscapes, fields, geological samples, vegetation, cloud formations, and other
natural features that are observed or inspected to provide information
11. Constructed features of environment
E.g., structures, buildings, dams, highways, bridges, docks, railroads, and other
“constructed” or altered aspects of the indoor or outdoor environment which are
observed or inspected to provide job information (Do not consider equipment,
machines, etc., that individuals use in their work, as covered by item 7.)
12. Behavior
Observing the actions of people or animals, e.g., in teaching, supervising, or sports
officiating, where the behavior is a source of job information
13. Events or circumstances
Events the worker observes and may participate in, such as flow of traffic, movement
of materials, or airport control tower operations
14. Art or decor
Artistic or decorative objects or arrangements used as sources of job information,
e.g., paintings, sculpture, jewelry, window displays, or interior decoration
A2. Nonvisual
Sources of Job
Information
Extent of Use
0 Does not apply
1 Nominal/very infrequent
2 Occasional
3 Moderate
4 Considerable
5 Very substantial
15. Verbal sources
Verbal instructions, orders, requests, conversations, interviews, discussions, or formal
meetings (Consider only verbal communication that is relevant to job performance.)
16. Nonverbal sounds
E.g., noises, engine sounds, sonar, whistles, musical instruments, signals, or horns
17. Touch
Pressure, pain, temperature, or moisture, e.g., feeling the texture of a surface
18. Odor
Odors the worker needs to smell to perform the job (Do not include odors simply because they happen to exist in the work environment.)
19. Taste
Bitter, sour, sweet, or salty qualities which are sources of job information, e.g., wine
tasting or candy tasting
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A3. Sensory
& Perceptual
Processes
20. Near visual acuity
Using the response scale below, rate the amount of detail the worker must see to
adequately obtain job information from objects, events, or features within arm’s
reach.
Degree of Detail
0 Does not apply
(worker is blind or works in
total darkness)
1 Very little detail(e.g., that required in moving
boxes, dumping trash, oropening desk drawers)
2 Limited detail
(e.g., that required in bagging
groceries, taking tickets, orgrinding hamburger)
3 Moderate detail
(e.g., that required inhammering nails, readingtyped letters, or reading dialsand gauges)
4 Considerable detail
(e.g., that required in reading
small legal print or settingignition points)
5 Extreme detail
(e.g., that required indiamond cutting repairingwatches, or assembling smallelectrical transistors)
Importance to This Job
0 Does not apply
1 Very minor
2 Low3 Intermediate
4 High
5 Extreme
Using the response scale at the left, respond to the items below; considering such
factors as amount of time spent and the possible influence on overall job performance if
the worker does not properly perform this activity.
21. Far visual acuity
Seeing differences in the characteristics or features of objects, events, or features
beyond arm’s reach, e.g., operating a vehicle, landscaping, or sports officiating
22. Depth perception
Judging the distance from the observer to objects or the distances between objects as
they are positioned in space, as in operating a crane, operating a dentist’s drill, or
handling and positioning objects
23. Color perception
Differentiating or identifying objects, materials, or details on the basis of color
24. Sound pattern recognitionRecognizing different patterns or sequences of sounds, e.g., a sailor listening to
Morse code, a physician listening to a heartbeat, or a mechanic listening to an
engine
25. Sound differentiation
Recognizing differences or changes in sounds in terms of loudness, pitch, and/or
tone quality, e.g., as in piano tuning or repairing sound systems
26. Body movement sensing
Sensing or recognizing changes in the direction or speed at which the body is
moving without being able to sense them by sight or hearing, e.g., as in piloting
aircraft or working in a submarine
27. Body balance
Sensing the position and balance of the body when body balance is critical to job
performance, as when walking on I beams, climbing high poles, or working on steep
roofs
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A4. Estimation
Activities
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
In this section are various operations involving estimation or judging activities.
Using the response scale at the left, rate the importance of each item to the job. In each
case, consider activities in which the worker may use any or all of the senses, e.g., sight,
hearing, or touch.
28. Estimating speed of moving parts
Estimating the speed of the moving parts associated with stationary objects, e.g., the
revolutions per minute of a motor or the speed at which a lathe turns
29. Estimating speed of moving objects
Estimating the speed of moving objects or materials relative to a fixed point or to
other moving objects, e.g., the speed of vehicles, the speed of materials on a conveyor
belt, or flow of liquids in transparent pipes
30. Estimating speed of processes
Estimating the speed of ongoing processes or a series of events while they are taking
place, e.g., chemical reactions, assembly operations, or timing of food preparation in
a cafeteria
31. Judging condition or quality
Estimating the condition, quality, and/or value of objects, e.g., antique dealer,appraiser, jeweler, used-car dealer, or coin dealer
32. Inspecting
Inspecting products, objects, or materials, either one’s own work or that of others, in
terms of established standards, e.g., identifying defects or classifying by grade (Do
not include activities described in item 31.)
33. Estimating quantity
Estimating the quantity of objects without direct measurement, including weight,
number, or volume, e.g., estimating the board feet of lumber in a log, the weight of a
beam, or the number of bacteria in an area by looking through a microscope
34. Estimating size
Estimating the dimensions of objects without direct measurements, including length
or thickness, e.g., estimating the height of a tree or judging sizes of boxes or furniture
in loading a truck
35. Estimating time
Estimating the time required for past or future events or work activities, e.g., judging
the amount of time to make a delivery, estimating the time required to service a worn
machine part or piece of equipment, or judging the length of time required to change
a production line procedure
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B. Mental Processes
B1. Decision
Making,
Reasoning,& Planning/
Scheduling
36. Decision making
Using the response scale below, indicate the level of decision making typically involved
in the job, considering the number and complexity of the factors that must be taken into
account, the variety of alternatives available, the consequences and importance of the
decisions, the background experience, education, and training required, the precedents
available for guidance, and other relevant considerations.
Level of Decision
1 Very limited(e.g., decisions such as those inselecting parts in routineassembly, shelving items in a
warehouse, cleaning furniture,or tending automatic machines)
2 Limited
(e.g., decisions such as those inoperating a wood planer,dispatching a taxi, or
lubricating an automobile)
3 Intermediate(e.g., decisions such as thosein setting up machine tools foroperation, diagnosing
mechanical disorders ofaircraft, reporting news, orsupervising auto serviceworkers)
4 Substantial(e.g., decisions such as thosein determining productionquotas or making promoting
and hiring decisions)
5 Very substantial(e.g., decisions such as those
in approving an annualcorporate budget,
recommending major surgery,or selecting the location for anew plant)
37. Reasoning in problem solving
Using the response scale below, indicate the level of reasoning required in applying
knowledge, experience, and judgment to problems.
Level of Reasoning in Problem Solving
1 Very limited(use of common sense to carry
out simple or relatively
uninvolved instructions, e.g.,hand assembler or mixingmachine operator)
2 Limited(use of some training and/orexperience to select from a
limited number of solutions themost appropriate action or
procedure in performing the job, e.g., sales clerk, electrician
apprentice, or library assistant)
3 Intermediate(use of relevant principles to
solve practical problems and
to deal with a variety ofconcrete variables in situationswhere only limited
standardization exists, such asthat used by supervisors ortechnicians)
4 Substantial(use of logic or scientific
thinking to define problems,
collect information, establishfacts, and draw validconclusions, such as that used
by petroleum engineers, personnel directors, or chainstore managers)
5 Very substantial(use of logical or scientificthinking to solve a wide rangeof intellectual and practical
problems, such as that used byresearch chemists, nuclear
physicists, corporate presidents, or managers of alarge branch or plant)
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38. Amount of planning/scheduling
Using the response scale below, indicate the amount of planning or scheduling the
worker is required to do that affects his or her own activities and/or the activities of
others.
Amount of Planning/Scheduling
B1. Decision
Making,
Reasoning,
& Planning/
Scheduling
(continued)0 Does not apply
(has no opportunity to plan
own activities, as activities arevirtually predetermined)
1 Very limited(has limited opportunity to
plan or schedule own
activities, e.g., punch pressoperator or inspector)
2 Limited
(some planning is required,e.g., that done by a labtechnician or TV repair
person)
3 Moderate
(a moderate amount of
planning of own or otheractivities is required, e.g., acarpenter who plans the best
way to build a structure, anelectrician, a police officer, ora dietitian)
4 Considerable(a fair amount of plan-ning/scheduling is required,
e.g., a supervisor who plansthe activities of subordinates, ateacher who prepares lecturesor lesson plans, or a material
coordi-nator who plans and
schedules the arrival and dis-tribution of materials)
5 Extensive
(substantial amount of plan-
ning/scheduling is required,e.g., a department storemanager, an executive who
plans the activities of differentwork groups, an architect, or ascientist who makes
comprehensive plans forexperiments)
B2. Information
Processing
Activities
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
In this section are various human operations involving information or data processing.
Using the response scale at the left, rate each of the following items in terms of how
important the activity is to the completion of the job.
39. Combining information
Combining, synthesizing, or integrating information or data from two or more
sources to establish new facts, hypotheses, theories, or a more complete body ofrelated information, e.g., an economist predicting future economic conditions, a pilot
flying aircraft, or a judge trying a case
40. Analyzing information or data
Identifying underlying principles or facts by breaking down information into
component parts, e.g., interpreting financial reports or diagnosing mechanical
disorders or medical symptoms
41. Compiling
Gathering, grouping, classifying, or arranging information or data in some
meaningful order or form, e.g., preparing various reports, filing correspondence on
the basis of content, or selecting data to be gathered
42. Coding/decoding
Coding information or converting coded information back to its original form, e.g.,
reading Morse code, translating foreign languages, or using other coding systems
such as shorthand, mathematical symbols, computer languages, or drafting symbols
43. Transcribing
Copying or posting data or information for later use, e.g., copying meter readings in a
record book or entering transactions in a ledger
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B3. Use of Learned
Information
Importance to This Job 0 Does not apply
1 Very minor
2 Low3 Intermediate
4 High
5 Extreme
44. Use of job-related knowledge
The importance to job performance of specific job-related knowledge or
information gained through education, experience, or training, as contrasted with
any related physical skills
45. Short-term memory
Learning and retaining job-related information and recalling that information after a
brief time, e.g., food server or telephone operator
46. Education
Using the response scale below, indicate the level of knowledge typically acquired
through formal education that is required to perform this job. (Do not consider
technical or vocational school training–see item 48.)
Education (acquired through formal education or equivalent)
0 Does not apply(little or no formal educationrequired)
1 Less than that required for
completion of high school
2 Completion of high school
3 Some college work
4 Completion of 4-year college program
5 Completion of advanced degree(e.g., graduate school, lawschool, or medical school)
47. Job-related experienceUsing the response scale below, indicate the amount of all previous job-related
experience in other related or lower-level jobs generally needed as background to
learn this job.
Job-related Experience
0 Does not apply(no experience required)
1 Less than 1 month
2 1 month to 12 months
3 1 year to 3 years
4 3 years to 5 years
5 Over 5 years
48. Training
Using the response scale below, indicate the training generally needed for persons
with no prior job training to learn this job; consider all types of required job-relatedtraining except for education described in item 46; include training at technical,
vocational, or business schools, apprentice-ships, on-the-job training, and
orientation training.
Training
0 Does not apply or very limited(no more than one day’straining)
1 Up through 30 days
2 Up through 6 months
3 Up through 1 year
4 Up through 3 years
5 Over 3 years
49. Using mathematics
Using the response scale below, indicate the highest level of mathematics needed to
perform the job.
Level of Mathematics
0 Does not apply
1 Simple basic(addition and subtraction of 2-
digit numbers, multiplication,and division)
2 Basic(addition and subtraction of 3
digit numbers, multiplication,and division)
3 Intermediate
(e.g., fractions, decimals,and percentages)
4 Advanced(e.g., algebra, geometry,trigonometry, and statistics)
5 Very advanced
(advanced mathematical andstatistical theory, e.g.,calculus, topology, vectoranalysis, factor analysis, or
probable theory)
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C. Work Output
C1. Use of
Hand-held Tools
or Instruments
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
Consider in this category devices used to move or modify workpieces, materials, products,
or objects. Do not consider measuring devices.
Manually powered
50. Precision tools or instrumentsTools or instruments powered by the user to perform accurate or precise operations,
e.g., watchmaker’s tools or surgical instruments
51. Nonprecision tools or instruments
Tools or instruments powered by the user to perform operations not requiring great
accuracy or precision, e.g., hammers, wrenches, trowels, knives, scissors, chisels, putty
knives, strainers, or hand grease guns
52. Long-handled tools
E.g., hoes, rakes, shovels, picks, axes, brooms, or mops
53. Handling devices or tools
E.g., tongs, ladles, dippers, or forceps used for moving or handling objects andmaterials (Do not include protective gear such as asbestos gloves.)
Powered (i.e., manually controlled or directed devices using an energy source such as
electricity, compressed air, fuel, or hydraulic fluid in which the component part accomp-
lishing the modification is hand-held)
54. Precision tools or instruments
Hand-held powered tools or instruments used to perform operations requiring great
accuracy or precision, such as small dentist drills or laboratory equipment used for
accurate or fine work
55. Nonprecision tools or instruments
Hand-held, energy-powered tools or instruments used to perform operations notrequireing great accuracy or precision, e.g., power saws, large sanders, clippers, hedge
trimmers, spray guns or nozzles, or welding equipment
C2. Use of
Other Hand-held
Devices
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
56. Drawing and related devices
Instruments or devices used in lettering, sketching, illustrating, or drafting, e.g., draw-
ing instruments, artist’s brushes, or drafting equipment
57. Applicators
E.g., brushes, rags, or paint rollers which are hand-held and used in applying solutions
or materials
58. Measuring devicesE.g., rules, measuring tapes, micrometers, calipers, protractors, squares, thickness
gauges, levels, volume measuring devices, tire gauges
59. Technical and related devices
E.g., cameras, stopwatches, or hand-held calculators
60. Miscellaneous hand-held devices
Hand-held devices not described by other items, e.g., pens, pencils, hand-held signal-
ing devices, or batons
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C3. Use of
Stationary
Devices
61. Machines/equipment
Using the response scale below, rate how important it is to the job that the worker
operate, control, adjust, or monitor machines or equipment used to process, calculate,
fabricate, or modify parts, objects, or materials. (Use this category in addition to
indicating the controls used in the subsection that follows, items 62–69.)
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
C4. Use of
Control Devices
on Equipment
Importance to This Job
0
Does not apply1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
62. Activation controls
Hand- or foot-operated devices used to start, stop, or otherwise activate energy-using
systems or mechanisms, e.g., light switches, electric motor switches, or ignition
switches
63. Fixed setting controls
Hand- or foot-operated devices with distinct positions or definite settings, e.g., TV
selector switches or gearshifts
64. Variable setting controlsHand- or foot-operated devices that can be set at the beginning of operation, or infreq-
uently, at any position along a scale, e.g., TV volume control, room thermostat, or
rheostat
65. Keyboard devices
E.g., word processors, adding machines, calculators, computer keyboards and termi-
nals, typewriters, or pianos
Frequent-adjustment controls (controls used in making frequent adjustments of mechan-
isms operated as required by the job)
66. Hand-operated controls
Controls operated by hand or arm for making frequent but not continuous adjustments,e.g., hand controls on a crane, bulldozer, or helm of a ship
67. Foot-operated controls
Controls operated by foot or leg for making frequent but not continuous adjustments,
e.g., automobile brakes
Continuous controls (controls used continuously in operation or use with any mechanisms
operated as required by the job)
68. Hand-operated controls
Controls operated by hand and used continuously for adjusting to changing or possibly
changing situations, e.g., use of a steering wheel or controls on a “tracking” device
69. Foot-operated controls
Controls operated by foot and used continuously for adjusting to changing or possibly
changing situations, e.g., an accelerator
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C5. Transportation
& Mobile
Equipment
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
70. User-powered vehicles
E.g., bicycles, rowboats, or canoes
71. Powered highway or rail vehicles
Vehicles intended primarily for highway or railroad transportation, e.g.,
automobiles, trucks, buses, or trains
72. Powered mobile equipment
Movable vehicles not primarily intended for highway use, e.g., warehouse trucks,forklifts, self-propelled lawn mowers, road graders, tractors, or combines
73. Powered water vehicles
E.g., ships, submarines, or motorboats
74. Air or space vehicles
E.g., planes, helicopters, balloons, gliders, or spaceships
75. User-moved mobile equipment
E.g., hand-pushed lawn mowers with or without powered blades, hand trucks,
wheelbarrows, or floor polishers and buffers
76. Operating equipmentE.g., cranes, hoists, or elevators
77. Remote-controlled equipment
E.g., conveyor systems
C6. Manual
Activities
Importance to This Job
0 Does not apply
1 Very minor2 Low
3 Intermediate
4 High
5 Extreme
This section describes manual activities in which tools may or may not be used.
78. Setting up/adjusting
Adjusting, calibrating, aligning, and/or setting up machines or equipment, e.g.,
setting up a lathe or drill press, adjusting an engine carburetor, or adjusting,
calibrating, and aligning electric circuitry
79. Manually modifying
Using hands directly to form or modify materials or products, e.g., kneading
dough, folding letters, or massaging
80. Material controlling
Manually controlling or guiding materials being processed, e.g., in operating
sewing machines or jigsaws
81. Assembling/disassembling
Either manually or with hand tools putting parts together to form more complete
items, or taking apart or disassembling items into their parts
82. Arranging/positioningManually placing objects, materials, persons, or animals in a specific position, e.g.,
arranging library books, window displays, stocking shelves, or positioning patients
for medical and dental procedures (Do not include here arranging/ positioning
which is a part of the operations listed in items 78–81.)
83. Feeding/off-bearing
Manually inserting, throwing, dumping, or placing materials into or removing
from machines or processing equipment (Do not include operations in which the
worker manually guides or controls the materials or parts during processing, as in
item 80.)
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Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
84. Physical handling
Physically handling objects, materials, animals, or persons, manually or with nominal
use of aiding devices, e.g., certain warehousing activities, loading/unloading conve-
yor belts or trucks, packaging, or farming activities; typically there is little require-
ment for carefully positioning or arranging objects
C7. Full BodyActivities
85. Highly skilled body coordinationActivities involving extensive and often highly learned coordination activities of the
whole body, e.g., athletics or dancing
86. Balancing
Maintaining equilibrium to prevent falling when standing, walking, running, or
crouching on narrow, slippery, steeply inclined, or erratically moving surfaces, e.g.,
walking on a narrow elevated beam or working on a steep roof
C8. Level of
Physical Exertion
87. Level of physical exertion
Using the response scale below, indicate the general level of body activity, consider-
ing the frequency and effort required to perform job tasks involving pushing, pulling,carrying, or lifting during an average work day.
Level of Physical Exertion
1 Very light
(occasional walking or standingor occasionally moving lightobjects or materials, such as thatdone by a secretary, drafter,watchmaker, or telephone
operator)
2 Light(frequently walking or standing
or frequently exerting forceequivalent to lifting up toapproximately 10 pounds or oc-casionally 20 pounds, such asthat done by a sales clerk or
bank teller)
3 Moderate
(frequently exerting forcesequivalent to lifting up toapproximately 25 pounds oroccasionally 50 pounds, suchas that done by an auto
mechanic, vending machineservice technician, orgroundskeeper)
4 Heavy
(frequently exerting forcesequivalent to lifting up toapproximately 50 pounds oroccasionally 100 pounds,such as that done by a general
laborer, millwright, or bull-dozer operator)
5 Very heavy
(frequently exerting forcesequivalent to lifting over 50
pounds or occasionally 100 pounds, such as that done bya hod carrier or quarry miner)
C9. Body Positions
& Postures
Amount of Time
0 Does not apply(or is very incidental)
1 Under 1/10 of the time
2 1/10 to 1/3 of the time
3 1/3 to 2/3 of the time
4 Over 2/3 of the time
5 Almost continually
Using the response scale at the left, indicate the approximate proportion of working time
the worker is engaged in the activities named in items 88–92.
88. Sitting
89. Standing
90. Walking or running
91. Climbing
92. Kneeling/stooping
Kneeling, stooping, crawling, crouching, and so on
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C10. Manipulation
& Coordination
Activities
Importance to This Job
0 Does not apply
1
Very minor2 Low
3 Intermediate
4 High
5 Extreme
Using the response scale at the left, rate the following items in terms of how important the
activity is to completion of the job.
93. Finger manipulation
Making careful finger movements such as those involved in fine assembly, use of
precision tools, watch repair, use of writing and drawing instruments, or china
painting
94. Hand-arm manipulation The manual control or manipulation of objects through hand or arm movements,
which may or may not require continuous visual control, e.g., repairing automobiles
or packaging products
95. Hand-arm steadiness
Maintaining a uniform, controlled hand-arm posture or movement, e.g., using a weld-
ing torch or performing surgery
96. Eye-hand/foot coordination
The coordination of hand and/or foot movements where the movement must be coor-
dinated with what is seen, e.g., driving a vehicle or operating a sewing machine
97. Limb movement without visual controlMovement of body limbs from one position to another without the use of vision, e.g.,
reaching for controls without looking, playing a musical instrument, or touch typing
98. Hand-ear coordination Coordination of hand movements with sounds or voice instructions, e.g., tuning radio
receivers, tuning musical instruments by ear, piloting aircraft by control tower instru-
ctions, or taking shorthand
D. Relationships with Other Persons
D1. Oral
Communication
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
This section deals with different aspects of interaction between people involved in various
kinds of work.
Using the response scale at the left, rate the following items in terms of how important the
activity is to the completion of the job.
99. Advising
Counseling or guiding individuals with regard to problems to be resolved on legal,
financial, scientific, technical, clinical, spiritual, or other professional principles
100. NegotiatingDealing with others to reach an agreement or solution, e.g., labor bargaining or diplo-
matic relations
101. Persuading
Influencing others toward some action or point of view, e.g., selling or political camp-
aigning
102. Instructing
Teaching knowledge or skills, either informally or formally, e.g., a public school
teacher or a machinist teaching an apprentice
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D1. Oral
Communication
(continued)
Importance to This Job
0 Does not apply
1 Very minor
2 Low3 Intermediate
4 High
5 Extreme
103. Interviewing
Conducting interviews directed toward a specific objective, e.g., interviewing job
applicants or census taking
104. Routine information exchange
Giving and/or receiving routine job-related information, e.g., ticket agent, taxicab
dispatcher, or receptionist
105. Nonroutine information exchange
Giving and/or receiving nonroutine or unusual job-related information, e.g., professional committee meetings or discussion of new product design
106. Public speaking
Making speeches or formal presentations before relatively large audiences, e.g.,
political addresses radio/TV broadcasting, or giving sermons
D2. Written or Print
Communication
107. Writing/composing
E.g., writing or dictating letters or reports, writing ad copy, or writing newspaper
articles
D3. Other
Communications
108. Signaling
Communicating by signaling, e.g., by hand signals, semaphore, whistles, horns,
bells, or lights
109. Code communications
E.g., telegraph or cryptography
D4. Miscellaneous
Interpersonal
Relationships
110. Entertaining
Performing to amuse or entertain others, e.g., on stage, TV, or in nightclubs
111. Serving/cateringAttending to the needs of others, e.g., waiting on tables, hairdressing, or attending
hospital patients
D5. Amount of
Job-required
Personal Contact
112. Job-required personal contact
Using the response scale below, indicate the extent of job-required contact with
others, individually or in groups, e.g., contact with customers, patients, students,
the public, supervisors, supervisees, colleagues, applicants, or official visitors;
consider only personal contact that is explicitly part of the job.
Extent of Required Personal Contact
1 Very infrequent(almost no contact with others)
2 Infrequent(limited contact)
3 Sometimes(moderate contact)
4 Frequent(considerable contact)
5 Very frequent(almost continual contact)
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D6. Types of
Job-required
Personal Contact
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
This section lists types of individuals with whom the worker must have personal contact
in order to perform the job.
Using the response scale at the left, indicate the importance of contact with each of the
types of individuals listed below. Consider personal contact with personnel both inside
and outside the organization.
113. Executives/officials
E.g., corporation vice presidents, government administrators, or plant superint-endents
114. Middle management/staff personnel
115. Supervisors
E.g., personnel who have immediate responsibility for a work group, e.g., first-level
supervisors or some office managers
116. Professional personnel
E.g., doctors, lawyers, scientists, engineers, professors, teachers, or consultants
117. Semiprofessional personnel
E.g., technicians, drafters, designers, photographers, surveyors, and others engagedin activities requiring fairly extensive education or practical experience but which
typically involve a more restricted area of operation than that of professional
personnel
118. Clerical personnel
E.g., office workers, word processors, clerks, bookkeepers, receptionists, or
secretaries
119. Manual and service workers
Skilled, semiskilled, or unskilled workers or those in agricultural, fishing, forestry,
or service
120. Sales personnel
121. Buyers
I.e., purchasing agents, not public customers
122. Public customers
E.g., customers in stores or restaurants
123. The public
E.g., the public as contacted by park attendants or police officers (Do not include
customers or persons in other categories.)
124. Students/trainees/etc.
125. Clients/patients/counselees
126. Special interest groups
E.g., stockholders, lobbyists, fraternal organizations, property owners, government
and regulatory inspectors and officials, or charities
127. Other individuals
Include other types of persons not described by items 113–126 (e.g., applicants,
retirees, or former employees)
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D7. Supervision
& Direction Given
128. Supervision of nonsupervisory personnel
Using the response scale below, indicate the number of persons directly supervised
who are involved with the production of goods and services and do not supervise
others, e.g., first-line supervisors, managers and section heads, service managers in
garages, master butchers in meat departments of grocery stores, head pharma-cists,
or laboratory technicians who supervise assistants.
Number of Nonsupervisory Personnel Supervised
0 Does not apply
1 1 or 2 workers
2 3 to 5 workers
3 6 to 8 workers
4 9 to 12 workers
5 13 or more workers
129. Direction of supervisory personnel
Using the response scale below, indicate the number of supervisory perso-nnel–
those who have responsibility for the supervision or direction of others–who report
directly to the person holding this position; this item applies to many middle and
upper managers who delegate supervisory authority to others.
Number of Supervisory Personnel Directed
0 Does not apply
1 1 or 2 supervisory personnel
2 3 to 5 supervisory personnel
3 6 to 8 supervisory personnel
4 9 to 12 supervisory personnel
5 13 or more supervisory personnel
130. Total number of personnel for whom responsible
Using the response scale below, indicate the total number of personnel for whom
the person holding this job is either directly or indirectly respon-sible, e.g., the
president of a corporation would be responsible for all corporation employees, the
branch manager would be responsible for personnel in the branch, or an office
manager for personnel supervised.
Total Number of Personnel for Whom Responsible
0 Does not apply
1 10 or fewer workers
2 11 to 50 workers
3 51 to 250 workers
4 251 to 750 workers
5 751 or more workers
D8. Coordination
& Organizational
Activities
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
Using the response scale at the left, rate the importance of each activity to the job. The
items include activities of a coordinating, staff , or supervisory nature.
131. Supervises nonemployees
E.g., students, patients, or campers
132. Coordinates activities
Coordinates, monitors, or organizes activities of others to achieve certain
objectives, but without line management authority, e.g., social director or
committee chairperson
133. Staff functions
Advises, consults, or assists line management personnel, e.g., legal adviser or
administrative assistant
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D9. Supervision
& Direction
Received
134. Supervision received
Using the response scale below, indicate the level of supervision the worker
typically receives.
Level of Supervision Received
1 Immediate supervision(receives close supervision
relating to specific work
activities, assign-ments, andmethods; usually receivesfrequent surveillance)
2 General supervision (receivesgeneral supervision relating towork activities; performs routineassignments alone following
standard practice)
3 General direction(receives only general
guidance relating to job
activities and objectives, andhas broad latitude in deter-mining methods and
scheduling to meet objectives,e.g., first-line supervisors,lower-management, or staff
personnel)
4 Nominal direction(receives only nominal
direction or guidance, as in the
case of a manager of an organ-ization or of a major subdiv-ision, and is subject only to
broad policy guidelines, e.g., aresearch scientist who is givenfree rein or a plant superin-tendent)
5 No supervision(functions independently, e.g.,owner-managers of stores,independent physicians, or
consultants)
E. Job Context
Amount of Time
0 Does not apply(or is very incidental)
1 Under 1/10 of the time
2 1/10 to 1/3 of the time
3 1/3 to 2/3 of the time
4 Over 2/3 of the time
5 Almost continually
This section lists various working conditions.
Using the response scale at the left, rate the average amount of time the worker is exposed
to each condition during a typical work period.
E1. Outside
Physical Working
Conditions
135. Out-of-door environment
Subject to changing weather conditions
E2. Indoor
Physical Working
Conditions
Indoor temperatures (Consider only those conditions associated with the job regardless of
indoor temperature conditions that are a function of the weather.)
136. High temperatureConditions where the worker may experience severe discomfort or heat stress, such
as in boiler rooms, and typically occurring in a dry atmosphere of about 90° F
(30° C), or in a humid atmosphere of about 80°–85° F
137. Low temperature
Conditions where the worker is exposed to low temperatures that are uncomfortable,
even though appropriate clothing may be worn, such as in refrigerated rooms
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E2. Indoor
Physical Working
Conditions
(continued)
Amount of Time
0 Does not apply(or is very incidental)
1 Under 1/10 of the time
2 1/10 to 1/3 of the time
3 1/3 to 2/3 of the time
4 Over 2/3 of the time
5 Almost continually
138. Air contamination
Irritating and undesirable air contamination or pollution, e.g., dust, fumes, smoke, or
toxic conditions
139. Vibration
Vibration of the body or limbs, e.g., driving a tractor or truck or operating an air
hammer
140. Improper illuminationE.g., inadequate lighting or excessive glare
141. Dirty environment
Conditions where workers and/or their clothing easily become dirty or greasy, e.g., asin garages, foundries, coal mines, highway construction, or furnace cleaning
142. Awkward or confining work space
Conditions that are cramped or uncomfortable
143. Noise intensity
Using the response scale below, indicate the typical noise level to which the worker is
exposed.
Noise Intensity
1 Very quiet(e.g., intensive care ward,
greenhouse, or photo lab)
2 Quiet
(e.g., private offices or libraries)
3 Moderate(e.g., a business office
where office machines areused, light automobiletraffic, or departmentstores)
4 Loud(e.g., many factories,
heavy traffic, machineshops, or carpenter shops)
5 Very loud(e.g., proximity to jet
engines, large earth-moving equipment, orriveting)
E3. Physical
Hazards
Possibility of Occurrence
0 Almost no possibility
1 Very limited
2 Limited
3 Moderate
4 Fairly high
5 High
The four items below describe accidents or illnesses that may result from exposure to
hazards. Using the response scale at the left, rate the possibility of occurrence that istypical with the job. Consider the employees’ safety and accident record and/or the
possibility of accidents due to such factors as traveling at high speeds, being in high places,
working with machinery, sharp tools, or hot or cold materials, or being exposed to falling
objects, dangerous chemicals, explosives, toxic fumes, or radiation.
144. First-aid cases
Minor injuries or illnesses typically resulting in a day or less of “lost” time and are
usually remedied with first-aid procedures
145. Temporary disability
Temporary injuries or illnesses that prevent the worker from performing the job from
one full day up to extended periods but do not result in permanent disability or
impairment
146. Permanent partial impairment
Injuries or illnesses resulting in the amputation or permanent loss of use of any body
member or part, or permanent impairment of certain body functions
147. Permanent total disability/death
Injuries or illnesses that totally disable the worker and permanently prevent further
gainful employment, e.g., loss of life, sight, limbs, or hands, or radiation sickness
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E4. Personal &
Social Aspects
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
This section includes various personal and social aspects of jobs. Using the response scale
at the left, indicate the importance of these aspects as part of the job.
148. Civic obligations
The worker is expected to assume certain civic obligations or responsibilities
149. Frustrating situations
Job situations in which attempts to deal with problems or to achieve job objectives
are obstructed or hindered, contributing to job frustration
150. Strained personal contactsDealing with individuals or groups in unpleasant or strained situations, e.g., as in
police work, certain types of negotiations, work with certain mental patients, or
collecting past due bills
151. Personal sacrifice
Willingness to make personal sacrifices while serving others or the objectives of an
organization, e.g., as in law enforcement, the ministry, or social work (Do not
consider physical hazards.)
152. Interpersonal conflict situations
Job situations involving inevitable differences in objectives, opinions, or viewpoints
between the worker and others and that may cause conflict, as with persons involved
in labor negotiations or supervisors who must enforce an unpopular policy153. Non-job-required social contact
Using the response scale below, indicate the extent of opportunity for engaging in
informal, non-job-required conversation and social interaction with others while on
the job, e.g., as with hair stylists, taxi drivers, receptionists, craftsworkers, and
apprentices
Opportunity for Non-job-required Social Contact
1 Very infrequent
2 Infrequent
3 Some
4 Frequent
5 Very frequent
F. Other Job Characteristics
F1. Apparel
Worn
Applicability
0 Does not apply
1 Does apply
Using the response scale at the left, indicate the type of clothing typically worn as part ofthe job. More than one item may be applicable.
154. Business suit or dress
E.g., ties and jackets or street dress as is customary in offices or stores
155. Special uniform
E.g., as worn by a nurse, police officer, or bus driver
156. Work clothing
Blue-collar apparel worn in factories or construction work
157. Protective clothing or gearClothing or equipment worn frequently as a regular part of the job to protect the
worker, e.g., safety helmets, goggles, noise suppressors, safety shoes, insulated
gloves or clothing, or protective masks
158. Informal attire
E.g., sportswear
159. Apparel style optional
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F2. Licensing
Applicability
160. Licensing/certification required
E.g., an attorney or certified public school teacher
0 Does not apply
1 Does apply
F3. Yearly
Continuity
of Work
Applicability 0 Does not apply
1 Does apply
Using the response scale at the left, respond to the next three groups of items. Indicate a
response to each item in the group. Mark “1” for one item in each group. Mark “0” for all
other items.
161. Regular work
162. Irregular work
Dependent on weather, season, or production changes
F4. Regularity of
Work Hours
163. Regular hours
164. Variable work shift
165. Irregular hours
F5. Day-Night
Schedule
166. Typical day hours
167. Typical night hours
168. Typical day and night hours
Workers have variable day and night schedule depending on work shifts, job
demands, schedules, or other factors, such as those of some police officers, sometruck drivers, or some steelworkers
F6. Job Demands
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
This section lists various demands made upon workers, usually requiring that they adapt
to them in order to perform satisfactorily.
Using the response scale at the left, rate the following items in terms of how important
they are on the job.
169. Specified work pace
E.g., as on a continuous assembly line
170. Repetitive activities
Performance of the same physical or mental activities repeatedly, without inter-
ruption, for periods of time
171. Cycled work activities
Performance of a sequence or schedule of work activities that typically occurs on a
weekly, daily, or hourly basis and that allows workers some freedom of action as
long as they meet a schedule, as that of a mail carrier or security guard
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F6. Job Demands
(continued)
Importance to This Job
0 Does not apply
1 Very minor
2 Low
3 Intermediate
4 High
5 Extreme
172. Following set procedures
Need to follow specific procedures or routines to obtain satisfactory outcomes, e.g.,
using checklists to inspect equipment or vehicles, following procedures for
changing a tire, or performing specified laboratory tests
173. Time pressure
E.g., rush hours in a restaurant, urgent time deadlines, or rush jobs
174. PrecisionA need to be precise and accurate in manual activities
175. Attention to detail
A need to be thorough and attentive to various details of one’s work, being sure thatnothing is left undone.
176. Recognition
A need to identify, recognize, or perceive certain objects, events, processes, or
behavior, or aspects, features, or properties thereof; this item is primarily con-
cerned with recognition of that which is sensed (e.g., identifying the cause of
malfunctions from a picture on a TV tube, from engine noise, or “reading” Braille
print by touch)
177. Vigilance: Infrequent events
A need to continually search for infrequently occurring but relevant events in the
job situation, e.g., a forest worker watching for forest fires or a worker observing an
instrument panel to identify infrequent change from “normal”
178. Vigilance: Continually changing events
A need to be continually aware of variations in a continually or frequently changing
situation, e.g., driving in traffic, controlling aircraft traffic, or conti-nually watching
frequently changing dials and gauges
179. Working under distractions
E.g., telephone calls, interruptions, or disturbances from others
180. Updating job knowledge
A need to keep job knowledge current and being informed of new job-related
developments
181. Special talent
A need for some particularly unusual or creative talent, particularly as appli-cable to
fine art, entertainment and performance, and athletics; would also apply in
exceptional instances to other areas requiring unique mental and physiccal activities
and communications
182. Travel
Using the response scale below, indicate the proportion of time the worker isrequired to travel, usually overnight and away from his or her residence.
Amount of Time
0 Does not apply
(or is incidental)
1 Under 1/10 of the time
2 1/10 to 1/3 of the time
3 1/3 to 2/3 of the time
4 Over 2/3 of the time
5 Almost continually
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F7. Responsibility This section includes types of responsibility that may be associated with the decisions and
actions of the worker. Indicate the degree of each type of responsibility involved in the job.
183. Responsibility for the safety of others
Using the response scale below, indicate the degree to which the work requires
diligence and effort to prevent injury to others.
Degree of Responsibility for the Safety of Others
0 Does not apply
1 Very limited(has minimum responsibility forothers’ safety, e.g., those whouse small hand tools or
nonhazardous machines)
2 Limited(must exercise reasonable careto avoid injuring others, e.g.,operating lathes, punch presses,and other industrial machines)
3 Intermediate(must exercise considerablecare to avoid injuring others,e.g., operating overhead crane
or driving a bus)
4 Substantial(must exercise substantial careto prevent serious injury toothers, e.g., handling danger-ous chemicals or using explos-
ives)
5 Very substantial(safety of others dependsalmost entirely on worker’s
action, e.g., piloting an aircraftor performing major surgery)
184. Responsibility for material assets
Using the response scale below, indicate the degree to which the worker is directly
responsible for waste, damage, defects, or other loss of value to material assets (e.g., parts, equipment, cash, or livestock) caused by inadequate job performance.
Degree of Responsibility for Material Assets
1 Very limited
2 Limited
3 Intermediate
4 Substantial
5 Very substantial
185. General responsibilityUsing the response scale below, indicate the general responsibility associated withthe job, including the possible effects of the person’s work activities on theorganization, on other people, and on the work output.
Degree of General Responsibility
1 Very limited
2 Limited
3 Intermediate
4 Substantial
5 Very substantial
F8. Job Structure 186. Job structure
Using the response scale below, indicate the amount of structure in the job, or the
degree to which job activities are predetermined for the worker by the nature of the
work, the procedures, or other characteristics.
Amount of Job Structure
1 Very high structure
(virtually no deviation from a predetermined job routine, as inroutine assembly work)
2 Considerable structure (onlymoderate deviation from a
predetermined work routine, asin work of stock handlers ormachine operators)
3 Intermediate structure
(considerable variation in workroutine, but usually withinreasonable bounds, as in work
of first-level supervisors)4 Limited structure
(need for substantial judgmentin adapting standard practicesand innovation in problem
solving, as in work of archit-ects or industrial engineers)
5 Very low structure
(involves a variety of problemsthat must be dealt with, thesolutions of which allow for
unlimited resourcefulness andinitiative, as in work ofresearch chemists, corporate
vice presidents, or college professors)
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F9. Criticality of
Position
187. Criticality of positionUsing the response scale below, indicate the degree to which the performance of job activities is critical to organizational operations, assets, and reputation or to the public or other people; when rating, consider the possible detrimental effect of in-adequate job performance, the duration of such consequences, their seriousness, andthe extent to which they have restricted or widespread effects.
Degree of Criticality of Position
1 Very low
2 Low
3 Moderate
4 High
5 Very high
F10. Pay or Income
Applicability 0 Does not apply
1 Does apply
Items 188–194 are used to describe the typical method of payment or income and
the amount received.
Method of receiving pay or income Use the response scale at the left to indicate the
applicability of each method of receiving pay for the job being rated.
Amount of pay/income (optional) For each method of receiving pay or income that app-
lies, write in the approximate dollar amount on the answer sheet. In each case, this need
be reported for one time period only. If this information is reported, it will be used for
research purposes only and will be held in strictest confidence.
188. Salary
A. Weekly salary
B. Salary every 2 weeks
C. Monthly salary
D. Yearly salary
189. Hourly wage
A. Wage per hour
190. Incentive pay
(individual or group)
A. Weekly average
B. Monthly average
191. Commission
A. Weekly average
B. Monthly average
C. Yearly average
192. Tips
A. Weekly average
B. Monthly average
C. Yearly average
193. Supplementary compensation
E.g., for stocks, profit sharing,
dividends, bonuses, donations, or gifts
A. Yearly average
194. Self-employed
A. Yearly average
F11. Exempt Status
Exempt Status
0 Unknown1 Nonexempt
2 Exempt
195. Exempt status
Using the response scale at the left, indicate the status of the position as classified
under the U.S. Fair Labor Standards Act (FLSA).