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Final Status of Phase
I - June 24, 2002
Approval - July 29, 2002
Good
management and personnel practices require that classifications be
reviewed periodically. In
that light, the Personnel Commission, in cooperation with the Poway
Unified School District, is embarking on a Classification
Study again, having just gone through it five years ago.
The purpose of these studies is to ensure that the classified
personnel position descriptions accurately and correctly describe the
duties and responsibilities of the job, and to study the salaries of the
positions to ensure proper alignment within the district, as well as a
comparison to a similar job market.
The
study will be conducted over the next three years.
The first phase will be a classification study of the positions in
the Office, Clerical, Confidential, Business Services, and Technical job
families. The second phase,
which will be conducted during the 2001-02 school year, will cover support
services positions, generally those represented by SEIU. The third phase will be conducted during the 2002-03 school year, and will study the Paraprofessional classifications.
PHASE ONE
The following
classifications will be studied during the first year of the study:
Secretarial
and Clerical Classifications:
Administrative Secretary I, II, III
School Secretary I, II, III, IV
Payroll Assistant
Insurance Benefits Assistant
Transportation Fee Coordinator
High School Registrar
High School Scheduling Assistant
Attendance Assistant I, II, III
Clerical Specialist
Counseling Assistant
Library Media Assistant I, II, III
Clerical Assistant I, II, III
Substitute Assignments Assistant
Switchboard Operator Receptionist
Personnel Clerk
Business
Classifications:
Accountant
Budget Analyst
Senior Buyer
Accounting Technician
High School Accounting Technician
Buyer
Food Service Buyer
Planning Technician
Accounting Assistant I, II, III, IV
Assistant Buyer
Middle School Accounting Technician
Student Store Assistant
Technical
Classifications:
Programmer Analyst II, III
Energy/Utilities Engineer
Network Analyst I, II
Education Specialist
Information Systems Support Analyst
Personnel Analyst
Planning Analyst
Personnel Assistant
Facilities Coordinator
Senior Network Cabling Technician
Computer Support Technician
Computer Graphics Technician
Computer Operator
Technical Secretary/ETIS
Risk Management Technician
Data Systems Operator
Graphic Artist
Offset Press Operator I, II
Testing Specialist – LSS
Guidance Technician
Workers Compensation Assistant
Transportation Asst/Dispatcher
Facilities Purchasing Assistant
Safety/Environmental Assistant
School Site Data Assistant
Inventory Control Assistant
Braille Assistant
Duplications Assistant
Confidential
Classifications:
Administrative Secretary II, III
Personnel Technician
Administrative Secretary to the Supt. and the Board
Assistant to the Superintendent
Employees
with questions should contact any of the following Members of the
Advisory Committee:
Debby Wulff, Personnel Analyst, Ext. 2116
Bob Guerrero, Personnel Director, Ext. 2115
Sandy
Dunigan, School Secretary II, Ext. 4386
Sherilyn Neilson, HS Scheduling Assistant, Ext. 4534
Susan Griffin, Counseling Assistant, Ext. 6000
David Klee, Offset Press Operator I, Ext. 2227
Molly Schaeffer, Programmer Analyst III, Ext. 2036
Rita Beyers, Director of Human Resources, Ext. 2506
Affected
employees will be provided with information needed to participate in the
study.A “Position
Information Questionnaire” is to be completed by participants and
returned to their immediate supervisor by Friday, January 5, 2001.
To
download the Position Information Questionnaire, click HERE.
This
form is in PDF format. PDF
format allows you to view your form electronically on most computers.
The freely available Adobe Acrobat Reader is required to view and
print PDF files.
Disclaimer:
PUSD is not responsible for Adobe Acrobat Reader or your use of it.
The link above is provided for your convenience and does not in any
way constitute an endorsement of this software product or company.
The
information provided in this questionnaire will be the primary tool for
assuring that your position is properly classified.
It is vitally important that we receive accurate information from
you about the content of your position.
We
recognize that the form asks for a great deal of information.
Hopefully, participants can understand why this is needed.
It usually takes two to three hours to complete the questionnaire.
Employees and supervisors should schedule this time during the
employees' regular work hours. Frequently
Asked Questions
Why is this classification study being done?
PUSD, in coordination with the Personnel Commission, has voluntarily
contracted to have the classification study done for two reasons:
1. To ensure that the classified job descriptions accurately reflect
what people are currently doing "on the job".
2. To ensure that the salary ranges for classified positions allow
the District to recruit and retain employees who are qualified and capable
of performing the jobs.
Who
is doing the study?
PUSD has contracted with Ewing and Company, a Human Resources
consulting firm, to conduct the classification study. Ewing and
Company is responsible for collecting and analyzing the data it receives
from PUSD employees.
Which
employee groups will be studied, and when?
The Classification Study is a three year study. Employees with
positions in the Office, Technical, Business Services, and Confidential
job families will be studied in the first year. Employees in Support
Services positions will be studied in the second year (2001-2002 school
year); and employees in Paraprofessional positions will be studied during
the third year (2002-2003 school year).
How
was the job order determined?
Employee groups are being studied in the same order in which they were
previously studied five years ago. Therefore, no position is waiting
longer than another to be studied.
Will
the study be objective?
PUSD is committed to having accurate data on which to base its
classification decisions. It is for this reason that Ewing and
Company was hired to do an objective classification study.
How
will the study be conducted?
Employees will be asked to complete a survey form. This form
will probably take two to three hours to complete. The completed
form should be turned in to the employee's supervisor who will review the
form, add comments, sign it, and return it to the Personnel
Commission. Ewing and Company is responsible for analyzing the forms
and developing job descriptions/titles based on the results of the
surveys. Interviews will be scheduled with a selected number of
employees in each classification. Preliminary classifications
and assignment of positions to classifications will then be be
presented.
Who
will be interviewed?
At least one employee in each job classification will be interviewed
as will employees and supervisors who request an interview.
Interviews will also be scheduled regarding any positions that appear to be very
different from the current classifications. Ewing and Company will also
conduct interviews when they have questions about a survey's information.
Will
employees be given work time to complete their portion of the study?
Employees and supervisors should work out time for the surveys to be
completed during the work day. This may be a block of time or
smaller increments depending on the work needs.
What
is the best way to describe my work duties?
Volume of work is not what's important, nor is the amount of coverage
for your responsibilities. Answer the questionnaire with what your
work duties actually are. Using action verbs is the most effective
way to describe your work duties. Use verb as the leading word of
the statement. For example: "Collect and verify receipt
of enrollment forms". Be sure to use accurate verbs. As
an example, "collect and verify receipt of enrollment
forms" is very different from "analyze enrollment
forms".
When
is the questionnaire due?
You should submit your questionnaire to your immediate supervisor for
review by no later than Friday, January 5, 2001.
What
happens if I do not submit a questionnaire?
Employees who do not submit a completed questionnaire will have
no rights to appeal the recommendations of the study.
Who
is my supervisor for the purpose of review of the
questionnaire?
Your direct supervisor is the person who is responsible for conducting
your evaluations. This is the person to whom you should submit your
questionnaire.
Will
my supervisor change my answers?
Your supervisor will NOT alter your statements in any way. The
last page of the questionnaire is provided for your supervisor to provide
comments on what you have written. This is not intended to serve as
a performance review, an evaluation or staffing review. The
supervisor's comments are not confidential and may be read by you.
Will
everyone get raises?
While it is likely that some classifications will be adjusted to
reflect current market value for the duties and responsibilities, there is
no reason to believe that every or even most classifications will be
adjusted. All recommendations for salary adjustments will be
negotiated between the employee bargaining unit and the District.
Can
an employee's salary be lowered as a result of this survey?
No. Employees may stay the same on the salary schedule, but no
one's salary will be reduced.
How
will market place pricing be determined?
Market place pricing is generally determined by gathering information
from job markets similar to PUSD. This most likely will include other school
districts which are similar in size and geographical location to PUSD.
It may also include other public sector organizations.
What
happens after the study is completed?
The results of the study and any recommendations by Ewing and Company
will be presented to the Personnel Commission and the district. Any
changes as a result of the study must be negotiated with the appropriate
bargaining unit.
What
is the role of the Advisory Committee?
The advisory committee
consists of at least one representative from each of the job families
being studied. This committee will be a liaison between the employee
groups and the consulting firm to relay information and concerns between
both. They can be contacted for information at any time.
How
can I get other questions answered?
For answers to questions that are not listed on this page, please
contact any advisory committee member or call the Personnel Commission
office (858-679-2545). You may also e-mail Debby Wulff at dpwulff@powayusd.com
or Bob Guerrero at bguerrer@powayusd.com.
Where
are we now? (3/1/01)
Completed survey forms were forwarded to Ewing and Co. on January
26. We have been asked to hold March 12, 13, & 14, 2001 as
tentative dates for interviews.
Where
are we now? (3/15/01)
Interviews with employees and managers/supervisors who requested an
interview, or employees in single position classifications, were conducted
by Ewing and Co. on March 12 and 13. Approximately 140 employees
representing 55 class groupings were interviewed over the course of the
two days. Preliminary recommendations are expected from the
consultants in 6-8 weeks.
Where are we now?
(5/16/01)
Preliminary position allocations have been received in the Personnel
Commission. The consultants are still addressing some concerns that
we raised as a result of the information we received. We expect
Position Descriptions to be distributed to participants of the study by
Friday, May 25, 2001.
PRELIMINARY RECOMMENDATIONS
The preliminary findings on the classification part of the study were
received in the Personnel Commission office on Thursday, May 24,
2001. A meeting was held with the Advisory Committee on Tuesday, May
30 to review the preliminary recommendations of the consultants.
Important
information from the consultants:
Please
remember that your description may be quite general and may relate to a
wide variety of highly specialized positions. This description is
designed to be a broad definition of a classification, not a position
description. We are seeking your review of the description to
determine whether your position seems to fit the overall definition,
scope and intent of the classification. Please do not be concerned
if you do not find your position on every line.
You
may note that at the end of some of the duty statements there is an
italicized "E". This is strictly for use in compliance with the
Americans with Disabilities Act. You do not need to comment on
these.
It
is important at this point to receive your input if you have concerns.
We encourage you to complete the attached feedback form regarding the
recommended classification for your position. Please remember that
at this time we are only recommending the most appropriate
classification for your position - not placement on the salary
schedule. The salary recommendations will come following the
salary survey.
Therefore,
we ask you to do the following:
1. Review the classification to
which you have been assigned and read the class specification carefully.
A complete set of all the class specifications is available at each site
and at the Personnel Commission Office.
2. Determine whether you wish to
appeal the recommendation of the consultant as to your classification.
If you wish to appeal, complete the attached form and send it to the
Personnel Commission Office (mail, FAX or e-mail) as soon as possible, so that it is received
no later than 4:30 P.M. on Friday, June 8, 2001. If
we do not receive a form from you, we will assume you are satisfied with
the classification title and description.
3. Suggest any changes to the class
specification you believe are appropriate. If you wish to suggest changes of wording in the
specification, please forward your suggestions in writing to the
Personnel Commission Office. If the suggested changes do not
change the concept of the class, the consultant will not arrange another
meeting with you, but will notify you in writing concerning your
suggested changes.
Appeal/Feedback
Form
To access a MS Word copy of the Appeal & Feedback form please click here.
Please note the deadline to submit this form is 4:30 p.m. on Friday,
June 8, 2001.
Classification
Description Drafts
Listed below are links to
each of the classification description drafts for this phase of the
study. Remember that these are DRAFTS and are to be
considered preliminary recommendations.
Principals:
Please be aware that the position titles can be different than the
working titles used at your site. Please refer to your PSU plan or
consult your site secretary to
correctly identify the positions you are reviewing. This pertains
to title changes only. If any of your employees are being
recommended for reclassification, you will have received separate e-mail
communication to designate who is affected and what position changes are
recommended.
Classification
Description Drafts
Click HERE
to go to CURRENT class descriptions for comparison.
The following are NEW
position titles that replace current position titles. Click on the
position title to review the class description for that position.
(Current titles with links to new designations are listed below.
Click HERE to move to that listing.)
Accounting Assistant II
Accounting
Assistant III
Accounting
Assistant IV
Administrative
Assistant I
Administrative Assistant II
Administrative
Assistant II (Confidential)
Administrative Assistant – ETIS
Attendance Accounting Assistant I
Attendance Accounting Assistant II
Attendance Accounting Assistant III
Braille Transcriber
Budget Technician
Cable Technician
Counseling
Assistant
District Accountant
District Testing Specialist
Executive Assistant (Confidential)
Facilities
Purchasing Assistant
Food Service Accountant
Graphic Artist
Guidance
Technician
High
School Accounting Technician
High School
Registrar
Human Resources Analyst
Human Resources Assistant
Human Resources Technician (Confidential)
Information System Support Analyst
(delayed)
Insurance Benefits Specialist
LAN Administrator
Library Computer Resource Assistant
Library/Media Assistant
Library/Media Technician I
Library/Media Technician II
Middle
School Accounting Technician
Nutrition Specialist/Food Service
Buyer
Office
Assistant I
Office Assistant II
Office Specialist
Payroll Technician
Planning Analyst
Project Leader – Cabling
Publications Technician
Risk Management Specialist
Safety/Environmental Technician
Senior Information Systems Support
Analyst (delayed)
Senior LAN Administrator
Senior Publications Technician
School Admin Assistant – Continuation High
School Admin Assistant – Elementary
School Admin Assistant – High School
School Admin Assistant – Middle School
School Secretary
Student Data Technician
Student Store Technician
Student
Systems Supervisor
Systems Administrator
Systems Engineer
Transportation Assistant/Scheduler
Workers’ Compensation Technician
Current position
titles - The following are current position titles that are
linked to Proposed class descriptions. If there is no class description linked to the title, the position
will be indicated as vacant after approval of the proposed
classification descriptions. Click
HERE to go to CURRENT class descriptions for
comparison.
Accounting
Assistant II
Accounting
Assistant III
Accounting
Assistant IV
Accountant
Accountant
(Food Services)
Administrative Secretary I
Administrative Secretary II
Administrative Secretary II (Confidential)
Administrative Secretary III (Confidential)
Attendance Assistant I
Attendance Assistant II
Attendance Assistant III
Braille Assistant
Budget Analyst
Clerical Assistant I
Clerical Assistant II
Clerical Assistant III
Clerical Specialist
Computer Support Technician
Counseling
Assistant
Duplicating Assistant
Facilities
Purchasing Assistant
Food Service Buyer
Graphic
Artist
Guidance
Technician
High
School Accounting Technician
High School Scheduling Assistant
High
School Registrar
Information Systems Support Analyst
Insurance Benefits Assistant
Library/Media Assistant I
Library/Media Assistant II
Library/Media Assistant III
Middle
School Accounting Technician
Network Analyst
Network Analyst II
Offset Press Operator I
Payroll Assistant
Personnel Analyst
Personnel Clerk
Personnel Technician (Confidential)
Planning
Technician
Programmer Analyst III
Risk Management Technician
Safety/Environmental Assistant
School Secretary I
School Secretary II
School Secretary III
(Continuation HS)
School Secretary III
(Middle School)
School Secretary IV
Senior Network Cabling Technician
Student Store Assistant
Switchboard Operator/Receptionist
Technical Secretary
Testing Specialist – LSS
Transportation Assistant/Dispatcher
Workers’ Compensation Assistant
Frequently
Asked Questions for this phase:
What happens next?
We have now moved to the preliminary recommendation phase. Each
person who submitted a questionnaire has been sent a recommendation by
the consultants for where their position is to be classified. Each
person should review their classification and determine whether they
wish to appeal the recommendation of the consultant. Appeals must
be received in the Personnel Commission office by 4:30 p.m. on Friday,
June 8, 2001. After an appeal period, the recommendations will be
given to the Personnel Commission for approval. The next steps
will be a salary survey and salary recommendations.
Does a title change mean that I won't get a salary increase?
If the only noticeable change is in title, that merely means that there
was nothing significantly different in the position description that
would warrant reclassification. Salary MAY still be affected.
During the appeal process, what happens?
After appeal forms have been received, the consultants will review
them. If additional consideration is warranted, the consultants
will contact the appellant and/or supervisor. The consultants will
then reconsider the additional input and decide on the most appropriate
classification. After that decision is rendered, an employee
may appeal to the Personnel Commission.
Is my concern worthy of an appeal?
If you believe that your position is incorrectly represented by the
class description, you should file an appeal. Your supervisor may
also file an appeal if it is felt that the position is incorrectly
classified.
Why didn't I get a position description?
If you did not get a class description, it is because you did not submit
a questionnaire. Your position will be classified with others in
your classification, but you have no right to an appeal.
When
do salary adjustments happen?
Salary recommendations will be made after districts of comparable size
have been surveyed. This will not happen until the classifications
have been approved by the Personnel Commission. Every effort will
be made to communicate by whatever means is necessary if any of these
steps occur during recess periods.
Where
are we now (July 18, 2001)?
The following is a tentative timeline for your information:
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Responses
to the appeals filed by study participants should be received in the
Personnel Commission by July 20. Responses will be mailed to
those who are off-contract. If you are a 12 month employee,
you will receive your response through District mail.
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The
Personnel Commission has tentatively scheduled for August 21st to hear
the final appeals to the Personnel Commission. If you filed an
appeal, you will be advised of the confirmed meeting date along with
the response to your appeal.
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If
you did NOT file an appeal, but still wish to attend the Commission
meeting, you should contact the Personnel Commission Office around
August 1st to confirm the date and time of the meeting.
Attendance at the meeting is not mandatory, but action taken by the
Personnel Commission regarding your individual classification will
still move forward.
Where
are we now (August 1, 2001)?
-
Responses
to the appeals have been received and reviewed by the Personnel
Commission. They will be placed in the U.S. mail to appellants on
Wednesday, 8/1/01. Appellants will receive an updated class
description along with the response from Ewing.
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The Personnel
Commission meeting to hear final appeals has been moved to August
28. Formal notification and details of this meeting will be given
to appellants along with the mailed communication.
Results
of the Classification Phase:
A Special Meeting of the
Personnel Commission was held on Friday, August 31, 2001. The
Commission, after review of the material submitted by the consultant and
hearing the appeals of affected employees, has accepted the recommendations of
the consultant regarding class descriptions and allocation of individual
employees with the following modifications:
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Attendance Accounting
Assistant III - changes to language in the class description as proposed
by Pat Rich
-
Facilities Purchasing
Assistant - Change in title to Maintenance Purchasing Assistant as
proposed by Bea McKinney
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High School Registrar
- Changes in language in the class description as proposed by Char
Whisenant and Linda Hayes
-
LAN Administration
Coordinator - Changes to language in the class description as proposed
by Linda Bradbury
The approved class
descriptions (in alphabetical order) follow:
Key:
TC = Title Change
LC = Language Change(s)
NC = No Change
Accountant I
(New Classification)
Accountant II (TC/LC
- Formerly Accountant)
Accounting Assistant II (LC)
Accounting
Assistant III (LC)
Accounting
Assistant IV (LC)
Accounting Technician (Not
reviewed - NC)
Administrative
Assistant I
(TC/LC - formerly Administrative Secretary I)
Administrative Assistant II
(TC/LC - formerly Administrative Secretary II)
Administrative
Assistant II (Confidential) (TC/LC-formerly Administrative
Secretary II Confidential)
Administrative Assistant – ETIS
(TC/LC-formerly Technical Secretary ETIS)
Assistant Buyer (Not
reviewed - NC)
Attendance Accounting Assistant I
(TC/LC-formerly Attendance Assistant I)
Attendance Accounting Assistant II
(TC/LC-formerly Attendance Assistant II)
Attendance Accounting Assistant III
(TC/LC- formerly Attendance Assistant III)
Braille Transcriber
(TC/LC - formerly Braille Assistant)
Budget Analyst
(LC)
Buyer (LC)
Cable Technician (TC/LC - formerly a single position within
Computer Support Technician classification)
Computer Graphics Technician (LC)
Computer Operator (Not
reviewed - NC)
Counseling
Assistant (LC)
Data Systems Operator (Not
reviewed - NC)
District Testing Specialist (TC/LC - formerly Testing Specialist-LSS)
Education Specialist (Not
reviewed - NC)
Energy/Utilities Engineer
(Not reviewed - NC)
Executive Assistant (Confidential) (TC/LC - formerly
Administrative Secretary III Confidential)
Executive Assistant (TC/LC - formerly Administrative Secretary III)
Facilities Coordinator (Not
reviewed - NC)
Facilities Systems Support
Analyst (Not reviewed - NC)
Graphic Artist (Not
reviewed - NC)
Guidance
Technician (LC)
High
School Accounting Technician (LC)
High School
Registrar (LC)
Human Resources Analyst
(TC/LC - formerly Personnel Analyst)
Human Resources Assistant (TC/LC - formerly Personnel Clerk)
Human Resources Specialist
(Not reviewed - TC - formerly Personnel Assistant)
Human Resources Technician (Confidential)
(TC/LC - formerly Personnel Technician Confidential)
Information System Support Analyst
(LC)
Insurance Benefits Specialist
(TC/LC - formerly Insurance Benefits Assistant)
Inventory Control Assistant
(Not reviewed - NC)
LAN Administrator
(TC/LC - formerly Computer Support Technician)
LAN Administrator Coordinator (New Classification)
Library/Media Assistant
(TC/LC - formerly Library Media Assistant I)
Library/Media Computer Resource Technician
(New Classification)
Library/Media Technician-Elementary (TC/LC - formerly Library
Media Assistant II)
Library/Media Technician-Secondary TC/LC - formerly Library Media
Assistant III)
Maintenance Purchasing Assistant (TC/LC - formerly Facilities
Purchasing Assistant)
Middle School Accounting Technician (LC)
Nutrition Specialist-Buyer
(TC/LC - formerly Food Service Buyer)
Office
Assistant I
(TC/LC - formerly Clerical Assistant I)
Office Assistant II
(TC/LC - formerly Clerical Assistant II)
Office Assistant-Continuation High School (New Classification)
Office Specialist
(TC/LC - formerly Clerical Assistant III/Clerical Specialist)
Payroll Technician
(TC/LC - formerly Payroll Assistant)
Planning Analyst
(LC)
Programmer Analyst II (Not
reviewed - NC)
Programmer Analyst III (not
reviewed - NC)
Project Leader – Cabling
(TC/LC - formerly Senior Network Cabling Technician)
Publications Technician
(TC/LC - formerly Offset Press Operator I/Duplications
Assistant)
Risk Management Specialist
(TC/LC - formerly Risk Management Assistant)
Safety/Environmental Technician
(TC/LC - formerly Safety/Environmental Assistant)
School Administrative Assistant – Continuation High
(TC/LC - formerly a single position within School Secretary III
classification)
School Administrative Assistant – Elementary
(TC/LC - formerly School Secretary II)
School Administrative Assistant – High School (TC/LC - formerly
School Secretary IV)
School Admin Assistant – Middle School
(TC/LC - formerly School Secretary III)
School Secretary (TC/LC - formerly School Secretary I)
School Site Data Assistant
(Not reviewed - NC)
Senior Buyer
(Not reviewed - NC)
Senior Information Systems Support
Analyst (New Classification)
Senior LAN Administrator (New Classification)
Senior Payroll Technician (Not reviewed - TC - formerly Senior Payroll
Assistant)
Senior Publications Technician (TC/LC - formerly Offset Press
Operator II)
Student Data Technician
(TC/LC - formerly High School Scheduling Assistant)
Student Store Technician (TC/LC - formerly Student Store
Assistant)
Systems Administrator
(TC/LC - formerly Network Analyst)
Systems Engineer
(TC/LC - formerly Network Analyst II)
Technical Secretary (LC)
Transportation Assistant/Scheduler
(TC/LC - formerly Transportation Assistant/Dispatcher)
Transportation Fee Coordinator (LC)
Travel Specialist (Not
reviewed - NC)
Workers’ Compensation Technician
(TC/LC - formerly Workers' Compensation Assistant)
Salary
Acceptance of salary range recommendations of the consultants is scheduled as an
agenda item for the regular meeting of the Personnel Commission on Monday,
September 17, 2001 at 4:30 p.m. in Conference Room B-1. UPDATE:
This agenda item was tabled to the October 24, 2001 meeting.
Click here to review the Salary
Range Recommendations. It is in PDF format. FINAL
STATUS OF PHASE I
On June 24,
2002, the CSEA Negotiations Team and the District reached agreement on
the salary recommendations. The recommendations will be taken to
the Board of Education for approval on July 29, 2002. Click here
to review the Final Salary
Recommendations as negotiated.
For more information, please contact one of your advisory
members.
APPROVAL
On July 29, 2002, the Board of Education
approved the salary recommendations as negotiated between CSEA and the
District. Range changes will be reflected on the August pay
warrants and retroactive pay (to February 1, 2002) will be included on
the September pay warrant. New classification descriptions and
salary schedules will be available on the web page by approximately
August 15, 2002. Congratulations to the members of the
Secretarial, Clerical, Business and Technical job families!
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