Emerson Job Description Matrix

  S2   S3   S4  

Job  Family   Support   Support   Support  

Job  Level  –  Grade  Level   Entry  –  Grade  12   Intermediate  –  Grade  13   Senior  –  Grade  14  

Aon  Hewitt  Job   • Responsible  for  the  delivery  of  straightforward   • Responsible  for  the  delivery  of  specific   • Technical  expert  with  depth  and  breadth  of  
Characteristic  Definitions   administrative  and/or  other  basic  business   delegated  tasks  to  a  supervisor.   knowledge  within  own  area.  
and  Descriptions   services.   • Completes  day-­‐to-­‐day  tasks  without  immediate   • Provides  guidance,  coaching,  and  direction  to  
• Issues  tend  to  be  routine  in  nature.   supervision,  but  has  ready  access  to  advice   more  junior  team  members  of  the  team.  
  • Good  knowledge  and  understanding  of   from  more  experienced  team  members.   • Acts  independently  working  under  limited  
business/operating  processes.   • Task  involves  a  degree  of  forward  planning  and   supervision.  
• Requires  knowledge  of  company/operating   anticipation  of  needs/issues.   • May  be  a  team/project  leader,  without  people  
process  and  procedures.   • Resolves  non-­‐routine  issues  escalated  from   management  accountability.  
• Works  to  clearly  defined  procedures.   more  junior  team  members.  
• Works  under  close  supervision.  
• Entry  point  to  skilled  roles.  

Aon  Hewitt  Job        

Characteristic  Definitions  
and  Descriptions  

Knowledge  and  Application   • Applies  knowledge  of  a  body  of  standardized   • Requires  technical  know-­‐how  and  broad   • Knowledge  of  standardized  rules,  procedures,  
-­‐  Refers  to  the  accumulation   rules,  procedures,  operations,  etc.  within  a   understanding  of  the  subject  area.   and  operations,  within  a  specialized  field/work  
and  depth  of  knowledge   specialized  or  technical  field.   • Requires  understanding  of  many  different  and   area.  
and  the  expectations  of  how   • May  include  multistep  processes  which  require  a   unrelated  processes  and  methods.   • In-­‐depth  experience  in  a  technical  field.  
fairly  detailed  knowledge  of  the  specialized  area.   • Includes  the  assessment  of  unusual   • Selectively  extracts,  verifies  and  compiles  
that  knowledge  is  applied.  
• Requires  extensive  on-­‐the-­‐job  or  previous  training   circumstances,  variations  in  approach,  and   objective  and  measurable  data.  
  and  experience.   incomplete  or  conflicting  data.   • In  some  instances,  may  modify  existing  
• May  require  formal  occupational  training  or   • May  require  vocational  qualifications  and  role   processes,  methods  and  approaches.  

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certification.   holder  may  be  working  toward  a  professional   • May  be  working  toward  a  professional  
• Operative/Technician  roles  will  typically   qualification.   qualification.  
use/operate  more  complex  machinery/processes.  

Problem  Solving  -­‐  Refers  to   • Problems  are  known,  defined,  and  readily   • Encounters  problems  which  are  varied  but   • Encounters  problems  which  are  varied  and  
the  difficulty  of  the   apparent.   similar.   non-­‐routine.  
problems  to  be  solved,  the   • Issues  may  occasionally  require  some  fact  finding   • Requires  some  fact  finding  in  order  to  fully   • Requires  basic  problem-­‐solving  techniques  to  
degree  to  which  judgment   to  solve.   understand  the  issue  and  consider  the  most   clearly  define  problems.    
• Non-­‐routine  issues  are  typically  escalated  to  a   appropriate  response.     • Identifies  the  most  appropriate  
and  analysis  must  be  
more  senior  team  member  or  supervisor.   • Responses  will  be  drawn  from  pre-­‐established   option/solution  to  adjust  or  improve  existing  
exercised  in  assessing   • Selects  best  option  from  a  set  of  defined   solutions  from  which  the  role  holder  will  need   approaches.  
problems  and  evaluating   procedures/solutions  using  common  sense  and   to  select  the  most  appropriate.   • Solutions  often  leverage  and  improve  on  
alternative  solutions,  and   experience  of  similar  situations.   • Guided  by  defined  and  documented  process   existing  processes,  procedures,  and/or  tools.  
the  extent  to  which   • Refers  to  procedures,  technical  aids,  co-­‐workers,   although  may  occasionally  be  expected  to   • Requires  objective  view  of  difficult  work  
assistance  is  available.     and  supervisors.   adapt  solutions  for  specific  situations.   problems,  obtaining  cooperation  or  approval.  
  Requires  considerable  resourcefulness.  
 

Interaction  -­‐  Measures  the   • Interacts  with  a  range  of  individuals  both  within   • Conveys  and  exchanges  basic  technical  or   • Exchanges  standard  technical  or  non-­‐
interpersonal  and   and  outside  immediate  team  to  convey  basic   factual  information  with   technical  information  with  colleagues  and  
communications  skills   information.   colleagues/clients/customers.   immediate  superiors  and/or  customers.  
required  and  the  scope  of   • Requires  basic  written  and  verbal  skills  to   • May  require  the  initiation  of  contacts  and   • May  be  required  to  interpret  or  clarify  
respond  to  enquiries  usually  in  a  standard  format   resolve  and  discuss  mutual  problems  or   technical  information  to  aid  understanding.  
diversity  that  may  exist  to  
and  required  to  manage  interaction  in  person  or   collaboration  on  procedures  or  transactions.   • Interprets  or  explains  data  or  information  to  
account  for  the  growing   remotely  (telephone,  email).     • Audience  is  typically  knowledgeable  about  the   deliver  messages.  
importance  of  working  and   • Interaction  is  of  a  day-­‐to-­‐day  nature,  requiring  a   subject  matter.     • Audience  may  not  be  knowledge  about  the  
managing  in  a  multi-­‐ professional  manner,  customer  services  skills,   • Written  responses  are  presented  in  a  variety  of   subject  matter.  
dimensional,  cross-­‐cultural   common  courtesy,  and  tact   formats.   • Requires  awareness  of  cultural  differences  
environment.   • Requires  awareness  of  cultural  differences  and   and  adapts  style  accordingly.  

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  adapts  style  accordingly.  

Impact  -­‐  Measures  the   • Supports  the  achievement  of  goals  through   • Impact  varies  between  immediate  and  short-­‐ • Impact  is  short-­‐term  (typically  limited  to  one  
potential  impact  on   personal  effort  in  own  work  area.   term  (less  than  one  year).   year).    
business  objectives  as  well   • Impact  will  be  limited,  typically  to  the  immediate   • Activities  limited  to  weekly/monthly  planning.   • Activities  are  limited  to  monthly/quarterly  
as  the  sphere  of  influence   team,  although  wider  impact  is  likely  in  customer   • Scope  of  impact  will  be  at  the  department  or   planning.  
facing  roles.   team  level.   • Supports  the  achievement  of  goals  through  
and  the  time-­‐horizon  of  
• Require  to  achieve  daily  and  weekly  tasks  under   • Results  impact  the  immediate  work  area,   personal  effort  in  own  work  area.  
personal  impact  to   general  supervision  with  work  regularly  checked.   • Scope  of  impact  will  be  at  the  department  
although  in  customer  facing  roles  may  impact  
accommodate  the  global     the  department.     and/or  team  level.  
and  organizational     • May  also  impact  on  related  activities  outside  
governance  structure.   of  own  work  team  and/or  department.  
 
 

Accountability-­‐  Measures   • Accountable  for  delivery  of  own  work  activities  to   • Accountable  for  quality  and  timeliness  of  own   • Accountable  for  the  on-­‐time  delivery  of  own  
the  nature  of  accountability   agreed  timescales  and  quality.   deliverables.     work  and  that  of  others.  
through  the  directness  of   • Performance  measured  against  predefined  service   • May  be  responsible  for  up-­‐skilling  new  starters.   • May  be  responsible  for  coaching/mentoring  
the  impact  and  the  breadth   level  requirements  or  equivalent  metric.   • Financial  accountability  will  be  confined  to   more  junior  employees;  but  has  no  direct  
• Aware  of  costs  and/or  service  level  requirements   awareness  and  management  of  cost  in  relation   supervisory  responsibility.    
and  scope  of  financial  
and  expectations.     to  own  work.   • Responsible  for  the  quality  review  of  
impact.       deliverables  by  more  junior  employees.  
• Performance  measured  against  predefined  
  annual  objectives.   • Financial  accountability  will  be  confined  to  
  proactive  management  of  costs  within  the  
project/team.  
• Performance  measured  against  predefined  
annual  objectives.  
 

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Emerson  Job    Characteristics          

Credentials  and  Experience  -­‐   • A  high  school  diploma  and  2  to  3  years  of   • A  high  school  diploma  and  3-­‐5  years  of   • A  bachelor’s  degree  or  equivalent  experience  
Refers  to  the  academic  and   experience  is  required.   experience  required.    A  bachelor’s  degree  or   is  preferred.    Expected  credentials  include  an  
work  experience  necessary   equivalent  experience  preferred.   additional  0-­‐2  years  of  experience  related  to  
to  perform  this  job  and  the   the  career  discipline.  
desired  or  preferred  
credentials  associated  with  
performance  of  this  job.    

Working  conditions  -­‐  Refers   • In  operational  and/or  production  roles,  physical   • In  operational  and/or  production  roles,  physical   • In  operational  and/or  production  related  
to  whether  there  are   work  demands  may  include  the  ability  to  stand  for   work  demands  may  include  the  ability  to  stand   roles,  physical  work  demands  may  include  the  
physical  or  environmental   extended  periods  of  time,  to  do  moderate  lifting,   for  extended  periods  of  time,  to  do  moderate   ability  to  stand  for  extended  periods  of  time,  
challenges  or  hazards   and  to  handle  moderate  environmental  conditions   lifting,  and  to  handle  moderate  environmental   to  do  moderate  lifting,  and  to  handle  
associated  with  performing   (outdoor  work,  cleaning  materials,  etc.).    In  arts   conditions  (outdoor  work,  cleaning  materials,   moderate  environmental  conditions  (outdoor  
the  duties  of  the  job.   production  roles,  physical  demands  or  hazards   etc.).    In  arts  production  roles,  physical   work,  cleaning  materials,  etc.).    In  arts  
may  include  movement  of  heavy  objects  or   demands  or  hazards  may  include  movement  of   production  roles,  physical  demands  or  hazards  
equipment  such  as  rigging,  lighting  and  sets  and   heavy  objects  or  equipment  such  as  rigging,   may  include  movement  of  heavy  objects  or  
working  at  various  stage  elevations.   lighting  and  sets  and  working  at  various  stage   equipment  such  as  rigging,  lighting  and  sets  
elevations.   and  working  at  various  stage  elevations.  

 
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  C1   C2   C3  

Job  Family   Individual  Contributor   Individual  Contributor   Individual  Contributor  

Job  Level  –  Grade  Level   Entry  –  Grade  14   Intermediate  –  Grade  15   Career  –  Grade  16  

Aon  Hewitt  Job  Characteristic  Definitions   • Entry  professional  role,  contributing  in  a   • Intermediate  professional  role,  responsible   • Career  level  (fully  competent)  experienced  
and  Descriptions   support  capacity.   for  delivery  of  professional  activities.   professional  able  to  carry  out  a  full  range  
• Work  subject  to  frequent  review  by  more   • Applies  standard  techniques  and   of  professional  duties.  
  experienced  professionals.   procedures  to  routine  instructions,  but   • Works  independently  with  guidance  on  
• Responsible  for  output  (documents,   requiring  professional  knowledge  in   more  complex  issues.  
analyses  product)  in  specific  work  area  to   specialist  areas.   • Provides  professional  know-­‐how  to  
appropriate  time  and  quality  targets.   • Focuses  on  providing  standard  professional   enhance  the  knowledge  and  skill  base  of  
• Expected  to  work  under  own  initiative,   advice  and  creating  initial  reports/analysis   the  organization.  
prioritize  own  work  and  meet  agreed   for  review  by  experienced  team   • Uses  advanced  analytical,  technical  and  
timescales.   professionals.     problem  solving  skills  to  adapt  policies  and  
• Typically  is  a  graduate,  although  may  have   • Prepares  work  for  approval  by  senior   programs  and  develop  models  to  support  
progressed  into  the  role  via  equivalent   colleagues.   smaller  projects.  
business  experience.   • Focuses  on  providing  analyses  and  
• Entry  professional  role,  contributing  in  a   applying  results  to  improve  business  
support  capacity.   operations.  

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Aon  Hewitt  Job  Characteristic  Definitions        

and  Descriptions  

Knowledge  and  Application  -­‐  Refers  to  the   • Good  knowledge  of  single  specialist  area   • Understands  and  applies  the  principles  and   • Discipline  expert,  typically  with  a  number  
accumulation  and  depth  of  knowledge  and   achieved  through  prior  study  or  previous   practices  in  a  recognized  professional  field   of  years  post  qualification  experience  or  
the  expectations  of  how  that  knowledge  is   experience.   requiring  extensive  academic  preparation.   equivalent  business  experience.  
applied.   • Applies  knowledge  of  the  principles  and   • Likely  to  be  newly  professionally  qualified   • Integrates  and  communicates  fairly  
practices  in  a  recognized  professional  field   in  a  specific  field,  or  will  have  extensive   complex  information  within  the  
  requiring  extensive  academic  preparation.   experience  in  complex  technical  area.   specialization  or  recognized  body  of  formal  
• Applies  knowledge  of  standardized  rules,   • Determines  a  course  of  action  based  on   language.  
procedures  and  operations  within  own   guidelines  and  modifies  processes  and   • Knowledge  of  principles  and  practices  
area.   methods  as  required.     within  a  professional  discipline.  
• Determines  a  course  of  action  based  on   • Generally  requires  knowledge  of  company   • Assess  unusual  circumstances,  suggests  
guidelines.   policies,  practices  and  procedures.   variations  in  approaches,  and  incomplete  
  or  conflicting  data.  

Problem  Solving  -­‐  Refers  to  the  difficulty  of   • Encounters  fairly  similar  problems  which   • Resolves  issues  which  are  often  varied  and   • Resolve  issues  that  are  differing,  but  
the  problems  to  be  solved,  the  degree  to   require  some  fact  finding,  clarification,  and   non-­‐routine.   related.  
which  judgment  and  analysis  must  be   basic  analysis.   • Uses  previous  experience  to  identify  most   • Issues  require  sophisticated  analytical  or  
exercised  in  assessing  problems  and   • Most  solutions  will  be  found  within  normal   appropriate  option  or  improve  existing   problem  solving  techniques  to  identify  
operating  processes  and  policies.   approaches.   cause.  
evaluating  alternative  solutions,  and  the  
• Selects  the  best  solution  based  on  a  set  of   • Problem  likely  to  require  clarification.   • Devises  solutions  based  on  limited  
extent  to  which  assistance  is  available.     defined  procedures  or  precedence.   information  and  uses  past  experience  or  
• Undertakes  analysis  and  investigation  to  
• Occasionally,  requires  basic  problem   solve  differing  but  related  problems.   precedent  to  identify  solutions  or  to  adapt  
 
solving  techniques  to  define  problems  and   • Work  is  performed  under  general  guidance   existing  approaches  to  resolve  issues.  
use  previous  experience  to  identify.   and  direction.   • Uses  evaluation,  judgment,  and  
• May  require  the  initiation  of  contacts  to   interpretation  to  select  right  course  of  
resolve  and  discuss  mutual  problems  or   action;  which  may  impact  the  longer  term  
collaboration  on  procedures  and   • Anticipates  future  issues.  
• Work  is  done  independently,  but  is  
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transactions.   reviewed  at  critical  points.  

Interaction  -­‐  Measures  the  interpersonal   • Engages  standard/basic  technical  or   • Conveys  information  to  occasionally   • Interprets  and  explains  information  to  
and  communications  skills  required  and  the   nontechnical  information  with  colleagues   divergent  audiences  that  may  require   audiences  who  are  not  familiar  with  the  
scope  of  diversity  that  may  exist  to  account   and  immediate  superiors  and/or   some  persuasion.   subject  matter  often  requiring  persuasion.  
for  the  growing  importance  of  working  and   customers.   • In  some  instances  will  need  to  convey   • Adapts  style  to  differing  audiences.  
• May  be  required  to  interpret  or  clarify   information  to  audiences  not   • Requires  objective  review  of  difficult  work  
managing  in  a  multi-­‐dimensional,  cross-­‐
technical  information  to  aid   knowledgeable  about  the  subject  matter.   problems,  obtaining  cooperation  or  
cultural  environment.   understanding.   • Requires  objective  review  of  difficult  work   approval.  
• Audience  is  generally  knowledgeable   problems  obtaining  cooperation  or   • Requires  considerable  resourcefulness.  
 
about  the  subject  matter.   approval.   • Requires  strong  multicultural  awareness  to  
• Convey  straightforward  information  to   • Understands  and  communicates  fairly   appropriately  deliver  messages.  
non-­‐divergent  audiences.   complex  information  within  the  
specialization  or  recognized  body  of  formal  
knowledge.  

Impact  -­‐  Measures  the  potential  impact  on   • Impact  is  limited  to  short-­‐term  team   • Impact  is  generally  limited  to  short-­‐term   • Impact  is  limited  to  the  achievement  of  
business  objectives  as  well  as  the  sphere  of   performance.   team  performance,  occasionally  on   short  to  medium  term  goals.    
influence  and  the  time-­‐horizon  of  personal   • Supports  the  achievement  of  goals   medium-­‐term  goals.     • Contributes  to  delivery  of  
impact  to  accommodate  the  global  and   through  own  personal  effort.   • Supports  the  achievement  of  goals  through   discipline/department  goals  through  
• Responsible  for  planning  own  work,   own  personal  effort.   personal  effort  or  through  influence  over  
organizational  governance  structure.  
assessing  own  progress,  and  adjusting   • Responsible  for  planning  own  work,   team  members.  
  efforts  to  meet  goals.   assessing  own  progress,  and  adjusting   • Has  contributory  impact  on  
efforts  to  meet  goals.   team/discipline  performance.  
• Beginning  to  have  more  of  a  contributory    
impact  on  team  performance.  

Accountability-­‐  Measures  the  nature  of   • Accountable  for  meeting  own  targets   • Accountable  for  meeting  own  targets   • Accountable  for  meeting  own  target  which  
accountability  through  the  directness  of  the   which  impact  the  immediate  work  area.     which  impact  the  immediate  work  area.   will  impact  the  discipline.  
• Accountable  for  meeting  own  targets   • Accountable  for  own  targets  which  will   • Accountable  for  own  targets  which  will  
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 Emerson Job Description Matrix

impact  and  the  breadth  and  scope  of   which  are  often  considered  financially   typically  be  definable  but  not  always   typically  be  definable  but  not  always  
financial  impact.     immeasurable.   financially  measurable.   financially  measurable.    
• Work  is  reviewed  periodically.   • May  help  coordinate  the  work  of  junior    
  • Is  aware  of  wider  profitability  issues.   members  of  the  team.  
• Accountable  for  meeting  own  targets   • Accountable  for  managing  own  impact  on  
which  are  often  considered  financially   cost  and  profitability  of  the  business.  
immeasurable.      

Emerson  Job  Characteristics        

Credentials  and  Experience  -­‐  Refers  to  the   • A  bachelor’s  degree  or  equivalent   • A  bachelor’s  degree  or  equivalent   • A  bachelor’s  degree  or  equivalent  
academic  and  work  experience  necessary  to   experience  is  preferred.  Expected   experience  is  required.    Expected   experience  is  required.    Expected  
perform  this  job  and  the  desired  or   credentials  include  an  additional  0-­‐2  years   credentials  include  2-­‐4  years  of  experience   credentials  include  3-­‐5  years  of  experience  
preferred  credentials  associated  with   of  experience  related  to  the  career   related  to  the  career  discipline.   related  to  the  career  discipline,  including    
performance  of  this  job.     discipline.     1-­‐3  years  of  project  management  
experience.    

Working  conditions  -­‐  Refers  to  whether   • In  operational  and/or  production  roles,   • In  operational  and/or  production  roles,   •In  operational  and/or  production  roles,  
there  are  physical  or  environmental   physical  work  demands  may  include  the   physical  work  demands  may  include  the   physical  work  demands  may  include  the  
challenges  or  hazards  associated  with   ability  to  stand  for  extended  periods  of   ability  to  stand  for  extended  periods  of   ability  to  stand  for  extended  periods  of  
performing  the  duties  of  the  job.   time,  to  do  moderate  lifting,  and  to  handle   time,  to  do  moderate  lifting,  and  to  handle   time,  to  do  moderate  lifting,  and  to  handle  
moderate  environmental  conditions   moderate  environmental  conditions   moderate  environmental  conditions  
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(outdoor  work,  cleaning  materials,  etc.).       (outdoor  work,  cleaning  materials,  etc.).    In   (outdoor  work,  cleaning  materials,  etc.).    In  
In  arts  production  roles,  physical  demands   arts  production  roles,  physical  demands  or   arts  production  roles,  physical  demands  or  
or  hazards  may  include  movement  of   hazards  may  include  movement  of  heavy   hazards  may  include  movement  of  heavy  
heavy  objects  or  equipment  such  as   objects  or  equipment  such  as  rigging,   objects  or  equipment  such  as  rigging,  
rigging,  lighting  and  sets  and  working  at   lighting  and  sets  and  working  at  various   lighting  and  sets  and  working  at  various  
various  stage  elevations.   stage  elevations.   stage  elevations.  

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 Emerson Job Description Matrix

  C4   C5  

Job  Family   Individual  Contributor   Individual  Contributor  

Job  Level  –  Grade  Level   Advanced  –  Grade  17     Expert  –  Grade  18  

Aon  Hewitt  Job   • Advanced  level  professional  providing  professional  input  to  complex   • Expert-­‐level  professional  providing  expert  content/professional  leadership  on  
Characteristic  Definitions   assignments/projects  and  providing  direction  to  more  junior   complex  assignments/projects.  
and  Descriptions   professionals.   • Exercising  considerable  creativity,  foresight,  and  judgment  in  conceiving,  planning,  
• Works  autonomously,  only  requiring  “expert”  level  technical  support   and  delivering  initiatives.  
  from  others.   • Uses  deep  professional  knowledge  and  acumen  to  advise  functional  leaders.  
• Exercises  judgment  in  the  evaluation,  selection,  and  adaptation  of  both   • Focuses  on  providing  thought  leadership  within  own  discipline  but  works  on  
standard  and  complex  techniques  and  procedures.   broader  projects,  which  require  understanding  of  wider  business.  
• Uses  in-­‐depth  professional  knowledge  and  acumen  to  develop  models   • Recognized  internally  as  a  subject  matter  as  a  subject  matter  expert.  
and  procedures,  and  monitor  trends,  within  own  discipline  area.  
 

Aon  Hewitt  Job      

Characteristic  Definitions  
and  Descriptions  

Knowledge  and   • Advanced  knowledge  in  a  specialized  field  and  broad  knowledge  of   • Expert  knowledge  in  more  than  one  specialized  field  and  broad  knowledge  of  
Application  -­‐  Refers  to   several  related  disciplines  within  a  function.   several  related  disciplines  within  a  function.  
the  accumulation  and   • Involves  the  use  of  broad  theoretical  knowledge  or  advanced  knowledge   •  Involves  the  use  of  broad  theoretical  knowledge  of  highly  specialized  fields  and  
depth  of  knowledge  and   of  a  highly  specialized  field  and  their  interrelationships.   their  interrelationships.  
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the  expectations  of  how   • Understands  the  interrelationships  of  different  disciplines  and  directs  the   • Directs  the  application  of  existing  principles  and  guides  development  of  new  
that  knowledge  is   application  of  existing  principles  and  guides  development  of  new  policies   policies  and  ideas  across  a  discipline/departmental  area.  
applied.   and  ideas.   • Leads  the  development  of  new  policies/ideas  in  own  discipline.  
• Focuses  on  providing  detailed  analyses  and  applying  results  to  improve    
  business  operations.  

Problem  Solving  -­‐  Refers   • Understands  complex  issues  and  their  application.   • Problems  are  unclearly  defined  and  sufficient  information  may  not  be  available.  
to  the  difficulty  of  the   • Problems  are  unclearly  defined  and  sufficient  information  may  not  be   • Requires  conceptual  thinking  to  understand  complex  issues  and  their  implications.  
problems  to  be  solved,   available.   • Solutions  may  need  to  be  devised  based  on  limited  information.  
the  degree  to  which   • Requires  conceptual  thinking  to  understand  complex  issues  and  their   • Implementation  of  solutions  often  requires  a  longer-­‐term  view.  
implications.   • Solutions  must  take  into  consideration  multiple  perspectives  and  future  
judgment  and  analysis  
• Solutions  may  need  to  be  devised  based  on  limited  information.   implications.  
must  be  exercised  in  
• Implementation  of  solutions  often  requires  a  longer  term  view  and  take   • May  in  certain  instances  require  judgment  to  devise  and  apply  new  concepts  and  
assessing  problems  and   into  consideration  multiple  perspectives  and  future  implications.   solutions.  
evaluating  alternative   • Work  is  done  independently  but  is  subject  to  review.  
solutions,  and  the  extent  
to  which  assistance  is  
available.    

Interaction  -­‐  Measures   • Adapts  style  and  uses  persuasion  in  delivering  messages.   • Required  to  convey  complex  information  and  persuade  several  diverse  
the  interpersonal  and   • Issues  may  be  complex  and  audience  perspectives  will  be  divergent.   stakeholders/audiences  often  across  multiple  cultures.  
communications  skills   • Information  is  non-­‐routine  in  nature.   • Develops  recommendations  to  sell  ideas  or  services.  
required  and  the  scope   • Develops  recommendations  to  sell  ideas  or  services.   • Information  is  non-­‐routine  in  nature.  
• Frequently  advises  others  on  complex  matters.   • Frequently  advises  others  on  complex  matters.  
of  diversity  that  may  
exist  to  account  for  the  
growing  importance  of  
working  and  managing  in  
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 Emerson Job Description Matrix

a  multi-­‐dimensional,  
cross-­‐cultural  
environment.  

Impact  -­‐  Measures  the   • Impact  is  limited  to  the  achievement  of  short  to  medium  term  goals.     • Translates  functional  vision  into  plans  for  a  particular  discipline  and  guides  their  
potential  impact  on   • Develops  and  manages  operational  initiatives  to  deliver  tactical  results.   execution.  
business  objectives  as   • Focuses  team  on  achieving  medium-­‐term  goals.   • Significantly  impacts  the  results  of  one  or  more  discipline  areas.  
well  as  the  sphere  of     • Impact  is  on  medium-­‐to-­‐long-­‐term  discipline  goals.  
 
influence  and  the  time-­‐
horizon  of  personal  
impact  to  accommodate  
the  global  and  
organizational  
governance  structure.  

Accountability-­‐   • Accountable  through  team  for  delivery  of  tactical  business  targets.   • Accountable  for  results,  which  may  impact  the  entire  function.  
Measures  the  nature  of   • Accountable  for  meeting  own  target  which  will  impact  the  discipline.   • Accountable  for  financial  impact  can  be  broad  and  have  a  far-­‐reaching  impact  on  
accountability  through   • Accountable  for  own  targets  which  will  typically  be  financially   the  organization,  but  is  not  easily  quantifiable.    
the  directness  of  the   measurable.     • No  people  management  accountability,  although  may  manage  project  teams.    
   
impact  and  the  breadth  
and  scope  of  financial  
impact.    

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 Emerson Job Description Matrix

Emerson  Job      
Characteristics  

Credentials  and   • A  bachelor’s  degree  or  equivalent  experience  is  required.  Expected   • A  bachelor’s  degree  or  equivalent  experience  is  required.    Expected  credentials  
Experience  -­‐  Refers  to   credentials  include  5-­‐7  years  of  experience  related  to  the  career   include  7-­‐10  years  of  experience  related  to  the  career  discipline,  which  includes  3-­‐
the  academic  and  work   discipline,  which  includes  2-­‐4  years  of  progressive  project  management   5  years  of  progressive  project  management  experience.    Certifications/licenses  
experience  necessary  to   experience.    Certifications/licenses  related  to  the  career  discipline  (i.e.,   related  to  the  career  discipline  (i.e.,  CPA,  CPM,  CCP,  SPHR,  etc.)  are  preferred  and  
perform  this  job  and  the   CPA,  CPM,  CCP,  SPHR,  etc.)  are  preferred  and  may  be  required  in  certain   may  be  required  in  certain  disciplines.  
desired  or  preferred   disciplines.  
credentials  associated  
with  performance  of  this  
job.    

Working  conditions  -­‐   • In  operational  and/or  production  roles,  physical  work  demands  may   • In  operational  and/or  production  roles,  physical  work  demands  may  include  the  
Refers  to  whether  there   include  the  ability  to  stand  for  extended  periods  of  time,  to  do  moderate   ability  to  stand  for  extended  periods  of  time,  to  do  moderate  lifting,  and  to  handle  
are  physical  or   lifting,  and  to  handle  moderate  environmental  conditions  (outdoor  work,   moderate  environmental  conditions  (outdoor  work,  cleaning  materials,  etc.).  In  
environmental   cleaning  materials,  etc.).    In  arts  production  roles,  physical  demands  or   arts  production  roles,  physical  demands  or  hazards  may  include  movement  of  
challenges  or  hazards   hazards  may  include  movement  of  heavy  objects  or  equipment  such  as   heavy  objects  or  equipment  such  as  rigging,  lighting  and  sets  and  working  at  
associated  with   rigging,  lighting  and  sets  and  working  at  various  stage  elevations.   various  stage  elevations.  
performing  the  duties  of  
the  job.  

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 Emerson Job Description Matrix

  M1   M2   M3   M4  

Job  Family   Management   Manager   Manager   Manager  

Job  Level  –  Grade  Level   Manager  1  –  Grade  15   Manager  2  –  Grade  16   Manager  3  –  Grade  17   Manager  4  –  Grade  18  

Aon  Hewitt  Job   • Day-­‐to-­‐day  supervision  of  non-­‐ • First  level  of  managerial  roles   • Responsible  for  the   • Responsible  for  output  of  a  key  discipline  with  a  
Characteristic   technical/non-­‐professional  roles.   responsible  for  leading  a  team   output  of  a  single  work   function.    
Definitions  and   • Responsible  for  work  allocation  on  a   of  professionals  and  technical   area  within  a  discipline.   • Utilizes  in-­‐depth  knowledge  and  experience  to  
Descriptions   daily/weekly  basis.   and/or  support  employees.   • Utilized  in-­‐depth   set  department  goals  which  align  with  
• Monitors  work  schedules  and   • Full  technical  responsibility  for   professional  knowledge   functional  strategy.  
  workflow  of  the  team.   team  output.   but  is  guided  by   • Focuses  on  achievement  of  departmental  goals  
• Resolves  issues/problems  raised  by   • Focuses  on  ensuring  short-­‐term   functional  practices  and   and  plays  a  significant  part  in  achieving  
team  members.   outputs  and  effectiveness  of   well  defined   functional  goals.    
• May  be  responsible  for  a  large   teams  integrate  effectively  with   management   • Responsible  for  multiple  departments  within  a  
number  of  direct  and  indirect  reports   other  work  areas.   precedents.   functional  area  or  covering  multiple  
in  a  process  or  transactional   • Provides  input  into  workforce   • Focuses  on  implementing   departments  across  several  functional  areas.  
operations  environment.   planning  and  recruitment   and  executing  strategies   • Incumbent  has  significant  freedom  to  act  in  the  
• May  coordinate  schedules  and   activities.   within  own   medium  term.  
workflow  for  the  team.   • Typically  has  a  small  number  of   department/discipline/   • Contributes  to  strategic  policy  decisions.  
• May  be  the  team  supervisor  of   direct  reports.  Unlikely  to  have   team.  
experience  administrative,  operative   indirect  reports  (with  the  
and  technical  roles.   exception  of  roles  managing  
  support  and/or  operations  
functions).  

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 Emerson Job Description Matrix

Aon  Hewitt  Job          

Characteristic  
Definitions  and  
Descriptions    

Knowledge  and   • In-­‐depth  knowledge  within  a  single   • Knowledge  of  principles  and   • Manager  with  expert   • Department  manager  with  expert  knowledge  in  
Application  -­‐  Refers  to   work  area  or  developing  broad   practices  within  a  professional   knowledge  in  a   more  than  one  specialized  field  and  broad  
the  accumulation  and   knowledge   a cross   a   n umber   o f   discipline.   specialized  field  with   knowledge  of  several  related  disciplines  within  
depth  of  knowledge   policy/technical  areas.   • Through  leadership,  directs  the   broad  knowledge  of   a  function.    
• Experienced  technician/administrator   application  of  existing   several  related   • Requires  broad  theoretical  knowledge  or  
and  the  expectations  of  
with  a  number  of  years  of  business   principles.   disciplines  within  a   advanced  knowledge  of  highly  specialized  fields  
how  that  knowledge  is   experience.   • Integrates  and  communicates   function.   and  their  interrelationships.    
applied.   • Knowledge  of  standardized  rules,   fairly  complex  information   • Requires  broad   • Directs  the  application  of  existing  principles  
procedures,  and  operations  within   within  the  specialization  or   theoretical  knowledge  or   and  guides  development  of  new  policies  and  
  own  area.   advanced  knowledge  of  a   ideas  across  a  discipline/department  area.  
recognized  body  of  formal  
• Determines  a  course  of  action  based   highly  specialized  field   • Leads  the  development  of  new  policies/ideas  in  
knowledge.   and  their  
on  guidelines.   own  discipline.  
• Requires  knowledge  of  company   interrelationships.     • Function  manager  with  broad  extensive  
policies,  practices  and  procedures.   • Directs  the  application  of   knowledge  of  the  theories  and  practices  within  
existing  principles  and   a  functional  area  and  its  interrelationship  with  
guides  development  of   other  functional  areas.    
new  policies  and  ideas.   • Substantial  expertise  in  practical  issues  of  the  
discipline  to  lead,  integrate  and  direct  work.  
• Advanced  knowledge  of  a  highly  specialized  
field  and  some  knowledge  across  related  fields.    
• Leads  development  of  new  functional  policies.    
 

Problem  Solving  -­‐   • Encounters  similar  problems  which   • Resolves  issues  that  are   • Understands  complex   • Requires  conceptual  thinking  to  understand  
will  require  some  fact  finding,   differing  but  related.   issues  and  their   complex  issue  s  and  their  implications.  
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Refers  to  the  difficulty   clarification,  and  basic  analysis.   • Issues  require  sophisticated   application.   • Problems  are  unclearly  defined  and  sufficient  
of  the  problems  to  be   • Solutions  will  typically  be  found  within   analytical  or  problem  solving   • Problems  are  unclearly   information  may  not  be  available.  
solved,  the  degree  to   normal  operating  processes  and   techniques  to  identify  cause.   defined  and  sufficient   Occasionally,  issues  are  complex  where  
which  judgment  and   policies.   • Devises  solutions  based  on   information  may  not  be   fundamental  principles  do  not  clearly  apply  or  
• Selects  the  best  resolution  based  on  a   limited  information  and  uses   available.   where  data  appears  to  conflict.    
analysis  must  be  
set  of  defined  procedures  or   past  experience  or  precedent  to   • Requires  conceptual   • Solutions  need  to  be  devised  based  on  limited  
exercised  in  assessing   precedence.   identify  solutions  or  to  adapt   thinking  to  understand   information  requiring  judgment  to  apply  new  
problems  and   • May  resolve  issues  that  are  varied  and   existing  approaches  to  resolve   complex  issues  and  their   solutions  and  concepts.    
evaluating  alternative   non-­‐routine.   issues.     implications.   • Implementation  of  solutions  requires  a  longer-­‐
solutions,  and  the   • Uses  previous  experience  to  identify   • Uses  evaluation,  judgment,  and   • Solutions  may  need  to  be   term  view.  
extent  to  which   most  appropriate  option  or  improve   interpretation  to  help  others   devised  based  on  limited   • Solutions  must  take  into  consideration  
assistance  is  available.     existing  approaches.   select  right  course  of  action,   information.     multiple  perspectives  and  future  implications.    
which  may  impact  the  longer   • Implementation  of   • In  most  instances  require  judgment  to  devise  
  term.     solutions  often  requires  a   and  apply  new  concepts  and  solutions.  
  longer  term  view  and  
take  into  consideration  
multiple  perspectives  
and  future  implications.    
 

Interaction  -­‐  Measures   • Exchanges  standard/basic  technical   • Interprets  and  explains   • Adapts  style  and  uses   • Required  to  convey  complex  information  and  
the  interpersonal  and   or  non-­‐technical  information  with   information  to  audiences  who   persuasion  in  delivering   persuade  several  diverse  
communications  skills   colleagues  and  immediate  superiors   are  not  familiar  with  the   messages.     stakeholders/audiences  often  across  multiple  
required  and  the  scope   and/or  customers.   subject  matter  often  requiring   • Issues  may  be  complex   disciplines/cultures.  
• There  may  be  a  requirement  to   persuasion.   and  audience   • Develops  recommendations  to  sell  ideas  or  
of  diversity  that  may  
interpret  or  clarify  technical   • Adapts  style  to  differing   perspectives  will  be   services.  
exist  to  account  for  the   information  to  aid  understanding.   audiences.   divergent.   • Information  is  non-­‐routine  in  nature.  
growing  importance  of   • Audience  is  generally  knowledgeable   • Requires  objective  review  of   • Information  is  non-­‐ • Frequently  advises  others  on  complex  matters.  
working  and  managing   about  the  subject  matter.   difficult  work  problems,   routine  in  nature.     • Required  to  manage  issues  across  significantly  

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in  a  multi-­‐dimensional,   • Conveys  straightforward  information   obtaining  cooperation  or   • Develops   divergent  audiences,  often  external  as  well  as  
cross-­‐cultural   to  non-­‐divergent  audiences.   approval.   recommendations  to  sell   internal.    
environment.   • May  require  the  initiation  of  contacts   • Requires  considerable   ideas  or  services.   • Reconciles  multiple  stakeholder  views  requiring  
to  resolve  and  discuss  mutual   resourcefulness.   • Frequently  advises   awareness,  respect  and  the  ability  to  reconcile  
  problems  or  collaboration  on   • Requires  strong  multicultural   others  on  complex   cultural  differences.  
procedures  or  transactions.   awareness  to  appropriately   matters.   • Develops  communications  strategies  and  has  
• May  need  to  convey  information  to   deliver  messages.   significant  persuasion  skills.    
audiences  not  knowledgeable  about   Resolves  conflicts  and  manages  divergent  audience  
the  subject  matter.   perspectives.      

Impact  -­‐  Measures  the   • Impact  is  limited  to  short-­‐term  team   • Impact  is  generally  limited  to   • Impact  is  generally   • Translates  business  segment  strategy  into  
potential  impact  on   performance  (less  than  one  year).     the  achievement  of  short-­‐to   limited  to  the   department/functional  plans  and  guides  their  
business  objectives  as   • Responsible  for  planning  own  work,   medium-­‐term  goals;  may  be   achievement  of   execution.  
well  as  the  sphere  of   assessing  own  progress,  and   required  to  develop  and   medium-­‐term  goals;   • Impact  is  on  medium  to  long-­‐term  
adjusting  efforts  to  meet  goals.   manage  operational  initiatives   may  be  required  to   department/functional  goals.    
influence  and  the  time-­‐
• May  support  the  achievement  of   to  realize  operational  and   translate  strategic  plans   • Has  significant  impact  on  the  financial  results  of  
horizon  of  personal   goals  through  own  personal  effort   strategic  plans   into  operational  plans   the  business  segment.  
impact  to   and  influence  on  others.     • Contributes  to  delivery  of   and  guide  their   • May  directly  impact  the  results  of  several  
accommodate  the   • Beginning  to  have  a  contributory   departmental  goals  through   execution.     functional  areas.  
global  and   impact  on  team/discipline   personal  effort  or  through   • Develops  and  manages  
organizational   performance.     influence  over  team  members.   operational  initiatives  to  
governance  structure.     • Has  contributory  impact  on   deliver  tactical  results.    
team/discipline  performance.   • Focuses  team  on  
  achieving  medium-­‐term  
goals.  

Accountability-­‐   • Accountable  for  meeting  day-­‐to-­‐day   • Accountable  for  meeting  short-­‐ • Accountable  for  meeting   • Accountable  for  department  results  which  
Measures  the  nature  of   team  targets  which  impact  the   to  medium-­‐term  targets  which   short-­‐to  medium-­‐term   impact  the  entire  business  segment.    
accountability  through   immediate  work  unit.   impact  the   targets  which  impact  the   • Department/Functional  budget  holder.  
• Takes  action  to  monitor  costs  related   department/discipline.   department/discipline.   • Resourcing  decisions  likely  to  be  signed  off  by  a  
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the  directness  of  the   to  own  work  and  that  of  the  team.   • Takes  action  to  monitor  costs   • Provides  input  into  the   higher  authority.    
impact  and  the  breadth   • Provides  input  into  the  performance   related  to  won  work  and  that   budgeting  process  and   • Accountability  for  financial  impact  will  be  broad  
and  scope  of  financial   appraisal  process;  may  have  some   of  the  term.   may  be  a  sub-­‐ and  have  a  far-­‐reaching  impact  on  the  business  
impact.     people  management  responsibility   • People  management   departmental  budget   segment.    
for  pay  reviews,  performance   responsibility  for  pay  review,   holder.     • Full  people  management  accountability.  
  management,  training  and  resource   performance  management,   • People  management   • Responsible  for  the  development  of  a  team  of  
planning.       and  resource  planning.   responsibility  for  pay   professional  managers  and  experienced  
• May  take  action  to  monitor  and     review,  performance   individual  contributors.  
manage  costs  related  to  own  work   management,  and   • Provides  input  into  succession  planning  
and  that  of  the  team.     resources  planning.   process.  
  • Accountable  for  
resourcing  decisions.  
Will  typically  have  not  
exit  decision  
responsibility  for  
professional  employees.  

Emerson  Job            
Characteristics  

Credentials  and   • A  bachelor’s  degree  or  equivalent   • A  bachelor’s  degree  or   • A  bachelor’s  degree  or   • A  bachelor’s  degree  or  equivalent  experience  is  
Experience  -­‐  Refers  to   experience  required.    Credentials   equivalent  experience  required.     equivalent  experience   required.  Expected  credentials  include  7-­‐10  
the  academic  and  work   include  2-­‐4  years  of  work  experience   Expected  credentials  include  3-­‐ is  required.    Expected   years  of  experience  related  to  the  career  
experience  necessary   in  a  career  related  discipline  and  the   5  years  of  experience  related  to   credentials  include  5-­‐7   discipline,  of  which  3-­‐5  years  is  progressive  
to  perform  this  job  and   ability  to  demonstrate  technical  or   the  career  discipline,  of  which   years  of  experience   management  experience.    Certifications/licenses  
the  desired  or   operational  capability  at  a  proficiency   1-­‐2  years  is  supervisory   related  to  the  career   related  to  the  career  discipline  (i.e.,  CPA,  CPM,  
preferred  credentials   level  that  enables  the  supervision  of   experience.   discipline,  of  which  2-­‐4   CCP,  SPHR,  etc.)  are  preferred  and  may  be  
associated  with   others.   years  is  prior   required  in  certain  disciplines.  

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performance  of  this   management  

job.     experience.    
Certifications/licenses  
 
related  to  the  career  
discipline  (i.e.,  CPA,  
CPM,  CCP,  SPHR,  etc.)  
are  preferred.  

Working  conditions  -­‐   • In  operational  and/or  production   • In  operational  and/or   • In  operational  and/or   • In  operational  and/or  production  roles,  physical  
Refers  to  whether   roles,  physical  work  demands  may   production  roles,  physical  work   production  roles,   work  demands  may  include  the  ability  to  stand  
there  are  physical  or   include  the  ability  to  stand  for   demands  may  include  the   physical  work  demands   for  extended  periods  of  time,  to  do  moderate  
environmental   extended  periods  of  time,  to  do   ability  to  stand  for  extended   may  include  the  ability  to   lifting,  and  to  handle  moderate  environmental  
challenges  or  hazards   moderate  lifting,  and  to  handle   periods  of  time,  to  do  moderate   stand  for  extended   conditions  (outdoor  work,  cleaning  materials,  
associated  with   moderate  environmental  conditions   lifting,  and  to  handle  moderate   periods  of  time,  to  do   etc.).    In  arts  production  roles,  physical  
performing  the  duties   (outdoor  work,  cleaning  materials,   environmental  conditions   moderate  lifting,  and  to   demands  or  hazards  may  include  movement  of  
of  the  job.   etc.).    In  arts  production  roles,   (outdoor  work,  cleaning   handle  moderate   heavy  objects  or  equipment  such  as  rigging,  
physical  demands  or  hazards  may   materials,  etc.).      In  arts   environmental   lighting  and  sets  and  working  at  various  stage  
include  movement  of  heavy  objects   production  roles,  physical   conditions  (outdoor   elevations.    For  administrative  management  
or  equipment  such  as  rigging,  lighting   demands  or  hazards  may   work,  cleaning  materials,   roles,  physical  or  environmental  hazards  are  
and  sets  and  working  at  various  stage   include  movement  of  heavy   etc.).    In  arts  production   not  expected.  
elevations.   objects  or  equipment  such  as   roles,  physical  demands  
rigging,  lighting  and  sets  and   or  hazards  may  include  
working  at  various  stage   movement  of  heavy  
elevations.    For  administrative   objects  or  equipment  
management  roles,  physical  or   such  as  rigging,  lighting  
environmental  hazards  are  not   and  sets  and  working  at  
various  stage  elevations.      
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expected.   For  administrative  

management  roles,  
physical  or  
environmental  hazards  
are  not  expected.  

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  E1   E2   E3  

Job  Family   Executive   Executive   Executive  

Job  Level  –  Grade  Level   Director  1  –  Grade  19   AVP1/Director  2  –  Grade  20   AVP2  –  Grade  21  

Aon  Hewitt  Job   • Description  -­‐  Responsible  for  the   • Generic  –  Focuses  on  translating  corporate   • Generic  –  Focuses  on  translating  corporate  objectives  into  
Characteristic   development  and  execution  of   objectives  into  strategic  business  plans  for  the   strategic  business  plans.  
Definitions  and   business  segment/corporate   business  segment/corporate  department.   • Business  leadership  role  –  Responsible  for  a  major  
Descriptions   department  strategy.   • Business  leadership  role  –  Responsible  for  a   business  segment  (typically  multiple  divisions/subsidiaries)  
• Business  leadership  role  –   business  segment  (division  or  subsidiary).   typically  across  a  diverse  geographic  area  or  within  a  
  Responsible  for  a  major  functional   • Corporate  role  –  Responsible  for  a  major   corporate  business  line.    
area  within  a  business  segment.     corporate  department  (e.g.,  Tax,   • Corporate  role  –  Responsible  for  a  major  corporate  
• Corporate  role  –  Responsible  for  a   Compensation  and  Benefits).   function  (e.g.,  Human  Resources,  Facilities  Management)  
minor  corporate  department.  

Aon  Hewitt  Job        

Characteristic  
Definitions  and  
Descriptions    

Knowledge  and   • Broad,  extensive  knowledge  of  the   • Requires  advanced  knowledge  of  the  theories   • Requires  advanced  knowledge  of  the  theories  and  
Application  -­‐  Refers  to   theories  and  techniques  of  a   and  techniques  of  several  diverse  functions   techniques  of  several  diverse  functions.  
the  accumulation  and   function  involving  the  issue  of  broad   and/or  geographic  areas.     • Integrates  critical  information  from  diverse  business  
depth  of  knowledge   theoretical  knowledge.   • Integrates  critical  information  from  diverse   segments  and  functions  to  inform  the  strategy  of  the  own  
• Understands  the  interrelationships   functions  to  inform  development  of  the   corporate  function  or  business  segment.  
and  the  expectations  of  
of  functions  across  the  business   strategy  of  own  corporate  department  or   • Requires  extensive  theoretical  and  practical  knowledge  
how  that  knowledge  is   segment  or  corporate  department   business  segment.   across  a  major  function  or  segment  of  the  organization.    
applied.   and  participates  in  building  business   • Requires  extensive  theoretical  and  practical   • Directs  the  application  of  existing  principles  and  policies.  
plans  and  strategies.   knowledge  of  major  segments  of  the   • Guides  the  development  of  new  policies  within  the  
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  • High  level  of  skill  in  application  of   organization.     corporate  function  or  business  segment.  
this  knowledge  in  the  functional   Establishes  objectives,  plans,  and  priorities  that  
area  or  the  corporate  department.   are  aligned  with  overarching  corporate  strategy.  
• Directs  the  application  of  existing  
principles  and  the  development  of  
new  policies  and  strategies  aligned  
with  corporate  objectives.  

Problem  Solving  -­‐   • Defines  and  resolves  complex  issues   • Resolves  issues  which  are  nonrecurring  and   • Resolves  issues  which  are  nonrecurring  and  novel.    
Refers  to  the  difficulty   where  fundamental  principles  to  not   occasionally  novel.     • Carries  responsibility  for  consideration  and  resolution  of  
of  the  problems  to  be   clearly  apply  or  where  data  appears   • Defines  and  resolves  complex  issues  where   major  problems  for  a  major  business  segment  or  
solved,  the  degree  to   to  conflict.     fundamental  principles  do  not  clearly  apply  or   corporate  function.  
• Provides  new/innovative  solutions   where  data  appears  to  conflict.     • Resolves  highly  complex  issues  where  fundamental  
which  judgment  and  
to  complex  problems.   • Carries  responsibility  for  consideration  and   principles  do  not  apply  or  appear  to  conflict  where  data  
analysis  must  be   • Only  general  precedence  is  available   resolution  of  major  problems  for  the  business   conflicts  or  is  inconclusive.  
exercised  in  assessing   to  assist  in  resolving  some   segment  or  corporate  department.   • Issues  resolution  impact  the  direction  of  the  business  
problems  and   unforeseen  complications.   • Requires  thorough  an  extensive  analysis  to   segment  or  corporate  function.  
evaluating  alternative   • Recommendations  involve   understand  complex  issues  and  their   • May  develop  entirely  new  ways  of  conducting  operations.  
solutions,  and  the   independent  and  innovative   interrelationships.    
extent  to  which   thinking.   • Issues  definition  requires  input  from  multiple  
• Decisions  impact  the  business   sources,  both  internal  and  external.      
assistance  is  available.    
segment  or  corporate  department.  
  • Requires  thorough  analysis  often  
reaching  outside  the  organization.  

Interaction  -­‐  Measures   • Develops  communication  strategies   • Develops  communication  strategies  for  a   • Develops  communication  strategies  for  a  major  business  
the  interpersonal  and   for  a  major  functional  area  within  a   business  segment  or  corporate  department.   segment  or  corporate  function.    
communications  skills   business  segment  or  a  minor   • Resolves  conflicts  that  are  complex  and   • Resolves  conflicts  that  are  complex  and  manages  divergent  
required  and  the  scope   corporate  department.   manages  divergent  audience  perspectives.   audience  perspectives.  
• Requires  significant  persuasion  skills.   • Contacts  are  extremely  sensitive  and  require   • Contacts  are  extremely  sensitive  and  require  extraordinary  
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of  diversity  that  may   • Resolves  conflicts  that  are  complex   extraordinary  tact  and  diplomacy.   tact  and  diplomacy.  
exist  to  account  for  the   and  manages  divergent  audience   • Responsible  for  facilitating  agreement   • Responsible  for  facilitating  agreement  between  conflicting  
growing  importance  of   perspectives.   between  conflicting  parties  on  matters  of   parties  on  matters  of  significance.  
working  and  managing   • Interaction  requires  tact  and   significance  for  the  business  segment.     • Strong  communication  skills  needed  to  get  agreement  and  
diplomacy.   • Strong  communication  skills  need  to  get   consent  between  conflicting  parties.    
in  a  multi-­‐dimensional,  
• Responsible  for  facilitating   agreement  and  consent  between  conflicting   • Requires  strong  ability  to  reconcile  cultural  differences  on  
cross-­‐cultural   agreement  between  conflicting   parties.   a  regional  or  global  basis.  
environment.   parties.   • Requires  strong  ability  to  reconcile  cultural  
• Requires  awareness,  respect,  and  the   differences.  
 
ability  to  reconcile  cultural  diversity.  

Impact  -­‐  Measures  the   • Responsible  for  the  development  and   • Translate  corporate  vision  into  plans  and   • Translates  corporate  vision  into  organizational  plans  and  
potential  impact  on   execution  of  business   guides  their  execution.   guides  their  execution.    
business  objectives  as   segment/corporate  department   • Sets  the  long-­‐term  strategy  and  objectives  for   • Defines  the  future  course  of  action  for  a  major  business  
well  as  the  sphere  of   strategy.     the  business  segment/corporate  department.     segment  or  corporate  function.    
• Translates  objectives  into  strategic   • Impact  is  on  medium-­‐term  to  long-­‐term  goals.   • Impact  is  on  the  medium  to  long-­‐term  goals.  
influence  and  the  time-­‐
plans  with  a  medium  to  long-­‐term   • Decisions  directly  impact  the  performance  of   • Direct  impact  on  corporate  performance.    
horizon  of  personal   view.   the  business  segment/corporate  department.   • Impact  is  in  the  context  of  a  regionally  diverse  business  
impact  to   • Impact  is  on  medium  to  long-­‐term   Direct  impact  on  parent  company  
• segment  or  a  major  corporate  function  covering  multiple  
accommodate  the   goals.   performance.   regions  and  business  lines.  
global  and   • Decisions  directly  impact  the   • Impact  is  the  context  of  a  business  segment  or  
organizational   performance  of  the  business   a  major  corporate  function  covering  single  or  
governance  structure.   segment/corporate  department.   multiple  countries  and/or  business  lines.    
Direct,  although  limited,  impact  on    
 
total  College  performance.  

Accountability-­‐   • Generic  –  Responsible  for  all  business   • Generic  –  Accountable  for  the  overall  results   • Generic  –  Accountable  to  the  executive  management  team  
Measures  the  nature  of   segment/department  employees   of  the  business  segment/corporate   for  overall  results  of  the  business  segment/corporate  
accountability  through   including  succession  planning  and   department.   function.  

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the  directness  of  the   talent  management  activities   • Responsible  for  the  development  of  key  talent   • Responsible  for  the  development  of  key  talent  and  
impact  and  the  breadth   • Performance  measurement  subject   and  leadership  team  succession  planning   leadership  succession  planning  within  own  segment  of  the  
and  scope  of  financial   to  corporate  assessment  and   within  own  area  of  the  business.   business.  
impact.     oversight   • Performance  measurement  subject  to   • Business  leadership  –  Accountable  for  the  profit  and  loss  of  
• Business  leadership  –  Accountable  to   corporate  assessment  and  oversight.   a  major  business  segment  (typically  regional  or  larger).  
  the  operational  budget  of  a  strategic   • Business  leadership  –  Accountable  to  the   • Corporate  –  Accountable  for  the  budget  of  a  major  
function  within  a  business  segment.   profit  and  loss  of  a  business  segment  typically   corporate  function.    
• Corporate  –  Accountable  for  the   covering  a  single  country  (may  be  multi-­‐  
budget  of  the  corporate  department.   country).  
• Corporate  –  Accountable  for  the  budget  of  a  
major  corporate  department.  

Emerson  Job          
Characteristics  

Credentials  and   • A  bachelor’s  degree  or  equivalent   • A  bachelor’s  degree  or  equivalent  experience   • A  bachelor’s  degree  or  equivalent  experience  is  required.  
Experience  -­‐  Refers  to   experience  is  required.  A  master’s   is  required.    A  master’s  degree  or  equivalent   A  master’s  degree  or  equivalent  experience  is  preferred.    
the  academic  and  work   degree  or  equivalent  experience  is   experience  is  preferred.    Expected  credentials   Expected  credentials  include  15+  years  of  experience  
experience  necessary   preferred.    Expected  credentials   include  15+  years  of  experience  related  to  the   related  to  the  career  discipline,  of  which  10+  years  is  
to  perform  this  job  and   include  10  -­‐15  years  of  experience   career  discipline,  of  which  10+  years  is   progressive  management  experience.    
the  desired  or   related  to  the  career  discipline,  of   progressive  management  experience.     Certifications/licenses  related  to  the  career  discipline  (i.e.,  
preferred  credentials   which  5-­‐7  years  is  progressive   Certifications/licenses  related  to  the  career   CPA,  CPM,  CCP,  SPHR,  etc.)    are  preferred  and  may  be  
associated  with   management  experience.     discipline  (i.e.,  CPA,  CPM,  CCP,  SPHR,  etc.)  are   required  in  certain  disciplines.  
performance  of  this   Certifications/licenses  related  to  the   preferred  and  may  be  required  in  certain  
job.     career  discipline  (i.e.,  CPA,  CPM,  CCP,   disciplines.  
SPHR,  etc.)  are  preferred  and  may  be  
 
required  in  certain  disciplines.  

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Working  conditions  -­‐   • Position  may  require  periodic  travel;   • Position  may  require  periodic  travel;  some   • Position  may  require  periodic  travel;  some  positions  at  this  
Refers  to  whether   some  positions  at  this  level  may   positions  at  this  level  may  require  frequent   level  may  require  frequent  travel.      In  arts  production  roles,  
there  are  physical  or   require  frequent  travel.    In  operational   travel.      In  operations  and/or  production  roles,   physical  demands  or  hazards  may  include  movement  of  
environmental   and/or  production  roles,  physical  work   physical  work  demands  may  include  the  ability   heavy  objects  or  equipment  such  as  rigging,  lighting  and  
challenges  or  hazards   demands  may  include  the  ability  to   to  stand  for  extended  periods  of  time,  to  do   sets  and  working  at  various  stage  elevations.  For  
associated  with   stand  for  extended  periods  of  time,  to   moderate  lifting,  and  to  handle  moderate   administrative  management  roles,  physical  or  
performing  the  duties   do  moderate  lifting,  and  to  handle   environmental  conditions  (outdoor  work,   environmental  hazards  are  not  expected.  
of  the  job.   moderate  environmental  conditions   cleaning  materials,  etc.)    In  arts  production  
(outdoor  work,  cleaning  materials,   roles,  physical  demands  or  hazards  may  include  
etc.).      In  arts  production  roles,   movement  of  heavy  objects  or  equipment  such  
physical  demands  or  hazards  may   as  rigging,  lighting  and  sets  and  working  at  
include  movement  of  heavy  objects  or   various  stage  elevations.    For  administrative  
equipment  such  as  rigging,  lighting   management  roles,  physical  or  environmental  
and  sets  and  working  at  various  stage   hazards  are  not  expected.  
elevations.    For  administrative  
management  roles,  physical  or  
environmental  hazards  are  not  
expected.  

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