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responsibilities. <br /> a. Describe your responsibility as supervisor. List the number of employees <br /> and their classifications you supervise, and whether these are full-time or part- <br /> j time positions (list only regular positions and exclude temporary employees. <br /> This position is not designed to be of a supervisory nature but because of the <br /> large number of programs within the division and with limited supervisory staff, <br /> j there will be times the employee serving within the position will need to assume <br /> I, the role of crew supervisor anywhere from a few days to a few months. Serving <br /> in the role of a supervisor will'serve multiple purposes. From a safety <br /> perspective, the assignment gives the employee a working knowledge of the <br /> crew work activities, making them better prepared to implementor alter safety <br /> procedures. The position also provides for more depth within the supervisory <br /> staff. At.a time when- budget cuts appear to be likely, and the hiring of additional <br /> staff is out of the question, we need to maximize the use of our existing staff. <br /> Having this position available to fill that gap on an occasional basis will take. us a <br /> long way toward meeting that goal. <br /> <br /> l <br /> b. Describe your responsibility as project leader: Indicate whether the projects <br /> are ongoing, cyclical, or occasional. <br /> Employee routinely functions as a "project leader" for a wide variety of PWM and <br /> . POS projects, not all of which are safety related. For example, position <br /> coordinates all activities associated with the Eugene Celebration, works with <br /> contractors or facilities staff to coordinate and oversee building enhancement <br /> projects such as energy conservation or upgrading of the exercise facility. While <br /> projects are not typically long term, there is rarely a time when the employee is <br /> not involved with multiple projects of a different nature. <br /> 9. Optional: <br /> Please provide any additional information that you think should be considered in <br /> this review. <br /> When this position was initially approved, it was within the AFSCME bargaining <br /> unit and was classified as a Maintenance Technician lil. As a result of being a <br /> represented position, we found the position to be very limited in terms of what <br /> duties and job assignments that we could realistically require of the incumbent. <br /> When the position was vacated, it seemed like the perfect time to review the <br /> duties and expectations of the position to see if it fit more in line with our exempt <br /> classifications. Although it was agreed to reclassify the position, there was a lot <br /> of uncertainty as to what the appropriate classification should be. Also, at the <br /> same time the reclassification process was occurring, HRRS staff was in the <br /> Position Questronnaire Form 11 HRRS/Jan 99 <br /> _ <br /> <br />