VIRGINIA COMMONWEALTH UNIVERSITY

INFORMATION TECHNOLOGY PILOT

POSITION DESCRIPTION AND PERFORMANCE W ORK PLAN

The Information Technology (IT) Work Plan is a combined position description, performance plan
and performance appraisal instrument. Information on completing the Work Plan is found in the IT
Program Manual.

PART I: POSITION DESCRIPTION (SECTIONS 1 - 8)

SECTION 1. EMPLOYEE , POSITION AND ORGANIZATIONAL INFORMATION

1. Employee Name and SSN: 2. Position Number:

VACANT 01234
3. Class Title: 4. Date:

Network Analyst 10/1/96

5. Working Title if Different: 6. Agency Code:

236
7. Supervisor Name and SSN: 8. Organizational Unit:

Bob Boss 789-78-9789 Network Services

SECTION 2. PRIMARY PURPOSE OF POSITION

Briefly summarize why the position exists:

Designs network installations and expansions to include all hardware, devices and cabling schemes, and performs,
directs and/or coordinates network installations with vendors and university technicians.

SECTION 3. WORK AREA AND INFORMATION T ECHNOLOGY ENVIRONMENT

Briefly state the mission or purpose of the organizational unit:

Supports university-wide telecommunications systems, data and voice integration, network architecture and
engineering, and network operations.

Briefly describe the IT environment including main systems, hardware, software, and/or applications used in this job:

Ethernet, FDDI networking, some token ring, Centrex telephone environment, Novell, Banyan, peer-to-peer
networking over IP, SNA, connections used by mainframe, and 120+ dial-in modems.
SECTION 4. MAJOR JOB FUNCTIONS
This section is completed or updated when IT pilot positions are established and when there are substantial and
permanent changes in job function. Job functions are based on the typical duties found in the IT class specifications.

T ECHNICAL AND/OR SUPERVISORY FUNCTIONS

List each major technical and/or supervisory function of the position. For each function provide:
• A percent of total working time spent on the function,
• An Americans with Disabilities Act (ADA) designation of essential (E) or marginal (M) (Also attach a
completed copy of the ADA Position Requirements Worksheet), and
• A competency level designation (CL1, CL2, CL3).

JOB FUNCTIONS PERCENT OF ADA COMP

T OTAL (E OR LEVEL OF
WORKING M) FUNCTION
T IME (CL1, 2,
3)
Network Design and Implementation 60% E CL2
Consults with customer departments interested in expanding existing voice and
data communications networks or installing new networks. Analyzes and
determines capacity and access needs and recommends cost-effective system
proposals, including estimates of cost and installation time frame. Designs network
installation specifications for cabling schemes, conduit size and type, junction
boxes, bridges, routers, hubs, repeaters, network cards, and power and cooling
needs. Works with network software analyst to choose devices. Coordinates
network development activities with VCU/MCVH technicians and vendors, as
appropriate.

Equipment/Systems Support 15% E CL2

Maintains shop facilities and inventory of network hardware. Maintain automated
records of network installations, troubleshooting and problem resolution. Diagnoses
equipment/system malfunctions, as needed. Determines if causes relate to
hardware of software. Refers network software problems to appropriate technician
or vendor. Resolves device/hardware problems by repairing, replacing or
reconfiguring, or taking other appropriate action. Tests equipment and/or systems
following service to ensure proper operation. Performs physical installations
(wiring, cabling, interface cards, hubs, servers, etc.) as needed. Moves or
relocates equipment, as needed.15

Supervision 15% E CL2

Directs four equipment/applications specialists in the installation and
troubleshooting of network devices. Resolves systems failures and troubleshooting
referred or unresolved by subordinate technicians. Coordinates multiple,
simultaneous installations; prioritizes activities of specialists so as to maintain
customer department access.

User Consultation 5% E CL1

Provides consultative and technical support to the user community to ensure
problem resolution, system/data access and optimal system performance. Acts as
a liaison between customer departments and information systems resources and
staff. Provides technical advise and expertise to customer departments in the
evaluation, selection, purchase, upgrading and maintenance of software, hardware
and/or database system resources to meet users needs.

Other duties as assigned. Special network and related projects. 5% M CL2

100%

SECTION 5. MINIMUM QUALIFICATIONS A NEW EMPLOYEE SHOULD POSSESS.

This section is completed using class specific Minimum Qualifications Guidelines. Identify each qualification as either
preferred (P) or required (R).

A. Knowledge, skill and abilities:

Demonstrated knowledge of technical information network systems, telecommunications and transmission technologies,
including network architecture, topologies, protocols and interfaces. R
Knowledge of Etheret, Novell, Banyan, media types, common network devices (servers, hubs, repeaters, etc.). R
Working knowledge of common software applications programs, such as Microsoft Office suite. P
Demonstrated ability to supervise technical positions involved in installing and configuring communications equipment. R
Demonstrated ability to diagnose and resolve communications problems related to network hardware. R
Demonstrated ability to design telecommunications transmission network (hardware) to integrate them with other systems.
Knowledge of state procurement policies and procedures. P.

B. Education/training:
Associate degree in computer science, information systems, engineering, industrial technology, telecommunications, or a
related field or equivalent experience preferred.

C. Work experience:
Some experience (2-5 years), to include telecommunications architecture and cable plant technologies, and design
fundamentals required.

D. Licensure, registration or certifications:

CNE helpful.

SECTION 6. OVERALL POSITION COMPETENCY LEVEL

Based on position majority function and employee competency level, check the overall competency level of the
position. Advance consultation with Human Resources is required for permanent changes in overall position
competency level.

CL1
x CL2
CL3

SECTION 7. POSITION DESCRIPTION REVIEW

Reason for update (check all that apply)
x New employee in position.
Significant and permanent changes in position function.
Convert position to Information Technology Compensation Plan.

VACANT
Employee Name SSN Signature Date

Bob Boss 789-78-9789 Bob Boss 10/15/96

Supervisor Name SSN Signature Date

Employee and supervisor signatures indicate that position responsibilities have been discussed and the information
provided is a reasonably accurate and complete.

SECTION 8. ATTACH AN ORGANIZATIONAL CHART SHOWING T HIS EMPLOYEE’S POSITION WITHIN YOUR ORGANIZATIONAL UNIT

Distribution of signed copies:Employee, Supervisor, Human Resources (OIT position descriptions to P. O. Box
980067).

Revised 071597
 NETWORK SERVICES

INSTALLATION SERVICES

Bob Boss
Network Analyst
50121

PROPOSED D. Day
Network Analyst Network Analyst
01234 09999

Tom Terrific W.E.B. Site

Equipment/Applications Network Analyst
Specialist 03030
03333

Rocky Raccoon A. Tech

Equipment/Applications Info Technology Analyst
Specialist 52222
01111

J. Smith Art Linkletter

Equipment/Applications Equipment/Applications
Specialist Specialist
01414 02222

VACANT
Equipment/Applications
Specialist
02121

NOVEMBER 1996
VIRGINIA COMMONWEALTH UNIVERSITY
 POSITION REQUIREMENTS WORKSHEET

Position Number: 01234

Position Title: Network Analyst
Date: 10/15/96 Completed By: Bob Boss

TO BE COMPLETED BY POSITION SUPERVISOR AND REVIEWED WITH INCUMBENT AND/OR POSITION APPLICANTS.

I. DEGREE OF PHYSICAL ACTIVITY: Check the statement that best describes the requirements of the
position.

Sedentary work (Equivalent to lifting approximately ten pounds with occasional lifting and/or carrying small
objects. While mostly done sitting, a certain amount of walking and standing is necessary.)

X Light work (Lifting approximately 20 pounds with frequent lifting and/or carrying of objects weighing up to ten
pounds. May involve significant amounts of walking, standing, pushing, pulling or sitting.)

Medium work (Equivalent to lifting approximately 50 pounds with frequent lifting and/or carrying of objects
weighing up to 25 pounds.)

Heavy work (Equivalent to lifting 100 pounds maximum with frequent lifting and/or carrying of objects weighing up
to 50 pounds.)

Very heavy work (Equivalent to lifting more than 100 pounds with frequent lifting and/or carrying of objects
weighing up to 100 pounds.)

II. PHYSICAL REQUIREMENTS: Mark all job related requirements associated with an essential duty with an
"E" and those associated with marginal tasks with an "M."

E or M Requirement Comments
E Bending
E Climbing
E Crouching
E Crawling
E Fingering (typing,
E keyboarding, etc.)
E Kneeling
E Lifting
E Reaching
M Sitting (prolonged)
M Standing (prolonged)
E Stooping
E Visual Inspection (close)
M Walking (prolonged)
Other (describe)
III. PHYSICAL/ENVIRONMENTAL CONDITIONS: Check the statements that best describe the overall
physical/environmental conditions of the position's work location.

Not substantially exposed to adverse environmental conditions. Typical of most clerical and administrative
positions.

X Subject to inside environmental conditions. Protected from weather conditions but not necessarily from
temperature changes (e.g., warehouse workers).

Subject to outside environmental conditions.

Subject to extreme cold. Temperatures below 32 degrees F for periods of more than one hour.

Subject to extreme noise sufficient to cause the worker to shout in order to be heard above the ambient noise level.

Subject to extreme vibrations involving exposure to oscillating movements of the extremities and whole body.

Subject to one or more atmospheric conditions that affect the respiratory system or the skin such as fumes,
odors, dusts, mists, gases, or poor ventilation.

Subject to hazards including moving mechanical parts, electrical current, working or scaffolding in high places,
exposure to extreme heat, chemicals, oils, solvents, asbestos, or radiation.

Other (describe).

IV. MENTAL AND COGNITIVE REQUIREMENTS: Mark all job related requirements associated with an
essential duty with an "E", and those associated with marginal tasks with an "M."

E or M Requirement Comments
E Analyzing
E Interpersonal relations
E Logical problem solving
E Reasoning
E Reading
M Remembering
E Verbal communication
E Written communication
Other (describe)

NOTE: THE POSITION REQUIREMENTS OUTLINED IN THIS WORKSHEET ARE WORDED IN A NON-TECHNICAL
MANNER TO FACILITATE COMMUNICATION BETWEEN SUPERVISORS AND EMPLOYEES/APPLICANTS. ESSENTIAL
AND MARGINAL FUNCTIONS ARE SPECIFICALLY SET FORTH IN THE POSITION DESCRIPTION FORM.

ALL REQUIREMENTS ARE SUBJECT TO POSSIBLE MODIFICATIONS TO REASONABLY ACCOMMODATE

PERSONS WITH DISABILITIES.
8/92
PART II. PERFORMANCE PLAN (SECTIONS 9-12)

Employee Name (Last, First, Middle) Social Security Number Position Number
Ned Work 155-97-5345 01234
Class Title Agency Code/Name
Network Analyst 236 VCU
Organizational Unit Performance Evaluation Effective Date
Network Services 11/1/96 - 10/31/97

SECTION 9. PERFORMANCE EXPECTATIONS

The performance plan communicates the technical know-how/supervisory, critical thinking, interactive competencies
and the universal performance expectations on which employee performance will be evaluated. The Competency
Guidelines found in the Information Technology Program Manual are used to complete sections 9A, B, C and D below.
The Competency Guidelines state employee attributes in general terms appropriate to each competency level; the
attributes should be customized to the position-specific performance expectations.

Performance expectations should be as specific as possible. Measures of quality (accuracy, neatness, thoroughness,
appropriateness) , quantity and timeliness should be included where appropriate but numerical standards are not
required. The weighting factor is used by the supervisor to communicate the importance of each performance
grouping relative to all other expectations in the performance plan.

A. TECHNICAL AND/OR SUPERVISORY COMPETENCIES

EMPLOYEE JOB SPECIFIC PERFORMANCE EXPECTATIONS WEIGHTING
ATTRIBUTES
30%
Depth of Demonstrates functional working knowledge of communications network architecture, devices and
Knowledge media types, and network design fundamentals. Provides accurate and complete alternate
proposals to customer departments for installation or expansion of communications networks.
Initiates new network assignments within one work day of receipt by contacting customer to obtain
technical requirements and user needs.

Integration & Scope Demonstrates ability to integrate knowledge of SNA, Ethernet, and Novell and Banyan software in
designing network installations and expansions. Resolves most of the common software-related
problems encountered in network installation/expansion projects without contacting network
software analyst, including network operating system and access faults. Contacts appropriate
software technicians within five hours following completion of hardware installation if network is not
operational.

Technical Ability & Demonstrates ability to independently apply technical judgment to designing network installations
Judgment and expansions appropriate to customer department access needs and technical requirements,
using VCU standard networking devices and protocols. Chooses appropriate, cost effective
devices, cabling schemes and pathways, others specifications and project time frames. Explores
or adapts changing telecommunications network technology to be prepared for and to
accommodate evolving departmental technology standards.

Supervision (if Manages daily workload of subordinates, sets and monitors adherence to project time lines, and
applicable) manages employee relations and personnel functions.

Comments:

B. CRITICAL T HINKING COMPETENCIES

EMPLOYEE JOB SPECIFIC PERFORMANCE EXPECTATIONS WEIGHTING
ATTRIBUTES
30%
Problem Solving & Recognizes network problems exist, performs equipment/system diagnostics to isolate hardware
Reasoning or software causes, implements plan of action, develops solutions which do not always have
precedents, and resolves communications problems related to network hardware. Resolves non-
routine problems referred by subordinate technicians or others.

Ability to Organize Monitors and tracks multiple projects, installations and expansions so as to adhere to department
time tables and standards.
Future Thinking Proactively recognizes needs of customer departments, anticipates outcomes and consequences
of different approaches and makes necessary modifications to plans to achieve desired outcomes.
Ability to Acquire Independently learns appropriate techniques to apply and adapt in related, different or changing
and Apply situations. Aware of current information technology at VCU; applies this knowledge to meet
Knowledge tactical needs.
Comments:

C. INTERACTIVE COMPETENCIES
EMPLOYEE JOB SPECIFIC PERFORMANCE EXPECTATIONS WEIGHTING
ATTRIBUTES
20%
Communication Demonstrates competence to interpret and communicate information, ideas and instructions.
Competencies Communicates at technically appropriated levels with customer departments, vendors,
contractors, staff and subordinate technicians.
Team Coordinates network projects with other affected VCU and MCVH technical parties, including
Competencies network software analysts, university security officers and external vendors and contractors.
Participates in and contributes to team efforts and assignments.
Listening Prior to developing network design proposals, ensures understanding of customer needs by
Competencies verifying these with customer department contact.
Leading and Provides direction and training to subordinate technicians.
Teaching
Comments:

D. UNIVERSAL PERFORMANCE EXPECTATIONS

UNIVERSAL FACTORS JOB SPECIFIC PERFORMANCE EXPECTATIONS WEIGHTING

Safety Observes established safe work practices; provides safety training for 5%
subordinate technicians.
Attendance Follows established department attendance standards. 5%
Customer Responds to customer contacts within one work day. Verifies customer 7%
Service/Guest satisfaction with completed work.
Relations
Contribution to Unit In all interactions with customers, staff, vendors and others, supports the 3%
Mission work unit mission by working cooperatively to develop, advance and carry
out organizational goals and plans.
Comments:

SECTION 10. MULTISOURCE ASSESSMENT (OPTIONAL)

Use of multisource (peer or customer) assessments as part of an annual performance appraisal process is optional. If
used, briefly describe the program in this section. Human Resources is available to consult with departments on the
design and use of multisource assessment tools for performance evaluation. The use of multisource assessments
requires Human Resources approval.

SECTION 11. DEVELOPMENTAL PLAN

RECOMMENDED T RAINING AND RESPONSIBILITIES

List recommended training and development activities for the performance cycle.
T RAINING DESCRIPTION EMPLOYEE RESPONSIBILITY MANAGEMENT RESPONSIBILITY
CNE certification would be beneficial Ned will make use of available CNE Will make training materials available,
to Ned’s job performance and career training materials. and agrees to pay for 1 CNE class
progression. during this performance year.

Comments:

OTHER PERFORMANCE ISSUES:

SECTION 12. PERFORMANCE PLAN REVIEWS

REASON FOR REVIEW (CHECK ALL THAT APPLY)
x New performance plan for beginning of performance cycle
x New employee in position
Change in performance plan during performance cycle

Sign below to indicate that the employee’s performance plan and developmental plan have been reviewed.

Ned Work 155-97-5345

Ned Work 11/18/96
Employee Name SSN Signature Date

Bob Boss 789-78-9789

11/15/96
Bob Boss
Supervisor Name SSN Signature Date

Anne Bow-Lin 111-11-1111

Anne Bow-Lin 11/16/96
Reviewer Name SSN Signature Date

Supervisor/Reviewer Comments:

Employee Comments:

Revised 071597
PART III. PERFORMANCE APPRAISAL (SECTIONS 13-18)

Employee Name (Last, First, Middle) Social Security Number Position Number
Ned Work 155-97-5345 01234
Class Title Agency Code/Name
Network Analyst 236 VCU
Organizational Unit Performance Evaluation Effective Date
Network Services 11/1/96 - 10/31/97

p Check here if this is a re-evaluation due to employee receiving an overall performance rating level of
DOES NOT MEET EXPECTATIONS.

SECTION 13. APPRAISAL

Employee performance is evaluated based on the performance expectations stated in the performance plan. Record
the weightings assigned in the performance plan, rate each performance grouping and calculate a numerical score for
each grouping. Sum total points and divide by 100 to convert them to a value which yields the overall performance
rating and the increase range.

Rating Range Performance rating Performance Increase

Range
3.5 to 4 X = Exceptional = 4 5% to 10%
2.5 to 3.4 E = Exceeds Expectations = 3 3% to 7%
1.5 to 2.4 M = Meets Expectations = 2 0% to 5%
0.5 to 1.4 F = Fair But Needs Improvement = 1 0% to 1.0%
0 to 0.4 D = Does Not Meet Expectations = 0 0%

PERFORMANCE GROUPINGS

TECHNICAL AND/OR SUPERVISORY COMPETENCIES W EIGHTING RATING NUMERICAL

Depth of Knowledge SCORE
Integration and Scope 30% E 90
Technical Ability and Judgment
Supervision (if applicable)
Comments including factors beyond the employee’s control which affected performance:

Ned has demonstrated an exceptional knowledge of networking, which allows him to interact completely
independently with the highest-level engineers externally and internally. I am completely confident in his ability to
coordinate and supervise vendor installations and activities without input from me.

Ned’s assigned project to coordinate the upgrade from Ethernet to FDDI for three major west campus buildings was
compromised by a two month delay. This was due to vendor problems beyond Ned’s control.

CRITICAL THINKING COMPETENCIES W EIGHTING RATING NUMERICAL

Problem Solving & Reasoning SCORE
Ability to Organize 30% M 60
Future Thinking
Ability to Acquire and Apply Knowledge
Comments including factors beyond the employee’s control which affected performance:

INTERACTIVE COMPETENCIES W EIGHTING RATING NUMERICAL

Communication Competencies SCORE
Team Competencies 20% M 40
Listening Competencies
Leading and Teaching
Comments including factors beyond the employee’s control which affected performance:
UNIVERSAL PERFORMANCE EXPECTATIONS W EIGHTING RATING NUMERICAL
SCORE
Safety 5% M 10
Attendance 5% F 5
Customer Service/Guest Relations 7% M 14
Contribution to Unit Mission 3% M 6
Comments including factors beyond the employee’s control which affected performance:

OVERALL PERFORMANCE RATING TOTAL

Exceptional NUMERICAL
Exceeds Expectations SCORE
x Meets Expectations 225
Fair But Needs Improvement ÷100
Does Not Meet Expectations = 2.25

ROUND TO
2.3
Section 14. PERFORMANCE AND PAY ADJUSTMENTS
Prorate for non-probationary employees according to program guidelines when required. List changes to base pay and lump sum
awards separately.

SPECIAL EMPLOYEE CIRCUMSTANCES (CHECK ALL THAT APPLY)

Employee was probationary for part of the annual performance cycle and worked _____ full months during the
cycle (prorating required). See prorating table in the Information Technology Program Manual.
Employee salary is now at or above the top of the CL2 internal range or the pay band maximum, whichever is
applicable; the performance and pay adjustment will be paid as a lump sum award.
Employee salary is too close to the top of CL2 internal pay range or the pay band maximum, whichever is
applicable, to receive the entire performance increase as a base pay adjustment; a portion of the performance and
pay adjustment will be paid as a base pay adjustment and the remainder as a lump sum award.

PERFORMANCE INCREASE PERCENT 4%

EQUITY ADJUSTMENT INCREASE PERCENT 3%
COMPETENCY CHANGE INCREASE PERCENT %
SPECIFY:
LICENSURE/CERTIFICATION INCREASE PERCENT %
SPECIFY:
Total Annual Pay Change 7%
Approval from Human Resources is required for any base pay
adjustment of more than 10%. WILL BE KEYED BY HR

BASE PAY BEFORE BASE PAY INCREASE NEW BASE PAY LUMP SUM AWARD
ADJUSTMENT AMOUNT
$46,500 $3,255 $49,755 $

OTHER RECOGNITION AND AWARD PROGRAMS T HAT ARE THE BASIS FOR A ONE-TIME BONUS PAYMENT:
Team pay (specify and attach supporting documentation).
x Project pay (specify and attach supporting documentation).
Other (specify and attach supporting documentation).

RECOGNITION AND REWARD BONUS AMOUNT OF BONUS COMMENTS

Project or team pay $1,500 Early completion of network hardware installation and
connection of departments, according to bonus plan time
line.
Other (specify)
Comments:

BUDGET APPROVAL FOR ANNUAL PERFORMANCE AND PAY ADJUSTMENT INCREASE

This signature must be obtained before meeting with the employee.

John Dayhoff 10/10/97
Vice Provost for Information Technology or designee Date

Ned Work 155-97-5345 Ned Work 10/10/97

Employee Name SSN Signature Date

Bob Boss 789-78-9789 Bob Boss 10/1/97

Supervisor Name SSN Signature Date

Anne Bow-Lin 111-11-1111 Ann Bow-Lin 10/2/97

Reviewer Name SSN Signature Date
Supervisor/ Reviewer comments:

Ned has taken on many new and difficult projects during the year. He has also done a commendable job
helping co-workers when needed.

Employee comments:

Employee’s signature indicates that the performance evaluation has been read and discussed with the supervisor. It
does not necessarily indicate agreement with the supervisor’s assessment of the employee’s performance.

Distribution of signed copies: Employee, Supervisor, Reviewer, Human Resources

Revised 071597