Notice to Interested Persons of Agency Action Concerning Rules
Prior to adoption, amendment, or repeal of rules regarding comparability of the value of work as defined in ORS 292.951 (1), the Judicial Department shall give notice of the proposed adoption, amendment, or repeal:
(1) In the Secretary of State's Bulletin referred to in ORS 183.360 at least 15 days prior to the effective date.
(2) By mailing a copy to persons who have requested placement on the Department's mailing list established pursuant to ORS 183.335 (7).
(3) By mailing a copy of the notice to the following persons, organizations, or publications:
(a) The Associated Press;
(b) United Press International;
(c) Administrator, Executive Department, Personnel and Labor Relations Division;
(d) Personnel Director, Legislative Administration Committee.
Model Rules of Procedure
The Judicial Department Personnel Division, pursuant to rulemaking authority granted to the Chief Justice of the Supreme Court and in accordance with ORS 183.341, adopts, by reference, Division 1 of the Attorney General's Model Rules of Procedure under the Administrative Procedures Act. This adoption applies only to rules required by ORS 292.956.
Determining the Comparability of the Value of Work
(1) The authority for this rule is found in ORS 1.002 and 292.956.
(a) Comparability of the value of work: The value of work measured by the needs of the employer an the knowledge, composite skill, effort, responsibility, and working conditions required in the performance of the work;
(b) Hay Method: The Hay Guide Chart-Profile Method of job evaluation.
(3) Use of the Hay Method of Job Evaluation: The Judicial Department shall use the Hay Method of job evaluation to determine the comparability of the value of work. This methodology measures the knowledge, composite skill, effort, responsibility, and working conditions required in the performance of work.
(4) Job Evaluation Factors: The Judicial Department shall apply the following Hay Method job evaluation factors:
(a) Know-how, which measures the various types and levels of every kind of knowledge and skill, however acquired necessary to perform the work of the classification. It encompasses:
(A) The Knowledge base;
(B) Managerial know-how; and
(C) Human relations skills.
(b) Problem-solving, which measures the complexity of the work. It encompasses:
(A) The environment in which thinking takes place; and
(B) The mental challenge required to perform the assigned work.
(c) Accountability, which measures answerability for actions, the results of actions taken, and decisions made. It encompasses:
(A) Freedom to act;
(B) Impact of the job on end results of the organization; and
(C) The magnitude of that impact.
(d) Working conditions is a job context factor not common to each classification. This factor applies only when the duties assigned to a classification include those:
(A) Requiring unusual sensory and/or muscular effort;
(B) Exposing an individual to physically unpleasant and/or hazardous conditions; or
(C) Causing exceptional nonphysical work demands such as time demands, role loading, and/or emotion loading.