DJG FLSA Q2 RD

This report helps to assess FLSA exemption status. It displays only the responses to predetermined exempt-level duties extracted from the JAQ. Please review the history and guidelines listed below for a clearer understanding about how this report can help you with your FLSA analysis.

*Dimensional Job Analysis*^{^TM}
*JAQ Employee FLSA Exemption Analysis*

			*Employee ID:* *2067*	*Job Code:* *ASA0002*
			*Employee Name: Bradley, Mavis R.*	*Job Title:* *Admin Support Asst II*

History: We extracted those job activity items from the JAQ that were assessed to be exempt-level work. Staff members from the Wage and Hour Department reviewed these items, and the result is the following list. During our discussion with these investigators, we gleaned the types of probes and caveats they would use in making their determination. We offer these considerations in the Comments section that follows each job activity to help you with your analysis.

Guidelines: No one item will make the determination. You must look at the job as whole and consider those items which apply to the particular job. Consider the frequency of time spent on an activity as well as the level of review. If the Review column is checked in the first or second box (self-review or cursory review), it is clear that the independence for judgment exists. If the third box is checked (thorough review), do not automatically assume that the item will not apply. Ask the question, "Would the job incumbent be required to make significant decisions and judgments independently prior to the point review?" If the answer is "yes," then the item will stand.

1	A	4			*Freq.*	*Review*
			*Drafts responses to moderately complex inquiries (e.g., description of organizational/team policies or procedures).*		*<5%*	x
			Comments: Consider the decisions made in composing the document. If these decisions are a result of reiterating a straight-forward policy, this item would not apply. However, if the actions require some interpretation and judgment, such as determining what the real issues are and what policy or procedure may fit the situation, then the work activity will stand.

1	B	4			*Freq.*	*Review*
			*Identifies relevant information and generates documents from notes or minutes taken at management or team meetings.*		*<5%*	x
			Comments: This job activity would only be considered if the document was complex and of major importance to the company, such as identifying key information in investigation proceedings that will be placed in a report. Simple reporting of minutes from a department meeting that lays out agenda items and follow-up activities would not apply here.

1	C	4			*Freq.*	*Review*
			*Administers the purging, retention and protection of electronic or conventional file records for the foundation.*		NA
			Comments: Consider this ONLY if actual discretion is used in this activity. The incumbent must make the decision about whether or not the company really needs to retain certain records and documents. This activity would not apply if the incumbent is following existing policy or defined instruction.

1	D	5			*Freq.*	*Review*
			Handles information at the highest level of sensitivity (e.g., legal, criminal, or business investigations; donor financials; wills and trusts; and other proprietary information) whose disclosure would have an immediate negative impact on the team or foundation, or organizations, clients, and individuals.outside		*25-50%*	x
			*Comments: Here the incumbent must use judgment about what may or may not be revealed in business discussions.*