Career Service Classification

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Abstract
Professional and technical specialists in veterinary medicine and other related public health fields will find it useful to be familiar with public personnel practices affecting the classification and compensation of their positions. From the standpoint of public personnel practice, the focus is on the proper classification of each job in the organization, without reference to the incumbent. This approach helps management in structuring the organization, budgeting for manpower, charting promotional lines, determining training needs, and providing the foundation for a pay plan. A well-done job classification plan groups together under appropriate titles positions that are homogeneous in kind and level of duties, require similar knowledge and skill, and can be treated as comparable for compensation purposes. If a position is sufficiently dissimilar to others to warrant separate classification, it is so treated. The pay plan, based on a sound classification plan, takes into account several factors essential to shaping a realistic and equitable pay policy. These are: (a) the relative levels of the various jobs in relation to one another; (b) the rates paid elsewhere for similar positions; and (c) the employer''s financial ability to compete with other employers for available talent. Sometimes extraneous factors influence these decisions, such as artificial "ceilings" on public pay levels rooted in law or custom. The close relationship between salaries of public employees and tax rates underscores the role of the taxpayer in determining the salaries of career people in government service.

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