Olatnell Hntoeraitg Sitbrarg Strata. SJem lottt THE GIFT OF Pn-c^cn W. E WaS^c&x, Cornell University Library JK3457 .N56 First report of the Committee on civil s olin 3 1924 030 490 324 STATE OF NEW YORK FIRST REPORT OF THE Committee on Civil Service OF THE Senate of the State of New York Appointed to Investigate the Civil Service of the State with Particular Reference to Salaries, Grades and Duties of Officers and Employes CLINTON T. HORTON, Chairman GEORGE F. ARGETSINGER , JAMES A. HAMILTON IRVING J. JOSEPH HENRY M. SAGE GEORGE F. THOMPSON J. HENRY WALTERS TRANSMITTED TO THE LEGISLATURE MARCH 27, 1916 ALBANY J. B. LYON COMPANY, PRINTERS 1916 I Cornell University ^ Library The original of tiiis book is in the Cornell University Library. There are no known copyright restrictions in the United States on the use of the text. http://www.archive.org/cletails/cu31924030490324 State of New York No. 40 IN SENATE March 27, 1916. Report of the Senate Committee on Civil Service in Relation to the Standardization of the Public Employments of the State STATE OF NEW YORK Albany, March 27, 1916. To the Honorable, the President of the Senate: giE. — The Senate Committee on Civil Service has the honor to submit in accordance with the provisions of resohition of April 9, 1915, its first report to the Legislature in relation to the standardization of the public employments of the State of New York. Very respectfully yours, Clinton T. Horton, Chairman. [vii] TABLE OF CONTENTS PART I. INTRODUCTION, WITH SUMMARY OF FINDINGS AND RECOMMENDATIONS. Characterization of Personal Employment Conditions with Summary page of Findings xiii Irregularity in Eates of Pay — with Large Amount of Over- payment xiv Multiplicity of Fictitious and Unnecessary Titles xvi Inadequate and Inequitable System of Advancement and Promotion xviii Unnecessary Duplication of Work — Prevalence of Useless Positions xxi Lack of Proper Qualifications and Preliminary Training of Employes xxii Exempt Positions — Need for More Permanence of Tenure in Important Posts xxiv Lack of Standards to Control Output of Employes xxv Lack of Esprit de Corps — Deadening Influence of Service Under Present Conditions xxv Present System of Civil Service Control xxvi Constructive Program — Summary of Recommendations xxviii Recommendations as to Modification of the Civil Service Law so as to Include Basic Standards Governing Personal Service : xxviii Content and Scope of Suggested Code of " Specifications of Personal Service " xxix Approval of Proposed Standards by Official and Nonofficial Agencies xxix Proposed Regulations, Based on Work Standards, to Super- sede Present Arbitrary Salary Grades xxx Prosposed Regulations to Govern Salary Increments xxxi Proposed Regulations to Correct Present Arbitrary Pro- motional Practice xxxi Proposed Standards to Effect Definite Savings to the State. xxxii Proposed Standards to Effect Definite Benefits to Employes. xxxiii Proposed Schedules to Supersede Titles and Salary Rates of Statutory Positions Other than the Administrative Posts. xxxiii Recommendations as to the Manner and Methods of Applying such Basic Standards to the Existing Civil Service xxxiv [ix] Constructive Program — continued : ^^^^^ Eecommendations as to Additional Legislation and Administra- tive Machinery for Purposes of Civil Service Control xxxiv Establishment of Joint Legislative Committee on Civil Service xxxiv Establishment of Division of Service Records and Standards. rxxv Recommendations as to Changes in the Practice and Procedure of the Civil Service Commission xxxvi Policy of Committee with Eespect to Readjustment and Classifica- tion xxxvii General Observation xsxvii Abolishment of Unnecessary Positions xxxvii Overpaid employes xxxix Underpaid employes xl Size and Cost of Inquiry xli Size of inquiry xli Cost of inquiry xli Acknowledgment of co-operation in the Committee's Work xliv PART 11. REPORT IN DETAIL. Scope and Purpose of Committee Investigation xlv Origin and Purpose of Senate Committee on Civil Service xlv Authorization and Scope of Present Inquiry xlv Scope of Reports on Standardization of Employment Conditions. xlvi Scope of Reports on Machinery and Methods of Administration. xlvii Organization and Methods of Standardization Inquiry xlviii Selection of Staff xlviii Establishment of Co-operative Relations with Official Agencies . . xlviii Outline of Investigative Procedure xlviii Development of Preliminary Plan of Classification and Study xlix Preparation of Descriptive Data by Departments 1 X^eriflcation of Data by Senate Committee Examiners 1 Study of Experience of State Civil Service Commission in Recruiting and Controlling Employes li Study of Practice of Private Corporations in Recruiting and Controlling Employes li Analysis and Interpretation of Data so Collected lii Proposed Classification and Specification of Grade and Salary Standards liv General Observation liv Classification of Services liv Content and Purpose of Specifications ]v Proposed Standards to Represent Minimum Requirements, not Maximum Rei]uirements ]vii Summary Outline of Proposed Classification of Grade and Sal- ary Standards Ivjii XI Savings and Benefits to Accrue From the Application of the Pro- page posed Standardization Piogram Ixxxii Savings to the State Ixxxii Benefits to the State Ixxxiii Summary of Cost of the Clerical Service Under Present and Pro- posed Schedules with Resultant Savings as of January 1, 1916, and January 1, 1921 Ixxxv Cost of Protection of Present Clerical Employes Who are Ren- dering Efficient Service Ixxxviii Methods of Analyzing Cost of Clerical Schedules Ixxxviii Analysis of Cost of the Clerk Group Under Present and Proposed Schedules Ixxxix Analysis of Employment Problems With Particular Reference to General Standardization Proposals xci Manner and Methods of Establishing Positions Under Present and Proposed Schedules xci Establishment of Unnecessary Positions xcii Irregularity in Compensation for Work of Similar Grade and Character xciv Irregularity and Rapidity of Salary Increases and Pro- motions xcviii Irregularity of Titles for Work of Similar Grade and Character xcix Manner and Methods of Recruiting and Controlling Employes . . c Analysis of Problems Peculiar to Institutional Service ciii Maintenance civ Commutation civ Amount of Commutation in State Institutions civ Scope of Proposed Regulations Governing Maintenance and Commutation cvii Report of Appraisal and Use of Houses of Other State Prop- erty Available for Employes cviii Special Conditions Affecting Rates of Pay cviii Proposed Salary Rates for Matteawan State Hospital cix Proposed Salary Rates for Dannemora State Hospital cix Regulations Governing Proposed Salary Rates for Matteawan and Dannemora cix Proposed Salary Rates for Ray Brook and Port of New York ex Problem of Special or Extraneous Duties ex Regulations Governing Extra Service, as Fire Patrolman, Musician and Bandmaster cxi Regulations Governing Extra Service, as Captain or Major in a Military Organization at a State Reformatory cxi Problem of " Special Attendant " cxii Origin of and Practice Regarding the " Special Attendant " cxii Remedies Suggested in the Proposed Specifications cxiii Problem of " Chief Supervisor " cxiii Present Practice cxiii Criticism of Practice cxiv Xll Analysis of Problems — continued: p***^ New Institutional Positions and Titles '^^ Housekeeping Assistant, Institutional Laborer cxv Institutional Artisan, Chief Attendant cxvi Probationary period, Service Records, Transfers oxvi PART III. Outline of Proposed Bill toiix PART IV. SCHEDULE A. SPECIFICATION OF PERSONAL SERVICE. Contents of Specifications exxvi PART V. Comparative Classification of Employments — Present and Pro- posed — Showing Present Variety of Titles and Extent of Over- payment and Underpayment 765 Index to Comparative Classification 919 EXHIBITS. I. Tables Showing Length of Service per Civil Service Grade — Clerks and Engineers 922 II. Tables Showing Rate of Salary Increase — Clerks and Engineers . 925 III. Table Showing Departments with which Conferences Have Been Held in the Preparation of Specifications of Personal Service. . 928 IV. Employcs'C'ivil Service and Work Record Card 932 PART I. INTRODUCTION WITH SUMMARY OF FINDINGS AND RECOMMENDATIONS. I. CHARACTERIZATION OF PRESENT EMPLOYMENT CONDITIONS, WITH SUMMARY OF FINDINGS The investigations and findings of the Senate Committee on Civil Service furnish convincing evidence that the busines.s of the State is transacted with a considerable amount of waste. The Committee estimated in its preliminary report of April 9th, 1915, that the payroll cost could be reduced by at least two million dollars through proper reorganization of methods and simplification of work, of which five hundred thou- sand dollars could be immediately effected. The Committee, after exhaustive investigation, finds that this estimate was con- servative. Many factors contribute to the waste or inefficiency in the State government to-da}'. One of the most important factors is the present system of civil service control and the deadening spirit which underlies it. In no department of the State gov- ernment do employment conditions approach the standards adopted by private practice, although there are many instances of highly competent and thoroughly trained officials and employes rendering much more service to the State than could be required of them. The most important results of or defects in the present system of civil service control r'e\^ealed by the Committee's investigation may be summarized under the following headings, which will be more fully developed in the body of this report : 1. Irregularity in Rates of Pay — With Large Amount of Overpayment. 2. Multiplicity of Fictitious and Unnecessary Titles — With Resultant Confusion of Work, Friction Between Employes, and Administrative Diffi- culties in Assigning and Controlling the Personnel. 3. Inadequate and Inequitable System of Advancement and Promotion. 4. Unnecessary Duplication of Work — Prevalence of Useless Positions. 5. Lack of Proper Qualifications and Preliminary Training of Employes. [xiii] XIV G. Exempt Positions — Need for More Permanence of Tenure in Im- portant Posts. 7. Lack of Standards to Control Output of Employes. 8. Lack of Esprit de Corps — Deadening Influence of Service Under Present Conditions. 9. Present System of Civil Service Control. 1. Irregularity in Rates of Pay — with Large Amount of Over- payment} The extent of overpayment, by which is meant the amount of excess of the present rates over maximum rates recommended for the standards of work involved, aggregates $380,082,^ which may be distributed, by services, as follows : ^ Clerical $195,535 Professional and Scientific 81,184 Inspeotional 34,664 Investigational and Examining 36,456 Other Services 32,243 The amount of underpayment, by which is meant the difference between present rates and minimum rates recommended for the standard of work involved, aggregates $83,050-, which may be distributed, by services, as follows:^ Clerical $19,9'i6 Professional and Scientific 40,687 Inspectional 5,620 Investigational and Examining 5,226 Other Services 11,541 1 The figures shown under this caption do not include the overpayments or underpayments in the Public Service Commission, First District, the State institutions, courts, normal schools, agricultural colleges and small commis- sions, the total annual payroll cost of which approximates $11,500,CKK). The courts, normal schools and colleges were not included within the scope of the Committee's investigation ; the investigative work for the other units has not been completed. 2 This item of $380,082 is in excess of the rates of the grades in which the reclassified employes fall. Many of the present em/ployes, however, because of the limited duration of their seiTice, would not, under the proposed schedules be entitled to these maximum rates. It is estimated that a strict application of the proposed standards, according to service, would show approximatelv $525,000 overpayment. 3 See Part IV for comiparative analysis of the present and proposed classi- fication, showing overpayment and underpayment. See page xxxix for a statement of the Committee's policy with respect to overpayment. This irregularity of compensation, whicli in itself would tend to disrupt any private or public enterprise, is the result of many years of comparative indifference to principles of sound business and fair dealing, particularly in the two following respects : First. — Practice of making appointments to the same line and grade of work at widely different rates (the appointees being recruited generally from the same eligible lists, whore the positions are competitive) . Second. — Practice of advancing and promoting employes without proper reference to relative merit, seniority of ser- vice or change of duties. The effect of the second practice in producing not only irregu- larities in rates of pay, but also a general condition of overpay- ment, is particularly marked. The average salary of all State employes in the administrative departments (all offices and functions represented) on January 1, 1911, was $1473.1 The average salary of all State employes in these departments on January 1, 1915, was $1848.^ This represents an increase in the average salary of all employes of $375, or 25 per cent, of the original cost. In this connection the experience of the city of Chicago, some- what similar in the size of its organization and in the variety of its functions, is significant. From 1911 to 1915 the average salary rate of all employes in its departments has fluctuated but little, the net average rate remaining about the same. In two large services — Clerical and Supervising — the average rate decreased $38 and $72 respectively; in three services — Medical, Engineering and Inspectional — the average rate increased $43, $38 and $72 respectively. In one service — the Library Service which is very small — the rate increased $228 (from $678 to $906 per amium). During this period Chicago was administered under a definite plan of salary control. However, the marked and abnormal increase in the average payroll cost of New York State employes during this period of four years will find few, if any, parallels in public or private practice. 1 This includes 4,498 positions carrying a total expenditure of $6,626,678.90. 3 This includes 6,364 positions carrying a total expenditure of ,$11,764,267.55. 2. Multiplicity of Fictitious and Unnecessary Titles — ivith Re- sultant Confusion of Work, Friction hetiveen Employes, and Administrative Difficulties in Assigning and Controlling the Personnel. According to standards developed after investigation and sub- mitted as part of this report, there are approximately 943 fictitious or unnecessary titles in the State service to-day. These irregular titles may be grouped according to the general class of work per- formed thereunder as follows ■} Fictitious Unnecessary and oi- Non- Clerical Misleading, descriptive. Clerk (Miscellaneous) , 174 91 Stenographer and Typist 41 12 Bookkeeper 19 -^ Private Secretary 3 1 Other 14 6 Professional and Scientific 201 53 Inspectional 43 17 Investigational and Examining 31 18 Other Services 160 54 Titles are now used to designate employments for the purpose of civil service and budget control. A title, as construed by law, indicates not only the relative rank and importance of an employe's status, but also the scope of his employment and con- stitutes the restrictions or limitations beyond which he may refuse to work. An improper title, because of its legal as well as its institutional significance, almost invariably spells waste. The following cases illustrate the type of misleading and fic- titious designations which are to-day prevalent in the Stnte civil service. (a) Laborer at $2 per diem, paid for 366 days in the year, representing a woman who is engaged in " sorting and filing mail in the file room, etc." (who should be classi- fied as a junior clerk at $540 to $780 per annum) ; curiously enough, a recent request for an increase in the rate of this employe was computed on the basis of 366 days, at 50 cents a day; 1 See Part V for comparative analysis of present and proposed classification showing overpayment and underpayment and variety of titles. XVI 1 (b) Draftsman at $1,600 per annum, representing an em- ploye performing routine clerical duties, (who should be classi- fied asclerk at $840 to $1,200 per annum) ; (c) Assistant engineer at $7 per diem (an equivalent of $2,100 per annum) representing an employe performing some- what specialized clerical work (who should be classified as senior clerk at $1,320 to $1,800 per annum) ; (d) Highway inspector at $4.50 per diem (equivalent to $1,400 per annum) engaged in simple blue printing (who should be classified as a laborer) ; (e) Inspector of masonry at $5 per diem (equivalent to $1,550 per annum) engaged in routine testing of construc- tion material (who should be classified as a junior physicist at $1,080 to $1,320 per annum) ; (f) Inspector of masonry at $5 per diem, performing routine clerical work (who should be classified as clerk at $840 to $1,200 per annum) ; (g) Assistant to deputy at $2,Y00 per annum, engaged in simple routine clerical work (who should be classified as clerk at $840 to $1,200 per annum). The following illustrations summarize the result of this loose- ness of practice : Employes performing miscellaneous (as opposed to technical or specialized) clerical work of a standard which would reason- ably warrant compensation of from $540 to $780 per annum, and which should be classified under one standard title, are now receiving a variety of salary rates from $360 to $1,500 per an- num, under 30 different titles, some of which are as misleading as the rates of compensation are unsound.^ Employes performing miscellaneous clerical work of the next higher grade which would reasonably warrant an annual com- pensation of from $840 to $1,200 per annum, and which should be classified under one standard title, are now receiving a variety of salary rates from $600 to $2,700 per annum, under 98 titles.^ 1 See Part V for comparative analysis of present and proposed olasaificntion, showing overpajTnent and underpayment and variety of titles. XVIU Employes performing miscellaneous clerical work of the ]iext higher grade, which would reasonably warrant a compensation of from $1,320 to $1,800 per annum, and which should be classified under one standard title, are now receiving from $1,080 to $3,500 per annum, under 83 distinct titles.^ These irregularities of title, while striking, typify the present practice. Like the irregularities of compensation they reflect a disregard of efficient methods of administration and, having con- tinued over a period of years, have resulted in an accumulation of obsolete practices. In this connection, attention shotild be called to the difficulties and disadvantages under which department heads often work. They are frequently so absorbed with large administrative policies of their departments that they have little or no time to consider details of personnel adjustment. They are compelled of necessity to leave many of these problems to subordinates who, in turn, have grown so accustomed to estab- lished departmental methods and traditions that they seldom in- itiate changes to meet new conditions or improve departmental practice. 3. Inadequate and Inequitable System of Advancement und Promotion. The failure of thei State government to establish a sound and equitable system of advancements and promotions has produced conditions unjust to the employe and extremely costly to the State. Advancement of employes has been influenced in no small degree by accident or considerations of personal preference. Too little premium is placed upon demonstrated merit, efficiency or length of service. Up to a comparatively recent date the Civil Service Commission has not exercised any control over service records or ratings and the departments, with one or two excep- tions, have done nothing to introduce this important factor in the regulation of the personnel. This is largely due to the fact that the present law does not require the keeping of such records or permit the Civil Service Commission to conipel it. 1 See Part V for comparative analysis of present and proposed I'lassification showing overpayment and underpayment and variety of titles. XIX The weaknesses of the promotional system as applied to posi- tions imdeor civil service control are exhibited in the following: First. — Promotion is permitted under the present civil service law from one salary grade to another salary grade without change of duties. Employes in specific posts have, with little or no increase in responsibility, been indiscriminately advanced again and again. Second. — Increases in salaries have been given without refer- ence to relative merit or length of service. Third. — Promotions have been administered within restricted and narrow limits, largely owing to the restrictions of the present law. This has resulted in undesirable discrimination against the eanployes of departments where the routine and low salaried posi- tions are concentrated. For example, the average rapidity of ad- vancements for employes recruited from the same or similar eli- gible lists, with similar qualifications, and performing the same kind of work, differs so widely in the several departments that, whei-eas the employes of some departments are advanced with un- due rapidity and without adequate preliminary training, those of other departments receive wholly inadequate recognition. The following examples, typifying the irregularities which have resulted from the loose provisions of the law and practice relating to the competitive promotional system, are particularly illum- inating : Case Number 1. A (age 39), standing 5th on the messenger eligible list, was appointed Messenger at $480, and in a period of eight years was advanced to $1,800, his promotions haviiag been as follows: Appointed December 1, 1904 $480 Miessenger. Promoted May 15, 1905 600 Messenger. Promoted December 15, 1905 720 . ... Clerk. Promoted May 15, 1 906 900 . . . . Clerk. Promoted December 15, 1906 1,200 Clerk. Promoted October 1. 1909 1.500 Clerk. Promoted December 1, 1912 1,800 .... Clerk. A is now performing work which is n'asonably worth a maxi- mum of $1,200. XX C'a&6 dumber 2. B (age 53), standing 12th on the bookkeeper eligible list, was appointed Assistant Bookkeeper at $720, and in a period of three years was advanced to $2,400, his promotions having been as follows: Appointed Aug. 10, 1910. Promoted Feb. 10, 1911. Promoted Promoted Promoted Promoted Promoted Aug. 10, 1911. . Feb. 10, 1912 . . Aug. 10, 1912. . Feb. 10, 1913. . Aug. 10, 1913. . $720. 900. 1,200. 1,500.. 1,800. 2,100.. 2,400 . . Assistant Bookkeeper. Assistant Bookkeeper. Assistant Bookkeeper. Assistant Bookkeeper. Assistant Bookkeeper. Bookkeeper. Bookkeeper. B is now performing work which is i-easonably worth a maxi- mum of $1,800. Case Number 3. C (age 38), standing 78th on the messenger eligible list, was appointed Messenger at $480, and in the period of five years was advanced to $3,000, his promotions having been as fol- lows: Appointed, March 11, 1910. Promoted, Sept. 21, 1910. . . Promoted, April 1, 1911. . . . Promoted, October 1, 1911. Promoted, April 1, 1912 Promoted, October 1, 1912. . Promoted, April 1, 1913 Promoted, October 1, 1913. . Promoted, July 1, 1914. . . $480 Messenger 600 Clerk 720 Clerk and Asst. De]jutY 900 Clerk and Asst. Deputy 1,200 Clerk and Asst. Deputy 1,500 Clerk and Asst. Deputy 1,800 Clerk and Asst. Deputy 2,100 Clerk and Asst. Deputy 2,400 Clerk and Asst. Deputy Promoted, July 1, 1915 3,000 Clerk and Asst. Deputy (' is now performing work which is reasonably worth a maxi- mum of $1,680. Case Number 4. D (age 31), standing 26th on the stenographer eligible list was appointed Stenographer at $600, and in the period of XXI twelve years was advanced to $2,700, his promotions having been as follows : Appointed, October 23, 1902 $600 StenogTapher Promoted, 1904 720 Stenographer Transfer, June 16, 1906 720 Stenographer Promoted, December 16, 1906 900 Stenographer Promoted, June 16, 1907 1,200 Stenographer Promoted, December 15, 1907 1,500 Stenographer Promoted, October 1, 1909 1,800 Stenographer Promoted, October 1, 1911 2,100 Stenographer Promoted, July 15, 1913 2,100 Asst. Secy. Promoted, October 1, 1913 ' . . 2,400 Asst. Secy. Promoted, October 1, 1914 2,700 Asst. Secy. Promoted, December 1, 1915 2,700 Hearing Sten. D is now performing work which is reasonably Avorth a maxi- mum of $1,800. Perhaps no factor has done as much to lower the worlcing effi- ciency of state employes as the haphazard and irregular advance- ment and promotion system which has given too little recognition of the competent and too miich protection and recognition of the incompetent. The present Civil Service Commission is endeavor- ing to correct these defects, but changes in the law are necessary to enable it to accomplish fully the desired changes. 4. Unnecessary Duplication of Work — Prevalence of Useless Positioiis. Antiquated forms of organization, duplication of worlv and unbusinesslike methods are closely related to the unstandardized system of employment control. Duplication of effort extends in all directions — within a single bureau or office, between units of a single department, and between different departments. Func- tions which should logically repose in one department are^ car- ried on by another department or distributed over several units. So marked is the lost motion, and so extensive the duplication of work and the overlapping of duties with respect to similar func- tions of government that very substantial changes effecting con- XXll sideruble economies may be made in some departments without change of law or disturbance or retardation of the State's business. A separate line of investigation was conducted by the Com- mittee during the standardization inquiry to point out concretely the immediate and ultimate savings which could be made through reorganization and simplification of methods. The results of these investigations have been presented in detailed critical re- ports prepared by the examining staff. These reports are being made the subject of conferences with the departments affected. These investigations reflect a possible saving in salaries and wages of $500,635 which can be obtained through immediate force reduction, i. e., which would not involve a radical reorganization or disturbance of the present procedure. They also show wherein further savings of $1,474,879 in addition, exclusive of the fore- going item, can be obtained through a more fundamental reorgan- ization of the departmental machinery and work process. The Committee is convinced that the working out of these sa^'- ings by simplification of organization and methods will not impair or retard departmental activities, but will, on the other hand, make for a positive improvement of work methods. 5. Lack of Proper Qualifications and Preliminary Training of Employes. Many State employes engaged in routine investigative, inspec- tional and clerical work are unqualified to perform properly their regTilar duties. This is largely due to a lack of adequate prelim- inary training. Their entrance to the State service without such training is explained bv the fact that some of them were subject to no examination before appointment and that the examination taken by others, as a basis for appointment, did not contain practical tests which would insure ability on the part of the suc- cessful candidates to perform the specific tasks involved. At the present time the State is employing 110 inspectors who are engaged in the examination and inspection of employment con- ditions in factories and other establishments where women and cl'iildren woi-k in large numbers. Such work requires not onlv ii clear understanding of an intricate code of labor reg^ilations 1 F(ir tlie Committcp's policy with respect to abotishmcnt. st'c p. xxxvii. XXlll but also a practical knowledge of factory conditions, meokauical equipment and industrial hygiene. These employes have been recruited through competitive ex- aminations held since 1911. Assurance that candidates for these positions possess the requisite qualifications could be had only by exacting definite preliminary experience and training as a condi- tion for entering these examinations. An analysis of the civil service records of these 110 factory inspectors shows that only 54 were engaged in work which would afford familiarity with the operation of machinery, safety devices, or methods of building construction. Two inspectors had been in occupations that would give them some special qualifications for factory inspection: one a physician; the other formerly an agent of the United States Department of Commerce and Labor. The other 54, or almost one-half of the entire number, had apparently no experience or training to qualify them to meet the difficult technical problems that constantly confront a factory inspector. The following are some of the " previous occupations " of these fifty-four : Clerks 13 Painters and paper hangers 2 Teachers ■ . 4 Merchants 2 StenogTaphers 4 Letter-carriers 2 Salesmen 3 Investigators 2 and one in each of the following occupations : ilanager, sewing machine agency. Accountant. Auditor. Lawyer. Correspondent (in foreign lang-uage). Solderer. Shoemaker. Undertaker. Inspector of Public Improvements. Pharmacist. Matron of a jail. Manager of motion picture theatre. Collar examiner. Sample shirt-waist worker. Shoe-fitter. One was " uuemployed " and another gave his occupation before becoming a factory inspector as " none." Three stated that they had previously been " managers " but did not state what they managed. The present Civil Service Commission is now conducting another examination for factory inspector, and is requiring of all candidates — as a basis of admission to the examination — at least five years of experience in factory or construction work. 6. Exempt Positions — Need for More Permanence of Tenure in Important Posts. At the present time 1,616 positions within the so-called classified service of the State administrative departments and other ofiices are filled without examination or other competitive civil service requirements. They are termed " exempt positions." Many of these are positions of responsibility requiring such technique and training that the highest degree of efficiency is secured only where the incumbents have had appropriate training before appoint- ment and are assured permanence of tenure after appointment to the service. Appointment without competition does not neces- sarily |)revent the selection of competent employes. It has in fact in miiny instances secured well qualified persons for the State service. But it does not insure the selection of competent employes and almost invariably leads to retirement by reason of change of administration or other incident before the best results are obtained. This is responsible for needlessly recurring waste in the management of the State's business. The Committee recognizes that department heads and other policy-determining officials must have deputies and confidential secretaries in complete harmony with them and their policies. Such persons cannot be selected through examination or other devices which restrict the responsible official in making a per- sonal selection. The soundness of this principle has been recog- nized by the constitution and statutes. The Constitution provides^ that " appointments and promotions * * * shall be made according to merit and fitness to be ascer- tained, so far as practicable, by examinations, which, so far as I Art. 5, Sec. f). practicable, shall be competitive." The present classification of the State service, which is intended to enforce this constitutional requirement, contains many inconsistencies. The same positions, such as stenographer and chief clerk, are differently treated; being exempt from competition in some departments and subject to competition in others. A proper observance of the conjstitu- tional and statutory provisions requires that those positions for which competition is admittedly practicable be reclassified and placed in the " competitive " class. This would secure, among other things, permanence of tenure and thus improve the trans- action of the State's business. 7. Lack of Staiidards to Control Output of Erriployes. The administrative heads of some departments have taken steps towards regulating the output and efficiency of indi- vidual employes. For the most part, however, individual efficiency has not been properly developed through systematic supervision and control. It is found that officials responsible for the work of a division, section or office rely too much on in- definite impressions as to whether or not an employe's work is satisfactory and do very little to develop the individual work- men to the maximum of their capacity. The Committee believes that the individual performance of employes (especially those in the clerical and inspectional service) does not exceed 66% per cent of the standards, either in volume or quality of work, which would be exacted of them hj private emplo}'ers. The ex- perience of the Secretary of State in the one year of his adminis- tration in increasing the former output of a corps of fifteen clerks and stenographers by 75 per cent., with a higher degree of accu- racy, through the installation of minimum work standards reflects the opportunity for saving which is very general. 8. Lack of Esprit de Corps — Dendeninrj Infiuenre of Service under Present Conditions. The conditions of employment control, as above characterized, coupled with a long standing disregard of and lack of sympathy with the ideals of the competitive civil service have led to general indifference on the part of the officials and employes to the claims for efficient service. This indif- ference has augmented the waste and inefficiency which inhere in the weakness or defects of the machinery of the govern- ment on the one hand, and the lack of individual equipment and training of employes on the other. It is difficult to conceive of a more important task confronting the Legislature, the respective executives, and in turn the press and public generally, than that of inculcating within the public service the same spirit of enter- prise and individual loyalty which has placed private business on an economical and efficient basis. The regulations and customs governing the present departmental procedure are productive of waste. Until these conditions are changed, the Committee believes that satisfactory results will not be obtained. It is felt, however, that coincident with such reorganization, a campaign should be organized within the State service, as well as without, which through discussion and instruction, welfare and recreational ac- tivities, would develop an esprii, de corps resulting in an insistent desire on the part of each civil servant to give adequate return for the compensation which he receives from the State. 9. Present System of Civil Service Control. The history of civil service legislation and its enforcement in the last thirty years in the State of jSTew York shows how far the State has failed to realize the ideals of civil service administra- tion. During this period continuous pressure from the outside to confer favors has operated as the motive for establishing many unnecessary positions and creating fictitious or excessive salary rates. To counteract this, other forces have sought to impose with respect to the several branches of the civil service restriction after restriction which were primarily designed to prevent mal- practice and removals rather than to insiire efficient service. This has led to an accumulation of arbitrary limitations and restric- tions in the civil service law and practice which has made ad- ministration irksome to the competent official, has furnished ex- cuse for failure to the incompetent, and has' led to discrimination and inequality where uniformity of treatment is imperative. Promotion is still largely secured by accident or personal preference. Standards governing the amount, kind or quality XXV 11 of personal service to be rendered by State employes have not been established. The vyelfare of an employe after he has obtained an appointment is not considered from the viewpoint of intelligent public service. As a result, an utter lack of what might be termed esprit de corps is noticeable in the State government. The State of New York needs a constructive employment pro- gram for its governmental agencies which looks toward the estab- lishment of a permanent expert personnel. This means a funda- mental reorganization of the present practice. The outline of such reorganization is the purpose of this report. XXVlll II. CONSTRUCTIVE PROGRAM — SUMMARY OF RECOMMENDATIONS The recommendations and findings of the Senate Committee on Civil Service may he grouped under the following headings : 1. Recommendations as to the Modification of the Civil Service Law so as to Include Basic Standards Governing Personal Service'. (a) Content and Scope of Suggested Code of " Specifications of Per- sonal Service." (b) Approval of Proposed Standards by Official and Non-official Agencies. (c) Proposed Regulations Based on Work Standards to Supersede Present Arbitrary Salary Grades. (d) Proposed Regulations to Govern Salary Increments. (e) Proposed Regulations to Correct Present Arbitrary Promotional Practice. (f) Proposed Standards to Effect Definite Savings to the State. (g) Proposed Standards to Effect Definite Benefits to Employes, (h) Proposed Schedules to Supersede Titles and Salary Rates of Statutory Positions Other Than the Administrative Posts. 2. Recommendations as to the Manner and Methods of Applying Such Basic Standards to the Existing Civil Service. 3. Recommendations as to Additional Legislative and Administrative Machinery for Purposes of Civil Service Control: (a) Establishment of Joint Legislative Committee on Civil Service. (b) Establishment of Division of Service Records and Standards. 4. Recommendations as to Changes in the Practice and Procedure of the Civil Service Commission. 1. Recommendations as io the Modification, of the Civil Service Law so rt.v to Include Basic Standards Governing Personal Service. The first step in the improvement of existing irregularities in the civil service is the adoption by the Legislature of basic standards to be applied by the administrative agencies (acting through the Civil Service Commission), in recruiting employes and regulating the conditions of employment, insuring on the one hand adequate returns to the State for its expenditures for salaries and wages, and uniformity of compensation and opportunity for advancement to the employes on the other hand. A complete and comprehensive code of such basic standards the primary result of the Committee's investigation — is here- with' submitted as Part TTT of this report under the title " Specifi- cations of Personal Service." XXIX (a) Content and Scape of Suggested Code of " Specificar tions of Personal Service." This code includes :157 distinct schedules governing a cor- responding number of distincti\'e lines of work conducted by the State government. Each schedule prescribes the basic conditions governing the appointment, promotion and com- pensation of the employes engaged in the line of work specified. These schedules contemplate the introduction for each line of work of: Standard titles. Standard work requirements and duties. Standard minimum qualifications for appointment, ad- vancement and promotion. Standard rates of compensation. It is recommended that this code of specifications, with sup- porting regulations, be incorporated into the Civil Service Law of the State of ISTew York. (h) Appro-val of Proposed Standards by Official and Non>- Offkial Agencies. The methods of investigation have enlisted the co-operative ef- fort of the Civil Service Commission, departments, and other oificial agencies of the State government who are infoi-med as to employment conditions, as well as private corporations, employes' associations and other non-ofiicial agencies which are interested in, affected by or able to advise with respect to, the employment problem. Practically all of these agencies, which have been consulted, have unqualifiedly approved the proposed progTam in all or most of its detail. Notably among these are the following: State Civil Service Commission. Administrative departments of the State government. Independent civic agencies, such as the Civil Service Re- form Association, Chambers of Commerce, etc. Private corporations throughout the State. Employes' associations. & (c) Proposed Regulations, Based on WorTc Standards, to Supersede Present Arbitrary Salary Grades. Under existing law, positions in the clerical and other serv- ices are classified and graded according to compensation • — twelve grades being defined for this purpose. The first grade covers positions below $300 per annum, the twelfth grade in- cluding positions over $3,000 per annum. At the present time there are approximately 71 distinct rates in the clerical service alone which fall within these arbitrary grades, the range being from $240 to $5000 per annimL This system of salary grading does not relate compensation to the value of the work performed; it fails to differentiate one class of emplojTnent fro-m another; and does not recognize, for promotional purposes, the natural divisions or grades of each line of employment. Because of the arbitrary character of the present gradation, the system of administering promotions has been equally tmscientific and arbitrary, permitting advancement from grade to grade without increase of responsibility or change of duties. This has defeated one of the fundamental purposes of promotional control, namely, to restrict increases in salaries be- yond certain limits, except where change of duties, and th« shift- ing of the personnel through competitive promotional examina- tions are involved. The proposed classification sets up natural salai-y grades which are related to definite standards of work. This affords not only a basis for standardizing compensation in relation to the value of work rendered but also a basis for proper promotional control which will recognize the principle of competitive examination. Under the proposed classification, approximately four grades based upon duties and responsibilities are established for each distinctive line of employment or group within the clerical service, there being an average of but 6 standard salary rates to each grade. By reason of the fact that the grades of the several groups of the clerical service run parallel, it is found that there are but 36 individual salary rates within the clerical service under the pro- posed classification as opposed to 71 distinct rates for the same service under the present practice. (d) Proposed Regulations to Govern Salary Increments. Heretofore increases have borne little or no relation to salaries paid. Clerks, for example, receiving $900 are usually advanced to $1,200, an increase of $300, without a corresponding change of duties. Superintendents of our hospitals, receiving from $3,500 to $6,000, uniformly receive an annual increase of but $100. Other variations as inconsistent and illogical permeate the service. The Committee has taken the position that the amount of in- creases should bear a direct relation to salaries paid and should be consistently governed by a uniform standard schedule. In line with this policy and after thorough investigation as to the best practice which obtains in other public or in private employ- ment, the following schedule of salary increments has been adopted in the standard specifications:^ For salary ranges of from $360 to $1,200, annual incre- ments of $60 are designated. For salary ranges of from $1,200 to $1,800, annual incre- ments of $120 are designated. For salary ranges of from $1,800 to $2,400, annual incre- ments of $180 are designated. For salary ranges of from $2,400 to $3,300, annual incre- ments of $240 are designated. For salary ranges of from $3,300 up, annual increments of $300 are designated. (e) Proposed Regulations to Correct Present Arbitrary Promotional Practice. The systena of administering promotions which has prevailed in the past has been arbitrary and wasteful in the following respects : First. — It has encouraged and facilitated wide increases in salary without change of duties or definite increase of responsi- bility, thus making for an undue and abnormal increase in the cost of each grade of work. 1 Owing to certain employment conditions wliich are peculiar to institutions, this schedule has not been followed in every grade of the Institutional Service, Second. — Because of the narrow limits within which it has been applied, it has restricted opportunity of competition so as largely to ignore the competitive principle in the making of pro- motions. Injustice and discrimination have resulted, which ex- plain the unfortunate attitude to-day expressed in the depart- ments toward the system of civil service control. Third. — Although the present system permits (and haS en- couraged) wide increases of salary without change of duties, it furnishes no positive assi^rance of any increase to an employe while engaged in a single grade of work, despite the fact that within limits he becomes increasingly efficient with length of service. The proposed regulations will lay the basis for correcting these fundamental weaknesses by: First. — Establishing definite salary grades with related work standards, under an arrangement where advancement from one grade to the next higher grade will necessarily involve a change of duties and competitive examination, and will be possible onlj where an opportunity for such advancement is made by a vacancy of an existing position or the creation of a new position. Second. — Applying such standards as far as practicable to the Ditire State service, thus widening the area of competition so as to include all bureaus and offices (irrespective of their loca- tion) where persons with requisite qualifications are employed. Third. — Establishing for each grade a range of compensation enabling a person without change of duties to receive salary in- creases commensurate with the extent to which he increases his value through individual merit and seniority of ser^ace. (/) Proposed Standards to Effect Definite Savings to the State. The proposed standards will effect very substantial savings in all Services, except the Institutional Service, and at the same time will establish an adequate and equitable system of advance- ment. As already shown, the extent of overpayment amounts to $380,082.^ 1 See page xiv. The Statistical Bureau of the Department of Labor' made an exhaustive statistical analysis of the annual cost of the proposed schedules of the Clerical Service, which at the present time rep- resents an annual expenditure of $2,024,089. This analysis shows that the cost for the Clerical Service will progressively decrease, as a result of the proposed plan, during the next five years, the saving over existing schedules for the year 1921 being estimated at $463,328.^ This estimate is confirmed by supplementary and independent analysis made by the examining staff of the Senate Committee on Civil Service. Progressively increasing savings will acerTie from the proposed standards for the other services, with the exception of the Institu- tional Service.^ It is estimated that an additional annual saving of, $300,000 over present schedules in other services will result from the application of the proposed schedules at the end of the five-year period. This will effect a total reduction in the annual payroll cost of approximately $T65,000. (g) Proposed Standards to Effect Definite Benefits to Em- ployes. Despite the fact that savings will accrue to the State, the pro- posed standards will confer definite benefits upon the employe, opening to him greater opportunity to work out a career on the basis of individual merit; for the savings to the State will accrue from the elimination of fictitious rates of pay and the ir- regular conditions of employment which are harmful and adverse to the interests of the rank and file of the service. (Ji) Proposed Schedules to Supersede Titles and Salary Rates of Statutory Positions Other than the Ad- ministrative Posts. In addition to the executive positions (so-called department heads), a large number of miscellaneous positions, clerical, inspec- 1 Acknowledgment is made to the Department of Labor for tins very valu- able contribution to the work of the Committee, which was performed largely out of office hours by Leonard W. Hatch, Chief Statistician, and his assist- ants Acknowledgment is also made of the assistance rendered by the Legis- lative Reference Librarian of the State Library in the preparation of a comparative analysis of Civil Service legislation. , , . ,, , 2 This does not include savings from reorganization of machinery or methods of administration. 3 This service will cost approximately .$30,000 additional annually. tional, and others, are specifically defined and provided for by law. These positions, which do not differ from other authorized em- ployments of the State government, except that often largely through accident they are specifically referred to in the statutes, are embraced within the general plan of employment control pro- vided for in the proposed code of regulations. The result will be not only to correct the irregularities which exist in statutory positions to the same extent as in non-statutory positions, but also to make for a freedom of controlling the incumbents of these posts which does not exist under the existing somewhat narrow and inelastic provision. It is, therefore, recommended that the non-policy determining statutory positions be brought under the proposed specifications of personal service by appropriate legislation repealing provisions inconsistent therewith. 2. Recommendations as to the Manner and Methods of Applying Such Basic Standards to the Existing Civil Service. The policy of the Committee as to the manner and methods of applying these specifications to existing employments is outlined on pages xxxvii-xl. This policy is intended to furnish ade- quate protection to present employes and to create as little dis- turbance as possible during the process of readjustment. Further recommendations looking toward the reinstatement of employes whose positions are abolished, and other protection to employes affected by the application of the proposed standards are outlined in Part II. 3. Recommendations as to Additional Legislative and Adminis- trative Machinerij for Purposes of Civil Service Control. (a) EsUihlishmoit of Joint Legislative Committee on Civil Service. In order to review the operation of the proposed schedules gov- erning compensation and to advise the Legislature with respect to other employment problems, it is recommended that a joint com- mittee of the Senate and the Assembly be established to complete the standardization inquiry, assist in the installation of the pro XXXV posed standards, conduct such additional investigations as are necessary witli respect to personnel problems and to report to the next Legislature. The Sage-Maier bill, introduced March 6, 1916, provides for a permanent force to investigate and report upon budget matters. The application of the proposed standard rates would logically be referred to this agency. If this legislation is enacted, as is desirable, the investigative and advisory work of the proposed Joint Committee on Civil Service would be limited to cooperation with the budget agency and to the purely Civil Service features of the standardization program relating to entrance, advancement, the application of service records, transfers, vacancies, and other related problems. (h) Establishment of Division of Service Records and Standards. ^o administrative agency now exists, under the law, to enforce the basic standards governing rates of pay. Eventually, these functions should be delegated to the Civil Service Commission in order that responsibility therefor may be concentrated in a single agency so constituted as properly to represent the managerial in- terests of the State government on the one hand, and the welfare of the employes on the other. The Civil Service Commission should, threfore, be equipped to take over these additional func- tions under proper regulations; and it is recommended that a Division of Service Records and Standards be created within the Commission charged with the following functions : First. — Grouping and assignment of positions according to standards adopted by the Legislature. Second. — The installation of service records and the en- forcement of rules and regulations of the Civil Service Com- mission governing same. Third. — Formulation and submission to the Civil Service Commission of suggested rules and regulations, consistent with the adopted standards, governing appointments, promf> tions, transfers, reinstatements, and other related problems. Fourth. — Investigation of requests for new positions for the purpose of report by the Commission to the Legislature. xxxvi 4. Recommendations as to Changes in the Practice and Procedure of the Civil Service Commission. A second report to be submitted by the Committee to the Legis- lature will contain a detailed consideration with constructive pro- posals of the following subjects: First. — Conditions surrounding appointment of employes with particular reference to (1) Standards of examinations. (2) Use of experience factor and methods of rating. (3) Method of administering original eligibility. Second. — Conditions surrounding advancement and pro- motion, with particular reference to (1) Adequacy of standards. (2) Use of service records and ratings. (3) Recognition of seniority of service. (4) Methods of rating examinations. (5) Method of administering promotional eligible lists. XXXVll in. POLICY OF THE COMMITTEE WITH RESPECT TO READJUSTMENT AND CLASSIFICATION. Tlie following statement is made of the policy of the iSenate Committee on Civil Service with respect to the manner and method of applying its proposed standards to the salaries and tenure of office of the present employes of the State government : 1. General Observation. Standardization of public employments, as outlined herein, re- lates to one important question of management : namely, stand- ards of pay and work requirements which are to govern employ- ments, and standards of training, experience aud ability which are to govern the recruiting of persons for such employments. The determination of what work is to be done and what per- sonnel will be required in each of the departments for its opera- tion are two distinct problems of management which are but in- directly related to the standardization of conditions governing the employments. For this reason, the specifications, as proposed for incorpora- tion into the Civil Service Law, will not, and should not, apply to the existing employes. It is recognized, however, that the materials developed in the standardization study are valuable in the determination of what work should be done and what personnel should be assigned for that purpose. Furthermore, it is recognized that the legis- lature, in co-operation with the administrative agencies, should take steps to apply the proposed standards to the existing service and to readjust existing conditions relating thereto as far as the demands of the service and fair consideration of the employes will warrant. 2. Abolishment of Unnecessary Positions. During the standardization inquiry, the examining staff of the Committee have inquired into and reported upon the organization v iiXVlll land procedure of tke several departments, bureaus and offices. These reports, whicli are now being made the subject of conference with the officials of departments affected, Te&eet a possible saving of $500,635 through force reduction which will not work funda- mental or radical reorganization. The Committee has deemed the preparation of standards to govern personal service the most important part of its program. It has therefore concentrated its effort upon this work in order to complete a comprehensive code of specifications in time for action at this session of the Legislature. The completion of this code has involved the collection, analysis and interpretation of such a mass of information as to prevent final action by the Committee upon the recommendations of the examining staff respecting reorganizations and force reductions in the various branches of the State government. Conferences with department heads have already led to agree- ment on savings which will result in a substantial reduction in the appropriation bill for the ensuing fiscal year. Other recom- mendations of the Committee's staff on reorganization and force reduction are being submitted informally to the finance commit- tees of the Legislature. The Senate Committee on Civil Service realizes that, as the present session of the Legislature is drawing to a close, the extent to which these recommendations can be in- corporated into the next appropriation bill will be limited by the determination of the finance committees as to the need for further investigation and the opportunity therefor. The estimated saving of $500,635, above recited, it should be noted, is but a part of a larger saving of $1,975,514 which the Committee believes is possible through more complete reorganiza- tion and simplification of methods which will require a gradual process of readjustment. These further economies for succeeding years can be effected by reducing, if not eliminating, the abnormal increase in the cost of personal service. This has been a substan- tial factor in the increased cost of government. The average annual increase in the cost of government for personal service, for the last four years — 1911 to 1915 l^gg been $1,672,802. The present overload or dead weight indi- cates that about 50 per cent of this annual increase was unneces- XXXIX sary. This Committee believes that any increase in personal service from year to year (by reason of the natural expansion of State activities) can be eliminated during each of the next four years through economies and increased efficiency and output of the existing service, if the responsible administrative officials will commit themselves to a definite and consistent program of simplifying the departmental routine as the opportunity arises. 3. Overpaid Employes. The standardization program, it should be recognized, is quite as much for the protection of the persoimel as for the protection of the State. For this and other reasons, the Committee is op- posed to drastic action in making salary readjustment which would adversely affect employes who have been efficient. If the irregularities existing in the State government today were less flagrant, it would recommend that correct standards be introduced by a process of gradual readjustment and reassignment as new and more important work developed and positions, the incixmbenta of which are overpaid, become vacant through retirement, dis- missal or death of such incumbents. The present waste, however, represents too substantial an ele- ment in the cost of government to warrant such a policy. The Committee, therefore, recommends that immediate steps be taken toward reorganization under an arrangement which will extend a substantial and uniform protection to employes who are now overpaid and who will continue to be overpaid under existing departmental conditions, and that all excess over and above such element of protection should be eliminated. The Committee's recommendations as to salary readjustments are as follows: First. — Overpaid employes now receiving $960 or less per annum, who have a record of efficient service, shall not le reduced in compensation. Second. — Overpaid employes receiving in excess of $960 per annum who have a record of efficient service shall he protected to an amount not exceeding 10 per cent, of the maximum of the grade within which they have been appraised. The Committee believes that this policy, which will enable overpaid employes to continue to receive an excess of 10 per cent. over and above the maximum amount to which they would normally be entitled, is fair both to the State and to the employe. However, it is the opinion of the Committee that the working out of readjustments should be made the subject of specific action by department heads or the finance committees of the Legislature. For that reason the bill as submitted looking toward the adoption of standards herein proposed will not apply ipso facto to the rates of pay of existing employes. Subsequent action of the Legislature at the time of making appropriations will be required for that pur- pose. 4. Underpaid Employes. The Committee believes that the proper readjustment should be made with respect to efiicient employes who are underpaid ac- cording to the proposed standards. xli IV. SIZE AND COST OF INQUIRY. 1. 8ize of Inquiry. Part II of this report contains a detailed analysis of the scope and methods of the Committee's investigation. This explains the study of standards developed by other cities and agencies/ the use of personal service and work record cards to give each employe an opportunity to furnish a picture of his own duties and responsibilities, the manner of conducting field examinations of departments and institutions by the Committee's staff to verify and further expand these descriptive statements, the submission of all descriptive material collected by the Committee to the departments for their review in order to insure accuracy, the holding of conferences with departmental officials in order to give them an opportunity to criticize the Committee's findings and furnish further information or suggestions, the examination of numerous industrial, financial and other private corporations rep- resenting the control of hundreds of thousands of professional, engineering and clerical employes, in order to obtain information as to rates of pay and other conditions of employment in private practice, and methods of appraising positions. Part II shows the extent of the analysis, interpretation and appraisal which the Committee has undertaken, resulting in the preparation of approximately fifteen thousand civil service and work records (one for each employe), the preparation of seventy- five hundred pages of descriptive and critical reports on depart- mental and institutional organization, the holding of approxi- mately 450 conferences and hearings with departments, etc. 2. Cost of Inquiry. From April 26, 1915, to February 29, 1916, the Senate Com- mittee on Civil Service expended $30,931.69, distributed by object of expenditure as follows: 1. Personal iService : (a) General Administration: Technical and clerical $5,123 19 (b) Investigational Service: Organization and instruction. . . . $158 7Y 1 New York City has, up to the present time, made the largest contributioii to this subject and its methods of classifloation have heen of material assist- ance to this Committee. xlii Collection and verification of data . 2,605 14 Classification of data 1,987 76 Preparation of specifications. . . . 2,523 83 Preparation of charts and maps of organization 748 64 Appraising employments 1,718 03 Preparation of interim and mis- cellaneous reports 74 95 Preparation and revision of organ- ization reports 2,154 34 $11,971 46 (c) General Clerical Service^ 8,123 09 Total salaries and wages $25,217 74 2. Other than Personal Service : (a) Ofiice equipment ^nd supplies: Equipment $587 44 Supplies (stationery, etc.) 1,224 17 Work record cards and forms. . . . 636 50 General printing 533 10 Other expense 26 56 $3,007 77 (b) Traveling expense: Committee : Transportation $432 86 Subsistence 395 11 Other expenses 6 51 $834 48 Staff: Transportation $355 74 Subsistence 720 49 Other expenses 109 31 $1,185 54 Total traveling expense 2,020 02 1 Includes stenographic service, typing, filing, tabulating and other related clerical work. xliii (c) Conmnmication : Postage $211 76 Telegrams 28 62 Telephone 192 52 $432 90 (d) Miscellaneous expenses 253 26 Total other than personal service $5,713 95 Grand total $30,931 69 xliv IV. ACKNOWLEDGMENT OF CO-OPERATION IN THE COMMITTEE'S WORK. Special mention should be made of the valuable assistance fur- nished the Committee by the Bureau of Municipal Kesearch of New York City. As soon as this work was undertaken the Com- mittee turned to the Bureau as the one agency in this country pos- sessing the qualifications and experience essential for a task of this kind. The response was immediate .and generous. Dr. F. A. Cleveland, its director, and Mr. Winfred B. Holton, Jr., assistant director, advised with the Chairman of the Committee as to the best methods of organizing and developing the investigative pro- gram. The Bureau loaned to the Committee during the whole period of the work, without cost to the State government, mem- bers of its staff who had participated in similar inquiries in N'ew York, Pittsburgh and elsewhere. The investigative work of the Committee has been conducted under the immediate supervision of Mr. Arthur W. Procter of that Bureau. His services in this connection have been very valuable. As a result of this co-operation, the Committee has capitalized the experiments conducted in salary and grade standardization and related employment problems by cities in the United States, and has been able to prosecute the more important phases of its work to a conclusion in a much shorter time than would otherwise have been possible. The Committee has also received great assistance from the present Civil Service Commission. The suggestions of Hon. Samuel H. Otdway, president of the Commission, as to changes in the Civil Service Law which time has shown to be desirable have been particularly valuable, and the Commission as a whole has been generous in its co-operation with this Committee. Acknowledgment is also made of the co-operation of the State departments ^ which have been affected by this investigation. This co-operation was gratifying not only because of the assistance thereby secured but also because of the indication of a genuine interest on the part of officials and employes in the Committee's work and their desire to see the proposed program adopted. 1 See Exhibit III for chart of conferences between the departments and this Committee. xlv PART II. REPORT IN DETAIL. I. SCOPE AND PURPOSE OF COMMITTEE INVESTIGATION. 1. Origin and Purpose of Senate Committee on Civil Service The Senate Committee on. Civil Service was created at the opening of the 1915 session of the Legislature to take cognizance of all matters relating to the control and regulation of the civil service of the State of New York. The Committee was con- stituted primarily to study employment conditions in order to formulate a basis for the reclassification of positions and the standardization of salary gxades and rates. For the purpose of reviewing the scope of its problem, the Committee made a preliminary survey, without stafF assistance, during the months of January, February and March, which led to the submission of a report under date of April 9, 1915, characv- terizing the conditions of the State government and requesting an appropriation of $25,000 with which to make exhaustive investigations.^ 2. Authorization and Scope of Present Inquiry On the basis of the preliminary report, the Senate adopted a resolution, under date of April 20, 1915, appropriating $25,000 and authorizing the continuance of the inquiry "with particular reference to salary grades and titles of officials and employes and their respective titles, with a view of determining what changes, if any, should be made in such salaries and grades * * *, and titles of positions, and what, if any, positions should be abolished or changed in the interest of the public welfare." The Senate Committee on Civil Service considered itself au- thorized, under the terms of this resolution, to inquire not only into employment conditions, but also the machinery of the govern- ment and the administrative procedure. 1 Thia appropriation was supplemented by an additional appropriation of 10,000 on February 9, 1916. xlvi Two pTincipal lines of inquiry were instituted, as follows : First — Study of Personnel This line of investigation, which relates to the employment conditions in the State service, was for the primary purpose of reclassifying positions and regrading employes and establishing standards to govern entrance and promotional examinations, transfers, reinstatements, and other related problems, with a view to a more equitable and efficient administration of the civil service. Second. — Study of Machinery and Methods of Administration This line of investigation, which relates to the departmertal organization and procedure, was for the purpose of suggesting improved administrative methods with a view to a reduction of the cost of government. 3. Scope of Reports on Standardization of Employment Con- ditions. The recommendations and findings now being submitted to the Senate of the State of iN^ew York as a result of its study of the personnel, outline a plan of control of State employment and employes which will relate compensation to the value of the work performed, and afford equal opportunity and pay to civil servants working under similar conditions. The main report, herewith submitted, presents the results of the studies of employment conditions to date and contains' a detailed code of proposed standards and regulations to govern titles, duties, qualifications, and rates of pay. It is proposed that this code be incorporated into the civil service law of the State by action of the Legislature, thereby superseding existing pro- visions of law inconsistent therewith. The reports of this Committee to be submitted, will also include the following : Critical report on present Civil Service Law and practice of the Civil Service Commission, with further reference to the proposed standards of practice, including concrete recommendations as to wherein the present law and practice governing appointments xlvii promotions, transfers, etc., should be changed, and the regulations of the State Civil Service Commission modified so as to bring about improved standards of civil service administration. This report, the scope of which is outlined herein, is to be submitted during the present session of the Legislature. Eeport on retirement of civil service employes. The Com- mittee has been studying the problem of retirement and adequate provision for employes who have become incapacitated through length of service or disability while within the service. It hopes to report on this subject during the present session of the Legislature. 4. Scope of Reports on Machiriery wnd Methods of Administration Concurrently with the study of employment conditions, the ma- chinery and methods of administration of each of the important departments of the State government were inquired into by the examiners of the staff. For each department a detailed descrip- tive report was prepared, showing existing functions, distribu- tion of persomiel, organization and work methods. On the basis of such descriptive report, verified by the department, criticisms and recommendations have been formulated by the Committee's staff for each of the departments showing wherein the existing organization or procedure should be changed, and outlining the savings to accrue therefrom. Because of the limited time in which to report, it will not be possible to consider with the departments and with the Legislature during its present session, the entire scope of the proposals con- tained in these reports. If the work of the Committee is con- tinued as recommended herein, these criticisms and recommenda- tions will be made the subject of further investigation and report to the next Legislature. These reports as formulated by the staff suggest savings through force reduction which will not involve fundamental reorganization or result in impeding the efficiency of the departments affected. These savings represent but a part of the larger economy to be obtained through complete or partial reorganization along the lines of a definite and well worked out program for each depart- ment. xlviii II. ORGANIZATION AND METHODS OF STANDARDIZATION INQUIRY. 1. Selection of Stajf. The members of the examining staff of the Committee were selected from thoroughly equipped accountants, engineers and other technical men with a practical knowledge of methods of public administration and an understanding of studies which had been made looking toward the standardization of public employments.-' 2. Estahlishment of Oo-operative Relations with Official Agencies. For the purpose of facilitating the inquiry co-operative rela- tions were established with the Civil Service Commission and the several executive departments of the State government. Each department designated a departmental representative through whom most of the matters pertaining to the work of the Comxaittee were handled. This representative was in each instance a respon- sible official in his depai-tment and thoroughly versed in depart- mental affairs and procedure. 3. Outline of Investigative Procedure. The investigative procedure looking toward the formulation and classification of grade and salary standards may be considered under the following heads : (a) Development of Preliminary Plan of Classification and Study, (h) Preparation of Descriptive Data by Departments. (c) Verification of Data hy Senate Committee Examiners. 1 The members of the staff who served the Senate Committee during the inquiry were as follows: Morris B. Lambie, Senior Technical Examiner. Fred T. Newell, Technical Examiner. A. H. Place, Engineer. H. D. Appleby, Engineer. Samuel Rosenzweig, Accountant. Carl K. Hill, Technical Examiner. Ohanning E. Sweitzer, Technical Examiner. Norman Thirkield, Technical Examiner. A. W. Lahee, Statistician (part time). H. H. Jones, Technical Examiner {part time). Frank H. Pennington, Technical Examiner (part time) . John J. Riley, Clerical Examiner (part time). COMPARATIVE TABLE vSHOWINi 1 s 1 1 1 1 1 1 1 a at a 1 S * 1 1 1 1 S a 1 s a 5 % i a 6 a s o Q 1 1 i 8 a o it 3 'A S |g ^a 6 Charge attendants, women S S Of < s QJ fe S 1 1 n 1 a JS 0, a c 03 a o it s" ■a 1 s i 9 a S s i 1 1 it STATE I'RISONS 12,000 t2,0U0 SI. 500 SI, 200 1,500 SI, 200 1,500 SI, 200 S1,5C STATE HOSPITALS FOR INSANE S3, 500 6,000 u.eoo 3,000 S2,000 2,500 1,800 3,000 1,200 1,000 S600 744 S516 600 S480 564 S408 480 S420 516 S360 420 S420 516 S300 420 {312 408 S228 300 660 1,020 1,140 1,200 S840 960 S660 816 STATE CHARITABLE INSTITUTIONS 5,000 3,500 SI, 800 1,200 tl,2U0 1,500 1,200 2,000 1,200 Si80 540 1,200 1,200 S960 1 40 Eutarn New York Reformatory, Napanoch 3,500 1,200 1,200 1,200 1,500 540 1,200 960 1,20 State Agrioultural and Industrial School, Industry 4,000 2,000 1,200 1,500 1,200 2,000 000 720 1,000 480 600 300 900 900 720 1.50 New York House of Uefuce, liundall's Island 4,000 1,800 1,200 UUO 1,500 1,500 600 480 480 300 660 1,000 720 S180 1,20 New York State Training School (or Boys, Yorktown Height*. 4,500 i New York State Training School for Girls, Hudson 3,000 1,800 1,500 1,000 000 S900 1,500 1,800 1,200 600 600 600 600 1,20( Western House of Refuge for Women, Albion 2,000 1,200 720 720 1,200 1,200 480 540 90( New York State Reformatory for Women, Bedford 3,000 1,800 1,300 »00 000 1,600 1,800 1,200 480 600 600 I,20( State Institution for Feeble-Minded Children, Syracuse. . . 4,000 1,200 1,200 000 540 480 480 420 360 420 300 360 720 900 300 1,00( State Custodial Asylum for Feeble-Minded Women, Newark 4,000 1,500 1,500 600 420 300 360 i 480 720 600 600 1,20( Rome State Custodial Asylum, Rome 4,000 1,500 1,800 1,200 OOU UOO UOO 480 360 420 300 360 : 600 900 600 1,20C Lotohworth Viltage, Thiells 4,500 t 1,800 2,000 1,200 200 720 540 420 1 360 600 900 1,50C Craig Colony for Epileptics, Sonyea 4,500 SSper diem 1,800 1,200 2,000 2,500 1,500 1,200 800 000 900 720 600 480 480 480 360 420 SOU 360 . 900 1.200 480 600 S300 1,20C New York SUte Soldiers andiSaliore' Home, Bath 3,500 1,500 1,800 1,200 2,500 1,200 1 1 900 420 480 360 720 1,500 1.4O0 New York State Woman's Relief Corps Home, Oxford .... 2,500 1,200 1,500 480 360 240 480 720 i 1,000 3,000 1,200 30U 400 540 300 1,020 2,500 800 900 UOO 480 300 480 1,020 New York SUte Hospital for the Care of Crippled and 2,500 1,200 1,500 800 420 480 New York SUte Hospital for the Treatment of Inoiinent 3,500 1,400 1,800 1,200 1,000 750 600 t 780 750 600 1,200 3,500 i [ TABLE SHOWING THE SALARY RATES IN THE STATE PRLSONS. THE STATE HOSPITALS AND THE STATE CHARITABLE INSTITUTIONS 1 1 1 ."5 6 g s 1 s I i 1 1 IE 1 i K "4) s g ■c « 1 O 1 1 a 6 e V q 2 1 ^ e 1 1^ 1 'i 3 o a i is y i (J s E a s S 1 1 1 a i g i 1 1 i e" I 1 3 1 1 I' 1 i a 1 n 1 tl.SOO j MOO $900 $1,200 i 6 1.560 084 $600 12hrs. <780 816 $1,560 $936 $936 $36C 504 $930 $816 S816 $860 768 $660 768 $780 900 $240 276 $24G 278 $1,140 $660 $660 $420 $420 $360 $300 360 1 $816 1 $540 $744 816 $420 1.400 1 900 540 1.200 1.200 1,200 $1,200 1.200 eoo 1,200 $1,200 $1,200 $1,200 $360 900 600 i.aoo 900 540 1.200 1,200 1,200 1,200 1,200 1,200 1,200 300 900 600 i.soo 900 540 900 900 900 900 000 000 900 900 900 1,200 $480 360 300 240 600 480 360 240 720 tl80 1.300 900 540 900 900 900 900 900 000 900 900 900 900 1,200 480 360 240 600 300 300 1 640 000 240 600 480 1.300 720 640 900 600 480 840 600 480 455 480 900 600 640 600 840 496 480 420 420 i 1 1.300 600 640 900 000 840 600 600 420 360 480 1,000 780 640 780 540 480 900 420 300 GOO 300 240 420 360 600 540 00 1,200 900 720 540 600 480 1,000 600 480 420 240 600 1.200 900 540 600 720 7ao 720 600 UOO 480 900 360 240 480 420 360 180 720 480 720 1.500 540 000 900 UOO 480 000 600 240 i 480 420 360 600 I $300 1.200 900 540 600 840 720 900 720 000 (iOO 600 600 900 480 240 240 600 420 360 300 720 1 420 540 840 1,400 900 S540 540 480 1 900 900 000 480 600 600 240 300 240 900 420 720 300 720 480 ' 1,000 720 540 480 300 720 360 1 i 30O ! 1.020 720 640 ' 600 600 420 300 480 240 480 1 i ; 1,020 720 540 90U 900 800 480 300 300 240 i 1 540 720 660 240 240 420 i 1 1 ■ 1.200 360 240 300 1,020 600 360 600 * 1 1 i 1 *» 8" •s } g n 1 J i 1 3 «9 1 n £i 3 B a o (0 O 1 ^ 1 B 1 ■s n |. O 1 1 s J 1 a i 1 O 1 1 i $1,050 $900 1 $800 1,300 $2,000 $600 $720 900 so •000 ! MSO S420 S360 $300 300 $816 (540 $744 816 S420 $420 ! 708 $264 ' 810 $600 000 $600 060 $600 708 1 1 $600 j $306 ' 060 $420 510 600 $540 660 660 720 $360 »i i 1,200 1,200 $40 per mo. 1 j $1,200 1 1,200 600 $720 420 »! i 1,200 $40 1 per mo. j 1,200 1,200 i 600 420 JO 480 360 840 720 300 $1,500 $40 per mo. 1 1 720 000 660 1 540 480 420 w 300 300 240 1 600 720 $40 1 per mo. | 720 000 420 w 480 540 1,200 $40 1 per mo. 60U 480, 480 420 1 1 000 480 $40 per mo. j 540 1 600 420 __^ 1 ! 720 480 $40 per mo. 540 600 . 480 420 — 1 900 480 $40 per mo. 1 600 480 1 420 "— 420 360 600 540 360 240 000 640 $40 1 1 per mo. | j 480 480 420 — 420 240 600 J 420 300 900 $40 per mo. 540 528 420 — 480 420 360 180 720 480 1 720 240 900 600 $40 1 per mo. 1 000 540 420 480 420 — 4AO 420 360 600 480 360 900 1,800 $40 per mo. 600 720 420 480 300 300 720 1 420 540 840 240 420 000 540 720 720 $40 per mo. 600 000 480 480 420 » ; 300 780 480 480 240 720 540 900 $40 per mo. 1 180 480 420 ! 1 300 1 360 240 900 $40 per mo. 420 480 420 10 480 240 480 300 240 420 000 480 720 000 600 $40 per mo. $40 per mo. 420 540 480 480 420 420 aoo 4» %nfi 600 300 480 1 240 240 540 $40 per mo. $40 per mo. 420 420 480 420 420 n xlix (d) Study of Experience of State Civil Service Ccmimis- sion in Recruiting and Controlling Employes. (e) Study of Practice of Private Corporations in Re- cruiting and Controlling Employes. (/) Analysis and Interpretation of Public and Private Data so Collected. a. Development of Prelitninary Plan of Classification and Study. A preliminary study was made for the purpose of determining the general scheme of classification on the basis of which the inves- tigative procedure should be undertaken. This was important in order to determine the kinds of information to be developed, the extent to which such information should be furnished by the departments instead of by the Committee staff through independ- ent examination, and the form in which such information should be classified and presented. This preliminary study included the following steps: 1. Study of representative classification of states, counties and cities of the United States and of foreign governments, with particular reference to those jurisdictions where the subject of employment control has been given special thought and study. 2. Study of the Civil Service classifications and conditions of employment in the State of New York on the basis of ex- isting descriptive material such as — Civil Service lists and annual reports of the Civil Service Commission. Descriptive and critical data on personnel published by departments in annual and special reports. Descriptive and critical data on organization published by investigative agencies, public and private. 3. Formulation of tentative classification of positions, with plan of specifying standard titles, standard duties, standard qualifications and standard rates of pay. 4. Submission of tentative classification to officials of the State government and other persons informed upon the problem as a basis for conference and suggestion. 1 h. Preparation of Descriptive Data by Departments. The first task of the Committee was to learn what each em- ploye of the State was actually doing. For that purpose forms providing for a complete history of each individual employe starting with his entrance to the service and an accurate picture of the detail of his present employment were furnished to the departments/ The headings of the forms and the explanation thereon provided for the setting forth of each employe's duties and responsibilities in such a way that the difficulties, importance, technical requirements and volume of the work could be reviewed and appraised. These forms were filled out by the employe, re- viewed by his superior officer and finally verified by the depart- mental representative acting in conjunction with the Committee's examiner, before submission to the Senate Committee. Coincident with the preparation of these data, the examiners of the Committee were engaged in the study of existing condi- tions of departmental organization and an analysis of depart- mental procedure primarily for the purpose of getting further background with which to verify the individual service and work descriptions furnished as above described. The independent observations of the examiners were recorded in field notes intended for use as a check and audit on the infor- mation furnished on the prescribed forms. c. Verification of Data by Senate Committee Examiners. Approximately 15,000 work record cards with appropriate ex- planatory and supplementary data consisting of printed reports, departmental literature, organization charts and other informa- tion, were submitted to the 'Committee during the first three months of its investigation. The staff examiners of the Senate Committee as far as possible made first-hand studies of each em- ployment or group of employments for the purpose of determining the accuracy of statements furnished to the Committee — which statements had already been certified by the proper officials of the department — and supplemented such work by intensive studies of existing organization and procedure. iSee Exhibit 4. d. Study of Experience of State Civil Service Commis- sion in Recruiting and Controlling Employes. After the tentative distribution had been made of the existing employments of the State government according to the general class and the specific line of work performed, an examination was conducted as to the experience of the Civil Service Commis- sion in recruiting employes for such positions — to the extent that they had come under the control of that agency. This ex- amination was made primarily for the following purposes : 1. To determine the entrance and promotional require- ments of training, ability and experience which had been applied to each line and grade of work. 2. To determine appointment and promotion rates of com- pensation which had been applied to each line and grade of work. 3. To determine the results of the application of such ex- perience requirements and standards of pay. In this examination and study the departments of the State government funaished information and opinion as to the experi- ence and educational qualifications of persons certified by the Civil Service Commission for the several lines of work. The entrance and promotional rates of pay were considered in reference to the number of candidates who entered into com- petition and the comparative results of any ditJerences of practice which had been employed by the Civil Service Commission. e. Study of Practice of Private Corporations in Recruit- ing and Controlling Employes. Co-operative relations were established with large representa- tive banljing and industrial corporations of the State for the pur- pose of determining the range of compensation which they allowed for each distinctive line of work, their methods of grading such lines of work according to duties and responsibility, and the specific or average rates which obtained with respect to each grade. Their experience was further sought with reference to the stand- ards of ability, experience and training exacted for each grade and line of work. lii This information was secured through intensive field examina- tions and correspondence. As a result, the Committee was able to focus upon the State employment problem the experience of representative private practice with respect to ninety per cent, of the lines of work being conducted by the State. /. Analysis and Interpretation of Data so Collected. The descriptive data thus collected and verified relating to the State service were subjected to the process of careful analysis and interpretation. This analysis, on the one hand was for the pur- pose of learning what was wrong with State employment condi- tions ; on the other hand, to develop a constructive basis of a new classification of salary and work standards. On the constructive side, the primary elements of work of each employment were carefully analyzed and classified in various ways in order to determine : 1. The number and variety of distinctive lines of work being conducted by the State. 2. The number and variety of employments embraced within each distinctive line of work. 3. The natural grades of responsibility and duties for each line of work through an examination of the primary ele- ments of each employment classified in relation to import- ance, difiiculty of performance, etc. 4. The distribution of rates of salary for each grade of work through an examination of the primary elements of each employment. 5. The extent to which distinctive lines of work embraced within a general function or class possessed common charac- teristics from the viewpoint of original appointment or ad- vancement. 6. The extent to which the employments within a dis- tinctive line of work possessed peculiar characteristics from the viewpoint of original appointment or advancement which differentiated them from the employments within other dis- tinctive lines of work falling within the same broad class. 1. The extent to which distinctive lines of work falling in a general function or class possessed common characteris- fics from the viewpoint of compensatioiL liii 8. The extent to which employments within a distinctive line of work possessed peculiar characteristics from the view- point of compensation, which differentiated them from the employments within other distinctive lines of work falling within the same broad class. It is on the basis of the conclusions reached as a result of such analyses that the Committee formulated its plan of classification and standards as hereinafter outlined. liv III. PROPOSED CLASSIFICATION AND SPECIFICATION OF GRADE AND SALARY STANDARDS. 1. General Observation. The methods of investigation already described, showed that in order to set up a uniform and equitable basis for the control of salaries and at the same time furnish standards to govern appoint- ment, advancement, promotion and transfer, it would be necessary to group positions according to : First. Distinctive elements of training and experience gov- erning original appointment. Second. Distinctive conditions with respect to character and importance of employment governing advancement, pro- motion and transfers. Third. Distinctive conditions with respect to character and importance governing compensation. It was found through analysis and experiment, that the widest unit possible for grouping and differentiating employments from the viewpoint of these essentials was the line of work em- bracing those primary elements commonly included within such terms as bookkeeping, examining, accounting, nursing, etc. This was adopted as the basic unit of classification imder the term " group." The employments of the State of Xew York are divided into 157 "groups" representing a corresponding number of distinctive lines of work. For information and statistical purposes a more general group- ing of the employments of the State is made according to the general classification of work, under which — as herein proposed — the above 15Y groups are classified in ten fimctional divisions known as services. 2. Classification of Services. The following is a classification of the proposed services with the distribution of groups (that is, distinctive lines of employment). Iv No. of Title of service groups Executive Managerial 4 Professional and Scientific 25 Inspectional 14 Investigational and Examining 18 Clerical 10 Educational 10 Institutional 39 Skilled Labor 34 Labor 3 The Clerical Service, for example, includes the following groups : Bookkeeper Clerk Employment Agent Interpreter Private Secretary Process Server and Messenger Stenographer Supervisor of Publications Telephone Operator Typist 3. Content and Purpose of Specifications. Each group, representing a distinctive line of work, is broken up into its natural divisions according to responsibility and duties called grades. For each grade the standards or conditions govern- ing the employments and standards of ability, experience or train- ing governing the persons who would fill such employments, are specified under the following : Title of Position Duties — Definition Duties — Examples Qualifications Compensation Ivi Under these captions, in the accompanying code, are set forth for each grade of each line of work or group, the standards which should be applied by the department (acting through the Civil Service Commission) in recruiting, advancing and otherwise con- trolling employes. The legal and regulating significance of the several parts of each specification might be briefly characterized as follows : Title of Position. Under the " Title of Position " are enumerated the title or titles used to identify those employments which may be authorized under the respective lines of work and grades. Each title represents an employment sufiiciently distinctive from adminis- -,trative and civil service viewpoint to warrant a separate civil service examination or action. It is contemplated that a person may be authorized to perform the kind and character of work described within the grade only under the titles prescribed. The theory underlying the selection of titles has been to make titles descriptive of the work performed and to have them relate directly to a distinctive grade of work. "Where present titles are descriptive and are appropriate, such titles have been incorporated in the standard specifications. Duties — Definition. Under "Duties — Definition" are specified the requirements of the employment (as distinguished from the entrance and promo- tional requirements of the employment) in terms of its duties and function, the importance and difiiculty of such duties, the super- visory or independent responsibility involved, etc., so as to clearly mark off the limits of one grade of the line of employment from another. The " definition of duties " is intended to furnish the basis for fixing the compensation and at the same time to indicate the scope of the original or promotional examination through which the employe enters the grade. Duties — Examples. Examples are cited for illustrative purposes only and are not exhaustivei They are intended to assist in the interpretation of Ivii tlie " definition of duties " by furnishing concrete and well known examples whicH fall clearly within the grade specified. Qualifications. Under qualifications are specified the standards of ability, ex- perience or training which are exacted as a basis for appointment, original or promotional, to the grade. It is conteanplated that the Civil Service Commission will satisfy itself through proper in- quiries and investigation as to compliance with these standards. COMPENSATIOW. Under compensation is specified the range of salary which will attach to all employments falling within the grade, the limits representing the minimum and maximum rates of pay for the standard of work prescribed. The rules and regulations governing entrance rates of pay are set forth in the code of regulations supporting the specifications. These regulations contemplate, except where otherwise specified, that entrance to the grade at the minimum rate and advancement from one rate to the next higher rate within the grade after the minimum of one year of satisfactory service. For the purpose of simplifying accoimting and auditing pro- cedure, standard rates divisible by twelve have been established. This will reduce to an appreciable degree the amount of clerical work involved in the preparing and checking of departmental pay- rolls. 4. Proposed Standards to Represent Minimum Requirements, not Maximum Requirements. The proposed schedules represent the minimum requirements to be imposed by the Legislature or finance controlling body upon the administrative departments to insure uniform enforcement and administration of civil service principles. The Civil Service Commission as the agency charged iwith the enforcement of general provisions of the Civil Seiwice Law may add to or supple- ment the standards by rules and regulations which are not incon- sistent with the proposed specifications and provisions contained in the supporting code of regulations. Iviii The establishment of basic standards for salaries and grades through specific legislative enactment separates th^e standards from the rules of practice and procedure used in applying them. These rules of practice are discretionary with the Civil Service Commission subject only to limitation of consistency with the proposed code of standards. This will make for greater flexi- bility than now prevails and at the same time will guard effectively against inequality and abuse. 5. Summary Outline of Proposed Classification of Grade and Salary Standards. The following is an outline of the proposed classification of grade and salary standards. This shows in summary form the divisions (called grades) into which each distinct line of work (called groups) is divided for purpose of salary and promotional control, indicating for each grade the standard titles and standard salary rates. 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Cost of Protection of Present Clerical Employes Who Are Rendering Efficient Service. As pointed out in another part of this report those employes who are rendering eiScient service should be protected within cer- tain limits. According to the policy outlined by the Committee seven hundred and ninety-three of the above clerical positions m 1916 will receive protection, to the extent of $94,742. This will make the total cost on January 1, 1916, $1,937,762, or an average salary cost of $1156. As pointed out the estimated savings on January 1, 1916, according to the proposed schedule, would be $181,069. Thus the net saving will be $181,069 minus $94,742 (the cost of protection) or $86,327. The estimated saving of $463,328 on January 1, 1921, will not be affected by any cost of protection, inasmuch as it is fair to assume that the protection proposed at present would have been absorbed in regular salary increases. 5. Methods of Analyzing Cost of Clerical Schedules. In conducting this study the following information was used as a basis for determining the conclusions in regard to estimated cost and savings: First. — Number of positions in the Clerical Service on January 1, 1911, January 1, 1913, and January 1, 191.5, with total cost distributed by groups, grades and rates, on the basis of proposed schedules. In this connection the " civil lists " for the above years were studied and all clerical posi- tions tabulated. Second. — Number of separations in the Clerical Service, during each year from 1911 to 191.5, inclusive, by groups and grades, on the basis of proposed schedules. In order to ob- tain the rate of separation, the index cards on file in the State Civil Service Commission showing the historv of each civil service employe in the Clerical Service were reviewed, and all cases of resignations, deaths, removals and leaves of absence of over six months, during the years 1911 to 1915, inclusive, were noted on the basis of the proposed salary groups and grades. From these figures an annual rate of separation was obtained. Ixxxix Third. — Enlargement of the activities of the State govern- ment, with resultant increase in the clerical force. The esti- mated increase in activity was obtained by a comparison of the total number of positions in the State by years from 1911 to 1915. This figure was modified after consultation in order more accurately to determine what the status would be in 1921 under normal conditions of increase. Fourth. — Rate of advancement and promotion of clerical employes on the basis of efficient service. The rate of advance- ment to higher salary rates or promotion to a higher salary grade was decided upon, on the basis of opinions expressed by the heads of State departments, past experience and the experience of other civil systems of a comparable character. Fifth. — Number of positions in the Clerical Service on January 1, 1916, with the Committee's salary appraisal by groups, grades and rates on the basis of proposed schedules. 6. Analysis of Cost of the Clerk Group Under Present and Pro- posed Schedules. The Senate Committee Staffs conducted an independent study of the cost of applying the proposed Standard Specifications to employes in the Clerk Group of the Clerical Service in the same departments used in the analysis made by the Bureau of Statis- tics of the Department of Labor. The conclusions reached after this study corroborate the iindings shovsm above. In this study, the cost of a normal distribution of employes in the first four grades of the Clerk Group was calculated on the basis of present conditions and the number of promotions and separations during the past five years. In brief, this analysis indicates that in the first four grades of the Clerk Group: There are at present 888 positions, representing a total annual salary cost of $1,053,600, or an average salary of ' $1,185.81. On the basis of a normal distribution of these employes imder the standards proposed by the Committee, these 888 would involve an annual expenditure of $820,000, or an average salary of $932.50. Thus the application of these s.tandards represents an esti- mated saving, under the normal distribution, of $233,600, or 22.2 per cent, of the cost under the present practice. xc Since this 22.2 per cent, saving would take place only after the proposed standards have been applied during a sufficient period to allow for a normal distribution, it is reasonable to as- sume, as is the case in the preceding study, that the protection allowance would be absorbed through regular increases and there- fore need not be considered. As pointed out in the study by the Bureau of Statistics of the Department of Labor the percentage of saving for 1921 would be 18.5 per cent, for the whole Clerical Service. The 22.2 per cent, saving estimated by the Senate Committee applies only to the Clerk Group, the group in which there would naturally be a greater saving than in the other groups of the Clerical Service. XOl V. ANALYSIS OF EMPLOYMENT PROBLEMS, WITH PARTICULAR REFERENCE TO GENERAL STANDARDIZATION PROPOSALS. The proposed standardization program has primaiy reference to two distinct though related questions of employment control as follows : First. — Those questions which relate to the establishment of positions, fixing rates of pay and other conditions govern- ing same. Second. — Those questions which relate to the manner and method of recruiting employes for such positions and regu- lating their conduct while in the service. It will therefore be desirable to consider the present aad pro- posed practice in regard to the manner and methods of establish- ing positions and of recruiting and controlling employes. 1. Manner and Methods of Establishing Positions. Up to the present time no formalized procedure has obtained in the establishment of new positions. Requests upon the Legis- lature as the appropriating and finance controlling body, may originate in any number of sources and be cleared through various channels. The State government is at the present time organized into approximately one hundred and fifty departments or independent establishments. Under the present practice responsible officials in each of these departments reach independent judgment as to functions or work which shall be initiated or further developed, and make requests upon the Legislature for necessary appropria- tions to cover the other positions thought to be necessary. The administrative branch of the government maintains no staff or centralized agency with which to pass upon the reasonableness of the requests. The Legislature, in taking final action, is advised by the finance committees of the Senate and the Assembly, but these committees have not in the past been equipped with staff assist- ance which has enabled them to review adequately the consider- ations which supported the requests, or to investigate the conditions which should govern the establishment of the positions, if neces- sary. XCll This briefly characterizes the fundamental weakness in the present control over the development and grovsrth of the State's highly decentralized administrative agencies. Pressure has been continuously exerted upon the Legislature to expand and to make more costly the organization and work of each of the one hundred and fifty units of the State government, but no provision has been made adequately to check this pressure and prevent hasty or illadvised action. The State govermneait lacks a centralized investigative and advisory agency which would initially pass upon the need for new positions and defer action by the Legislature until all the pertinent facts had been developed and interpreted. The effect of this Inck of control has been evidenced in four ways, as follows : (a) Establishment of Unnecessary Positions. (b) Irregularity in Compensation for Work of Similar Grade and Character. (c) Irregularity and Rapidity of Salary Increases and Promotions. (d) Irregularity of Titles for Work of Similar Grade and Character. (ft) Establishment of Unnecessary Positions. The following table shows the increase in the number of State employes (exclusive of laborers) and the expenditure therefor 1911 to 1915: during the four years, Division As of January 1, 1911 As of January 1, 1915 Increase — 1915 No. of posi- tions Expenditm-e No. of posi- tions Expenditure No. of posi- tions Increased Expenditure for all positions Departments 4,499 .Sfi,626,678 90 2,452,390 41 377,6.38 24 8.52,380 00 2,327,293 00 .384,519 00 7,455 ' 'i'7,63S 723 441 SH, 774, 267 55 3,004,723 05 610,886 10 1,189, 01 r, 07 2,661,300 00 481,919 00 2,956 "■'iro 78 20 $5,147,588 65 ,552,, 332 64 '7,468 233,247 86 Charitable institu- tions and re- 336,835 07 645 421 324,007 00 Normal schools . . . 97,400 00 Total 13.033 $13,020,899 S5 10,257 $19,712,110 77 3,224 $6,691,211 22 1 Includes all institutions (ho3pitaIs, prisons, charitable institutions and reformatories). ^Expenditure figures obtained from Comptroller's annual reports; all other figures obtained from tlie Civil Service Commission's annual reports. XClll The following facts in this table will be noted : The total expenditure increased $6,691,211.22, or 51 per cent, over the cost in 1911. The total number of positions increased 3,224, or 25 per cent, over the number of positions in 1911. The cost of the administrative departments increased $5,147,588.65, or more than Y7 per cent, over the 1911 cost for these departments. This increase in the cost of the administrative department rep- resents almost 77 per cent, of the entire increase in the cost of the State government during this period. This increase is due in part, of course, to logical expansion of the State activities — the assimiption of new and the further development of existing functions. An additional factor how- ever, and of no small importance in the increased cost is the cus- tomary or traditional growth from year to year which has pro- ceeded with little or no reference to the logical demands of the service, made possible under the method of creating positions, as above described. The reports on departmental organization and procedure which have been developed by the Committee's staff along with the study of employment problems point out concretely the extent to which the present administrative machinery is encumbered with un- necessary positions. These reports itemize those positions which can be abolished without affecting, to any appreciable extent, the present methods of administration and without any impairment of efficiency. These positions have to do with duplication of work between offices and bureaus or the performance of obviously unnecessary work. According to these reports these savings, aggregating $500,635 are immediately available from the abolishment of these positions, and may be distributed, by services, as follows: Managerial $10,500 Professional and Scientific 179,000 Clerical 165,655 Inspectional 43,200 Investigational and Examining 70,800 Other Services 31,480 XCIV In addition to the foregoing savings these reports point out wherein further and larger savings can be accomplished through more fundamental change of existing methods of administration. These further recommendations involve an additional saving of $1,474,879. The departments affected by these conclusions would require time for reorganization and readjustment before any reduction by reason thereof, can be made in their appropriations. As already pointed out, limitations of time have prevented the Com- mittee from reviewing and acting upon these reports except by conference with department heads. The work along this line will be pursued if the Committee is continued as recommended. (h) Irregularity in Compensation for Worlc of Similar Grade and Character. From the viewpoint of civil service control the irregularities of existing rates of pay for the same gTade and character of work represent perhaps the condition of the civil service which tends most to disrupt and disorganize the State machinery. A most conclusive analysis of the existing rates of pay is sum- marized in a comparative classification of the present rates and proposed standards contained in Part V of this report. This crystalizes the results of the investigation of the rates of pay which have been applied in this State. One column of this classification shows each line of work of the State government, divided into appropriate grades, with the proposed standard rates for each grade. A parallel column shows the variety of titles and rates under present practice for each grade, which is comparable to that shown in the first column. The following is a summary of this classification showino- in parallel columns the present and proposed titles, rates and grades of compensation for each grade and line of work : xcv CoMPAEATIVB3 TaBLE, SHOWING BY GrOUPS THE NUMBER OF Distinctive Titles and Salary Rates, and the Range OF Compensation Under the Present and Proposed Classification Line of Work (Proposed group) MANAGERIAL 1. Departmental manager, . 2. Departmental secretary.. 3. Miscellaneous manager . . 4. Institutional manager . . . Total . CLERICAL 1. Bookkeeper Bookkeeper, institutional . 2. Clerk Clerk, institutional 3. Employment agent 4. Interpreter 5. Private secretary 6. Process server and mes- senger 7. Supervisor of publication . 8. Stenographer Stenographer, institutional 0. Telephone operator Telephone operator, insti- tutional 10. Typist Total . PROFESSIONAL AND SCIENTIFIC L Accoimtant : 2. Actuary 3. Agronomist. . . 4. Archeologist . . 5. Architect 6. Bacteriologist. 7. Biologist 8. Botanist 9. Chaplain 10. Chemist and physicist. 11. Dentist 12. Director of research. . . 13. Engineer 14. Entomologist . 15. Fish culturist . 16. Forester 17. Geologist 18. Horticulturist. 19. Lawyer 20. Nurse 21. Pharmacist . 22. Physician.. . 23. Statistician. Proposed Classification Num- ber of distinc- tive titles 18 39 Num- ber of distinc- tive rates within groups. *36 22 Range of compensa- tion Rates pre- scribed by law or de- part m e n t executive. 82,580-6,000 2,340-6,900 1,200-4,800 840-2,160 1960-1,080 360-2,820 5316-1,260 900-4,200 960-2,340 1,800-3,060 840-1,260 1,200-3,540 540-2,820 t420- 540 540-1,020 {420- 540 420-1,020 960-5,400 2,340-3,600 up 1,080-3,060 1,080-3,060 840-4,800 600-3,600 up 2,580-3,300 1,080-3,540 600-2,340 1,080-4,500 900-1,200 5,100-5,700 1,720-5,700 up 1,080-3,540 3,060-4,200 1,080-4,200 1,080-5,100 1,200-3,540 1,200-3,900 up t360-$ 1,320 a900-l,440 o720-5,400 1,080-0,000 Present Num- ber of distinc- tive titles tRates prescribed by law or de|).artme It eieoutive. . * Number of distinctive rates within the service. (In obtainin; duplicated in the several groups were counted only once. ) X With maintenance. i , j a Some positions grant maintenance and others do not. 33 22 4 249 25 6 3 Num- ber of distinc- tive rates within groups. 11 8 *22 *71 Range of compensa- tion t3,000-S6,50O 3,000-6,000 2,700-7,000 1,200-5,000 600-4,250 1540-1,260 240-5,000 t300-l,.500 720-4,200 900-1 , 500 2,000-4,000 840-1,500 1,810-4,100 300-3,000 t360- 960 480-1,200 1300- 600 360-1 , 200 1,080-4,500 5,000-6,000 1,200-2,500 1,300 1,000-5,000 700-4,000 2,500 1,400-3,000 600-2,000 600-3,000 600-900 5,000 720-20,000 900-2,400 4,000 ,080-4,000 200-4,500 400-3,500 1,800-10,000 t36O-$l,200 600-1,500 540-6,000 1,500-4.000 ttiis total, rates which were xcn CoMPAHATi VE Table — Continued Line of Work {Proposed group) PROFESSIONAL AND SdEtiTimC— Continued 24. Veterinarian 25. Zoologist Total EDUCATIONAL 1. Artist 2. Instructor of the blind.. . . 3. Curator 4. Educational specialist. . . . ."). Health lecturer 0. Institution teacher and lecturer 7. Librarian 5. Regents examiner 9. Teacher and lecturer 10. Publicity specialist Total INVESTIGATIONAL AND EXAMINING 1. After-care agent 2. Banjc examiner 3. Civil Service examiner. . . . 4. Examiner of compensa- tion claims 5. Examiner of corporation tax G. Examiner of documents and records 7. Industrial code examiner 8. Industrial mediator 9. Insui;ance examiner 10. Examiner of local assess- ments 11. Miscellaneous investigator 12. Examiner of municipal accounts 13. Parole officer 14. Referee (transfer tax) .... 15. Social investigator 16. Special franchise appraiser 17. Transportation agent 18. Underwriter Total INSPECTIONAL 1. Inspector of bees 2. Inspector of buildings. . . . 3. Inspector of dairy prod- ucts and foods 4. Inspector of engineering works 5. Excise inspector 6. Inspector of farms 7. Fisn and game protector. . 8. Forest ranger and observer Proposed Classification Num- ber of distinc- tive titles Number ofdistinc- tive rates within groups *28 Range of compensa- tion 8900-3,300 1,080-1,680 1,200-1,980 720-1 , 800 1,800-5,700 960-1 , 560 t480-l,560 600-5,700 960-1,800 1 , 800-2 , 580 1600- 720 1,800-5,400 1,440-4,500 1,080-6,000 1,560-5,100 1,080-3,900 2,820-3,540 2,160-4,800 1,800-5,400 1,680-2,160 1,080-2,580 1 , 800-4 , 800 840-2,340 2,520-3,900 1,080-4,500 1,680-5,100 960-1 , 560 1,200-2,340 780 1,200-1,800 900-3,060 960-1,800 900-3,060 1,800-2,580 840-4,200 50 monthly- 1,560 an- nually Present Num- ber of distinc- tive titles Number ofdistinc- tive rates within groups *88 4 *25 Range of compensa- tion $1,200-3,000 1,200 720-1,800 600-1,020 1,500-5.000 1,000 t540-l , 500 420-5,000 900-2 , 400 2,000-3,000 }516-1,200 2,424-5,400 1,200-3,600 1,000-6,000 1,500-5,000 1,500-4,800 3,500 2,000-2.800 1,800-6,000 1,500-4,000 2,400-4,000 720-1,800 2,500-4,000 1,200-3,500 1,800-4,000 900-1 , 500 1,200-1,800 1| 800 4! 1,200-2,500 720-2,700 7 8 960-1,800 121 8 1,080-2,000 3 11 900-3,060 2 3 1,000-1 500 1 5 1,800-2,580 ll 1 2^400 900^] 000 50 monthly- 1,500 an- nually a Standard specificatioiis for appropriate grades within this Group will be established when the scope and importance of the museum activities warrant the creation of po-itions for this Group b Standard specifications for appropriate grades within this Group will be established when an institu- tion of learning is placed under the direct control of the Board of Regents and the President of the University of the State of New York. * Number of distinctive rates within the service. (In obtaining this total, rates which were duplicaled in the several groups were counted only once.) I With maintenance. XCVll Comparative Table — Concluded Line of Work (Proposed group) INSPECTIONAL — Continued 9. Industrial inspector 10. Inapector of mechanical appliances and equip- ment 11. Inspector of mines and tunnels 12. Miscellaneous inspector . . 13. Inspector of plant industry 14. Inspector of public service Total Proposed Classification Num- ber of distinc- tive titles Number ofdistinc- tive rates within groups SKILLED LABOR 1. Animal husbandry. . . 2. Artisan-foreman 3. Blacksmith 4. Bricklayer 5. Carpenter 6. Chauffeur 7. Chauffeur examiner . . 8. Cook and Diver Electrician Electrical operator steam engineman ... . Elevatorman Exhibit worker Fishhatchery foreman. . Florist and gardener . . . Janitor Machinist Marine worker Health guard Miscellaneous skilled laborer Nursery foreman Painter Photographer Plumber and steamfitter . . Preparator. , . . Printer Seamstress .... Sheet metal work and roofer Steam roller engineman. . . Stonemason and stone- cutter Taxidermist Technical assistant Upholsterer Superintendent of game bird farm . . Total . LABOR 1. Laborer 2. Special laborer . 3. Watchman Total GRAND TOTAL. 12 423 19 *36 Range of compensa- tion SI, 200-6, 000 1,080-3,060 1,440-2,160 1,080-2,340 900-3,300 900-3,. 540 *33 *21 Present Num- ber of distinc- tive titles Number ofdistinc- tive rates within groups t68 840-1 , 800 1,200-2,160 540-1 , 140 1,200-1,660 S40-1 , 320 960-1,440 1 , 320-1 , 560 15-50 monthly 4-5 per day. 720-1,260 840-1,. 560 840-1,440 720- 960 720- 900 960-1 , 140 960-1,200 840-1 , 320 540-1,440 720-1,560 840-1,080 720-1,440 720- 960 720-1,320 960-2,340 540-1,440 840-1,200 600-1 , 560 480-MO 900-1,440 900-1,020 1,200-1,560 840-1,200 600-1,020 900-1,020 1,560-2,160 480-1 , 560 300- 660 480- 900 1,107 Range of compensa- tion SI, 200-6, 000 1,080-3,500 1,800 1,200-2,500 720-2,000 900-4.500 $900-S2,000 900-2,200 600-1,200 626-1,400 1,000-1,800 1,200-1,800 15-50 monthly 5 per day. 720-1,140 792-1,812 900-1,500 720-1.200 720 1,080 1,200 600-1,400 626-1,500 600-1,980 900-1,000 600-1,200 900 800-1,252 1,200-2,750 840-1.540 840-1,200 720-1,300 620 900-1 , 502 960 *51 12 *36 tl62 1.627 900 540- 900 1,000 2,000 240-1,800 336- 840 5-16 monthly 420-1,200 a At the present time there are no employes appraised within this Group^ ♦Number of distinctive rates with the Service. (In obtaining this total, rate, wmcn were '^tNumtrof'.uXctivr^ater^ilhin the entire classification. (In obtaining this total, rates which were duplicated in the several Services were counted only once.; XCVlll The classification on the opposite page shows the rates which now exist under the present schedule for positions in the State hospitals, charitable institutions, reformatories and prisons. The classification shows the wide disparit)- of rates which are paid for the same or similar kinds of employments in these institu- tions. This disparity and inequality exist as a result of the lack of control and absence of standards for these positions. (c) Irregularity and Rapidity of Salary Increases and Promotions. The following is a table of the average length of service (in months) and the average salary increase (in dollars) for each ad- vancement, and the average salary increase (in dollars) for each year of service for clerks in the departments of the Comptroller, Insurance, Health, Secretary of State, Labor and Education. Average Average amount number salary Total Total Total Average months increase number number amount increase per per years of advance- of salary per advance- advance- service (') menta increase annum ment ment Comptroller 180 134 $31,020 $172.00 16 $231 Insurance 142 101 16, 360 115.00 17 162 Health eSVs 28 5,520 80.80 29 197 Secretary State.. 123% 66 9,360 75.80 22 142 Labor 120 42 7,840 65.25 34 187 Education SOSVz 133 18,650 47.40 36 140 (1) This table is based upon service records from January 1, 1910 to January SO, 1915, using the total length of service for each employe. The figure for the Department of Labor is somewhat affected by the very marlred recent increase In force, being less reliable tor that reason than the other figures. Analytical tables, in detail, including an analysis rate of in- crease per advancement, length of service per advancement and rate of increase per annum for engineers are contained in Ex- hibit II. This table, reflecting the comparative rapidity of salary in- creases by department, shows the extent to which the arbitrary and rigid system of advancement and promotion has resulted in unnecessary discrimination against departments in which the op- portunity for advancement, because of the concentration of posi- tions carrying relatively low salaries, is restricted XCIX The table further shows, which is of jjerhaps greater signiii- cance, that an abnormally high rate of salary increase has devel- oped in certain departments — a factor which explains in large part the accumulation of over payment. (d) Irregularity of Titles for Work of Similar Grade and Character. Irr^ularity of titles bears close relation to irregularity of sal- ary rates being traceable directly to the same causes. The com- parative classification of employments above referred to which summarizes also the present variety of titles, shows that there are approximately 943 fictitious or unnecessary titles in the state service today which may be grouped according to the general class of work performed thereunder, as follows:^ Fictitious Unnecessary ai'd or Non- Misleading descriptive Clerical Clerk (miscellaneous) 174 91 Stenographer and Typist 41 12 Bookkeeper 19 5 Private Secretary 3 1 Other 14 6 Professional and Scientific 201 53 Inspectional 43 17 Investigational and Examining 31 18 Other Services 160 54 The lack of standard titles stands in the way of businesslike administration for the following reasons: First. — ■ Fictitious titles complicate the examining procedure of the Civil Service Commission and make it difficult, in many in- stances impossible, to hold practical examinations. For example, a position is created, under the title of draftsman at $1600 per annum. The work to be performed is clerical in character which would logically warrant a compensation of from $840 to $1200 per annum. This hypothetical case, which corresponds to existing irregularities, points to the difficulties of adjusting an examination to the actual requirements of a position which has a fictitioiis title. 1 See Part V for comparative analysis of present and proposed classification, showing overpayment and underpayment and variety of titles. Second. — Fictitious titles lead to arbitrary restrictions upon the administrative officials in assigning employees. A rule of civil service administration — and,- if properly construed, a sound rule — provides that a civil service employe may only perform those duties which are consistent with his title. Each administrative official is charged with certifying on pre- scribed payroll forms as a basis for payroll audit by the Civil Service Commission and the Comptroller that " Persons named on the payroll are employed solely in the several duties of positions and employments indicated." In this connection it may be said that because of the accumula- tion of misleading titles there is hardly a payroll of the State government which is not incorrectly certified to from month to month. 2. Manner and Methods of Recruiting and Controlling Employes. The Civil Service Law divides the civil service of the State into two divisions — the unclassified service and the classified service, which now aggregate 16,941 positions.^ The unclassiified service, which includes 994 positions comprises the following: (a) All elective offices. (b) All offices filled by election or appointment by the Legislature on joint ballot. (c) All persons appointed by name in any statute. (d) All legislative officers and employes. (e) All offices filled by appointment by the Governor either upon or without recommendation by the Senate, except officers and employes in the executi^-e offices. (f) All election offices or heads of any department of the government. (g) Persons employed in or who are seeking to enter the public sei-vice as superintendents, principals or teachers in a public school or academy or in a State normal school or college. The classified seiwice includes all other positions. The unclassified service under the law is not subject to anv conditions governing appointment except those which are specifi- 1 As of Jan. 1, 1016. CI cally referred to therein. The classified service, -which now in- cludes 15,947 positions, is, under the law, subject to such rules as the State Civil Service Commission shall make in rela- tion to the classification, appointment, promotion and other phases of civil service control. The classification of the employments of the so-called classified service and the recruiting and controlling of employes placed in the competitive classes represent the primary object of the State Civil Service Commission. The Commission, operating under the existing laws, would be charged with the execution of those func- tions embraced within the proposed standardization program which relate to Pirst. — The regulation and control of conditions govern- ing appointment to the service. Second. — -The regulation and control of conditions gov- erning advancement and promotion within the service. The constructive idea underlying the first function is to recruit employes for the State service who have demonstrated the highest degree of fitness for the tasks they are to assume; the constructive idea of the second is to secure to those employes an opportunity to work out their careers on the basis of merit and fitness An investigation of the content, standard and procedure of the examinations and other practices of the Civil Service Commission has been undertaken by the Committee in order to determine the extent to which adequate and unifoi-m factors of ability, training and experience have been prescribed by the Civil Service Com- mission as a basis for entrance into the State civil service. This investigation is still in progress. The results developed show concretely wherein much of the practice of Civil Service Commissions in the past should be revised in order to install and enforce the standards proposed by the Senate Committee. This investigation will be concluded within the next two weeks and will be the subject of a second report to the Legislature. This report will be essentially constructive in character, in- tended to indicate the changes in law and practice necessary to a proper development of civil service control. The findings and Cll recommendations of the Senate Committee will be presented with particular reference to the following and related subjects: 1. Duties and activities of the Civil Service Commission sitting as a board of control. 2. Legal classification of State employments and employes. 3. System of making appointments to the service. (a) Limitations of law. (b) Limitations of practice. 4. System of making promotions. (a) Limitations of law. (b) Limitations of practice. 5. Preparation and installation of service and efficiency records. cm VI. ANALYSIS OF PROBLEMS PECULIAR TO INSTITUTIONAL SERVICE The hospitals for the insane represent an important group of the institutions of the State under distinct management and con- trol. Important strides have been made during the last ten years, through the action of the Hospital Commission and the hospital superintendents, to standardize conditions of employment in this branch of the State government. The Senate Committee has followed many suggestions from the present rules and practice governing these institutions and incorporated them into the pro- posed schedules for the Institutional Service. The reason for specifying standard rates of pay, standard work requirements, standard qualifications (in terms of ability, experi- ence and training), and standard titles for each line of employ- ment has been set forth, is that the individual line of vfork possesses distinct employment conditions in these respects. It has been further pointed out that from the viewpoint of condi- tions governing advancement and promotion, hours of work, etc., the principal lines of employment of the State service possess com- mon characteristics which suggest the application of general rules with respect to salary increases, promotion, and related conditions. One service, however, possesses characteristics which so com- pletely differentiate it from the other services of the State govern- ment as to require special treatment, namely, the Institutional Service. The State hospitals, prisons and other institutions of the State government, which comprise the Institutional Service, represent about forty per cent, of the State's personnel. This service pre- sents several problems and conditions of employment which do not exist in any other division of the State govenmient. Th '-e problems will be discussed under the following headings: 1. Maintenance. 2. Commutation. 3. Special Conditions Affecting Eates of Pay. 4. Problems of Special or Extraneous Duties. 5. Problem of " Special Attendant ". 6. Problem of " Chief Supervisor ". 7. New Positions and Titles. 8. Probationary Period and Service Records in Eelation to Advancement. CIV 1. Maintenance. In accordance with the standard specifications, the employes at the several institutions should he granted full maintenance con- sisting of meals, lodging and laundry. Arrangements should be made so that the employes can be accommodated at meals in ap- propriate dining-rooms and lodging provided in nurses' homes, attendants' homes or other available dormitories, the assignment of rooms and distribution of employes being left to the several superintendents subject to the approval of the governing depart- mental agency. Each employe should be granted the number of pieces of laundry provided in the laundry schedule adopted by the governing departmental agencies for all the institutions after considering the recommendations of the superintendents of the several institutions. Stewards should be granted maintenance for their families. Where quarters are available junior stewards and assistant stew- ards should also be granted maintenance for their families after an appraisal of the service and upon approval of the departmental agency in recognition of efficient service. 2. Commutation. There are two fundamental reasons for granting commutation or a money allowance for meals and lodging. First, in some in- stitutions there is a lack of accommodations both for lodging and meals for employes. Second, it often happens that married people are able to work for the State only on condition that commu- tation is granted. In order not to deprive the State of the service of these, commutation should be granted in lieu of maintenance. (a) Amount of Commutation in State Institutions. The following figures show the extent of commutation granted at the several institutions. In 1912-1913, when there was a $3.00 allowance for each of the three daily meals and lodging in the State hospitals and $4.00 in the charitable institutions, the total commutation in all State institutions was $175,634.53 • in 1913-1914 ($4.00 allowance) the total was $182,848.51; and in 1914-1915, as shown in the accompanying table, the total was $200,922.34. ev xn I— I H w B K O Ph to )-l rH rHC<»i-ie0FHOlCO'* N OT ic CO « W5 oi" 0> tji" T-Tco Mw" 12 *"* ■"* '^ '^'-^ Oi »-J « O O ■^ t^ (D -*( ODWt-rH •oo •MM « ■<*< (N »0 CD (M .o> •A CI WOOiTj'OOOOOcCCO ■^ CO "* CO ■<*' M (M M t-i-HCOOO 00 CC CO O Tf b- 1-1 1-- >-< -■^OiOJ'-t O i-i lO "O CO CD i-H l>- CI -i-it^OCC CD ■<*' CO O tH rt '-' lO i-i •COCO'-iCT) ^"ofcOMNfMCq'-*'-! •■* »C-rt( -4) . . . . - Q^ ; C b^^J a . CVl 125 O i-t H H ►J O o M H .«iOO>OOi-iCOOCOiOU3 Cq N tH ci t^ CO iC r-i ■* « t-i "* 0-* OICC ^OOt^t^fNOMi-HOOOi O h- tP t- I-" t- N cq-H -ooMio •-(0-<»< ■^fH -HCO r-(lO .HOioincjfocC'- »0 d lO t^ CC >-" Oi (N CD t^ CD t- t^ CO O "O O O Tt" (N O) — ' m (M CO l> •* (M Ol C^ Ol fM "O O "* r- ■ 3* CM >-< C* ■>fl CO CC r* r-l "* 00 t-l 00 01 lO ■^ O i-H • o Sam J>5 3^ S^tS « ^ =9 ° o &.-3tS ° - , ■ r , ^ ■ ,-^ ,, ■ ' Professional and Scientific Service TITLE OF POSITIONS Archeologist Group ENTOMOLOGIST DUTIES — Definition: The duties of incumbents of these positions, which require the highest degree of specialized knowledge of entomology, are to direct and be responsible for the work of employes in Grade I in the conduct of field and laboratory experiments and research, and to make inde- pendent experiments and apply the results of such re- search to the destruction and control of insect pests. aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1800 to $3540, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340, $3580, $2820, $3060, $3300, $3540. SPECIAL EEGTJLATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. FISH CULTURIST GROUP (D 15) Professional and Scientific Service Definition: Fish Cultmisrt Group The term Fish Culturist Group is used to identify those au- thorized employments of the Professional and Scientific Service, the inoumhents of which are required to direct, supervise and be responsible for the activities of that bureau of a State department charged with the propagation and distribution of fishes for con- servation purposes. 153 154 GRADE I (D 15 I) Professional cmd Scientific Service Fish Culturist Group TITLE OF POSITION — FISH CULTURIST DUTIES — Definition: Tlie duties of the incumbent of this position, which require the highest degree of specialized knowledge in fish culture and demonstrated adDainistrative ability, are to direct, supervise and be responsible for the activities of that bureau of a State department charged with the propagation and distribution of fishes for conservation purposes. QUALIFICATION — The person holding this position shall have: 1. Extensive training in the science relating to fish culture and demonstrated administrative ability. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $3060 to $4200, inclusive, with standard salary rates as follows: $3060, $3300, $3600, $3900, $4200. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. FORESTER GROUP (D 16) Professional and SoientifiG Service Definition: Forester Group. The term Forester Group is used to identify those authorized employments of the Professional and Scientific Service, the in- cumbents of which are required to plant, cultivate and conserve trees, to prevent and apply remedies or treatment for the extir- pation of fungus growths and other diseases or hazards, and to per- form related work in cruising, surveying, or plotting for the protection of trees and reforestation. 155 156 GRADE I (D 16 I) TITIE OF POSITIONS — FOEESTEK DUTIES — Definition: The duties of incumbents of these positions are to supervise laborers or other employes in the planting or treatment of trees, the making of surveys, cruises and inspections incidental thereto, to instruct and advise pub- lic and private agencies or institutions on subjects of tree cultivation and conservation upon assignment. Examples : Cruising and estimating standing timber. Surveying and locating boundary lines. Supervising the planting of trees. QUALIFICATIONS — Persons holding these positions shall have: 1. Such training in forestry as is eividenced by a degree granted on the completion of a standard course of instruction in a forestry school of recognized standing, or proof of other training recognized by the State Civil Service Commission as the equivalent thereof. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $1680, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440, $1560, $1680. SPECIAL REGULATION GOVERNING ADVAtTCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 157 GRADE II (D 16 n) p . , ^ c • ,^ « * ' professional ana SctenUfic Service TITLE OF POSITION— Forester Group ASSISTANT SUPEKINTENDENT OF FOEESTS DUTIES — Definition: The duties of the incumbent of this position, which require a high degree of technical training and execu- tive ability in forestry matters, are to assist in the direction of a primary unit of organization charged with the conservation of State forests, and to give advice to State departments and other agencies on subjects rela- tive to tree cultivation and conservation. QUALIFICATIONS — The person holding this position shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than five years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least five years of experience in forestry work of Grade I character and standard, not less than two of which shall have been in New York State. 3. Such additional qualifications as may be re- quired by the State Civil Service Commissioru COMPENSATION — The range of annual compensation of this Grade for full time service is from $2160 to $2820, inclusive, vnth standard salary rates as follows: $2160, $2340, $2580, $2820, SPECIAL EEGULATION GOVEaNTNG ADVANCEMENT SAL- ARY RATES — Advancement within this grade is conditional upon 'appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 158 GRADE III (D 16 III) professional and Scientific Service TITLE OF POSITION- -^'"•^'^'' ^""^ SUPEEINTENDENT OF FOEESTS DUTIES — Definition: The duties of the incumbent of this position, which require the highest degree of technical training and executive ability in forestry matters, are to direct and assume complete responsibility for the activities of a primary unit of organization charged -with, the conser- vation of iState forests and to give expert advice to State departments on subjects relative to tree cultivation and conservation. QUALIFICATIONS — The person holding this position shall have: 1. The minimum qualifications prescribed by Grade I. 2. Not less than seven years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least seven years of experience in forestry work, not less than two of which shall have been in New York State, and at least two of which shall have been in an executive or supervisory capacity. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for fiill time service is from $3060 to $4200, inclusive, with standard salary rates as follows: $3060, $3300, $3600, $3900, $4200. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. GEOLOGIST GROUP (D 17) Professional and Scientific Service Definition: Geologist Group The term Geologist Group is used to identify those author- ized employments of the Professional and Scientific Service, thg incumbents of which are required to study the geological resources of the State, to conduct research work involving the chemical, mineralogical, geological and paleontological analyses of the vari- ous strata and deposits, to study the historical changes of the topography of the State, to classify specimens for the State Museum and other governmental agencies, to tabulate statistics and prepare reports on the results of research and observations. 159 160 GRADE I (D 17 I) Professional and Scientific Service TITLES OF POSITIONS — Geologist Group ASSISTANT MINERALOGIST ASSISTANT GEOLOGIST DUTIES — ASSISTANT MINERALOGIST Definition : The duties of incumbents of these positions are to collect, classify and study rock, mineral and earth deposits, and prepare specimens for the State Museum or other governmental agencies. ASSISTANT GEOLOGIST Definition: The duties of incumbents of these positions are to study the economic geological resources of the State, to analyze chemically the various strata and deposits, to study the historical changes of the topography of the State, to classify specimens for the State Museum or other governmental agencies, tabulate statistics and prepare reports on the results of observations. ftUAlIFICATIONS — Persons holding these positions shall have: 1. Such training in mineralogy, chemistry and geology as is evidenced by a degree, diploma or certifi- cate granted on completion of a standard course of in- struction, including at least two years of study in mineralogy, chemistry and geology in a college of recog- nized standing; or proof of other training and recog- nized by the State Civil Service Commission as the equivalent thereof. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — ASSISTANT MINERALOGIST The range of annual compensation of this position in this Grade for full time service is from $1080 to 101. $1800, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440, $1560, $1680, $1800. ASSISTAI^T GEOLOGIST The range of annual compensation of this position in this Grade for full time service is from $1080 to $1560, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440, $1560. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 162 GRADE II (D 17 II) Professional and Scientific Service TITLES OF POSITIONS — Oeologist Group GEOLOGIST PALEONTOLOGIST DUTIES — GEOLOGIST Definition: The duties of incumbents of these positions are to conduct and report upon special investigations pertain- ing to the geological resources of the State, to collect statistics in the mining and quarrjdng industries, to collect, study and classify geological specimens, to pre- pare geological material for the State Museum or other governmental agencies, and to give advice in reference to geological and related problems. PALEONTOLOGIST Definition: The duties of incumbents of these positions are to collect, study and classify, report upon and prepare for the State Museum or other governmental agencies geo- logical specimens in which are embedded fossils, and related specimens which record life and history. QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1800 to $3060, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340, $2580, $2820, $3060. 163 SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 164 GRADE III (D 17 III) professional and Scientific Service TITLE OF POSITIOH— Geologist Group DIRECTOR OF KATUEAL SCIENCE AND STATE MUSEUM DUTIES — Definition: The duties of the incumbent of this position, which require the highest degree of specialized knowledge of natural science in all its branches, are to institute and supervise geological surveys of the State and to direct the activities of the State iluseum. QUALIFICATIONS — The person holding this position shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than four years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least four years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $4200 to $5100, inclusive, with standard salary rates as follows: $4200, $4500, $4800, $5100. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. HORTIOULTURIST GROUP (D 18) Professional and Scientific Service Definition: Horticulturist Group The term Horticulturist Group is used to identify those authorized employments of the Professional and Scientific Serv- ice, the incumbents of which are required to conduct scientific experiments and investigations in the culture of fruits, vegetables and flovyers, to prepare bulletins, to deliver lectures and give advice to growers on horticulture or related subjects. 165 166 GRADE I (D 18 I) TITLE OF POSITIONS — ASSISTANT HOKTICULTUEIST Professional and Scientific Service Horticulturist Group DUTIES — Definition: The duties of incumbents of these positions are to conduct experiments and investigations along the lines or phases of work involved in the study of the culture of fruits, vegetables and liowers., to supervise culture work, to prepare records and reports and to lecture and advise on related subjects. QUALIFICATIONS — Persons holding these positions shall have: 1. Such training in horticulture as is evidenced by a degree, diploma or certificate granted on completion of a standard course of instruction in a college of agri- culture of recogiiized standing ; and in addition not less than two years of experience in the inspection, care and study of fraits, vegetables and plants or in related work; or 2. A certificate of gi-aduation from a high school, and such training as is evidenced by a certificate granted on completion of one or more courses in horticulture in a college of agriculture of recognized standing, and in addition thereto not less than five years of experience in some branch of fruit or plant industry in a super- vising capacity. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1200 to $1800, inclusive, with standard salary rates as follows: $1200, $1320, $1440, $1560, $1680, $1800. 167 SPECIAL REGULATION GOVEEUING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 168 GRADE II (D 18 II) professional and Scientific Service TITLE OF POSITIONS — Sorticulturist Group HOETICULTURIST DUTIES — Definition: The duties of the incumbent of this position, which require a high degi-ee of executive ability and technical training are to assume independent responsibility for the activities of that bureau or other primary unit of the State department charged with the conduct of scientific experiments and investigations in the culture of fruits, vegetables and flowers, to prepare reports, deliver lectures and furnish expert advice on horti- culture and related subjects. aUAIIFICATIONS - Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than three years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least five years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2580 to $3540, inclusive, with standard salary rates as follows: $2580, $2820, $3060, $3300, $3540. SPECIAI REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions ';!lassified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. LAWYER GROUP (D 19) Professional and Scientific Service Definition: Lawyer Ctroup The term Lawyer Group is used to identify those authorized employments of the Professional and Scientific Service, the incumbents of which are required to conduct actions and proceed- ings to which the State or an officer thereof is a party or is inter- ested ; or to render legal advice or assistance to public officers. 169 170 6EADE I (D 19 I) professional and Scientific Service TITLES OF POSITIONS- ^'^^''" '^''""^ JUNIOE COUNSEL LAW CLEEK DUTIES — Definition: The duties of incumbents of these positions, which require skill and judgTaent but not a high degree of independent responsibility, are to prepare and conduct minor investigations and hearings ; to assist in important cases, investigations and hearings; and to perform, under direction, other legal work not involving a high degree of independent responsibility. aUALIEICATIONS — JUNIOE COUNSEL Persons holding these positions shall have: 1. A certificate or record of admission to the bar of the State of New York. 2. Not less than one year of experience, after ad- mission to the bar, in legal work such as preparing memoranda of law, and assisting in the preparation and trial of cases. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. LAW CLEEK Persons holding these positions shall have: 1. Not less than three years of experience or special training in a law department or other law ofiice affording special opportunity to become familiar with legal theory and practice or court procedure. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. J 71 COMPENSATION — The range of annual compensation of this Grade for full time service is from $1200 to $1980, inclusive, with standard salary rates as follov^s: $1200, $1320, $1440, $1560, $1680, $1800, $1980. SPECIAL REGULATION GOVERNING SALARY RATES OF JUNIOR COUNSEL — The entrance and other salary rates of the posi- tions of junior counsel classified within this Grade, except as provided by law for the Attorney-General's department, are conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES OF LAW CLERK — Advancement of the positions of law clerk classi- fied within this Grade is conditional upon appraisal under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 172 GRADE II (D 19 II) professional and Scientific Service TITLES OP POSITIONS- ^""'2'"'" ^''""^ ASSOCIATE COUIfSEL TITLE EXAMII^EE DUTIES — ASSOCIATE COUNSEL Defi7iitio7i: The duties of incumbents of these positions, which require special legal training and independent respon- sibility, are to conduct important eases, investigations and hearings, and to perform other legal work of equivalent character and standard. Examples : Preparing pleadings, memoranda and briefs. Arguing motions, demurrers or appeals. Trying actions and proceedings. TITLE EXAM1:ntER Definition: The duties of incumbents of these positions, which require special training in real estate law, and famili- arity with legal and court procedure relative thereto, are to examine or direct the examination and searching of titles to real estate, and to perform work of related character and standard. ftUALIFICATIOlirS — ASSOCIATE COUXSEL- Persons holding these positions shall have: 1. The minimum qualifications prescribed for Junior Counsel in Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required bv the State Civil Service Commission. 173 TITLE EXAMINER Persons holding these positions shall have: 1. The minimum qualifications prescribed for Junior Counsel in Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard, provided that such service or experience shall include at least two years of work in the examination of titles. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATIOIT — ASSOCIATE COUNSEL The range of annual compensation of this position in this Grade for full time service is from $2160 to $3540, inclusive, with standard salary rates as follows: $2160, $2340, $2580, $2820, $3060, $3300, $3540. TITLE EXAMINER The range of annual compensation of this position in this Grade for full time service is from $1800 to $2820 with standard salary rates as follows: $1800, $1980, $2160, $2340, $2580, $2820. SPECIAL REaULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade, except as provided by law for the Attorney-General's department, are conditional upon appraisal, under the rules of the State Civil Serv- ice Commission, indicating that the rates to be desig- nated do not exceed the value of the work to be performed. 174 GRADE III (D 19 III) Professional and Scientific Service TITLES OF POSITIONS — ■^"'"^^'' ^''""^ COUNSEL DEPUTY ATTORNEY-GEjSTEKAL DUTIES — Definition: The duties of incumbents of these positions, which involve the performance of the highest order of legal work, are to direct and be responsible for the legal work of a department ; or an important unit of the Attornej'- General's office; or to render the highest order of legal assistance or service to public officers. Examples : Acting as legal advisor to the Governor. Acting as advisory counsel on the most important legal matters. Conducting the most important litigation. Having charge of a bureau conducting the examina- tion of titles to State lands. QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade 11. 2. JSTot less than three years of service in Grade II, or if appointed otherwise than bv promotion from Grade II, at least three years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The annual compensation of this Grade for full time service with standard salary rates is $3900 and up. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions 175 classified within this Grade, except as provided by law for the Attorney-General's department, are conditional upon appraisal, under the rules of the State Civil Serv- ice Commission, indicating that the rates to be desig- nated do not exceed the value of the work to be performed. NURSE GROUP (D 20) Professional and Scientific Service Definition: Nwse Group The term ISTurse Group is used to identify those authorized employments of the Professional and Scientific service, the incum- bents of which must either have a certificate of registration as a registered nurse issued by the Board of Regents of the University of the State of New York, or have been graduated from a training school for nurses of a State hospital, charitable institution or other training school of recognized standing, and are required to care for and treat sick and mentally defective patients confined in State hospitals, charitable institutions, reformatories and prisons; and to investigate, prevent, correct and report conditions unfavorable to the health of individuals or communities. 177 GRADE I (D 20 I) „ . • , , c • ,.= c ^ ' Professional and ScienUfic tserrioe TITLE OF POSITIONS — ^"'^^ '^'""^ NURSE DUTIES — Definition : The duties of incumbents of these positions are to assist in the treatment, medication and care of assigned sick or infirm patients, to super\dse, under . direction, work of assigned ward attendants, to keep the necessary clinical and ward records and to perform such other routine niirsing work as may be incident to the health, comfort and safety of patients under their supervision. Examples : Taking and recording temperatures, pulse and respira- tion. Administering medicine and other treatment as ordered. Dressing minor surgical operations; applying poultices, packs, etc. Making rounds with physicians. Giving therapeutic or other baths. Preparing and serving special or other diets. Bathing, dressing, feeding, observing and exercising patients. Assisting in and directing the cleaning of wards, halls, floors, etc. Making beds, changing linen, etc. Fumigating, repairing and checking patients' clothing. Sterilizing surgical instruments and equipment. Keeping daily clinical records, record of seizures and accidents. Supervising work group, walking or amusement parties. QUALIFICATIONS — Persons holding these positions shall have: 1. A certificate or license to practice as a registered nurse issued by the Board of Regents of the University of the State xr^ ISTew York ; or 2. A certificate of graduation from the training school for nurses of a State hospital, charitable institu- tion or other training school for nurses of recognized standing. 3. Such additional qualifications as may be required by the State Civil Service Commission. 179 *COMPENSATION — The range of annual compensation of this Grade for full time service is from $420 to $516, inclusive, with maintenance, for men, and from $360 to $456, inclusive, with maintenance, for women, with standard salary rates as follows: Men, $420, $444, $468, $492, $516. Women, $360, $384, $408, $432, $456. Advancement from rate to rate within this Grade shall be made upon the completion of a term of at least six months of satisfactory service. EEGULATIOW GOVEElinNG COMPENSATION FOR SPECIAL SERVICES — Where nurses in this Grade regularly perform special duties of massagist or chiropodist, having duly completed recognized courses of training in these lines of work, and the need for such services has been ap- proved by the administrative agency charged with con- trol, persons designated for such sei-vices shall receive $90 per annum in addition to the above standard rates. SPECIAL REGULATION GOVERNING SALARY RATES OE NURSES AT RAYBROOK AND THE PORT OF NEW YORK — For services of this Grade at the Kaybrook State Hospital for the Treatment of Incipient Tuberculosis, and the State Quarantine Hospitals at the Port of ISTew York, an additional compensation of $120 per annum shall be added to the above standard rates. * Note. — For extra compensation governing night service, see general regulation. 180 GRADE II (D 20 II) professional and Scientific Service TITLE OF POSITIONS — '^'""^ ^'™"^ CHAKGE NUESE DUTIES — Definition: The duties of incumbents of these positions are to take charge, under direction, of an assigned ward or small group of wards and of the patients, nurses and ward attendants therein and to instruct and assist them in their work ; to assist in the treatment, medication and care of a group or groups of patients of a ward or small group of wards ; to take charge of an operating room and of the nurses and attendants therein employed; to take charge of the hydrotheropeutic work in a division of a hospital ; to supervise and assist in the cleaning and ventilation of wards and living quarters ; to keep the necessary clinical and ward records, and to perform such other duties as may be incident to the health, comfort and safety of patients under their supervision. Examples : Ordering on requisition, ward supplies. Arranging for the exercise and employment of patients. Making rounds with physicians and assisting in carry- ing out their orders. Supervising and assisting in the dressing, bathing, feeding and general care of patients. Taking charge of a number of wards on night duty. Taking charge of the operating room. Assuming responsibility for general order and clean- lines of a ward and the cleanliness and well being of the patients therein. Performing such other duties as may be assigned in connection with the ward service. aUALIFICATIONS — Persons holding iliese positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than one year of service in Grade I, or if appointed otherwise than by promotion from Grade I, 181 at least one year of experience in work of Grade I char- acter and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $516 to $588, inclusive, with maintenance, for men, and from $456 to $528, inclusive, with maintenance, for women, with standard salary rates as follows: Men, $516, $540, $564, $588. Women, $456, $480, $504, $528. Advancement from rate to rate within this Grade shall be made iipon the completion of a term of at least six months of satisfactory service. SPECIAL REGULATION GOVERNING SALARY RATES OF NURSES AT RAYBROOK AND THE PORT OE NEW YORK — For services of this Grade at the Raybrook State Hospital for the Treatment of Incipient Tuberculosis, and the State Quarantine Hospitals at the Port of New York, an additional compensation of $120 per annum shall be added to the above standard rates. 182 GEADE III (D 20 III) Professional and Scientific Service TITLES OF POSITIONS — *'«"" ^™"^ SUPEEVISOE HOSPITAL MATEON DUTIES — SUPEEVISOE Definition: The duties of incumbents of these positions, which require a high degree of executive and professional ability, are to talce charge of the nursing, care and super- vision of a large number of patients comprising several wards, and to direct and be responsible for the work of all charge nurses, nurses and attendants employed therein, to enforce physicians' orders, to prepare time and other prescribed reports, and to perform such other duties as may be incident to the supervision, nursing and treatment of a large number of patients. ExampJe: Acting as supervisor of ward service. State hospital. B[OSPITAL MATEON Definition: The duties of incumbents of these positions are to take charge of the household activities and general nurs- ing within the hospital of a State charitable institution. Example : Acting as Hospital Matron of the Training School for Girls, Hudson. aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. ISTot less than one year of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least one year of experience in work of Grade II character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. 183 COMPENSATION — SUPERVISOR The range of annual compensation of this Grade for full time service is from $6;]0 to $780, inclusive, "with maintenance, for men, and from $540 to $690, inclusive, with maintenance, for women, with standard salary rates as follows: Men, $630, $6'J0, $750, $780. Women, $540, $600, $660, $690. HOSPITAL MATRON The range of annual compensation of this Grade for full time service is from $570 to $690, inclusive, with full maintenance, with standard salary rates as follows: $570, $630, $690. SPECIAL REGULATION GOVERNING COMPENSATION OF SUPERVISORS OF EMPLOYES OF THIS GRADE IN INSTITUTIONS OF MORE THAN 4000 PATIENTS — Where the superintendent of an institution of rnore than 4000 patients designates a supervisor (of this Grade) to direct and control the work of other super- visors in the male or female services of the institution, or both, such person shall receive the working desig-na- tion of " Chief Supervisor" and be entitled to $120 per annum in addition to the above standard salary rates for services. The terms of this provision shall apply to any instance where the superintendent under the conditions prescribed has designated a supervisor to assist the senior physician in the administration of the attendant service. SPECIAL REGULATION GOVERNING SALARY RATES OF NURSES AT RAYBROOK AND THE PORT OF NEW YORK — For services of this Grade at the Raybrook State Hospital for the Treatment of Incipient Tuberculosis, and the State Quarantine Hospitals at the Port of Xew York, an additional compensation of $120 per annum shall be added to the above standard rates. 184 GRADE ly (D 20 IV) Professional and Scientific Service TITLES OF POSITIONS — ^''''' ^''""^ PEINCIPAL OF TRAINING SCHOOL SUPERVISING PUBLIC HEALTH NURSE DUTIES — PRINCIPAL OF TRAINING SCHOOL Definition: The duties of incumbents of these positions are to take charge of the instruction and training of pupil nurses or attendants in a training school for nurses, to give prescribed courses of lectures and demonstra- tions on nursing, to oversee and supervise the vs'ork of pupil nurses and to perform other related work. Uaoamples : Directing and giving class room instruction to pupil nurses. Conducting examinations. Assisting in the general supervision of nursing, occupa- tional and recreational activities. SUPERVISING PUBLIC HEALTH NURSE Definition: The duties of incumbents of these positions are to assist local and State officials in the prevention and sup- pression of contagious diseases and in the reduction of infant mortality, to direct the work of local health nurses and give instruction and assistance where neces- sary, to make, under supervision, tuberculosis surveys and other health surveys, and to perform such other duties as may be incident to the promotion of public health and sanitation. Examples : Investigating epidemics, etc. Making a tuberculosis survey. Inspecting infant welfare stations and day nurseries. Inspecting character, methods and equipment of mid- wives. Assisting health officer in making milk inspections. Conducting traveling health exhibit. Instructing mothers in care of babies. 185 aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade III. 2. Not less than one year of service in Grade III, or if appointed otherwise than by promotion from Grade III, at least one year of experience in work of Grade III character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. In determining the additional qualifications of Supervis- ing Public Health ISFurses, the State Civil Service Com- mission shall co-operate with the Public Health Council. COMPENSATION — PEINGIPAL OF TRAINING SCHOOL The range of annual compensation of this position in this Grade for full time service is from $1020 to $13'20, inclusive, with maintenance, with standard salary rates as follows: $1020, $1080, $1140, $1200, $1320. SUPERVISING PUBLIC HEALTH NURSE The range of annual compensation of this position in this Grade for full time service is from $1140 to $1320, inclusive, with standard salary rates as follows : $1140, $1200, $1320. PHARMACIST GROUP (D 21) Professional and Scientific Service Definition: Pharmacist Group The term Pharmacist Grroup is used to identify those author- ized employments of the Professional and Scientific Service, the incumbents of which are required to presei*ve, compound and dis- pense drugs and medicines, to prepare pharmaceutical prepara- tions of standard formulae, in accordance with prescriptions of medical practitioners, and to perform other prescribed work of equivalent character and standard. 187 188 GRADE I (D 21 I) professional and Scientifia Service TITLE OF POSITIONS — Pharmacist Group DUTIES— PHARMACIST Definition: The duties of incumbents of these positions, which involve supervision of assigned employes, are to com- pound, preserve and dispense drugs and medicines, to manufacture standard pharmaceutical preparations, to keep records prescribed by statutory or departmental regTilation, to instruct pupil nurses and other employes in the practice of pharmacy when required, and to per- form other duties of equivalent character and standard. Examples : Compounding physicians' prescriptions. Making homeopathic and general medicines, tinctures, ointments, toilet preparations, flavoring extracts, etc. Taking annual or other inventory of stock. Making quarterly or other estimates for supplies needed Inspecting and testing all supplies received. aUALIFICATIONS — Persons holding these 'positions shall have: 1. A license to practice pharmacy, gTanted by the State Board of Pharmacy. 2. I^Tot less than one year of experience in the practice of pharmacy. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — In institutions of not more than 3000 inmates the range of annual compensation of this Grade, for full time service is from $900 to $1020, inclusive, with main- tenance, with standard salary rates as follows: $900, $960, $1020. In institutions of more than 3000 inmates the range of annual compensation of this Grade for full time service is from $1080 to $1320, with standard salary rates as follovs : $1080, $1200, $1320. 189 In prisons the range of annual compensation of this Grade for full time service is from $1200- to $1440 with standard salary rates as follows: $1200, $1320, $1440. SPECIAL EEGULATIOH GOVEENING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. PHYSICIAN GROUP (D 22) Professional and Scientifio Service Definition: Physician Group The term Physician Group is used to identify those author- ized employments of the Professional and Scientific Service, the incumbents of which are required to supervise Stat;e hospitals, charitable or correctional institutions, the psychiatric institute or a medical unit or units therein ; to perform prescribed or special functions in the care and treatment of the sick ; to direct a division of the State Department of Health, or to supervise a health dis- trict; to direct and supervise the activities of the various sub- divisions of the Division of Industrial Hygiene of the Department of Labor ; to make special investigations of conditions of work in factories and mercantile establishments affecting the health, com- fort and safety of persons employed therein; and to make inspec- tions and investigations in health matters. 191 192 GrRADE I (D 22 I) Professional and Scientifio Service TITLES OF POSITIONS — Physician Group MEDICAL INTEENE CLINICAL ASSISTANT DUTIES — MEDICAL INTERNE Definition: The duties of incumbents of these positions are to assist in the details of the medical work of a service of a State hospital, charitable or correctional institution involving the care and treatment of patients. Examples : Writing case hiotories. Making, under supervision, mental and physical ex- aminations. Making, under supervision, laboratory examinations. Diagnosing and treating, under supervision, inmates. Assisting at' operations. Taking charge of a ward service involving the mini- mum of responsibility. CLINICAL ASSISTANT Definition: The duties of incumbents of these positions are to assist in the less responsible details of the medical work of a State hospital, charitable or correctional institution involving the care and treatment of patients. Example : Making, under supervision, laboratory examinations. CITJALIFICATIONS — Persons holding these positions shall have: MEDICAL INTERNE 1. A degree of Doctor of Medicine granted by a medical college of recognized standing. 2. Such additional qualifications as may be required by the State Civil Service Commission. 193 CLINICAL ASSISTANT 1. The satisfactory completiou of at least two years of a standard course of instruction leading to the degree of Doctor of Medicine in a medical college of recognized standing. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — MEDICAL INTERNE The range of annual compensation of this position in this Grade for full time service is from $720 to $1020, inclusive, with maintenance, with standard salary rates as follows : $Y20, $780, $840, $900, $1020. CLINICAL ASSISTANT The compensation of this position in this Grade for full time service is $35 per month, with maintenance. SPECIAL REGULATION GOVEENING SALARY RATES OF MEDICAL INTERNE — The entrance rate for Medical Internes in the specialized field of psychiatry shall be $900 per annum. 7 GRADE II (D 22 II) professional and Soientifio Service TITLES OF POSITIONS— Physician Group ASSISTANT PHYSICIAN (PSYCHIATEY) ASSISTANT PHYSICIAN (GENEEAL) ASSISTANT PHYSICIAN (WOMAN) ASSISTANT PHYSICIAN (SEEOLOGY) DUTIES — ASSISTANT PHYSICIAN (PSYCHIATEY) Definition: The duties of incmnbents of these positions are to take charge of a less responsible, or assist in a more responsible medical service in a State hospital for the insane or in any other sei-vice of the State where the study and treatment of mental conditions is involved, to examine and treat patients, to supervise the work of nurses and attendants, to inspect and supervise wards and dining-rooms, to obtain anamneses, to lecture to nurses and attendants, to do incidental laboratory work or clinical research work, under supervision, to super- vise and direct the employment of patients, to interview relatives and friends of patients, and to assist in cor- respondence and such other related administrative work as may be necessary to the ward service. Example: Acting as physician in charge of a less responsible service, or as an assistant in a more responsible service in a State hospital for the insane. ASSISTANT PHYSICIAN (GENEEAL) Definition: The duties of incumbents of these positions are to take charge, under supervision, of a less important medr ical service or to assist in a more important service in a State hospital, or to assist in the medical care of inmates of reformatories or prisons or other State institutions or in any other service of the State where medical atten- tion is involved, to malve medical, physical and mental examinations of inmates, to prescribe medicine, perform minor operations, supervise the work of nurses and 195 attendants, inspect wards and dining-rooms, to super- vise and direct employment of patients, and to perform, under supervision, incidental laboratory work or clinical research work. Example : Acting as assistant in the medical care of inmates in a State prison. ASSISTANT PHYSIOIAI^ (WOMAN) Definition: The duties of incumbents of these positions are to take charge of the medical care of sick female employes, or to take charge of the medical work of an institution for female inmates or of a ward service therein, to make physical examinations of new female employes, to make gynecological examinations of patients, to perform minor operations, make inspections, and to perform related duties as may be assigned. Examples : Acting as physician in charge of the medical care of inmates of a girls' reformatory. Acting as physician in a State hospital with a, specific assignment covering all gynecological work. ASSISTANT PHYSICIAN (SEKOLOGY) Definition: The duties of incumbents of these positions are to make serological tests on material for the State hospitals and to conduct research work in serological subjects related to mental disorders. Example: Acting as physician in charge of the serological division of the Psychiatric Institute. QUALIFICATIONS — ASSISTANT PHYSICIAN (PSYCHIATEY) ASSISTANT PHYSICIAN (GENEKAL) ASSISTANT PHYSICIAN (WOMAN) Persons holding these positions shall have: 1. A certificate or license to practice medicine issued by the Board of Eegents of the University of the State of New York. 196 2. Not less tkan one year of experience as a mem- ber of the medical staff in a hospital for the insane ; or at least one year of experience as a medical interne or a member of the staff of a general hospital or a State institution; or at least two years of experience in the private practice of medicine. 3. Such additional qualifications as may be required by the State Civil Service Commission. ASSISTANT PHYSICIAN (SEROLOGY) Persons holding these positions shall have: 1. A degree of Doctor of Medicine granted by a medical college of recognized standing. 2. Kot less than one year of experience in a patho- logical laboratory or such other experience recognized by the State Civil Service Commission as the equivalent thereof. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — ASSISTANT PHYSICIAN (PSYCHIATRY) ASSISTANT PHYSICIAN (GENERAL) The range of annual compensation of these posi- tions in this Grade for full time service is from $1200 to $1560, inclusive, with maintenance, with standard salary rates as follows: $1200, $1320, $1440, $1560. The range of annual compensation of these posi- tions in this Grade for part time service of not less than eighteen hours per week is from $900 to $1200, inclu- sive, with standard rates as follows : $900, $960, $1020, $1080, $1140, $1200. The range of annual compensation of these posi- tions in this Grade for pa7-t time service of not less than six hours per week is from $360 to $480, inclusive, with standard salary rates as follows: $360, $420, $480. 197 ASSISTANT PHYSICIAN (WOMAN) The range of annual compensation of this posi- tion in this Grade for full time service is from $1200 to $1800, inclusive, with maintenance, with standard salary rates as follows: $1200, $1320, $1440, $1560, $1680, $1800. ASSISTANT PHYSICIAN (SEEOLOGY) The range of annual compensation of this position in this Grade for full time service is from $1560 to $2160, inclusive, with standard salary rates as follows: $1560, $1680, $1800, $1980, $2160. 198 GRADE III (D 22 III) professional and Scientifio Service TITLES OF POSITIONS — Physician Group PHYSICIAN (PSYCHIATEY) PHYSICIAN (ASSOCIATE IN CLINICAL PSYCHIATEY) PHYSICIAN (PATHOLOGY) PHYSICIAN (GENERAL) PHYSICIAN (EHINOLOGIST) PHYSICIAN (OCULIST) PHYSICIAN (EXAMINEE, BUEEAU OF L>E- POETATION) DUTIES — PHYSICIAN (PSYCHIATEY) Defmition: The duties of incumbents of these positions are to take charge of the admission service or to assist in one of these services in a State hospital for the insane or in any other service of the State where the study and treat- ment of mental conditions is involved, to examine and treat patients, perform minor and major operations, to supervise the work of and lecture to nurses and attend- ants, to inspect and supervise wards and dining-rooms, to perform incidental laboratory work, to prescribe and supervise the employment of patients, to conduct re- search work, under supervision, and to investigate prob- lems in psychiatry, and to perform such other related duties of a medical or administrative nature as may be assigned in connection with the medical administration of an institution. Example: Acting as physician in charge of the reception service in a State hospital for the insane. PHYSICIAN (ASSOCIATE IN CLINICAL PSY- CHIATEY) The duties of incumbents of these positions are to conduct research work, under supervision, and to investi- gate problems in psychiatry, to take charge of or assist in one of the services of a State hospital for the insane, 199 to examine and treat patients and to perform such other related duties of a scientific or administratiye nature as may be assigned. Example: Conducting researeli work in clinical psychiatry. PHYSICIAN (PATHOLOGY) Definition: The duties of incumbents of these positions are to perform autopsies, involving the making of laboratory examinations and investigations and reporting and dem- onstrating each case to correlate clinical facts and anatomical findings, discussing with the staff any differ- ences between same, to give lectures and laboratory in- structions in pathology to the members of the medical staff, and to perform such other duties in connection with the pathological work of a State hospital as may be assigned. Example : Acting as physician in charge of the pathological work in a State hospital for the insane. PHYSICIAN" (GENERAL) Definition: The duties of incumbents of these positions are to take charge of the medical work in a State prison, house of refuge, refonnatory or other institution where the medical work is of more than a simple and routine nature, but is not the primary object of the institution, or in any service of the State where medical attention is involved, to make medical, physical and mental exam- inations, to perform major and minor operations, to supervise the work of and lecture to nurses and attend- ants assigned to hospital work, to inspect wards and dining-rooms, to perform incidental laboratory work, to supervise the employment of inmates, to make inspec- tions of sanitary conditions, and to perform other related work in connection with the medical care of inmates, employes and officers. Ewample: Acting as physician in charge of the inedioal work in a State prisoQ. 200 PHYSICIAN (EHIE"OLOGIST) Definition: The duties of incumbents of these positions are to examine patients in State institutions, for nose, throat and ear trouble, to treat cases and to perform minor and major operations when necessary. Example : Acting as physician in charge of nose, throat and ear work in a State reformatory. PHYSICIAN (OCULIST) Definition: The duties of incumbents of these positions are to examine the eyes of patients in State institutions, to treat cases, and to fit glasses. Example: Acting as physician in charge of the treatment of the eyes of patients in a State reformatory. PHYSICIAjST (EXAMINEE, BUREAU OE DE- POETATION) Definition: The duties of incumbents of these positions are to assist in the examination of reported insane, idiotic, imbecilic and epileptic immigrants and alien and non- resident insane in the State hospitals, and all public and private institutions and agencies, to assist in arranging for their deportation and removal when necessary, and to perform such other related duties as may be assigned. aUALIFICATIONS — PHYSICIAN (PSYCHIATRY) PHYSICIAN (PATHOLOGY) PHYSICIAN (GENERAL) PHYSICIAN (EHINOLOGIST) PHYSICIAN (OCULIST) Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than three years of service in Grade II in the line of work covered in the position to be filled. 201 or if appointed otherwise than by promotion from Grade II, at least three years of experience in the line of work covered in the position to be filled of Grade II character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. PHYSICIAN (ASSOCIATE IN CLINICAL PSY- CHIATRY) Persons holding these positions shall have: 1. A degree of Doctor of Medicine granted by a medical college of recognized standing. 2. Not less than three years of experience in the clinical study of psychiatry and in addition such evi- dence of ability for research as is manifested by at least one contribution to the study of clinical psychiatry. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. PHYSICIAN (EXAMINEE, BTTREAU OE DE- POETATION) Persons holding these positions shall have: 1. A license to practice medicine granted by the Board of Regents of the University of the State of New York. 2. Not less than three years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least five years of experience in the practice of medicine, three years of which shall have been ii- work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — PHYSICIAN (PSYCHIATRY) PHYSICIAN (PATHOLOGY) PHYSICIAN (GENERAL) PHYSICIAN (RHINOLOGIST) PHYSICIAN (OCULIST) The range of annual compensation of these posi- tions in this Grade for full time service is from $1800 202 to $2160, inclusive, with maintenance, with standard salary rates as follows: $1800, $1980, $2160. The range of amiual compensation of these posi- tions in this Grade for part time service of not less than eighteen hours per week is from $1560 to $1800, inclu- sive, with standard salary rates as follows: $1560, $1680, $1800. The range of annual compensation of these posi- tions in this Grade for -part time service of not less than six hours per week is from $480 to $540, inclusive, with standard salary rates as follows: $480, $540. SPECIAI REGULATION GOVERNING COMPENSATION FOR OCCASIONAL SERVICE — For occasional service requiring less than six hours per week, special rates shall be designated, after ap- praisal, on an hourly basis, provided that the rate shall not exceed $3.00 per hour and the total charge therefor shall not exceed $36.00 per month. PHYSICIAN (ASSOCIATE IN CLINICAL PST- CHIATET) The range of annual compensation of this position in this Grade for full time service is from $1980 to $2580, inclusive, with maintenance, with standard sal- ary rates as follows: $1980, $2160, $2340, $2580. PHYSICIAN (EXAJIINEE, BUREAU OF DE- POETATION) The range of annual compensation of this position in this Grade for full time service is from $2340 to $3300, inclusive, with standard salary rates as follows: $2340, $2580, $2820, $3060, $3300. 203 GRADE IV ( D 22 IV ) Professional and Scientific Service TITLES or POSITIONS — Physioicm Group SEFIOR PHYSICIAN (PSTCHIATEY) SENIOE PHYSICIAN (GENEEAL) SENIOE PHYSICIAN (SANITAEY SUPEE- VISOE) SENIOE PHYSICIAN (MEDICAL INSPECTOE OF FAGTOEIES) SENIOE PHYSICIAN (CHIEF ASSOCIATE IN NEUEOPATHOLOGY ) SENIOE PHYSICIAN (CLINICAL DIEECTOE OF PSYCHIATEY) SENIOE PHYSICIAN (MEDICAL EXAMINEE— WORKMEN'S COMPENSATION) SENIOE PHYSICIAN (MEDICAL EXAMINEE- CIVIL SEEVICE) SENIOE PHYSICIAN (PATHOLOGY) SENIOE PHYSICIAN (RESEAECH MEDICINE — MALIGNANT DISEASE) SENIOE PHYSICIAN (EESEAECH PATHOL- OGY—MALIGNANT DISEASE) DUTIES — SENIOE PHYSICIAN (PSYCHIATEY) Definition: The duties of incumbents of these positions are to supervise the medical work of the physicians in a State hospital for the insane or in any other service of the State where the study and treatment of mental condi- tions is involved, to conduct or assist in conducting the staff meetings for the study of patients, particularly new admissions and discharges, to supervise the care, treatment and employment of patients, to supei-vise the sanitary condition of buildings, to employ and pass upon the general fitness of nurses and attendants, to super- vise the training of nurses and attendants, to perform 204 such other related administrative duties as may be assigned, and in the absence of the superintendent to act in his stead. SENIOK PHYSICIAN (GENERAL) Definition: The duties of incumbents of these positions are to supervise the medical work in a State prison, hospital or other large institution in v?hich the medical care of inmates is not the primary object of the institution, or in any other service of the State where medical attention of this grade is required, to supervise the discipline, care, treatment and employment of patients, to super- vise the sanitary condition of buildings, to employ and pass upon the general fitness of employes, and in the absence of the superintendent, to act in his stead, to make sanitary inspections of vessels and their cargoes and to examine passengers of such vessels for the pre- vention of the introduction of communicable diseases at the Port of New York. SENIOR PHYSICIAN (SANITARY SUPER- VISOR) Definition: The duties of incumbents of these positions are to advise and assist local health officers, to make sanitary surveys, to examine the registration of births and deaths, to investigate contagious diseases, epidemics, stream pollution and public water supplies, to establish infant welfare stations and to make arrangements for infant welfare exhibits, to direct publicity work and prepare reports. SENIOR PHYSICIAN (MEDICAL INSPECTOR OF FACTORIES) Definition: The duties of incumbents of these positions, which require specialized medical knowledge, are to make spe- cial in.vestigations of conditions of work in factories 205 and mercantile establishments affecting the health, com- fort and safety of persons employed therein, to make physical examinations of employed children under six- teen years of age in order to determine their fitness to perform the work at which they are employed without impairment of health, to make physical examinations of adults employed in dangerous or injurious occupa- tions, to prepare and deliver lectures and talks on indus- trial hygiene to factory workers, medical students and other groups, and to perform such other related duties as may be assigned. SENIOK PHYSICIAN (CHIEF ASSOCIATE IN NEUKOPATHOLOGY) Definition: The duties of incumbents of these positions are to take charge of the examination of the autopsy material of all State hospitals, to conduct research m and prepare reports upon the pathological anatomy of mental dis- orders, to give instruction in anatomy and pathological anatomy of the nervous system to physicians in the State hospitals attending the Psychiatric Institute. SENIOK PHYSICIAN (CLINICAL DIRECTOR OF PSYCHIATRY) Definition: The duties of incumbents of these positions are to supervise all the medical work, with particular reference to the application of scientific principles, in a large State hospital for the insane, to conduct staff meetings, to instruct the new members of the staff in psychiatry, to prepare and be responsible for the preparation of statistical cards, to supervise the care, treatment and employment of patients, to consult with the superin- tendent in regard to the admission of voluntary patients, to assist in the preparation of medical facts concerning patients who are summoned to court, to conduct research work and make contributions to the medical service 206 relative to tke cause, nature aud treatment of mental disorders, and to perform such other supervisory med- ical duties as may be assigned. SENIOE PHYSICIAN (MEDICAL EXAMINER— WOEKMEN'S COMPENSATIOlSr) Definition: The duties of incumbents of these positions are to make physical examinations of employes insured under the Workmen's Compensation Act and to report on the cause, duration and ultimate result of injuries, to examine claim papers and physicians' bills, and to testify at public and executive hearings of the Industrial Commission relative to claims for compensation. SENIOR PHYSICIAN (MEDICAL EXAMINER- CIVIL SERVICE) Definition: The duties of incumbents of these positions are to conduct original and promotional medical examinations, to render assistance under the supervision of the Chief Examiner to Municipal Civil Service Commis- sions in conducting medical and physical examinations and to assist in the preparation and rating of papers in or closely related to the medical field. SENIOR PHYSICIAN (PATHOLOGY) Definition: The duties of incumbents of these positions are to perform pathological vs^ork of the highest order in the field of psychiatry, to perform autopsies involving the making of laboratory examinations and reports thereon in order to correlate clinical facts and anatomical find- ings, to give lectures and labora4;ory instruction in pathology to the members of the medical staff, to super- vise physicians and other employes assigned to pathological work, to prepare theses along the lines of psychiatry for publication, and to perform such other duties in connection vs^ith the pathological warlr of a State hospital as may be assigned. 20T SENIOE PHYSICIAN (RESEARCPI MEDICINE —MALIGNANT DISEASE) Definition: The duties of the incumbent of this position which involve supervision of assigned employes, are to inaug- urate and take charge of research work in clinical medi- cine relative to malignant disease, to take charge of the clinical work in a hospital and the clinical laboratory. SENIOR PHYSICIAN (RESEARCH PATHOL- OGY—MALIGNANT DISEASE) Definition: The duties of the incumbent of this position which involve supervision of assigned employes, are to inaug- urate and take charge of research work in experimental pathology particularly in the study of tumors, including microscopic diagnosis of specimens sent in by physicians in the State of New York. QUALIFICATIONS — SENIOR PHYSICIAN (PSYCHIATRY) SENIOR PHYSICIAN (GENERAL) SENIOR PHYSICIAN (CLINICAL DIRECTOR OF PSYCHIATRY) SENIOR PHYSICIAN (PATHOLOGY) Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade III. 2. Not less than two years of service in Grade III in the line of work covered in the position to be filled, or if appointed otherwise than by promotion from Grade III, at least two years of experience in the line of work covered in the position to be filled of Grade III character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. 208 SENIOE PHYSICIAN (CHIEF ASSOCIATE IN NEUEOPATHOLOGY) Persons holding these positions shall have: 1. A degree of Doctor of Medicine granted by a medical college of recogTiized standing. 2. Ability for research in neuropathology as is evi- denced by not less than three years of experience in the study of the anatomy and pathology of the central nervous systeia. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. SENIOE PHYSICIAN (SANITAEY SUPEE- VISOE)* SENIOE PHYSICIAN (MEDICAL INSPECTOE OE EACTOEIES) SENIOE PHYSICIAN (MEDICAL EXAMINEE— WOEKMEN'S COMPENSATION) SENIOE PHYSICIAN (MEDICAL EXAMINEE- CIVIL SEEVICE) Persons holding these positions shall have: 1. A certificate or license to practice medicine is- sued by the Board of Eegents of the University of the State of New York, or a degree of Doctor of Medicine granted by a medical college of recognized standing. 2. Not less than three years of experience in the private practice of medicine or at least eighteen months of experience as a member of the medical staii in a general hospital. 3. Not less than one year of experience in State factory inspection work, or in public health, sanitary, or other related inspectional work, or in medical exam- ination work for an industrial insurance company, or in other work of an equivalent character and standard. 4. Such additional qualifications as may be re- quired by the State Civil Service Commission. *NoTE. — The State Civil Service Commission shall co-operate with the Public Health Council in determining the additional qualifications of "Senior Physician (sanitary inspector) ". 209 SENIOE PHYSICIAN (EESEAECH MEDICINE —MALIGNANT DISEASE) The person holding this position shall have: 1. A degree of doctor of medicine granted by a Medical College of recognized standing. 2. Not less than two years of experience in a Hospital of the highest grade. 3. Ability to inaugurate and take charge of re- search work in clinical medicine relative to malignant disease with evidence of success in this field as recorded by recognized authorities under whom he has worked. 4. A knowledge of French and German sufficient to permit of accurate translation of scientific articles relating to malignant disease. 5. Such additional qualifications as may be re- quired by the State Civil Service Commission. QITALIFICATIONS — Persons holding these positio7is shall have: 1. A degree of doctor of medicine granted by a Medical College of recognized standing and in addition such preliminary training as is evidenced by a degree granted on completion of a standard course of instruc- tion in a college of recognized standing. 2. Not less than three years of experience in general or experimental pathology. 3. Ability to inaugurate and take charge of re- search work in experimental pathology with evidence of success in this field as recorded by recognized authorities under whom he has worked. 4. A knowledge of French and German sufiicient to permit of accurate translation of scientific articles re- lating to malignant disease. 5. Such additional qualifications as may be require?' by the State Civil Service Commission. 210 COlTPEIirSATION — SEITIOK PHYSICIAN (PSYCHIATKY) SENIOK PHYSICIAN (GEWEKAL) SENIOR PHYSICIAN (CLINICAL DIRECTOE OE PSYCHIATRY) SENIOR PHYSICIAN (PATHOLOGY) The range of annual compensation of these posi- tions in this Grade for full time service is from $2340 to $2820, inclusive, with maintenance, with standard salary rates as follows: $2340, $2580, $2820. SPECIAL EEGULATION GOVEENTNG SALARY RATES OF SENIOR PHYSICIAN (GENERAL) AT HOFF- MAN AND SWINBURNE ISLANDS — Because of the hazardous conditions of employ- ment and independent administrative responsibility peculiar to the positions of Senior Physician (Gen- eral) the incumbents of which act as chief medical oiEcers at Hoffman and Svnnburne Islands, the range of annual compensation of these positions in this Grade is from $2580 to $3300, inclusive, with maintenance, with standard salary rates as follows: $2580, $2820, $3060, $3300. SENIOR PHYSICIAN (SANITARY SUPER- VISOR) The range of annual compensation of this position in this Grade for full time service is from $2820 tc $3300, inclusive, with standard salary rates as follows: $2820, $3060, $3300. SENIOR PHYSICIAN (MEDICAL INSPECTOR OF FACTORIES) SENIOR PHYSICIAN (MEDICAL EXAMINER- WORKMEN'S COMPENSATION) The range of annual compensation of these posi- tions in this Grade for full time service is from $2340 to $2820, inclusive, with standard salary rates as fol- lows: $2340, $2580, $2820. 211 SENIOE PHYSICIAN (MEDICAL EXAMII^EK— CIVIL SERVICE) The range of annual compensation of this position in this Grade for fuU time service is from $1980 to $2580, inclusive, with standard salary rates as follows: $1980, $2160, $2340, $2580. SENIOR PHYSICIAN (CHIEF ASSOCIATE IN NEUROPATHOLOGY) The range of annual compensation of this position in this Grade for full time service is from $2580 to $3900, inclusive, with standard salary rates as follows: $2580, $2820, $3060, $3300, $3600, $3900. SENIOR PHYSICIAN (RESEARCH MEDICINE — MALIGNANT DISEASE) The range of annual compensation of this position in this Grade for full time service is from $2340 to $3300, inclusive, with maintenance, with standard salary rates as follows : $2340, $2580, $2820, $3060, $3300. SENIOR PHYSICIAN (RESEARCH PATHOL- OGY—MALIGNANT DISEASE) The range of annual compensation of this position in this Grade for full time service is from $3300 to $4500, inclusive, with standard salary rates as follows: $3300, $3600, $3900, $4200, $4500. 212 ' ' Professional and Scientifio Service TITLES OF POSITIONS— Physician Group MEDICAL SUPERINTENDENT (GENEEAL) MEDICAL SUPEEINTENDENT (PSYCHIATEY) DIEECTOE OF PSYCHIATEIC INSTITUTE DIEECTOE OF DIVISION (DEPAETMENT OF HEALTH) CHIEF MEDICAL INSPECTOE (QUAEANTINE — POET OF NEW YOEK) MEDICAL INSPECTOE OF STATE HOSPITALS CHIEF MEDICAL INSPECTOE (INDUSTEIAL) CHIEF MEDICAL EXAMINEE CHIEF MEDICAL INSPECTOE (SCHOOLS) MEDICAL SECEETAEY (STATE BOAED OF MED- ICAL EXAMINEES) DIEECTOE OF BUEEAU OF DEPOETATION DUTIES — MEDICAL SUPEEINTENDENT (GENEEAL) MEDICAL SUPEEINTENDENT (PSYCHIATEY) Definition: The duties of incumbents of these positions are to direct, supervise, inspect and assume complete respon- sibility for the administration of all divisions of a hos- pital or other institution in which the medical care of patients is the primary object, and to generally direct the care and treatment of patients. DIEECTOE OF PSYCHIATEIC INSTITUTE Definition: The duties of the incimibent of this position are to conduct and direct research work as to the causes, nature and treatment of mental disorders, to correlate the medi- cal work of the State hospitals for the insane by giving instruction to the physicians of the various hospitals, to conduct inter-hospital meetings for the study of psychi- atric principles and to perform such other duties of a scientific nature as may be prescribed by the State Hos- pital Commission. 213 DIEECTOE OF DIVISION (DEPAETMENT OF HEALTH) Definition: The duties of incumbents of these positions, which require specialization in medical work and a high degree of executive ability, are to direct, supervise and assume complete responsibility for the work of a primary divi- sion of the State Department of Health not covered by any other Group specification. Eacample: Acting as Director of the Bureau of Communicable Diseases. CHIEF MEDICAL INSPECTOE (QUAEAi^TINE — POET OF NEW YOEK) Definition: The duties of incumbents of these positions are to supervise the work of physicians at the Port of New York, in boarding and making sanitary inspections of vessels and their cargoes and in examining passengers of such vessels for the prevention of the introduction of communicable diseases at the Port of New York, to visit, inspect and make reports upon the detention and isolation hospitals at the Port of New York, and to perform such other medical duties assigned. MEDICAL INSPECTOE OF STATE HOSPITALS Definition: The duties of incumbents of these positions are to visit institutions, both private and public, where the insane are cared for, to inspect non-licensed institutions in order to determine whether they are caring for the insane and to make reports thereon to the State Hob^ pital Commission, to examine personally all new admis- sions in order to determine whether they are proper cases for retention, to examine into and make reports upon the efficiency of medical work, sanitation, fire protection, dietary, clothing and bedding of patients, to investigate and make reports upon all suicides and 214 homicides, sudden or accidental deaths and Tnajf^r acci dents, and to investigate complaints anc see patients who write to the State Hospital Commission or to the Governor. CHIEF MEDICAL INSPECTOR (INDUSTRIAL) Definition: The duties of incumbents of these positions, which require a high order of specialized knowledge and wide experience in industrial hygiene and sanitation work, and in addition initiative and administrative ability, are to assume responsibility for the direction and supervision of the medical inspectors of the Department of Labor, to initiate and conduct important investigations into prob- lems concerning the protection of the health and safety of industrial employes, to direct the preparation of reports and literature, setting forth the results of such investigations, to instruct inspectors and other em- ployes of the Department of Labor in industrial hygiene and sanitation, and to furnish expert advice as a basis for executive action on all rnatters relative to industrial hygiene and sanitation. CHIEF MEDICAL EXAMINER Definition: The duties of the incumbent of this position are to direct and assume complete responsibility for the ac- tivities of the Medical Division of the Workmen's Com- pensation Bureau of the Department of Labor, to make physical examinations of injured employes insured under the provisions of the ^Yorkmen's Compensation Act and to render opinions to the Industrial Commis- sion regarding the cause, duration and ultimate result of injuries, to examine claim papers and physician-^" bills, to cross-examine medical witnesses at public and executive hearings of the Industrial Commission relative to claims for compensation. 215 CHIEF MEDICAL INSPECTOR (SCHOOLS) Definition: The duties of the incumbent of this position are to direct and assume responsibility for the medical inspec- tion of the schools under the supervision of the De- partment of Education, to consult and advise with medi- cal inspectors, trustees, district superintendents and other school employes in regard to such medical inspec- tion, to address meetings of physicians, dentists, edu- cators, nurses and others relative to the medical inspec- tion, and in addition to supervise the general office procedure. MEDICAL SECEETAEY (STATE BOAED OF MEDICAL EXAMINEES) Defimtion: The duties of the incumbent of this position are to prepare questions for the examination of candidates, applying for a license to practice medicine, from lists of questions submitted by members of the State Board of Medical Examiners, to prepare reports upon exam- inations, to arrange hearings and appeals before the State Board of Medical Examiners, to keep the records and direct the office procedure, to sign licenses, to sub- mit papers to counsel and to perform such other duties as may be assig-ned by the State Board of Medical Examiners. DIEECTOR OF BUEEAU OF DEPOETATION Definition: The duties of incumbents of these positions are to direct and assume complete responsibility for, and assist in, the examination of all reported insane, idiotic, imbecilic and epileptic immigrants and alien and non- resident insane in the State hospitals, and in all other public and private institutions or agencies, to arrange for their deportation and removal when necessary, to inspect and observe the methods and facilities for ex- amining immigrants for mental disease and defects at the port of IsTew York, and to report thereon, and to perform such other related duties as may be assigned. 216 aiTALIPICATIONS — MEDICAL SUPERINTENDENT (PSYCHIATRY) MEDICAL INSPECTOR OF STATE HOSPITALS Persons holding these positions shall have: 1. The mmimum qualifications prescribed for Senior Physician (Psychiatry) or Senior Physician (Clinical Director of Psychiatry) in Grade IV. 2. Not less than one year of service in Grade IV as a Senior Physician (Psychiatry) or a Senior Physi- cian (Clinical Director of Psychiatry). 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. DIRECTOR OF PSYCHIATRIC INSTITUTE The person holding this position shall have: 1. A degree of Doctor of Medicine granted by a medical school of recognized standing. 2. Not less than five years of experience in clinical and laboratory study and research in phychiatry. 3. Such evidence of ability to direct the teaching and research of the Psychiatric Institute and the corre- lation of medical work in the State hospitals as is manifested by contributions to the science of psychiatry. 4. Such additional qualifications as may be re- quired by the State Civil Service Commission. MEDICAL SUPERINTENDENT (GENERAL) Persons holding these positions shall have: 1. The minimum qualifications prescribed for Senior Physician (General) in Grade IV, and in addi- tion not less than six months of service in Grade IV as a Senior Physician (General) ; or 2. The minimum qualifications prescribed for Physician (General) in Grade III, and in addition not less than five years of service in Grade III as a Physi- cian (General). 3. Such additional qualifications as may be required by the State Civil Service Commission. 21Y DIRECTOR OF DIVISION (DEPARTMENT OF HEALTH)* CHIEF MEDICAL INSPECTOR (INDUSTRIAL) CHIEF MEDICAL EXAMINER CHIEF MEDICAL INSPECTOR (SCHOOLS) Persons holding these positions shall hawe: 1. A certificate or license to practice medicine is- sued by the Board of Regents of the University of the State of New York, or a degree of Doctor of Medicine granted by a medical school of recognized standing. 2. Not less than five years of experience in the private practice of medicine, or three yeara of experi- ence as an interne or member of the medical staff of a general hospital. 3. At least five years of experience in the adminis- tration of public health work or as an industrial medical inspector in work of Grade IV character and standard; or in medical examination work for an industrial insur- ance company ; or in inspectional work of an equivalent character. 4. Such additional qualifications as may be re- quired by the State Civil Service Commission. MEDICAL SECRETARY (STATE BOARD OF MEDICAL EXAMINERS) The person holding this position shall have: 1. A certificate or license to practice medicine issued by the Board of Regents of the University of the State of New York or a degree of Doctor of Medicine from a medical school of recognized standing. 2. Not less than three years of experience in the private practice of medicine or two years of experience as an interne or member of the medical staff of a general hospital. 3. Not less than three years of experience in public health work or in medical work of equivalent character. *NoTB. — The State Civil Service Commission ahall co-operate with the Public Health Council in determining the additional qualifications of "Director of Division (Department of Health)." 218 4. Such additional qualifications as may be required by the Civil Service Commission. DIEECTOE OF BUEEAU OF DEPOETATION The person holding this position shall have: 1. A degree of Doctor of Medicine granted by a medical school of recognized standing. 2. iS'ot less than ten years of experience in the practice of medicine, at least five years of which shall have been spent in the care and treatment of the insane. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — MEDICAL SUPEEIE"TENDENT (GENEEAL) MEDICAL SUPEEIiN'TEW'DElSrT (PSYCHIATEY) DIEECTOE OF PSYCHIATEIC INSTITUTE The range of annual compensation of these posi- tions in this Grade for full time service is from $3600 to $5400, inclusive, with full maintenance, with stand- ard salary rates as follows: $3600, $8900, $4200, $4500, $4800, $5100, $5400. MEDICAL INSPECTOE OF STATE HOSPITALS The range of annual compensation of this position in this Grade for full time service is from $3900 to $4800, inclusive, with standard salary rates as follows : $3900, $4200, $4500, $4800. DIEECTOE OF DIVISION (DEPAETMENT OF HEALTH) CHIEF MEDICAL INSPECTOE (QUAEANTINE — POET OF NEW YOEK) CHIEF MEDICAL INSPECTOE (INDUSTEIAL) CHIEF MEDICAL EXAMHSTEE CHIEF MEDICAL INSPECTOE (SCHOOLS) MEDICAL SECEETAEY (STATE BOARD OF MEDICAL EXAMIKEES) The range of annual compensation of these posi- tions iu this Grade for full time service^ is from $3600 219 to $4800, inclusive, with standard salary rates as fol- lows: $3600, $3900, $4200, $4500, $4800. DIEECTOR OF BFREAU O'F DEPORTATION The range of annual compensation of this position in this Grade for full time service is from $4200 to $5100, inclusive, with standard salary rates as follows: $4200, $4500, $4800, $5100. SPECIAL REGULATION GOVERNING MAINTENANCE — If residence or maintenance is allowed, as in the case of the Chief Medical Inspector (Quarantine — Port of New York), the value of such residence or majjite- nance shall be deducted from the salary rate at which the position is appraised. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade, except the Medical Super- intendent (Psychiatry) and Medical Inspector of iState Hospitals, are conditional upon appraisal under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. SPECIAL REGULATION GOVERNING SALARY RATES OF MEDICAL SUPERINTENDENTS (PSYCHI- ATRY) AKD THE MEDICAL INSPECTOR OF STATE HOSPITALS — Advancement from rate to rate within this Grade for Medical Superintendent (Psychiatry) and Medical Inspector of State Hospitals, shall be made upon the completion of a term of at least one year of satisfactory service. STATISTICIAN GROUP (D 23) Professional and Scientifio Service Definition: Statistician Group The term Statistician Group is used to identify those author^ ized employments of the Professional and Scientific Service, the incumbents of which are required to collect, collate, analyze and interpret numerical data, relating to economic, social or other phenomena, as a basisi for administrative guidance or regulative control. 221 222 GRADE I (D 23 I) professional and Scientific Service TITLE OF POSITIONS — Statistician Group JUNIOR STATISTICIAN DUTIES — Definition: The duties of incumbents of these positions, which require familiarity with statistical methods or actuarial formulae, are to collect, collate, analyze and interpret, under supervision, numerical data relating to economic, social or other phenomena, as a basis for administrative guidance or regulative control. QUALIFICATIONS — Persons holding these positions shall have: 1. Such training in economic or social research and in the technique of statistics as is evidenced by a degree, diploma 'or certificate granted on completion of a stand- ard course of instruction including the above branches of study, in a college of recognized standing, or proof of other training in economic or social research and in the technique of statistics recognized by the State Civil Service Commission as the equivalent thereof; or 2. Not less than two years of practical experience in statistical methods and practice. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $1560, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440, $1560. 228 GRADE II (D 23 n) , . Professional and So%eMifiC Setvic6 TITLE OF POSITIONS Statiatioian Group STATISTICIAN DUTIES — Definition: The duties of incumbents of these positions, which may involve supervision of statistical units of State government and which require ability to plan statistical inquiries and to devise classifications and forms there- for, are to conduct independently, important statistical investigations and to prepare interpretative reports thereon. QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. !N"ot less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1680 to $2820, inclusive, with standard salary rates as follows: $1680, $1800, $1980, $2160, $2340, $2580, $2820. SPECIAL EEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified vsdthin this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 224 GRADE m (D 23 m) Professional and Scientific Service TITLES OF POSITIONS— Statistician Group CHIEF STATISTICIAIN' SENIOE STATISTICIAN DUTIES — Definition: The duties of incumbents of these positions, which require the widest experience in statistical work and the highest degree of specialized knowledge and skill in the science of statistics, are to assume complete responsibility for the control and direction of the most important inquiries of a statistical nature ; to supervise large statis- tical units ; or to give critical and constructive statistical advice of the highest order. aTJALinCATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. Wot less than three years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least four years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — CHIEF STATISTICIAN The range of annual compensation of this position in this Grade for full time service is from $3060 to $6000, inclusive, with standard salary rates as follows: $3060, $3300, $3600, $3900, $4200, $4500, $4800, $5100, $5400, $5700, $6000. SENIOK STATISTICIAN The range of annual compensation of this position in this Grade is from $3060 to $3900, inclusive, with standard salary rates as follows : $3060, $3300, $3600, $8900. 225 SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, nnder the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. VETERINARIAN GROUP (D 24) Professional and Bcientifio Service Definition: Veterinarian Oroup The term Veterinarian Group is used to identify those author- ized employments of the Professional and Scientific Service, the incumbents of which are required to enforce statutory or depart- mental regulation relative to the detection, reporting, suppression and extirpation of communicable diseases of domestic animals, to make disposition of such animals, their hides and carcasses as directed, to enforce those provisions of the law relating to the prevention of slaughter, exposure for sale, or sale of immature or unwholesome meat or meat products, to prepare when required animal serums, antitoxins and vaccines, and to perform such other work of equivalent character and standard as may be necessary to the enforcement of statutory or departmental regulation relative thereto. 227 228 GRADE I (D 24 I) Professional and Scientific Service Veterinarian Group TITLE OF POSITIONS — VETEEINARIAISr ASSISTANT DUTIES — Definition: The duties of incumbeiLts of these positions are to take charge of a farm, wkere tlie horses are used pri- marily for laboratory purposes, and to perform pre- scribed duties in preparing, treating and caring for horses used in antitoxin procedure. Examples : Taking temperatures of horses and noting condition. Inspecting horses with toxin or cultures. Bleeding horses, separating antitoxin plasma from the clot. Sterilizing apparatus. Supervising farm and garden work. aUALIFICATIONS — Persons holding these positions shall have: 1. Such experience or training in the care and treatment of horses as would afford opportunity to become familiar with inoculating and bleeding horses and other related technical procedures. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation for this Grade for full time service is from $900 to $1260, inclusive, with standard salary rates as follows: $900, $1020, $114:0, $1260. 229 GRADE II (D 24 II) Professional and Soientifio Service Veterinarian Group TITLE OF POSITIONS — VETEEINAEIAN DUTIES — Definition: The duties of incumbents of these positions are to make independent tests of live stock suspected of in- fection, to appraise, condemn and report on diseased stock, in accordance with statutory or departmental regulation, to arrange, as directed, for the slaughter of condemned stock and for the disposition of hides and carcasses, to make post-mortem examinations of animals, to make investigations of other communicable diseases of domestic animals for the purpose of detecting, sup- pressing and extirpating such diseases, to enforce those provisions of the law relating to the prevention of slaughter, exposure for sale, or sale of immature or un- wholesome meat or meat products, to prepare animal serums, antitoxins and vaccines, and to perform other duties of equivalent character and standard. Examples: Making tests of cattle for tuberculosis. Making tests of horses for glanders. Inyestigating cases or epidemics of foot and mouth dis- ease, hog cholera, black leg, etc. Disinfecting carcasses. Vaccinating animals exposed to communicable diseases. Inoculating and bleeding animals. Preparing blood specimens for laboratory use. Acting as assistant to the chief veterinarian. Taking charge of a section of field work. aUALIFICATIONS — Persons holding these positions shall have: 1. A certificate or license to practice veterinary- medicine or surgery issued by the Board of Regents of the University of the State of 'New York. 2. Not less than one year of experience in the practice of veterinary medicine or surgery. 3. Such additional qualifications as may be required by the State Civil Service Commission. 230 COMPENSATION — The range of annual compensation of this Grade for full time service is from $1440 to $2580, inclusive, with standard salary rates as follows: $1440, $1560, $1680, $1800, $1980, $2160, $2340, $2580. The per diem, rates of compensation of this Grade for temporary service are $7.00 and $10.00. Note. — The number of veterinarians employed at $10.00 per diem shall be limited to ten per cent of the total number of veterinarians employed on a per diem basis. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. The last three salary rates, $2160, $2340, $2580, shall be assigned only to positions involving supervisory or independent responsibility, the incumbents of which shall perform the duties of and shall receive the working designation of "Assistant Chief Veterinarian" and " District Supervisor of Field Work." 231 GRADE in (D 24 III) Professional and Scientific Service TITLE or POSITION Veterinarian Group CHIEF VETEEI^-AEIA^ DUTIES — Definition: The duties of the incumbent of this position are to direct, supervise and be responsible for the work of employes in Grade II, to enforce statutory or depart- mental regulation relative to the detection, control and extirpation of communicable diseases of domestic ani- mals, to prevent the slaughter, exposure for sale or sale of immature or unwholesome meat or meat products, and to perform other duties of equivalent character and standard. aUALIFICATIONS — The person holding this position shall have: 1. The minimum qualifications prescribed for Grade 11. 2. Not less than four years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least five years of experience in work of Grade II character and standard ; or at least eight years of experience in the practice of veterinary medicine or surgery. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2820 to $3300, inclusive, with standard salary rates as follows: $2820, $3060, $3300. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. ZOOLOGIST GROUP (D 25) Professional and Scientific Service Definition: Zoologist Group The term Zoologist Group is used to identify those authorized employments of the Professional and Scientific Service, the in- cumbents of which are required to collect and study data relative to animal life, to classify specimens, and to supervise the prepara- tion of exhibits. 233 234: GRADE I (D 25 I) professional and Scientific Service TITLE OF POSITIONS — Zoologist Group ASSISTANT ZOOLOGIST DUTIES — Definition: The duties of incumbeiits of these positions are to collect, study and classify specimens of animal life, to direct the work of preserving same, to supervise the preparation of exhibits for the State museum, and to perform such other related duties as may be assigned. aUALIFICATIONS — Persons holding these positions shall ha-ve: 1. Such training in zoology as is evidenced by a degree, diploma or certificate granted on completion of a standard course of instruction, including at least two years of study in zoology in a college of recog-nized standing; or proof of other training in zoology recog- nized by the State Civil Service Commission as the equivalent thereof. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $1680, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440, $1560, $1680. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. Note. — At the present time there are no employes in the State Civil Service, performing duties of a higher character than those covered in the above Grade. Standard specifications for a higher grade or grades will be prepared when the need for same arises. EDUCATIONAL SERVICE (SYMBOL E) Definition: The term Educational Service is used to identify those au- thorized employments of the State Government, the incumbents of which are required to give instruction, advice and information in the subjects or matters designed to stimulate and develop the mental powers, and to administer the statutory provisions relating to the regulation and control of the State educational system. 235 ARTIST GROUP (E 1) Educational Service Definition: Artist Group The term Artist Group is used to identify those authorized employments of the Educational Service, the incumbents of whieh are required to make drawings, paintings and wax or other models for study and educational purposes. 237 238 GEADE I (E 1 I) Educational Service TITLES OF POSITIONS- ^'*''' '^""^ AETIST (HOETICULTUKE) AETIST (MUSEUM) DUTIES — AETIST (HOETICULTUEE) Definition: The duties of incumbents of these positions are to make drawings and paintings of fruits and vegetables for text illustrations in publications of the State Depart- ment of Agriculture, or for exhibition, and to make wax or other models of fruits and vegetables. Examples : Making water color drawings of the several stages of the diseases of finits and vegetables. Making wax models of diseased apples, grapes, and potatoes. AETIST (MUSEUM) Definition: The duties of incumbents of these positions are to make drawings and paintings of zoological, archeological, entomological and fossil specimens, maps and geologi- cal sections for text illustrations in publications of the ISTew York State Museum, and to make plaster models and to restore specimens for exhibition. Examples : Making wash drawings in black and white for illus- trations from specimens of fossils. Making pen and ink drawings of maps, geological sec- tions. Painting models, maps and zoological specimens for ex- hibition purposes. QTJAIIFICATIOWS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. 239 COMPENSATION — AUTIST (HOKTICULTUEE) The range of annual compensation of this position in this Grade for full time service is from $1200 to $1680, inclusive, with standard salary rates as follows: $1200, $1320, $1440, $1560, $1680. AKTIST (MUSEUM) The range of annual compensation of this position in this Grade for full time service is from $1560 to $1980, inclusive, with standard salary rates as follows: $1560, $1680, $1800, $1980. INSTRUCTOR OF THE BLIND GROUP (E 2) Educational Service Definition: instructor of the Blind Group The term Instructor of the Blind Group is used to identify those authorized employments of tlie Educational Service, the incumbents of which are required tO' instruct tiie blind in homes or in workshops, to refer for troatmeut cases of eye ailm.ents and of blindness, to secure employment for the blind, and to perform such other duties as may be necessary to the amelioration of the condition of the blind within the State. 241 242 GRADE I (E 2 I) Educational Service TITLES OF POSITIONS - Instructor of the Blvnd Group INSTEUCTOK OF THE BLIND DUTIES — Definition: The duties of incumbents of these positions are to give instruction to the blind located in homes, work- shops or elsewhere in reading and writing tactile prints and in appropriate handicraft and vocational work, to secure employment for adult blind, to investigate and refer for treatment eye ailments and cases of blindness, to secure admission of blind children to schools and to affiliate with and promote the work of local organizations for the blind. OTJALIFICATIONS — Persons holding these positions shall have: 1. Evidence of ability to read and write tactile prints and to teach simple handicraft and vocational work. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $720 to $900, inclusive, with standard salary rates as follows: $720, $780, $840, $900. 243 ^ ' Educational Service TITLE OF POSITIONS— instructor of the Blind Group SENIOE INSTKUCTOK OF THE BLIND DUTIES — Definition: The duties of incumbents of these positions, which may involve supervision of employes in Grade I, are to investigate and report upon industrial processes adapted to the instruction of the blind, to promote sales of goods manufactured by the blind, and to develop new fields for blind instruction and industrial centers, and in addi- tion to visit isolated blind persons, to give instruction in reading and writing tactile prints, and in appropriate trades, to secure employment for adult blind, and to per- form other work of equivalent character and standard. QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less .than four years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least four years of experience in work of Grade I character and standard. 3. Such additional qualifications aS may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1320 to $1800, inclusive, with standard salary rates as follows: $1320, $1440, $1560, $1680, $1800. CURATOR GROUP (E 3) Educational Service Definition: Gwator Growp The term Curator Group is used to identify those authorized employments of the Educational Service, the incumbents of which are required to supervise the operation and equipping of the State museum, to insure effective display of the exhibits of the same, and to exercise responsible car and management of the property belonging to the State museums. Note. — Standard specifications for appropriate grades within this Group will be established when the scope and importance of the museum activities warrant the creation of positions for this Group. 245 EDUCATIONAL SPECIALIST GROUP (E 4) Educational Service Definition: Educational Specialist Oroup The term Educational Specialist Group is used to identify those authorized employments of the Educational Service, the incumbents of which are required to plan, direct and supervise the activities of the University of the Staite of New York relating to elementajry, secondary, vocational and higher education, to direct, supervise and study the Regents examination system, to visit educational and other institutions of whatever grade, registered by, incorporated by or admitted to the University of the State of New York, to report upon the results of such visits, to standardize and apply the methods and principles of visual instruction, to perform other duties relative to the law and Regents' rules governing the administration of elementary, secondary, vocational and higher education as may be assigned; to conduct research work in history and to perform such other duties as might properly be assigned to the State Historian. 247 248 GRADE I (E 4 I) TITLES OF POSITIONS — Educational Service Educational Specialist Group EDUCATIOJSTAL SPECIALIST EDUCATIONAL SPECIALIST (VISUAL INSTRUCTION") EDUCATIONAL SPECIALIST DUTIES — Definition: The duties of incumbents of these positions, which require highly specialized training in educational work, are to serve upon committees charged with the prepara- tion of courses of study and of examinations, to visit and inspect educational and other institutions subject to the visitation of the Regents, to report upon conditions of organization, administration and curricula of elemen- tary, secondary, vocational and higher institutions, and to perform such other related duties as may be assigned. Examples : Serving as specialist in modern languages, involving: The preparation of question papers in Regents examinations. The rating of answer papers within a special group. The visitation and inspection of all secondary schools in the State in which modern languages are taught. The reporting upon conditions observed. The giving of aid to teachers of modern languages. The carrying out of the provisions of the academic syllabus. Serving as specialist in agricultural education, involv- ing: The preparation of courses of study. The organization and administration of special agricul- tural schools. The inspection work in such schools and the agricul- tural courses offered in regular secondary schools. EDUCATIONAL SPECIALIST (VISUAL IN- STRUCTION) Definition: The duties of the incumbent of this position are to advise school principals, teachers and other educational officials in the methods, principles and practice of visual instruction, and to hold formal and informal conferences 249 on the same, to assemble, prepare and loan collections of lantern slides, photographs and pictures for use in visual instruction, to standardize works of art for school use, and to perform other related duties to further the interest in and practice of visual instruction. Ecoamples : Holding conferences on the practice of visual instruc- tion at educational institutions, teachers' meetings, and pub- lic gatherings. Determining the scope of each collection of slides, photographs and pictures, preparing titles, bibliographies and notes. Examining prints and negatives to determine their acceptability and use. Studying projecting apparatus and giving advice as to selection and use of same. Conducting office correspondence, holding interviews. QUALIFICATIONS — EDUCATIONAL SPECIALIST Persons holding these positions shall have: 1. A degree, diploma, or certificate granted on com- pletion of a standard course of instruction in a college of recognized standing. 2. Not less than five years of experience in teach- ing, at least half of v/liich shall have been, in part at least, in a supervisory capacity in schools not lower than high school. 3. Such additional qualifications as may be required by the State Civil Service Commission acting in co- operation with the Board of Regents of the University of the iState of New York. EDUCATIONAL SPECIALIST (VISUAL IN- STRUCTION) The person holding this position shall have: 1. A degree, diploma or certificate granted on com- pletion of a standard course of instruction in a college of recognized standing. 2. Not less than five years of experience in teach- ing, at least two years of which shall have been spent in 250 teaching the principles and methods of visual instruc- tion, or in work affording opportunity to become familiar with the problems and methods of visual instruction. 3. Such additional qualiiications as may be required by the State Civil Service Commission acting in co- operation with the Board of Kegents of the University of the -State of ISTew York. COMPENSATION — EDUCATIONAL SPECIALIST The range of annual compensation of this Grade for full time service is from $1800 to $3300, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340, $2580, $2820, $3060, $3300. EDUCATIONAL SPECIALIST (VISUAL IN- STRUCTION) The range of annual compensation of this position in this Grade is from $2580 to $3300, inclusive, with standard salary rates as follows: $2580, $2820, $3060, $3300. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 251 GRADE II (E 4 II) Educational Service TITLES OF POSITIONS Educational Specialist Group SUPEEVISING EDUCATIONAL SPECIALIST (EXAMINATIONS) SUPEKVISING EDUCATIONAL SPECIALIST (VOCATIONAL INSTEUCTION) STATE HISTOEIAN DUTIES — SUPERVISING EDUCATIONAL SPECIALIST (EXAMINATIONS) SUPERVISING EDUCATIONAL SPECIALIST (VOCATIONAL INSTRUCTION) Definition: The duties of incumbents of these positions, which may involve supei-vision of employes in Grade I, are to direct the activities of a bureau or other primary unit of organization engaged in the study and operation of the Regents academic 'and professional examination sysr tern, to study the methods and courses of instruction and related lines of work in those schools under the juris- diction of the State department charged with this func- tion, and to administer and approve courses of study, to inspect, study and report on methods of vocational instruction in schools organized for this purpose or in departments of other schools. Easamples: Acting as Director of tlie Division of Examinations, State Department of Education. Acting as Director of the Division of Agricultural and Industrial Education, State Department of Education. STATE HISTORIAN Definition: The duties of the incumbent of this position, which require a wide knowledge of historical research methods and familiarity with 'State history, are to conduct re- search work in history, to study historical manuscripts, to edit State historical publications, to prepare and deliver addresses on historical subjects, and to perform other related duties. 252 aXTALIFICATIONS — SUPEKVISING EDUCATIONAL SPECIALIST (EXAMIlTATIOlSrS) SUPEEVISING EDUCATIOITAL SPECIALIST (VOCATIONAL INSTKUCTION) Persons holding these positions shall haA)e: 1. The minimimi qualifications prescribed for Grade I. 2. JSTot less than five years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least five years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission acting in co- operation with the Board of Regents of the University of the State of New York. STATE HISTORIAN The person holding this position shall have: 1. A degree, diploma or certificate granted on com- pletion of a standard course of instruction in a college of recognized standing. 2. Not less than five years of experience in teach- ing history, three years of which shall have been spent in teaching American history ; or 3. Not less than two years of experience in teach- ing history and in addition three years of graduate or research work in American history. 4. Such additional qualifications as may be required by the State Civil Service Commission acting in co- operation with the Board of Regents of the University of the State of New York. 253 COMPENSATION — SUPEEVISING EDUCATIONAL SPECIALIST (EXAMINATIONS) SUPEKVISINC EDUCATIONAL SPECIALIST (VOCATIONAL INSTEUOTION) STATE HISTORIAN The range of annual compensation of this Grade for full time service is from $3600 to $4800, inclusive, with, standard salary rates as follows: $3600, $3900, $4200, $4500, $4800: SPECIAL REGULATION GOVEKNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 254 GRADE III (E 4 III) Educational Service TITLES or POSITIONS Educational Specialist Group DIEECTOR ELEMENTARY EDUCATION DIRECTOR SECONDARY EDUCATION DIRECTOR HIGHER EDUCATION DUTIES — DIRECTOR ELEMENTARY EDUCATION Definition: The duties of the incumbent of this position are to plan, direct and supervise those activities of the State Department of Education which relate to elementary education. Exa/mples : Generally supervising and directing all matters per- taining to elementary education in the public schools and in normal schools. Taking charge of the investigation and study of prob- lems of elementary education. Preparing syllabi and articles on elementary education. Directing the work of district superintendents. DIRECTOR SECONDARY EDUCATION Definition: The duties of the incumbent of this position are to plan, direct and supervise those activities of the State Department of Education which relate to secondary edu- cation. Examples : Supervising applications from schools for incorporation. Supervising applications from students for registration and admission to examinations. Administering the university scholarship law. Supervising the State College For Teachers. DIRECTOR HIGHER EDUCATION Definition: The duties of the incumbent of this position are to plan, direct and supervise those activities of the State Department of Education which relate to higher educa- tion. Examples : Supervising and controlling the standards of uni- versities, colleges, professional and technical schools in New York State. 255 Administeriiig those provisions of the educational law relative to the practice of medicine, law, dentistry, pharmacy, nurse training, chiropody, certified public accounting, certi- fied shorthand reporting, optometry. aUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by tbe State Civil Service Commission acting in co-operation with the Board of Eegents of the University of the State of ISTew York. COMPEIirSATIOlir — The range of annual compensation of this Grade for full time service is from $5100 to $5700', inclusive, with standard salary rates as follows: $5100, $5400, $5700. SPECIAL REGULATION GOVEENING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. HEALTH LECTURER GROUP (E 5) Educational Service Definition: Health Lecturer Group The term Health Lecturer Group is used to identify those authorized emplojinents of the Educational Service, the incum- bents of which are required to give prescribed lectures and talks on health, sanitation and related subjects as directed, in schools and other places where such service is not otherwise provided for. 257 258 GRADE I (E 5 I) Educational Service TITLE OF POSITIONS — ,, 1,%' f i itj^. Sealth Lecturer Group HEALTH LECTUKEE DUTIES — Definition: The duties of the incumbents of these positions are to give prescribed lectures and talks on health, sanitation and related subjects as directed, in schools and other places where such service is not otherwise provided for. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission acting in co-operation with the State department concerned. COMPENSATION — The range of annual compensation of this Grade for full time service* is from $960 to $1560, inclusive, with standard salary rates as follows: $960, $1080, $1200, $1320, $1440, $1560. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. * The seholaBtic year of ten months represents full time service. INSTITUTION TEACHER AND LECTURER GROUP (E6) Educational Service Definition: Institution Teacher and Lecturer Group The Institution Teaclier an.d Lecturer Group is used to identify those authorized employments of the Educational Service, the incumbents of which are required to direct and supervise the educational and vocational work of a State charitable or penal in- stitution or reformatory not covered in any other Group specifica- tion, to teach prescribed subjects or courses as directed, and to per- form as incidental to the above, necessary custodial and other related duties; to give regular lectures at a State charitable insti- tution or reformatory on prescribed subjects at such times as may be directed by the Board of Managers of such institution. 259 260 GRADE I (E 6 I) Educational Service TITLES OF POSITIONS— ^"'***"*^''" ^'"''*"" """^ ^"'*"''''' ^''"'" TEACHEK (Kli^DEEaAETEN) TEACHER (GRADES) TEACHER (HIGH SCHOOL) TEACHER (COMMERCIAL SUBJECTS) TEACHER (HOUSEHOLD ARTS) TEACHER (DRAWIl^rG) TEACHER (MUSIC) TEACHER (PIANO TUNING) LECTURER (INSTITUTION) DUTIES — TEACHER (KINDERGARTEN) TEACHER (GRADES) TEACHER (HIGH SCHOOL) TEACHER (COMMERCIAL SUBJECTS) TEACHER (HOUSEHOLD ARTS) TEACHER (DRAWING) TEACHER (MUSIC) TEACHER (PIANO TUNING) Definition: The duties of incumbents of tliese positions, which are performed under supervision, are to give formal class-room or other instruction and training to inmates of State charitable institutions or reformatories in pre- scribed subjects or coui'ses covered in the position to be filled, not included in any other Group specifica- tion, and to perform, as incidental to the above, such necessarj' custodial and other related duties as may be assigned. LECTURER (INSTITUTION) Definition: The duties of incimibents of these positions are to give lectures to inmates of State charitable institutions 261 or reformatories on prescribed subjects at such times as directed by the Board of Managers of the institution. Ewample: Giving lectures on economics, civics, current topics, and American history, at the New York State Reformatory. aUALIFICATIONS — TEACHEE (KllSTDERUARTEN) teachee (geades) teachee (high school) teach:ee (commeecial subjects) teachee (household aets) teachee (deawing) teachee (music) teachee (piano tuning) Persons holding these positions shall hcwe: 1. A degree, diploma or certificate granted on com- pletion of a standard course of instruction in a college or normal school of recognized standing; or 2. Such training in piano, piano tuning, household arts, kindergarten work or in the subject or subjects covered in the position to be filled, as is evidenced by a degree, diploma or certificate from a college, normal school or other institution of recognized standing granted on completion of a standard course of instruction or training in such subject or subjects ; or 3. A certificate to teach granted by the Board of Regents of the University of the State of New York. 4. Not less than one year of experience in teach- ing the subject or subjects covered in the position to be filled. 5. Such additional qualifications as may be required by the State Civil Service Commission. LEOTUEEE (INSTITUTION) Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. 262 COMPENSATION — TEACHEE (KINDEEGAETEN) TEAOHEE (GEADES) TEAOHEE (HIGH SCHOOL) TEACHEE (COMMEECIAL SUBJECTS) TEACHEE (HOUSEHOLD AETS) TEACHEE (DEAWING) TEACHEE (MUSIC) TEACHEE (PIANO TUNING) The range of annual compensation of these positions in this Grade for full time service* is from $480 to $900, inclusive, with maintenance, with standard salary rates as follows: $480, $540, $600, $660, $720, $780, $840, $900. * Note. — • The scholastic year of eleven months repre- sents full time service. LECTUEEE (INSTITUTION) The range of annual compensation of this position in this Grade for part time service of not less than three days per week is from $360 to $600, inclusive, with standard salary rates as follows: $360, $420, $480, $540, $600. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 263 GRADE II (E 6 II) Edxicational Service TITLE OF POSITIONS Institution Teacher amd Lecturer Group HEAD TEACHEE DUTIES — Definition: The duties of incumbents of these positions are to take charge of the scholastic and vocational instruction or training and other educational work not covered in any other Group deffinition at a State charitable or penal institution or reformatory, to direct, supervise and in- struct employes in Grade I, to prepare or assist in the preparation of courses of instruction, to supervise the institution library and publications issued by inmates, and to perform such other administrative duties relative to the educational and vocational work of a State charita- ble institution or reformatory as may be assigned. QTJAIIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. ]SI"ot less than three years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPElirSATION — The range of annual compensation of this Grade for full time service* is from $1080 to $1500, inclusive, with maintenance, with standard salary rates as follows : $1080, $1200, $1320, $1440, $1560. * Note. — Head teachers are required to spend the entire year, exclusive of the vacation allowed all employes, at the institution. 264 SPECIAL EEGULATION GOVERNING SALAEY RATES — The entirance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. LIBRARIAN GROUP (E 7) Educational Service Definition: Librariam Group The term Librarian Group is used to identify those author- ized employments of the Educational Service, the incumbents of which are required to buy, examine, annotate, classify, calendar, catalog, file, loan and presei-ve books, manuscripts, documents and other library materials, to organize, interpret and administer such materials for reference use, to organize new and reorganize old libraries, to assist directors of school and public libraries in the management of such libraries, to instruct in all branches of library procedure and methods, and to perform other duties relative to the administration of the ISTew York State Library, the State Library School and allied activities. 265 266 GBADE I (E 7 I) Educational Service _,^___, ^_, ^^r.,rw^^„^ Librarian Qroup TITLE OF POSITIONS — LIBEARY .ASSISTANT DUTIES — Definition: The duties of incumbents of these positions are to perform, under supervision, duties in the buying, ex- amining, annotating, classifying, cataloging, filing and loaning of books, documents and other library materials, and to perform other related duties not requiring a high degree of specialized library training. Examples : Acting as reference assistant in charge of periodical room. Examining and annotating new books. Preparing lists of books on special subjects. QUALIFICATIONS — Persotis holding these positions shall have: 1. Not less than one year of fonnal training for library work or proof of other training or experience recognized by the State Civil Service Commission as the equivalent thereof. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $600 to $780, inclusive, mth standard salary rates as follows: $600, $660, $720, $780. 267 GRADE II (E 7 II) Educational Service TITLE OF POSITIONS Librarian Oroup JTJNIOK LIBRAEIAN DUTIES — Definition: The duties of incunibeiits of these positions are to perform independently duties in the buying, examining, annotating, classifying, cataloging, filing, reference use and loaning of books, documents and other library mate- rials, and to perform related duties requiring specialized knowledge of literature or languages and considerable library training. Exam.plea: Acting aa indexer. Acting as reference assistant. Acting as assistant in the division of educational ex- tension. Acting as assistant in the book selection section. QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than one year of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least one year of experience in work of Grade I char- acter and standard. 3. A degree, diploma or certificate gran,ted on com- pletion of a standard course of instruction in a college of recognized standing, unless this requirement be waived by the appointing officer and the State Civil Service Commission. 4. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $840 to $1200, inclusive, with standard salary rates as follows: $840, $900, $960, $1020, $1080, $1200. 268 GRADE III (E 7 III) Educational Service TITIES OF POSITIONS- -^''~""" ^'"°"^ LIBRAKIAN ASSISTANT ARCHIVIST DUTIES — LIBEAEIAN Definition: The duties of incumbents of these positions, which may involve supervision of employes in Grades I and II, are to direct the activities of branch libraries, to act as instructor in library methods and procedure in the library school, to organize new and reorganize old libra- ries, and to perform independently other duties in gen- eral library work requiring a high degree of training in library technique, knowledge of literature and languages, and a specialized knowledge of and experience in the particular duties covered in the position to be filled. Examples: Acting as medical librarian, State Library. Acting as librarian for the blind. State Library. Giving courses in the State Library School in classi- fication, subject headings, cataloging and loan work. Acting as subject cataloguer in the State Library. Acting as assistant to the director of the State Library. Acting as head of the book selection section of the State Library. Acting as library organizer. ASSISTANT ARCHIVIST Definition: The duties of incumbents of these positions are to keep in custody, classify, index, catalog, calendar and preserve the manuscripts, documents, maps and other records to be placed in the archives of the New York State Library, to conduct the less important research and reference work in connection with the same, and to perform such other related work as may be assigned. 269 Examples : Restoring old manuscripts. Arranging and preparing series of manuscripts for binding. Performing reference work either in person or by cor- respondence. Photostating records, documents, maps, drawings, manuscripts, etc. Collecting and copying Dutch records. QUALIFICATIONS — LIBEARIAN Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than one year of service in Grade II. or if appointed otherwise than by promotion from Grade II, at least one year of experience in work of Grade II char- acter and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. ASSISTANT ARCHIVIST Persons holding these positions shall have: 1. Not less than one year of training or experience in general library work, and in addition at least two years of experience in the care, organization and use of manuscripts. 2. A degree, diploma or certificate granted on com- pletion of a standard course of instruction in a college of recognized standing. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1320 to $1980, inclusive, with standard salary rates as follows: $1320, $1440, $1560, $1680, $1800, $1980. 270 SPECIAL EEGITLATION GOVEENING SAXAEY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 271 ^ ' Educational Service TITLES OF POSITIONS— Ubrarian Group SENIOE LIBEAEIAN AECHIVIST DUTIES — SENIOE LIBEAEIAN Definition: The duties of incumbents of these positions, which may involve supervision of employes in Grades I, II and III, are to direct and assume responsibility for the activities of the more important units of organization or sections of the State library, and to perform independ- ently other duties requiring the highest degree of train- ing and specialized knowledge of library procedure and technique. Examples : Acting as law librarian, State library. Acting as legislative reference librarian, State Library. Acting as reference librarian, State library. Acting as chief of the division of school libraries. State Education Bepartment. Acting as chief of the division of library extension. State Education Department. Acting as book purchaser of the State library. Acting as head of the cataloguing section, State library. AECHIVIST Definition: The duties of the incumbent of this position, which require a wide knowledge of languages and history, con- Biderable training in bibliography and in the proper methods for the care, organization and use of manu- scripts, are to direct the collecting, classifying, filing and preserving of the manuscripts, documents, maps and other records to be placed in the archives of the ISTew York State Library, to conduct the more dilEcult re- search and reference work relative thereto, and to per- form other related duties. Examples: Translating and editing Dutch records and manuscripts. Conducting research work in connection with historical inquiries. 272 ftTIALIFICATIONS — SENIOE LIBEARIAN PersoTis holding these positions shall have: 1. The minimum qualifications prescribed for Librarian, Grade III. 2. Not less than two years of service as a Librarian in Grade III, or if appointed otherwise than by promo- tion from Grade III, at least two years of experience in work of Librarian, Grade III, character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. AECHIVIST The person holding this position shall have: 1. The minimiun qualifications prescribed for Assistant Archivist, Grade III. 2. ISTot less than three years of service as an Assist- ant Archivist in Grade III, or if appointed otherwise than by promotion from Grade III, at least four years of service in work of Assistant Archivist, Grade III, character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2160 to $2820, inclusive, with standard salary rates as follows: $2160, $2340, $2580, $2820. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 273 GRADE V (E 7 V) Educational Service TITLE OF POSITION Librarian Group DIEECTOE, NEW YOEK STATE LIBEAEY DUTIES — Definition: The duties of the incumbent of this position are to direct and assume complete responsibility for the activi- ties of the New York State Library, the State Library School, and such other related units of organization as may be required. QUALIFICATIONS — The person holding this -position shall have: 1. The minimum qualifications prescribed for Senior Librarian, Grade IV. 3. Not less than five years of service as Senior Librarian in Grade IV or if appointed otherwise than by promotion from Grade IV, at least five years of ex- perience in work of Senior Librarian, Grade IV char- acter and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time sersdce is from $5100 to $5700, inclusive, with standard salary rates as follows: $5100, $5400, $5700. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. REGENTS EXAMINER GROUP (E 8) Educational Service Definition: Regents Examiner Group The term Regents Examiner Group is used to identify those authorized employments of the Educational Service, the incumb- ents of which are required to prepare question papers, to conduct examinations, to rate answer papers and to perform such other related work as may be required in the administration of the Regents examination system. 275 276 GRADE I (E 8 I) Educational Service TITLE OF POSITIONS- ^'^'''*' Examiner Group EEGENTS EXAMINER DUTIES — Definition: The duties of incumbents of these positions are to prepare question papers used in Regents examinations and in other examinations conducted by the University of the State of l^ew York, to rate answer papers of such examinations, to record the results of such examinations, to issue credentials therefor, and to perform such other related work as may be assigned. Examples: Preparing question papers for the Cornell University scholarship examination, for the State teachers examination, for training class and training school examinations or for Regents examinations. QUALIFICATIONS — Persoiis holding these positions shall have: 1. A degree, diploma or certificate granted on com- pletion of a standard course of instruction in a college of recognized standing. 2. Not less than three years of experience in teach- ing the subject or subjects covered in the position to be filled in a secondary school or schools approved by the Board of Regents of the University of the State of New York. 3. Such additional qualifications as may be required by the State Civil Service Commission acting in co- operation with the Boaird of Regents of the University of the State of New York. COMPENSATION — The range of amiual compensation of this Grade for full time service is from $960 to $1320, inclusive, with standard salaiy rates as follows: $960, $1020, $1080, $1200, $1320. 277 GRADE II (E 8 II) ^, ^. , „ . EduoaUonal Service TITLES OF POSITIONS Regents Examiner Group SENIOE EEGENTS EXAMmER iSEmOE REGENTS EXAMINER (EDITOR) DUTIES — Definition: The duties of incumbents of these positions, which may involve supervision of employes in Grade I, and the editing of Regents examination questions, requiring highly specialized knowledge and training, are to pre- pare questions, conduct examinations and rate papers for Regents credentials on lectural and advanced sub- jects, and to perform other services of similar character and standard. Examples: CritieiBing question papers prepared by examiners. Eating papers in college graduate and teachers' sub- jects. Conducting teachers' and professional examinations. Supervision of clerical work relating to issuance of academic credentials. Conducting correspondence with superintendents and principles concerning Kegents examinations. Conduct the examinations for licenses to practice the several professions in the State of New York. Eerating papers on appeal and reporting on same. Editing questions in the several subjects given in the Eegents examinations. ftUAlIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than two years of service in Grade I, or if appointed othenvise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the Sitate Civil Service Commission acting in co-op- eration with the Board of Regents of the University of the State of New York. 278 COMPENSATION — The range of annual compensation of this Grade for full time service is from $1440 to $1800, inclusive, V7ith standard salary rates as follows: $1440, $1560, $1680, $1800. TEACHER AND LECTURER GROUP* (E 9) Educational Service Definition: Teacher and Lecturer Group The term Teacher and Lecturer Group is used to identify those authorized employments of the Educational Service, the in- cumbents of which are required to take charge of the educational, professional and vocational work, and to teach or lecture on pre- scribed subjects and courses, at those schools and colleges subject to control and regulation by the Board of Regents of the Univer- sity of the State of New York, and to perform such other related duties as may be necessary to the supervision and operation of the educational system at such schools and colleges. *N'OTB. — Standard specifications for the several grades of this group will be prepared when an institution of learning is placed under the direct control of the Board of Eegents and the President of the University of the State of New York. 279 PUBLICITY SPECIALIST GROUP (E 10) Eduoa/tional Service Definition: Publicity Specialist Group The term Publicity Specialist Group is used to identify those authorized employments of the Educational Service, the incum- bents of which are required to direct and assume responsibility for and to carry on the publicity and educational work of a State department, in which such work is not otherwise provided for and to perform other related duties in promoting the interests of such department through publicity and educational propaganda. 281: 283 GRADE I (E 10 I) Ed^ational Service TITLE OF POSITIONS Publicity Specialist Group PUBLICITY SPECIALIST DUTIES — Definition: The duties of the incumbents of these positions are to prepare or assist in the preparation of departmental bulletins and other literature; to supervise and be re- sponsible for proofreading and editorial revision of the same; to conduct publicity and educational campaigns where such work is not otherwise provided for ; to direct departmental exhibit work and to perform such other related duties as may be required. Examples: Preparing statements for the press. Supervising or assisting in the editorial revision of de- partmental literature. Designing and supervising the loan of departmental exhibits and conducting educational campaigns through same. QUALIFICATIONS — Persons holding these positions shall have: 1. Not less than three years of reportorial experi- ence or in other work affording familiarity with pub- licity methods and practice and in editing, recognized by the State Civil Service Commission as the equivalent thereof. 2. Such additional qualifications as may be required by the State CiA-il Service Commission. COMPENSATION — The range of annual compensation of this Grade for fulltime service is from $1800 to $2580, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340, $2580. INVESTIGATIONAL AND EXAMINING SERVICE SYMBOL (F) Definition The term Investigational and Examining Service is used to identify those authorized employments of the State Government, the incumbents of which are required to assemble, analyze, interpret and report upon facts, data and other information obtained through the in- vestigation and examination of practices, persons or things, to be used as a basis for ofKcial action in the enforcement of statutory or departmental regulation relative thereto, where such is not provided for in any other Service specification. 283 AFTER CARE AGENT GROUP (F 1) Investigational and Examining Service After Care Agent Group The term After Care Agent Group is used to identify those authorized employments of the Investigational and Examining Service, the incumbents of which are required to regularly visit, assist and generally care for patients paroled from iState hospitals for the insane, to keep prescribed records and reports and to perform other work relating to welfare of such persons. 285 286 GRADE I (F 1 I) Investigational and Examining Service After Care Agent Group TITLE OF POSITIONS — AFTER CARE AGENT DUTIES — Definition: The duties of incumbents of these positions are to visit regularly, assist and generally care for patients paroled from State hospitals for the insane, to keep prescribed records and reports and to perform other related work. Examples : Accompanying patients to domestic relations court, law offices, railroad stations and various clinics. Visiting co-operating societies and employment agencies. Preparing case histories. QUALIFICATIONS- Persons holding these positions shall have: 1. ISTot less than two years of service in Grade II, JS^urse Group of the Professional and Scientific Service, or Grade II, Attendant Group of the Institutional Service, or if appointed otherwise than by promotion from Grade II, l^urse Group, or Grade II, Attendant Group, at least two years of experience in work of Grade II, Nurse Group, or Grade II, Attendant Group, character and standard, or at least two years of experi- ence in social investigative work of equivalent character and standard. COMPENSATION — The range of annual compensation of this Grade for full time service is from $600 to $720, inclusive, with maintenance, with standard salary rates as follows : $600, $660, $720. For positions in this Group, where the incumbent is required to take charge of the after care work for two or more State hospitals for the insane, the annual standard rates shall be $840 to $960, inclusive, with maintenance. BANK EXAMINER GROUP (F 2) Investigational and Examining Service Definition: Bank Examiner Group The term Bank Examiner Group is used to identify those authorized employments of the Investigational and Examining Service, the incumbents of v?hich are required to examine the books of accounts and other records of banking institutions for the purpose of determining their solvency and the conformity of practice and methods to statutory and departmental regulation. 287 288 GRADE I (F 2 I) investigational and Examining Service Bank Examiner Group TITLE OF POSITIONS — ASSISTANT BANK EXAMINER DITTIES — Definition: The duties of incumbents of these positions, which require a thorough knowledge of the law and practice governing banking institutions and of auditing and accounting practice, are to execute important assign- ments involved in the examination of the books of accounts and other records of bauking institutions, or to supervise sections of examinations of minor importance. Examples: Examining, checking and proving loans. Examining bonds and mortgages. Counting and checking cash. QUALIFICATIONS — Persons holding these positions shall have: 1. The qualifications prescribed for Grrade II of the Accountant Group of the Professional and Scientific Service* and in addition, at least one year of experi- ence in work of Grade II, Accountant Group, character and standard ; or 2. Not less than three years of service in the State Banking Department in highly specialized clerical work, requiring independent judgment and continuing respon- sibility; or 3. Not less than three years of experience in a bank or banking institution in highly specialized clerical work, requiring independent judgment and continuing re- sponsibility. 4. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annwil compensation of this Grade for full time service is from $1800 to $2160, inclusive, with standard salary rates as follows : $1800, $1980, $2160, The range of per diem compensation of this Grade is from $6 to $7, inclusive, with standard salary rates as follows: $6.00, $6.50, $Y.00. * Note. — For detailed qualifications refer to page 75. Said qualifications are hereby incorporated in the specification of this Grade. 289 GRADE II (F 2 II) t^'T.... lii-'oestigational and Examining Service TITLE OF POSITIONS- Ba^k Examiner Group BANK EXAMINEE DUTIES — Definition: The duties of incumbents of these positions are to supervise examinations of minor or major importance or primary divisions of important examinations of the books of accounts and other records of banking institu- tions, and to report thereon. QUALIFICATIONS — Persons holding these positions shall have: (a) As a basis for promotion: 1. Not less than two years of service in Grade I. 2. Such additional qualifications as may be required by the State Civil Service Commission. (b) As a basis for original appointment: 1. The qualifications prescribed for Grade III of the Accountant Group of the Professional and Scientific Service;* or 2. Not less than five years of service in the State Banking Department in highly specialized clerical work requiring independent judgment and continuing responsibility; or 3. Not less than five years of experience in a bank or banking institution in highly specialized clerical work requiring independent judgment and continuing responsibility. 4. Such additional qualifications as may be required by the State Civil Service Commission. •Note. — For detailed qualifications refer to page 77. Said qualifications are hereby incorporated in the specification of this Grade. 10 290 COMPENSATION — The range of annual compensation of this Grade for full time service is from $2340 to $3540, inclusive, with standard salary rates as follows: $2340, $2580, $2820, $3060, $3300, $3540. The range of per diem compensation of this Grade is from $8 to $12, inclusive, with standard salary rates as follows : $8.00, $8.50, $9.25, $10.00, $11.00, $12.00. SPECIAL EEGULATION GOVEENING ADVANCEMENT SAL- AEY BATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to he performed; provided that the last three salary rates, $3060, $3300 and $3540 (or their per diem equivalents, $10, $11 and $12), shall be assigned only to positions, the incumbents of which are charged with the conduct of examina- tions of major importance and shall be designated by the work title of Senior Bank Examiner. 291 GRADE III (F 2 III) investigational and Examininy Service Bank Examiner Group TITLES OF POSITIONS — SUPERVISIlsrG BANK EXAMINER CHIEF BAISTK- EXAMINER DUTIES — Definition: The duties of incumbents of these positions are to direct and supervise the bureau or other primary unit of a State department charged with the examination of the books of accounts and other records of banking institutions, or to supervise and direct examinations requiring the highest degree of technical training and administrative ability. QUAIIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than three years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least three years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — SUPERVISING BANK EXAMINER The range of annual compensation of this position in this Grade for full time service is from $3900 to $4500, inclusive, with standard salary rates as follows : $3900, $4200, $4500. The range of per diem compensation of this posi- tion in this Grade is from $13 to $15, inclusive, with standard salary rates as follows: $13, $14, $15. CHIEF BANK EXAMINER The range of annual compensation of this position in this Grade for full time service is from $4800 to 29d $5400, inclusive, with standard salary rates as follows: $4800, $5100, $5400. The range of per diem compensation of this posi- tion in this Grade is from $16 to $18, with standard salary rates as follows: $16, $17, $18. SPECIAL REGULATION GOVEENING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. CIVIL SERVICE EXAMINER GROUP (F 3) Investigational and Examining Service JJefinitwn: Civil Service Exam,iner Group The term Civil Service Examiner Group is used to identify those authorized employments of the Professional and Scientific Service, the incum.bents of which are required to analyze the pre- scribed requirements and duties of the positions in the Civil Service of the State, to collect data relevant thereto, to prepare examination questions, to rate examination papers and to perform other technical work in the establishment of eligible lists for positions within the Civil Service of the State or in enforcing the provisions of the State Civil Service Law and the rules and regulations of the State Civil Service Commission. 293 294 ^ ' Investigational and Examining Service rrjiTiTTj nji pOSTTTOTm Civil Service Examiner Group CIVIL SERVICE EXAMINER DUTIES — Definition: The duties of incumbents of these positions, which require ability to collect, classify and interpret informa- tion relating to the lines of work performed in the State, are to determine and record duties and work require- ments of positions in the civil service, to prepare simple examinations on the basis thereof, to rate examination papers and to make minor investigations of depart- mental or other practice incident to the enforcement of civil service laws and regulations in the State, or cities thereof. Examples : Preparing examinations for positions in the First or Second Grades, Clerk Group. Preparing examinations for positions in the First Grade, Bookkeeper Group. Rating papers therefor. Investigating the enforcement of regulations govern- ing the rating and recording of individual efficiency. QUAIIFICATIONS — Persons holding these positions shall have: 1. Such education as is evidenced by a degree granted on completion of a standard course of instruc- tion in a college or technical school of recognized standing. 2. Not less than two years of practical experience in engineering, accounting, teaching or other profes- sional work of a standard and character approved by the State Civil Seiwiee Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1440 to $1800, inclusive, with standai-d salary rates as follows: $1440, $1560, $1680, $1800. 295 The range of per diem compensation of this Grade is from $2.50 to $5.00, inclusive, with standard salary rates as follows: $2.50, $3.00, $3.50, $4.00, $4.50, $5.00. 296 U-KADE II (F 3 II) Investigational and Examining Service TITLES OF POSITIONS Civil Service Examiner Group SENIOE CIVIL SERVICE EXAMINER SENIOR CIVIL SERVICE EXAMINER (STAND- ARDS AND SERVICE RECORDS) DUTIES — SENIOR CIVIL SERVICE EXAMINER Definition: The duties of incumbents of these positions, which require specialized training and demonstrated ability in civil service examining methods, are to assume re- sponsibility for a major division of the examining work of the Civil Service Commission, to prepare and rate technical, scientific or other important vsrritten or oral examinations requiring an intimate knowledge of pro- cedures and employment conditions within a professional or technical service and to make independent inspec- tions and investigations of the methods and practices of municipal civil service commissions, under the direc- tion of the Chief Examiner. Examples : Preparing and conducting examinations for positions in Engineer Group. Preparing and conducting examinations for positions in the Accountant, Statistician, Bookkeeper and other technical Groups. SENIOR CIVIL SERVICE EXAMINER (STAND- ARDS AND SERVICE RECORDS) Definition: The duties of incumbents of these positions, which require ability to investigate and report upon working conditions of the yjersonnel within State departments, are to supervise the installation and maintenance of individual service records, to review departmental ratings, and to perform related technical or investiga- tive work incidental to the enforcement of civil service efficiency regulations. 297 QUALIFICATIONS — SENIOE CIVIL SERVICE EXAMINER Persons holding these positions shall have: (a) As a basis for promotion: 1. jSTot less than three years of service in Grade I. 2. Such additional qualifications as may be required by the State Civil Service Commission. (b) As a basis for original entrance: 1. Such education as is evidenced by a degree granted on completion of a standard course of in- struction in a college or technical school of recog- nized standing. 2. Not less than five years of experience in the practice of engineering, accounting, teaching or other professional work of a character and standard approved by the iState Civil Service Commission. 3. Such additional qualifications as may be required by the State Civil Service Commission. SENIOR CIVIL SERVICE EXAMINER (STAND- ARDS AND SERVICE RECORDS) Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than tvro years of service in Grade I, a major portion of which must have been spent in work related to service records, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work related to efficiency records, of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time sei-vice is from $1980 to $2580, inclusive, with standard salary rates as follows: $1980, $2160, $2340, $2580. 298 SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Conunission, indicating that the rates to be designated do not exceed the value of the work to be performed. 299 GRADE III (F 3 III) Investigational and Exaniininf/ Hviuice TITLES OF POSITIONS dvH Service Examiner Group CHIEF CIVIL SEEVICE EXAMINEE CHIEF CIVIL SERVICE EXAMINER (STAND- ARDS AND SERVICE RECORDS) DUTIES — CHIEF CIVIL SERVICE EXAMINER Definition: The duties of the incumbent of this position, which require the widest knowledge of civil service examining technique, are to direct the work of the Examining Division and assume complete responsibility, subject to the supervision of the Civil Service Commission, for the arrangement, conduct and rating of all civil service examinations and for inspections and investigations of the methods and practice of municipal civil service commissions. CHIEF CIVIL SERVICE EXAMINER (STAND- ARDS AND SERVICE RECORDS) Definition: The duties of the incumbent of this position are to inaugurate and direct, under the supervision of the Civil Service Commission, investigations and studies of organ- ization, system and procedure of departments, divisions and bureaus of the State, to install and supervise a sys- tem of individual service records as one of the bases of promotion and demotion, with a system of checks thereon, and to make other investigations pertinent to the development of a modem system of employment in the State service. aUAIIFICATIONS — CHIEF CIVIL SERVICE EXAMINER The person holding this position shall have: 1. The minimiim qualifications prescribed for Grade II, 2. Not less than two years of service in Grade II, or 300 if appointed otherwise than by promotion from G-rade II, at least three years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. CHIEF CIVIL SEEVICE EXAMINEE (STAND- ARDS AND SERVICE RECORDS) The person holding this position shall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than three years of service in Grade II in work related to service records, or if appointed otherwise than by promotion from Grade II, at least five years of experience in charge of work related to service records of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $3300 to $4500, inclusive, with standard salary rates as follows: $3300, $3600, $3900, $4200, $4500. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, imder the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. EXAMINER OF COMPENSATION CLAIMS GROUP (F4) Investigationai and Examining Service Examiner of Compensation Claims Group Definilion : The term Examiner of Coinpeusation Claims Group is used to identify those authorized employments of the Investigational and Examining Service, the incumbents of which are required to make examinations and field investigations and hold hearings relative to claims for compensation under the provisions of the Workmen's Compensation Law and to perform other related work. 301 302 ■^^ *• ' Investigational and Examinimj Service TITLE OF POSITIONS Examiner of Compensation Claims Group EXAMINER OF CLxUiM.S DUTIES — Definition: The duties of incumbents of these positioiis, whicli are performed under su})ervision, are to make routine examinations of claims for compensation under the pro- visions of the Workmen's Compensation Law, to make field investigatio]is relative thereto when necessary, in order to determine questions of fact, to make recom- mendations for awards, to serve subpoenas and to per- form other work of equivalent character and standard. aUAlIFICATIOWS — Persons holding the.se positions shall have: 1. Xot less than two years of experience in pro- fessional, commercial or industrial work, or in public service, affording opportunity to become familiar with the type of work covered in the position to be filled. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $l-tiO, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440. 303 GRADE II (F 4 II) r .-.-,, r ■ ^ ■ ' Investigational and Miinamimny hervice TITLE OF POSITIONS Examiner of Compensation Claims Croai) SENIOR EXAMINER OF CLAIMS DUTIES — Definition: The duties of incumbents of these positions, which are performed under supervision, are to examine claims for compensation under the provisions of the Work- men's Compensation Law involving difficult questions of law or fact, to make field investigations relative thereto, to make recommendations for awards and to perform other work of equivalent character and standard. QUALIFICATIONS — Persons holding these positions shall hare: 1. The minimum qualifications prescribed for Grade I. 2. JSTot less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1560 to$1980, inclusive, with standard salary rates as follows: $1560, $1680, $1800, $1980. 304 i7KAD£i ni (F 4 III) Investigational mid Examining Service TITLE OF POSITIONS Uma/miner of Compensation Claims Group EEFEEEE ( COMPENSATIOjST CLAIMS) DUTIES — Definition: The duties of incmnbents of these positions, which require judgment and independent responsibility, are to direct and supei'vise the activities of a district office of that department of the State govenmient charged with the enforcement of the provisions of the Workmen's Compensation Law, to hold heai-ings, direct investiga- tions, take depositions, administer oaths, issue subpoenas, compel attendance of witnesses and the production of books, accounts, papers, records and testimonies, to make awards and decisions and to issue orders involved in the administration of the provisions of said law. QUALIFICATIONS — Persons holding these positions shall have: 1. !N^ot less than three years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least six years of experience in professional, commercial or industrial work, or in public service, affording opportunity to acquire special knowledge of the work covered in the position to be filled, at least three years of which shall have been in an administrative capacity. 2. Such additional qualifications as may be reqiiired by the iState Civil Seiwice Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2580 to $3540, inclusive, with standard salary rates as follows: $2580, $2820. $3060', $3300, $3540. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 305 GaADE IV (F 4 IV) Investigational wnd Ewanimvng Service Emaminer of Compensation Claims Oroup TITLE OF POSITION — CHIEF EXAMINEE OF CLAIMS DUTIES — Definition: The duties of the incumbent of this position are to direct and assume responsibility for the activities of a division or other primary unit of the State department charged with the administration and enforcement of the Workmen's Compensation Law, involving the receipt and examination of reports of injuries and testimony in support of claims for compensation, the making of field investigations and the preparation of data relative thereto for use in the determination of the awards, the notification of all interested parties as to times of hear- ings and the disposition of claims, and the keeping of records of awards made and payments thereof. ftTIALIFICATIONS — The person holding this position shall have: (a) As a basis for promotion: 1. Not less than five years of service in Grade II, or at least two years of service in Grade III. 2. Such additional qiialifications as may be required by the State Civil Service Commission. (b) As a basis for original entrance: 1. Wot less than five years of experience in an administrative capacity in professional, commercial or industrial work, or in public service, of Grade III character and standard. 2. Such additional qualifications as may be required by the iState Civil Service Co mm ission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $3600 to $4500, inclusive, with standard salary rates, as follows: $3600, $3900, $4200, $4500. 306 GRADE V (F 4 V) investigational and Examining Service Escaminer of Compensation Claims Group TITLE OF POSITION — DIRECTOK OF WOEKMEN'S COilPENSATION BUEEAU DUTIES — Definition: The duties of the iufurnk-nt of this position are to direct and assume complete re»ix)nsibility for the activi- ties of that bureau or other primary unit of the State government charged directly with the administration and enforcement of the AVorkmen's Compensation Law. QUALIFICATIONS — The person holding this ■position shall have: 1. A degree of Bachelor of Laws granted by a college of recognized standing, or a certificate or record of admission to the bar of ISTew York State, or experience recognized by the State Civil Service Commission as the equivalent thereof. 2. ISTot less than two years of service in Grade IV, or at least four years of service in Grade III, or if appointed otherwise than by promotion, not less than eight years of practical experience in professional, com- mercial or industrial work, or in public service, at least five years of which shall have been in a capacity requir- ing a high order of organizing and executive ability and at least three years of which shall have been in work affording special opportunity to become familiar with the principles of compensation insurance. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $4800 to $6000, inclusive, with standard salary rates as follows: $4800, $.5100, $5400, $5700, $6000. EXAMINER OF CORPORATION TAX GROUP (F 5) Investigational and Examining Service T-i /• •!• Examiner of Corporation Tax Group JJepnihon: The term Examiner of Corporation Tax Group is used to identify those authorized employxaents of the Investigational and Examining Service, the incumbents of which are required to direct and conduct such investigations regarding delinquent cor- porations, involving the examination of officers, books and records and operating methods as may be necessary to the determination and fixation of corporation taxes and the enforcement of the pro- visions of the Tax Law relative thereto. 307 308 GRADE I (F 5 I) investigational and Examining Service Examiner of Corporation Tace Group TITLE OF POSITIONS — EXAMINER OF CORPOEATION TAX DUTIES — Definition: The duties of incumbents of these positions are to make, under supervision, such investigations regarding delinquent corporations, involving the examination of officers, books, records and operating methods, as may be necessary to the determination and fixation of corpo- ration taxes and the enforcement of the provisions of the Tax Law relative thereto. QUALIFICATIONS — Persons holding these positions shall have: 1. Not less than three years of experience in pro- fessional or commercial work, or in the public service, affording opportunity to become familiar with accoimt- ing and operating methods of corporations; provided, that a degree of Bachelor of Laws granted by a college of recognized standing, or evidence of admission to the bar of the State of New York, or such training in accounting as is evidenced by a degree, diploma or cer- tificate granted on completion of a standard course of instruction in an accounting school of recognized stand- ing, will be accepted in lieu of two years of the experi- ence requirement in this section. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service of not less than 1800 working hours per annum is from $1560 to $1980, inclusive, with standard salaiy rates as follows: $1560, $1680, $1800, $1980. 309 The annual compensation of this Grade for part time service of not less than 1000 working hours per annum, is $1500. The annual compensation of this Grade for part time service of not less than 750 working hours, but not more than 1000 working hours per annum, is $1200. 310 GRADE II (F 5 II) investigational and Examining Service Ecoamiiner of Corporation Too; Group TITLE OF POSITION — SENIOE EXAMINEE OF COEPOKATION TAX DUTIES — Definition: The diities of the incumbent of this position are to direct and assume complete responsibility for the activities of an important division of that bureau or other primary unit of a State department charged with the enforcement of the provisions of the Tax Law relative to the assessment of corporation taxes. Example : Directing activities of the New York oiBce of the State Tax Department. QUALIFICATIONS — The person holding this position shall have : 1. The minimum qualifications prescribed for Grade I. 2. Not less thaji two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of aimual compensation of this Grade for full time service is from $2160 to $2580, inclusive, with standard salary rates as follows: $2160, $2340, $2580. 311 GRADE III (F 5 III) Invest iyationcU and Etcamining Service Examiner of Corporation Tax Oroup TITLE OF POSITION — SUPERVISING EXAMINER OF CORPORATIUN TAX DUTIES — Definition: The duties of the incumbent of this position are to assist in the direction and supervision of the activities of that bureau or other organization unit of a State department charged with the enforcement of the pro- visions of the Tax Law relative to the assessment of corporation taxes. QUALIFICATIONS — Persons holding these positions shall have: 1. The qualifications prescribed for Grade V of the Clerk Group of the Clerical Service* and in addi- tion at least three years of service in Grade V; or, if appointed otherwise than by promotion from Grade V, not less than five years of experience in professional or commercial work or in public service affording opjHjr- tunity to become familiar with the type of work cov- ered in this position ; provided that a degree of Bachelor of Laws granted by a college of recognized standing or evidence of admission to the Bar of the State of New York will be accepted as the equivalent of two years of the experience requirement in this section. 2. Such additional qualifications as may be pre- scribed by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2820 to $3300, inclusive, with standard salary rates as follows: $2820, $3060, $3300. * Note. — For detailed qualifications refer to page 34. Said qviallftcations are hereby Incorporated in the specification of this Oradc. 312 GEADE IV (F 5 IV) investigational and Examining Service Examiner of Corporatkm Tax Group TITLE OF POSITION — CHIEF EXAMINEE OF CORPORATIOJST TAX DUTIES — Definition: The duties of the incumbent of this position are to direct and assume complete responsibility for the activities of that bureau or other organization unit of the State department charged with the enforcement of the provisions of the Tax Law relative to the assess^ ment of corporation taxes. QUALIFICATIONS — The person holding this position shall have: 1. 'Not less than three years of service in Grade III or, if appointed otherwise than by promotion from Grade III, at least three years of experience in work of Grade III character and standard. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $3900 to $5100, inclusive, with standard salary rates as follows: $3900, $4200, $4500, $4800, $5100. SPECIAL EEGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the Stat« Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. EXAMINER OF DOCUMENTS AND RECORDS GROUP (F6) Investigational and Eocamming Service T) j: ■!• . Exanwner of Docwments amd Records Group The term Examiner of Documents and Records Group is used to identify those authorized employments of the Investiga- tional and Examining Service, the incumbents of which are required to examine, inspect and verify documents and records relating to special features of iinancial transactions, or to examine documents submitted by applicants requesting authority to operate as a corporate body. 313 314 GRADE I (F 6 I) investigational mid ISxamining Bwvice Uxaminer of Documents and Records Group TITLES OF POSITIONS — JUNIOE EXAMINER OF DOGCMENTS ANJ^ RECORDS (STOCK TRANSFER TAX) JUNIOR EXAMINER OF DOCUMENTS AxYD RECORDS (COURT AND TRUST -FUND) DUTIES — Definition : The duties of incumbents of tliese positions, which require a knowledge of the statutory and departmental regulation governing the procedures involved and of bookkeeping procedure and office methods, are to per- form, under supervision, detail work involved in the ex- amination of documents and records relating to special features of financial transactions. Examples: Assisting in the examination of stock transfer tax records. Assisting in the examination of court and trust fund accounts. QUALIFICATIONS — Persons holding these positions shall have: 1. Not less than two years of experience in pro- fessional or commercial work or in public service afford- ing opportunity to become familiar with the type of work covered in the position to be filled. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — JUNIOR EXAMINER OF DOCUMENTS AND RECORDS (STOCK TRANSFER TAX) The range of annual compensation of this position in this Crade is from $1080 to $1320, inclusive, with standard salary rates as follows: $1080, $1200, $1320. JUNIOR EXAMINER OF DOCU^MENTS AND RE( 'OR OS (COURT AX 1) TRUST FUND) The ranne of anniuil compensation of this position in this Grade for full time service is from $1080 to $14-1:0, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440. 315 fPATkin TT /-ci c TT\ Investigational and Eccamini/ng Service uTbAUJU li (t! b 11; Eaoaminer of Documents and Records Group TITLES OF POSITIONS — EXAMINEE OF DOCUMENTS AND RECOKDS (MORTGAGE TAX) EXAMINER OF DOCUMENTS AND RECORDS (STOCK TRANSFER TAX) EXAMINER OF DOCUMENTS AND RECORDS (COURT AND TRUST FUNDS) EXAMINER OF DOCUMENTS AND RECORDS (CORPORATION PAPERS) DUTIES — EXAMINER OF DOCUMENTS AND RECORDS (MORTGAGE TAX) EXAMINER OF DOCUMENTS AND RECORDS (STOCK TRANSFER TAX) EXAMINER OF DOCUMENTS AND RECORDS (COURT AND TRUST FUNDS) Definition: The duties of incumbents of these positions, which involve independent responsibility, are to examine, analyze and interpret documents and records relating to special features of financial transactions, to determine their conformity with the laws of the State and to report thereon. Hceamples : Examining stock transfer tax records Examining court and trust fund accounts. Examining mortgage tax records. EXAMINER OF DOCUMENTS AND RECORDS (CORPORATION PAPERS) Definition: The duties of incumbents of these positions, which require a specialized knowledge of the corporation law of the State, are to examine the articles of association, 316 proposed amendments thereto and supplementary cer- tificates and reports submitted by applicants requesting authority to operate as a corporate body and to deter- mine their conformity with the laws of the State. OUALIFICATIONS — EXAMINER OF DOCUMEISTTS AND EECORDS (MORTGAGE TAX) Persons holding these positions shall have: 1. Not less than three years of experience in pro- fessional or commercial work, or in public service, re- quiring a knowledge of the provisions of the Tax Law relative to mortgage taxes and familiarity with public records relating to the transfer of property; provided, that a degree of Bachelor of Laws granted by a college of recognized standing, or evidence of admission to the bnr of the State of New York, will be accepted in lieu of two years of the experience requirement in this section. 2. Such additional qualifications as may be required by the State Civil Service Commission. EXAMINER OF DOCUMENTS AND RECORDS (STOCK TRANSFER TAX) EXAMINER OF DOCUMENTS AND RECORDS (COURT AND TRUST FUND) Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. -. Not less than two years of sei-^'ice in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard; provided, that a degree of Bachelor of Laws granted by a college of recognized standing, or evidence of admission to the bar of the State of New York, will be accepted in lieu of the mini- mum qualifications prescribed for Grade I and one year of the experience requirement in this section. 317 3. Such additional qualifications as may be required by the State Civil Service Coimnission. EXAMINER OF UOCUiMENTS AND RECORDS (CORPORATIOK PAPERS) Persotis holding these positions shall have: 1. A degree of Bachelor of Laws granted upon completion of a standard course of instruction in a col- lege of recognized standing' or a certificate or record of admission to the bar of the State of JSTew York ; or 2. Not less than three years of experience as a law clerk of a standard satisfactory to the State Civil Service Commission. 3. Such additional qualifications as may be required by the State Civil Sei-vioe Commission. COMPENSATION — EXAMINER OF DOCUMENTS AND RECORDS (MORTGAGE TAX) The range of annual compensation of this position in this Grade is from $1680 to $1980, inclusive, with standard salary rates as follows: $1680, $1800, $1980. EXAMINER OF DOCUMENTS AND RECORDS (STOCK TRANSFER TAX) The range of annual compensation of this position in this Grade for full time service is from $1440 to $1800, inclusive, with standard salary rate as follows: $1440, $1560, $1680, $1800. EXAMINER OF DOCUMENTS AND RECORDS (COURT AND TRUST FUND) The range of annual compensation of this posi- tion in this Grade for full time service is from $1560 to $1980, inclusive, with standard salary rates as fol- lows: $1560, $1680, $1800, $1980. 318 EXAMINER OF DOCUMENTS AND RECORDS (CORPORATIOAT PAPERS) The range of aiuraal compensation of this position in this Grade for full time sei"vice is from $1440 to $1980, inclusive, with standard salary rates as follows: $1440, $1560, $1680, $1800, $1980. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES FOR EXAMINER OF DOCIT- MENTS AND RECORDS (CORPORATION PAPERS) — Advancement for this position in this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rate to be designated does not exceed the value of the work to be performed. 319 GRADE III (F 6 III) investigational and Examimmg Service Examiner of Documents ana Records Group TITLES OF POSITIONS — SUPERVISION G EXAMINEE OF DOCUMENTS AND EE COEDS (MOETGAGE TAX) SUPERVISING EXAMINER OF DOCUMENTS AND RECORDS (COURT AND TRUST FUND) SUPERVISING EXAMINER OF DOCUMENTS AND RECORDS (CORPORATION PAPERS) DUTIES — SUPERVISING EXAMINER OF DOCUMENTS AND RECORDS (MORTGAGE TAX) Definition: The duties of the incumbent of this position are to assist in the direction and supervision of the activities of that bureau or other primary unit of a State depart- ment charged vsrith the enforcement of the provisions of the Tax Law relative to mortgage taxes. SUPERVISING EXAMINEE OF DOCUMENTS AND RECORDS (COURT AND TRUST FUND) Definition: The duties of the incumbent of this position are to direct and supervise a major examining unit of that bureau or other primary unit of a State department charged v^ith the examination of court and trust fund accounts. SUPERVISING EXAMINER OF DOCUMENTS AND RECORDS (CORPORATION PAPERS) Definition: The duties of the incumbent of this position, v^hich require a high degree of administrative ability, are to supervise and direct the activities of that bureau or other primary unit of a State department charged with the enforcement of the provisions of the General Corporation Lavi^ relative to the incorporation of cor- porations. 320 QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. JSTot less than two years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least two years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — SUPERVISING EXAMINER OF DOCUMENTS AND RECORDS (MORTGAGE TAXj The range of annual compensation of this position in this Grade for full time service is from $2340 to $3300, inclusive, with standard salary rates as follows: $2340, $2580, $2820, $3060, $3300. SUPERVISING EXAMINER OF DOCUMENTS AND RECORDS (CORPORATION PAPERS) The range of annual compensation of this position in this Grade for full time service is from $2340 to $3060, inclusive, with standard salary rates as follows: $2340, $2580, $2820, $3060. SUPERVISING EXAMINER OF DOCUMENTS AND RECORDS (COURT AND TRUST FUND) The range of annual compensation of this position in this Grade for full time service is from $2580 to $3540, inclusive, with standard salary rates as follows: $2580; $2820, $3060, $3300, $3540. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 321 CrRADE IV (F 6 IV) investigational and Examining Service Examiner of Documents and Records Group TITLES OF POSITIONS — CHIEF EXAMINEE OF DOCUMENTS AND RECOEDS (MORTGAGE TAX) CHIEF EXAMINER OF DOCUMENTS AND RECORDS (STOCK TRANSFER TAX) DUTIES — Definition: The duties of incmnbents of these positions, which require a high degree of administrative ability, are to direct and assume complete responsibility for the activi- ties of that bureau or other primary unit of the State department charged with the enforcement of the pro- visions of the Tax Law relative to mortgage or stock transfer taxes. QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade III. 2. Not less than three years of service in Grade III, or if appointed otherwise than by promotion from Grade III, at least three years of experience in work of Grade III character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — CHIEF EXAMINER OF DOCUMENTS AND RECORDS (MORTGAGE TAX) The range of annual compensation of this position in this Grade for full time service is from $3600 to $4200, inclusive, with standard salary rates as follc-wa: $3600, $3900, $4200. 11 ' 322 CHIEF EXAMINEE OF DOCUMENTS AND EECOEDS (STOCK TEANSFEE TAX) The range of annual compensation of this position in this Grade for full time service is from $3300 to $3900, inclusive, with standard salary rates as follows: $3300, $3600, $3900. INDUSTRIAL CODE EXAMINER GROUP (F 7) Investigational and Examining Service Jlafi'njh'n'r} • Industrial Code Examiner Group The term Industrial Code Examiner Group is used to identify those authorized employments of the Investigational and Examining Service, the incumbents of which are required to conduct hearings, make investigations, organize advisory com- mittees and confer with such committees and with architects, engineers, builders and others for the purpose of making recom- mendations as a basis for executive action relative to the revision or modification of the Industrial Code, to review appeals from orders issued for the enforcement of the Labor Law and the reports and recommendations of inspectors relative thereto and to perform other related work. 323 324 GRADE I (F 7 I) investigational and Examining Service Industrial Code Examiner Group TITLE OF POSITIONS — INDUSTEIAL CODE EXAMIjSTER DUTIES — Definition: The duties of incumbents of these positions are to conduct hearings, make investigations, organize advis- ory committees and confer with such committees and vsrith architects, engineers, builders and others, for the purpose of making recomoiendations as a basis for executive action relative to the revision or modification of libe Industrial Code, to review appeals from orders issued for the enforcement of the Labor Law and the reports and recoTmn endations of inspectors relative iiiereto and to perform other related work. aiTAIIFICATIOHS— .Persons holding these positions shall have: 1. A degree in mechanical or sanitary engineering granted on completion of a standard course of instruc- tion in a college of recognized standing, and, in addition, not less than five years of experience in engineering work, at least three years of which shall have been in the direction of industrial safety or fire prevention work, or industrial sanitation; or 2. JSTot less than eight years of experience in me- chanical or sanitary engineering work, at least three years of which shall have been in the direction of in- dustrial safety or fire prevention work or industrial sanitation. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2820 to $3540, inclusive, with standard salary rates as follows: $2820, $3060, $3300, $3540. INDUSTRIAL MEDIATOR GROUP (F 8) Investigational and Examining Service -r, r •!■ Industrial Mediator Group Vefimnon: The term Industrial Mediator Group is used to identify those authorized employments of tlie Investigational and Examining Service, tlie incumbents of which are required to prevent and settle industrial disputes, as provided in the Labor Law. 325 326 GtRA.DE I (F 8 I) investigational and Examining Service Industrial Mediator Group TITLE OF POSITIONS — IlsTDUSTRIAL MEDIATOR DUTIES — Definition: Tke duties of incumbents of these positions, which involve independent responsibility and require a high degree of tact and judgment in handling important in- dustrial problems, are to visit any place where an indus- dustrial dispute may be in progress for the purpose of collecting information relative to such dispute and con- ferring, co-operating and advising with the parties in dispute in order to effect a just and amicable settlement of the controversy. ftTTAUFICATIOIIS — Persons holding these positions shall have: 1. !N"ot less than five years of experience in pro- fessional or industrial work, or in public service, afford- ing special opportimity to become familiar with employ- ment conditions and labor problems in large and well established industries. 2. Such additional qualifications as may be required by the State Civil Service Commission acting in co- operation with the Industrial Council. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2160 to $3060, inclusive, with standard salary rates, as follows: $2160, $2340, $2580, $2820, $3060. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 327 GKAD£i II (F 8 II) Investigational and Examining Service Industrial Mediator Oroup TITLE OF POSITION — DIRECTOE OF INDUSTRIAL MEDIATION DUTIES — Definition: The duties of the incumbent of this position, which require a high degree of tact and judgment, are to direct and assume complete responsibility for the work of employes in Grade I, to act as chairman of the State Board of Mediation and Arbitration, to direct and con- duct examinations or investigations and to perform other related work for the purpose of effecting just and amicable settlements of industrial disputes. aUALIFICATIONS — The person holding this position shall have: 1. Not less than three years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character aud standard. 2. Such additional qualifications as may be required by the State Civil Service Commisson. COMPENSATION — The range of annual compensation of this Grade for full time service is from $3600 to $4800, inclusive, with standard salary rates as follows: $3600, $3900, $4200, $4500, $4800. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, in'acating that the rates to be designated do not exceed the value of the work to be performed. Note. — The above standard specification shall apply only to that position the incumbent of which has heretofore been designated as the Third Deputy Commissioner of the Industrial Commission. INSURANCE EXAMINER GROUP (F 9) Itwestigational and Examimng Servic* Definition: Insurance Ewaminer Group The term Insurance Examiner Group is used to identify those authorized employments of the Investigational and Examining Service, the incumbents of Mrhich are required to examine the books of accounts and other records of insurance companies for the purpose of determining their solvency and the conformity of practice and methods to statutory and departmental regulation. 329 330 GRADE I (F 9 I) investigational and Examining Service ncTTTn-KC Insurance Examiner INSUEAK^CE EXAMIN'EE TITLE OF POSITIONS — 'f»*"'-»"''« Exar^iner Group DUTIES — Dejinition: The duties of incumbents of these positions, which require a thorough knowledge of the law and practice governing insurance companies and of auditing and accounting practice, are to execute important assign- ments connected with the examination of the books of accounts and other records of insurance companies, or to supervise minor examinations or sections of important examinations. Examples : Examining underwriting methods. Examining classifications of risks. Examining and computing reserves. Examining claim settlements. QUALIFICATIONS — Persons holding these positions shall have: 1. The qualifications prescribed for Grade II of the Accountant Group of the Professional and Scientific Service;* or 2. Not less than three years of experience in insur- ance work requiring independent judgment and continu- ing responsibility; or 3. Not less than three years of service in the Insur- ance Department in highly specialized clerical work re- quiring independent judgment and continiiing respon- sibility; or 4. A degi-ee of Bachelor of Laws granted by a college of recognized standing or evidence of admission to the bar of the State of New York, and, in addition, one year of experience in insurance work requ.iring in- depemdent judgment and continuing responsibility. 5. Such additional qualifications as may be required by the State Civil Service Commission. * Note. — For detailed qualifications refer to page 75. Said qualifications are hereby incorporated in the specification of this Grade. 331 COMPENSATION — The range of animal compensation of this Grade for full time service is from $1800 to $2340, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340. 335 CrKAD£ II (F 9 II) investigational and Examining Service TITLE 0!F POSITIONS Inswranoe Examiner Oroup SENIOE INSUEANCE EXAMHTEE DUTIES — Definition: Tlie duties of incumbents of these positions are to supervise important examinations or primary divisions of large and important examinations of the books of accounts and other records of insurance companies and to report thereon. aUALIEICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. IsTot less than iv70 years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard. 8. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2580 to $3540, inclusive, with standard salary rates as follows: $2580, $2820, $3060, $3300, $3540. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement mthin this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates to be designated do not exceed the value of the work to be performed; provided that the last two salary rates, $3300 and $3540, shall be assigned only to positions, the incumb- ents of which are charged with the conduct of examina- tions of major importance and shall be designated by the working title of Supervising Insurance Examiner. 333 GRADE III (F 9 II) Investigational (md Examini/ng Service TITL£ OF POSITIONS Insurance Eaiaminer Group CHIEF INSUEANCE EXAMINER DUTIES — Definition: The duties of incumbents of these positions are to supervise a primary examining unit of the State depart- ment charged with the examination of the books of accounts and other records of insurance companies and to give critical and constructive advice on insurance matters of the highest order as a basis for administrative control. aTJALIFICATIOWS — Persons holding these positions shall have: 1. The minimum qualiiications prescribed for Grade II. 2. Not less than three years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least three years of experience in work of Grade II character and standard. 8. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $3900 to $5400, inclusive, with standard salary rates as follows: $3900, $4200, $4500, $4800, $5100, $5400. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. EXAMINER OF LOCAL ASSESSMENTS GROUP (F 10) Investigational and Examining Service Dp^nih'nn • Ewamvner of Local Assessments Group The term Examiner of Local Assessments Group is used to identify those authorized emplojonents of the Investigational an.d Examining Service, the incumbents of which are required to collect, co-ordinate and interpret data regarding local assessments, involving the appraisal of property, the examination of tax and assessment rolls and of public records relating to the transfer of property, to investigate complaints regarding inequalities in assessments and equalizations and to advise local assessors in the performance of their work. 335 336 GEADE I (F 10 I) Investigational and Examining Service Examiner of Local Assessments Group TITLE OF POSITIONS — EXAMmER OE LOCAL ASSESSMENTS DUTIES — Definition: The duties of incixmbents of these positions are to collect, co-ordinate and interpret data regarding local assessments, involving the appraisal of property, the examination of tax and assessment rolls and of public records relating to the transfer of property, to investi- gate complaints regarding inequalities in assessments and equalizations, to advise local assessors in the per- formance of their work and to perform other related duties of similar standard and character. QUALIFICATIONS — Persons holding these positions sh-all have: 1. Not less than three years of experience in prof es^ sional or comraercial vs^ork or in public service aflfording opportunity to become familiar with real estate values, with the principles, systems and methods of taxation, and with public records relating particularly to the transfer of property; provided, that a degree of Bachelor of Laws granted by a college of recognized standing or evidence of admission to the bar of the State of New York will be accepted as the equivalent of two years of the experience requirement in this section. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1680 to $2160, inclusive, with standard salary rates as follows: $1680, $1800, $1980, $2160. MISCELLANEOUS INVESTIGATOR GROUP (F U) Investigational am,d Ewamming Service Miscellomeous Investigator Oroup The term Miscellaneous Investigator Group is used to iden- tify those authorized employments of the Investigational and Examining Service, the incumbents of which are required to perform investigative, detective and examining work not covered in any other Group specification. 337 338 GRADE I (F 11 I) Investigational and Examining Service Miscellaneous Investigator Group TITLES OF POSITIONS — INVESTIGATOK (MISCELLANEOUS) INVESTIGATOE (PEIVATE BANKERS) APPRAISER (LIVESTOCK) APPRAISER (REAL ESTATE) DUTIES — INVESTIGATOR (MISCELLANEOUS) INVESTIGATOR (PRIVATE BANKERS) Definition: The duties of incumbents of these positions are to perform, under supervision, detective or investigative work of a confidential nature, or to make routine or special investigations and examinations of methods and practices for the purpose of obtaining legal proof of violations of statutory or departmental regulation not governed in any other Group specification. Examples : Investigating fraudulent practicea of commission merchants. Investigating character of applicants requesting authority to conduct private detective agencies. Investigating individuals and corporations acting as private bankers and not voluntarily coming under the su- pervision of the State Banking Department, for the purpose of detecting violations of the provisions of the Banking Law relative thereto. APPRAISER (LIVESTOCK) Definition: The duties of incumbents of these positions are to appraise, in accordance with statutory or other regu- lations, livestock condemned by veterinarians represent- ing the State Department of AgTiculture, to report on same and to perform such other related work as may be assigned. APPRAISER (REAL ESTATE) Definition: The duties of incumbents of these positions are to inspect, investigate and report upon the condition of 339 real estate in order to appraise the value of such prop- erty in adjusting claims against the State or in the pur- chase or sale of lands for the State. QUALIFICATIONS — INVESTiaATOE (MISCELLANEOUS) INVESTIGATOR (PRIVATE BANKERS) Persons holding these positions shall have: 1. Not less than three years of experience in pro- fessional or commercial work or in public service afford- ing opportunity to become familiar with the type of work covered in the position to be filled. 2. :Such additional qualifications as may be re- quired by the State Civil Service Commission. APPRAISER (LIVESTOCK) Persons holding these positions shall have: 1. Not less than three years of experience in the handling of livestock or in other work affording oppor- tunity to become familiar with the practices employed in appraising the value of same. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. APPRAISER (REAL ESTATE) Persons holding these positions shall have: 1. Not less than five years of experience in com- mercial work or in public service in appraising and selling real estate. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — INVESTIGATOR (MISCELLANEOUS) The range of annual compensation of this position in this Grade for full time service is from $1080 to $1800, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440, $1560, $1080, $1800. 340 SPECIAL REGULATIO]^ GOVEENING SALARY RATES — The entrance and other salary rates classified within this Grade are conditional upon appraisal, under the rules of the State Civil Service Commission, indi- cating that the rates to be designated do not exceed the value of the work to be performed. INVESTIGATOR (PRIVATE BAlsTKERS) The range of annual compensation of this position in this Grade for full time seiT^ice is from $1320 to $1800, inclusive, with standard salaiy rates as follows: $1320, $1440, $1560, $1680, $1800. SPECIAL REGULATION GOVERNING ADVANCEMENT — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Conunission, indicating that the rates to be designated do not exceed the value of the work to be performed. APPRAISER (LIVESTOCK) The range of annual compensation of this position in tliis Grade for full time service is from $1080 to $1320, inclusive, with standard salary rates as follows: $1080, $1200, $1320. The per diem compensation of this position in this Grade is $5. APPRAISER (REAL ESTATE) The range of annual compensation of this position in this Grade for full time service is from $1560 to $1980, inclusive, with standard salary rates as follows: $1560, $1680, $1800, 1980. 34:1 GRADB II (P 11 II\ Investigational and Examining Serviet Miscellaneous Investigator Group TITLE OF POSITIONS — SENIOE INVESTIGATOK (laSOELLANEOUS) DUTIES — Definition: Tlie duties of incumbents of these positions, which require a thorough knowledge of investigative technique and involve independent responsibility, are to perform highly specialized investigations or examining work not covered in any other Group specification to be used as a basis for official action and guidance. Examples : Acting as confidential agent to the Superintendent of State Prisons. Investigating delinquent corporations for the purpose of collecting taxes or determining property available for levy. QUALIEICATIOKS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Such additional qualifications as may be pre- scribed by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1800 to $2580, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340, $2580. SPECIAL EEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. EXAMINER OF MUNICIPAL ACCOUNTS GROUP (F 12) Investigational and Examining Service T-^ r: -J- Examiner of Municipal Acoounts Group DejiniUon: The term Examiner of Municipal Accounts Group ia used to identify those authorized employments of the Investigational and Examining Service, the incumbents of which are required to examine the accounting procedures and records of municipal and other civil divisions of the State to determine the correctness and the conformity of such practice and methods to the statutory and departmental regulation of the State and the civil divisions thereof. Note: Elementary auditing and accounting work performed in assisting Examiners of tliis Group will devolve upon Junior AccountantB recruited from the Accountant Group. 343 344 GRADE I (F 12 I) investigational and Ewamirwng Service Examiner of Municipal Accounts Group TITLE OF POSITIONS — EXAMINEE OF MUNICIPAL ACCOUE'TS DUTIES — Definition: The duties of incumbents of these positions, which require a thorough knowledge of the law and practice governing the financial affairs of municipal and other civil divisions of the State and of auditing and account- ing practice, are to execute important assignments in- volved in the examination of the books of accounts and other records of municipal and other civil divisions of the State, to supervise minor examinations and to devise and install accounting systems of minor scope. QUALIFICATIONS — Persons holding these positions shall have: 1. The qualifications prescribed for Grade II of the Accountant Group of the Professional and Scientific Service;* or 2. ISTot less than three years of experience in public service affording opportunity to become familiar with the type of work covered in the position to be filled ; or 3. Evidence of admission to the bar of the State of New York, and in addition at least one year of experience in the active practice of law. 4. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1800 to $2340, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340. *KoTE: For detailed qualifications refer to page 75. Said qualifications are hereby incorporated in the specification of this Grade. 345 GIIAD£! II (F 12 II) investigational and Examining Service Examiner of Municipal Accounts Group TITLE OF POSITIONS — SENIOE EXAMINER OE MUNICIPAL AC- COUNTS DUTIES — Definition: The duties of incumbents of these positions are to make or supervise important examinations of the books of accounts and other records of municipal and other civil divisions of the State and to report thereon, to devise and install accounting systems of a complex nature and to perform work of related character and standard. eUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least "three years of experience in. work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2580 to $3300, inclusive, with standard salary rates as follows: $2580, $2820, $3060, $3300. SPECIAL EEGULATION GOVERNING ADVANCEMENT SAL- ARY RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil Service Commission, indicating that the rates tO' be designated do not exceed the value of the work to be performed. 346 GRADE III (F 12 III) InvesUgational and Examining Service Examiner of Municipal Accounts Group TITLES OF POSITIONS — SUPERVISING EXAMINER OF MUNICIPAL ACCOUNTS CHIEF EXAMINER OF MUNICIPAL ACCOUNTS DUTIES — DefinUio7i: The duties of incumbents of these positions are to direct and supervise the activities of that bureau or other primary unit of a State department charged with the examination of the books of accounts and other records of municipal and other civil divisions of the State, or to supervise and direct such examinations. QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than three years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least three years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — SUPERVISING EXAMINER OF MUNICIPAL ACCOUNTS The range of annual compensation of this position in this Grade for full time service is from $3600 to $3900, inclusive, with standard salary rates as follows: $3600, $3900. CHIEF EXAMINER OF MUNICIPAL AC- COUNTS The range of annual compensation of this position in this Grade for full time service is from $4200 to $4800, inclusive, with standard salary rates as follows: $4200, $4500, $4800. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be desig-nated do not exceed the value of the work to be performed. PAROLE OFFICER GROUP (F 13) Investigational and Examining Service Definition: ^'^"^^ ^^"^ ^""P The term Parole Officer Group is used to identify those authorized employments of the Investigational and Exajnining Service, the incumbents of which are required to convey inmates committed to correctional institutions and to accompany them to their destinations upon parole, to make investigations of the em- ployment and living conditions of paroled iranates and to perform such other related work as may be necessary to the supervision of the parole of inmates, where such is not otherwise provided for, and of the welfare and conduct of paroled inmates. 347 348 lriCAIJ£ i (r 16 1) Investigational and Examining Service TITLES OF POSITIONS— ^"^"^^ ^^"*'' ^'"""^ PAROLE OFFICER (MALE) PAROLE OFFICER (FEMALE) DUTIES — Definition: The duties of incumbents of these positions, which may involve supei-vision of the parole vi'ork at a cor- rectional institution for females, are to convey nevrly committed or escaped inmates and violators of parole to a correctional institution, to investigate homes and places of prospective employment of paroled inmates and to accompany them thereto, to visit paroled inmates and stipeiA^ise their activities in accordance with statu- tory regulations, to keep the necessary records and statistics and to conduct the prescribed correspondence concerning paroled inmates, to perform such follow-up work and other related duties as may be necessary or incident to the supervision of their welfare. QUALIFICATIONS — Persoiis holding these 'positions shall have: 1. A certificate of gi-adnation from a public high school or proof of other training recognized by the State Civil Service Commission as the equivalent thereof. 2. iSTot less than one year of experience in proba- tion work, public school teaching, settlement work, or in other social work recognized by the State Civil Service Commission as the equivalent thereof. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — Tlie range of annual compensation of this Grade for full time service is from $8-iO to $1020, with main- tenance, with standard salary rates as follows : $840, $900, $960, $1020. When maintenance is not furnished, an allowance of $240 will be granted in addition to the above rates. 349 CRADE II (F 13 II) , ,•,.,. ^ .... ' InvesPigaUonal and Examvmng Service TITLE OF POSITIONS — ^'"•o'e Officer Group SENIOE PAROLE OFFICER (MALE) DUTIES — Definition: The duties of incumbents of these positions, which may involve supervision of Parole Officers (male), Grade I, are to plan, direct and be responsible for the parole work of a correctional or penal institution for males, involving the investigation of homes and places of prospective employment, supervision of the activities of paroled inmates, the counseling of inmates newly com- mitted, paroled or about to be paroled, the supervision of or the keeping of all records or statistics and the handling of the prescribed correspondence, and to per- form such other duties as may be necessary to the supervision of all parole work and the enforcement of statutory and other regulations relating thereto. GTTALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications for Grade I. 2. JSTot less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $1560, inclusive, with maintenance, with standard salary rates as follows : $1080, $1140, $1200, $1320, $1440, $1560. When maintenance is not furnished an allowance of $240 will be granted in addition to the above rates. 350 SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ART RATES — Advancement within this Grade is conditional upon appraisal, under the rules of the State Civil iService Commission, indicating that the rates to be designated do not exceed the value of the work to be performed. 351 GRADE III (P 13 III) , , . , ^ r. c, ^ ' Investigational and Examining /service TITLE OF POSITION — ^«'"o'« O^ce/- Group CHIEF PAEOLE OFFICEE DUTIES — Definition: The duties of the incimibent of this positioii, which involve supervision of employes in Grade II located at penal institutions, and other assigned employeies, are to direct the parole work of the State prisons and to perforin such other related duties as may be necessary to the supervision of paroled inmates and the enforce- ment of statutory or other regulation relative thereto. Examples: Attending regular and special meetings of the Board of Parole and reporting on delinquent lists, discharges, re- quests for absolute discharge, etc. Investigating offers of employment for paroled in- mates. Securing information regarding conduct of paroled in- mates. Preparing requisition papers for delinquent inmates in other states. Issuing warrants for return to prison of delinquent in- mates. Keeping records of the applications for parole. QUALIFICATIONS — The person holding this position shall have: 1. The minimum qualifications prescribed for Grade II. 2. ISTot less than two years of service in Grade IT, or if appointed otherwise than by promotion from Grade II, at least two years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1980 to $2340, inclusive, with standard salary rates as follows: $1980, $2160, $2340. REFEREE (TRANSFER TAX) GROUP (F 14) Investigational wild tlxaminvng Service j-j jj . , . Referee (Ti-ansfer Tax) Group The term Referee (Transfer Tax) Group is iised to identify those authorized employments of the Investigational and Exam- ining Service, the incumbents of which are required to appraise estates of decedents under the law relating to taxable transfers of property and to report findings thereon with testimony, affidavits, exhibits and other papers relating thereto to the surrogate in whose jurisdiction proceedings are held. 353 12 354 GRADE I (F 14 I) investigational and Eccaminmg Service Referee (Transfer Taco) Group TITLE OF POSITIONS — EEFEEEE (TEANSFER TAX) DUTIES — D>efinUion: The duties of incumbents of these positions are to appraise estates of decedents under the law relating to the taxable transfers of property and to report findings thereon with testimony, affidavits, exhibits and other papers relating thereto to the surrogate in whose juris- diction proceedings are held. QUALIFICATIONS — Persons holding these positions shall have: 1. Evidence of admission to the bar of the State of New York, and in addition not less than three years of experience in the active practice of law. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service of not less than 1800 working hours per annum is from $2580 to $3900, inclusive, with standard salary rates as follows: $2580, $2820, $3060, $3300, $3600,' $3900. The range of annual compensation of this Grade for part time serrire of not less than 450 working hours per anmim is from $1020 to $1980, inclnsive, with standard salary rates as follows : $1020, $1 11(1, $1260, $1380, $1500, $1620, $1740, $1860, $1'.IS(). SPECIAL REGULATION GOVERNING SALARY RATES — (a) For full time service: The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- 355 mission, indicating that the rates to be designated do not exceed the vahie of the work to be performed. (b) For part time service: The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed, and are dependent upon the time spent in official duties as evidenced by properly authenticated time records. SOCIAL INVESTIGATOR GROUP (F 15) Investigational and Examining Service Definition: ^"'^^ Investigator Group The term Social Investigator Group is used to identify those authorized employments of the Investigational and Examining Service, the incumbents of which are required to inspect and investigate public or semi-public, charitable and correctional insti- tutions or agencies, for the purpose of observing and reporting upon the methods of administration and efficiency of service as a basis for administrative control in correcting irregu- larities in the care, treatment and instruction of inmates and patients, defective conditions of plant and equipment, and related conditions or practices ; to assemble, analyze, interpret and report upon data relating to social problems with special reference to the causes and effect of dependency, defectiveness and delinquency; to investigate conditions affecting the welfare and labor of immigrants and to perform other work for the aid or protection of immigrants in accordance with statutory or depart- mental regulation. 357 358 GRADE I (F 15 I) investigational and Examining Seriyice Social Investigator Group TITLES OF POSITIONS — SOCIAL INVESTIGATOK (IJ^STITUTION) SOCIAL INVESTIGATOR (IMMIGEANT LABOR) DUTIES — SOCIAL INVESTIGATOR (INSTITUTION) Definition: The duties of incumbents of these positions are to make, under direction, routine inspections or special investigations of State, county and municipal charitable or correctional institutions, and other institutions or agencies of similar character receiving public moneys and private homes where dependent children have been placed, for the purpose of observing, reporting and cor- recting irregularities in the care and treatment of in- mates or patients, methods of instruction, facilities for admission and retention, conditions of plant and equip- ment and other practices or conditions aii'ecting the health, comfort and training of inmates or patients ; to institute, supervise and interpret or to make special psychological and other studies of dependent mental defectives and referred cases ; to prepare or assist in the preparation of literature on the causes and effect of dependency and delinquency; and to perform other services of equivalent character and standard. Examples : Making inspections and investigations of general ad- ministrative procedure, sanitary conditions, provisions for ventilation, lighting, heating and safety; preparation, quantity and quality of food; alleged abuse and improper treatment of inmates; schoolroom methods; vocational work; nursing and hospital treatment, etc. Studying family history and environment and making mental examinations of public charges by means of the Binet-Simon or other pyschological tests. Making inspections and investigations of penal institu- tions, jails, lock-ups and other correctional institutions or agencies for the purpose of observing and reporting on sani- tary conditions and provisions for ventilation, lighting, heat- ing and sleeping accommodations. 359 DUTIES — SOCIAL INVESTIGATOR (IMMIGRANT LABOR) Definition: The duties of incumbents of these positions, which are performed imder supei-vision, are to inspect lodging- houses, hotels and homes, labor camps, labor agencies, steamship ticket offices, docks, ferries, railroad terminals and other places for the purpose of detecting violations of the law relating to the employment or treatment of immigrants and securing legal proof of violations, to investigate specific complaints of exploitation, fraud, extortion or other mistreatment of immigrants, to inves- tigate the condition of immigrants admitted imder bond, to translate communications and act as interpreter and to perform other related work. Ecoamples : Making investigations of schemes for the exploitation of immigrants. Making Inspections of labor camps adjacent to can- ning factories or to railroad or other construction work in regard to sanitary conditions, food and water svipply, over- crowding, etc. QUALIFICATIONS — SOCIAL INVESTIGATOR (INSTITUTION) Persons holding these positions shall have: 1. Such education as is evidenced by a degree, diploma or certificate granted upon completion of a standard course of instruction in a college of recognized standing, including not less than two years of instruc- tion in sociology and allied subjects ; or 2. Not less than two years of experience in inves- tigative or institutional work of a character and standard recognized by the State Civil Service Commission as the equivalent of the first qualification. 3. Such additional qualifications as may be required by the State Civil Service Commission. 360 SOCIAL IJSTVESTIGATOK (IMMIGRANT LAEOR) Persons holding these positions shall have: 1. Ability to converse and write fluently in foreign language and to translate with clearness and accuracy, speech or writing in these languages into English or vice versa. 2. Not less than three years of experience in pro- fessional, conunercial or industrial work affording oppor- tunity to acquire special knowledge of conditions among foreigners in this country; provided, that two years of study in sociology or in the methods of sociological work leading to an academic degree from an institution of recognized standing will be accepted in lieu of two years of the experience requirement in this section. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $1800, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440, $1560, $1680, $1800. SPECIAL REGULATION GOVERNING THE LAST TWO SALARY RATES — The last two salary rates, $1680 and $1800, shall be assigned only to positions involving supervisory or independent responsibility. Such rates shall be desig- nated after individual appraisal, under the rules of the State Civil Service Commission, indicating that the rate so determined does not exceed the value of the work to be performed. 361 GRADE II (F 15 II) investigational and Examining Service Social Investigator Group TITLES OF POSITIONS — SLTPEKVISING SOCiAJ. liVVESTIGATOK (m- STITUTION) CHIEF IMMIGRATIOX IJS^VESTIGATOR DUTIES — SUPEEVISING SOCIAL INVESTIGATOR (IN- STITUTION) Definition: The duties of the incumbent of this position, which require specialized knowledge of institutional manage- ment and procedure and a high degree of executive ability, are to direct and supervise Social Investigators (Institution) of Grade I, to institute and enforce proper methods of inspection, to prepare reports on results of field investigations and other prescribed reports and records, to examine and report on plans for the construc- tion of buildings of charitable institutions and to per- form other related duties involved in the supervision of a force of such investigators. Eceamples : Acting as Superintendent of Inspection, State Board of Charities. CHIEF IMMIGRATION INVESTIGATOR Definition: The duties of the incumbent of this position which require specialized knowledge of social and economic problems affecting the welfare of immigrants and a high degree of executive ability, are to direct and super- vise Social Investigators (Immigrant Labor) of Grade I, and to perform other related duties involved in the supervision of a force of such investigators. Assigning work to investigators and reviewing their reports. Conferring with the officials of railroads, customs office, Ellis Island, police headquarters, prisons, insane asylums and other institutions regarding immigrants. 362 GUALIFICATIONS — SUPEEVISING SOCIAL INVESTIGATOR (IN- STITUTION) The person holding this position shall have: 1. The mmimum qualifications prescribed for Social Investigator (Institution) Grade I. 2. Not less than four years of service in Grade I, as a Social Investigator (Institution) or if appointed otherwise than by promotion from Grade I, at least five years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Sendee Commission. CHIEF IMMIGRATION INVESTIGATOR The person holding this position shall have: 1. Not less than one year of graduate university training in sociology or sociological work in a univer- sity of recognized standing or proof of other training or experience in original sociological investigation of conditions affecting the welfare of immigrants, recog- nized by the State Civil Service Commission as the equivalent thereof. 2. Not less than three years of service in Grade I as a Social Investigator (Immigrant Labor), or if ap- pointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I char- acter and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of aunual compensation of this Grade for full time service is from $2340 to $3540, inclusive, with standard salary rates as follows: $2340, $2580, $2820; $3060, $3300, $3540. 363 SPECIAL KEGULATION GOVERNING SALABY RATES — The entrtoce and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 364 GRADE III (F 15 III) investigational and Examining Sermce Social Investigator Group TITLE OF POSITIONS — CHIEF SOCIAL iiVVESTIGATOE (STATE AND ALIEN POOR) DUTIES — Definition: The duties of the incumbent of this position, which require a high degxee of administrative ability and a knowledge of investigational procedure and of the sev- eral laws governing charities, correction, immigTation and poor persons, are to direct the activities of those units charged with the enforcement of statutory or departmental regulations relative to the above which come vnthin his jurisdiction, to take charge of assigned social investigators and other employes, to collate data from public institutions relative to dependency, defec- tiveness or delinquency, to supervise the preparation of bulletins and other literature upon social problems, to advise county superintendents of the poor and other public relief officials in the discharge of their statutory duties, to maintain supervision of all State charitable institutions and reformatories and of Indian relief as prescribed by statute, to direct the support and removal of State, alien and nonresident poor, to prepare annual reports of departmental activities, and to perform such other related duties as may be imposed by statute or departmental regulation. CITIALIFICATIONS — The person holding this position shall have: 1. The minimum qualifications prescribed for Supervising Social Investigator (Institution) Grade II. 2. Not less than five years of service as a Super- vising Social Investigator (Institution) Grade II, or if appointed otherwise than by promotion from Grade II, at least five years of experience in work of Super- vising Social Investigator (Institution) Grade II char- acter and standard, affording opportunity to become 365 familiar with the history of New York State and na- tional charity, departmental procedure and the interpre- tation and application of the laws governing public relief and related matters. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $3600 to $4500, inclusive, with standard salary rates as follows: $3600, $3900, $4200, $4500. SPECIAL FRANCHISE APPRAISER GROUP (F 16) Definition: Investigational and Examining Service Special Franchise Appraiser Group The term Special Franchise Appraiser Group is used to identify those authorized employments of the Investigational and Examining Service, the incumbents of which are required to inspect, collect, classify and interpret data pertaining to property subject to special franchise taxation, to examine reports sub- mitted by owners of special franchises, and to appraise such property on the basis of investigations conducted. 367 368 GRADE I (F 16 I) investigational an-d Examining Service Kpecial Franchise Appraiser Group TITLE OF POSITIONS — JUNIOK SPECIAL FEANCHISE APPKAISEK DUTIES — Definition: The duties of incumbents of these positions are to collect and interpret data pertaining to the value of tangible and intangible property subject to special fran- chise tajiation, involving the preparation of inventories, the examination of the books and records of owners of special franchise property, the making of special inves- tigations of a related nature and the examination of special franchise reports, and to compute the value of tangible and intangible property under investigation. QUALIFICATIONS — Persons holding these 'positions shall have: 1. The qualifications prescribed for Grade III of the Engineer Group of the Professional and Scientific Service.* 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1680 to $2340, inclusive, with standard salary rates as follows: $1680, $1800, $1980, $2160, $2340. * XoTE. — For detailed qualifications refer to page 140. Said qualifications are hereby incorporated in the specification of this Grade. 369 GRADfi II (F 16 II) Investigational and Boca/mining Service _ _ Special Franchise Appraiser Group TITLE OF POSITIONS — SPECIAL FKANCHISE APPRAISER DUTIES — Definition : The duties of incumbents of these positions are to supervise and direct the inspection, collection, classifica- tion and interpretation of data pertaining to the value of property subject to special franchise taxation, to make independent investigations, to examine reports sub- mitted by holders of special franchises and to appraise such property on the basis of inspections, investigations and reports. aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than three years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2580 to $3540, inclusive, with standard salary rates as follows: $2580, $2820, $3060, $3300' $3540. SPECIAL REGULATION GOVERNING ADVANCEMENT SAL- ARY RATES— . Advancement within this Grade is conditional upon appraisal, under the niles of the State Civil Sei-vice Commission, indicating that the rates to be. designated do not exceed the value of the work. to. be performed. 370 GRADE III (F 16 III) InvesUgational and Examining Service Special Franchise Appraiser Group TITLE OF POSITION — CHIEF SPECIAL FEAJSTCHISE APPKAISEE DUTIES — Definition: The duties of the incumbent of this position are to direct and control the relations and activities of a bureau or other primary unit of the State department charged with the inspection, collection, classification and interpretation of data pertaining to property sub- ject to special franchise taxation, to examine reports submitted by owners of special franchises, to appraise such property on the basis of such data and reports, and to enforce those provisions of the Tax Law relating thereto. QUALIFICATIONS — The person holding this position shall have: 1. The minimum qualifications prescribed for Grade II. 2. 'Not less than three years of sendee in Grade II, or if appointed othei-wise than by promotion from Grade II, at least three years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time seiwice is from $3900 to $5100, inclusive, with standard salary rates as follows: $3900, $4200, $4500, $4800, $5100. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. TRANSPORTATION AGENT GROUP (F 17) Invenligatioiial and Examining Service Definition ■ Transportation Agent Group The term Transportation Agent Group is used to identify those authorized employments of the Investigational and Exam- ining Service, the incumbents of vi^hich are required to plan routes, purchase tickets and arrange other details involved in the transportation of mentally defective aliens aiid non-residents to foreign countries or other States, to accompany such persons when required, to translate communications and a;et as inter- preter when so assigned and to perfonii such other related duties as may be required. 371 372 GRADE I (F 17 I) investigational e re- quired by the State Civil Service Commission. COMPENSATION- The range of annual compensation of this grade for full time service is from $1560 to $1800, inclusive, with maintenance, with standard salary rates as follows: $1560, $1680, $1800. INSTRUCTOR IN MILITARY TRAINING GROUP (H 17) Institutional Service JJepmtlon: instructor in Militwry Training Group The term Instructor in Military Training Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to direct, supervise and be responsible far the instruction and training of inmates in military tactics and to perform such other related work as may be required. 563 564 GRADE I (H 17 I) institutional Service Instructor in Military Training Group TITLE OF POSITIONS — mSTEUCTOE IK MILITAKr TEAIWING DUTIES — Definition: The duties of incumbents of these positions are to direct, supervise and be responsible for the instruction of inmates in military tactics involving military drills, parades, setting up exercises, study and practice of the manual of arms and other military exercises, the ap- pointment and promotion of inmates from the ranks, the assignment to post duty and such other related work as may be required and to hear and judge disci- plinary cases vs^here such procedure is not otherwise provided for. QUALIFICATIONS — Persons holdijig these positions shall have: 1. Not less than four years of experience in a State militia or in a military school, at least one year of which shall have been spent as a commissioned officer. 2. Such additional qualifications as may be required by the 'State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time sei-vice is from $1080 to $1440, inclusive, with maintenance, with standard salary rates as follows : $1080, $1200, $1320, $1440. INSTITUTIONAL LABORATORY ASSISTANT GROUP (H 18) Institutional Service D'pfi/ni'Hrm • Institutional Laboratory Assistant Oroup The term Institutional Laboratory Assistant Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to assist in prepar- ing, mounting, staining and examining bacteriological and patho- logical specimens; to assist in compoimding and dispensing phar- maceutical preparations and prescriptions; to assist at autop- sies ; and to perform such other related work as may be required. 565 566 GRADE I (H 18 I) institutional Service Institutional Laboratory Assistant Group TITLE OF POSITIONS — INSTITUTIONAL LABOEATORY ASSISTANT DUTIES — Definition: The duties of incumbents of these positions, which are performed under supeiTision, are to assist in prepar- ing, mounting, staining and examining bacteriological and pathological specimens; to assist in compounding and dispensing pharmaceutical preparations and pre- scriptions; to assist at autopsies; and to perform such other related work as may be required. Examples : Assisting in the examination of blood, urine, pus and sputum. Assisting the pharmacist in preparing and issuing drug supplies and surgical dressings, in the preparation of pharmacopoeial compounds and mixtures. Assisting the pharmacist in fumigating. Embedding pathological specimens in paraflne, cutting sections, mounting them on slides and staining them for microscopic examination. Assisting in routine details at autopsies. Caring for and cleaning laboratory apparatus and equipment. QUALIFICATIOlirS — Persons holding these positions shall have: 1. 'Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $480 to $660, inclusive, with maintenance, with standard salary rates as follows : $480, $540, $600, $660. SPECIAL aEGITLATION GOVESNING THE MAXIMUM RATE — The maximum salaiy rate, $660, shall be asslgiied 567 only to positions the incumbents of which are perform- ing specialized laboratory or other technical work. Such rate will be designated after individual appraisal, imder the rules of the State Civil Service Commission, indi- cating that the rate so designated does not exceed the value of the work to be performed. INSTITUTIONAL LABORER GROUP (H 19) Institutional Service Definition- Institutional Laborer Group The term Institutional Laborer Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to perform, under supervision, routine manual labor not covered in any other group, within a State hospital, charitable or correctional institution. 569 570 GRADE I TH 19 I) institutional Service Institutional Laborer Group TITLE OF POSITIONS — INSTITUTIONAL LABOREK DUTIES — Definitio7i: The duties of incumbents of these positions are to perform, under .supervision, routine manual work, not (hovered in an,y other Group, connected with the cai-e and maintenance of the farm, garden, grounds, build- ings and equipment of a State hospital, charitable or correctional institution. Examples : Cleaning walks, scrubbing halls, corridors and porches. Harvesting ice. Cutting sod, plowing and hauling. Handling, feeding and caring for live stock. Driving delivery, garbage and other wagons. Working on grounds, roadways and walks. Operating farm machinery and equipment such as corn planter, drill, mowing machine, rake, disc harrow and reaper. Assisting mechanics. Milking cows and cleaning barns. Performing heavy manual work in kitchens. aUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $336 to $432, inclusive, with maintenance, with standard salary rates as follows : $336 upon entrance, $360 at the end of six months' serv- ice, $384 at the end of twelve months' service, $408 at the end of eighteen months' service and $432 at the end of twenty-four months' service. LAUNDERER GROUP (H 20) Institutional Service Definition: Launderer Group The term Launderer Group is used to identify those author- ized employments of the Institutional Service, the incumbents of which are required to sort, sterilize, wash, starch and iron clothing, bed, table and other linen, to operate and repair laundry machin- ery, to make soft soap, starch, blueing and bleach, to keep records of the output and employes' time, to instruct and siipervise em- ployes, inmates and patients assigned to the laundry, and to per- form such other related work as may be required. 571 57« QBADE I (H 20 I) Institutional Service Launderer Group TITLES OF POSITIONS — LAUNDEEER HEAD LATOTDEESS DUTIES — Definition: The duties of incumbents of these positions are to instruct and supervise employes and assigned patients or inmates in the details of laundry work; to operate laundry machinery; to sterilize, clean, starch and iron clothing, bed, table and other linen, and to perform such other related work as may be required. Examples : Operating mangles, extractors, chain and oven driers, and hand centrifuges. Making soft soap, blueing, starch and bleach. Sorting, counting and packing pieces of laundry. Making minor repairs to laundry machinery. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $360 to $420, inclusive, with maintenance, with standard salary rates as follows : $360, $420. 5Y3 GRADE II (H 20 II) Imtitutional Service Launderer Group TITLE OF POSITIONS — JDI^IOR LAUNDKY OVERSEEK DUTIES — Defirdtion: The duties of incumbents of these positions are to assist in the general supervision or to supervise and be responsible for a unit of a laundry service in an insti- tution of more than 800 inmates, or to direct, supervise and be responsible for the laundry service in a State institution of less than 800 inmates where there is a central laundry plant, involving the instruction and supervision of employees and patients or inmates as- signed thereto, and the direction and performance of such other related work as may be required. Exa/mples : Taking charge of the laundry service at the Training School for Girls. Taking charge of the washing and drying rooms in the laundry service of a State hospital for the insane. aUALinCATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than one year of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least one year of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $480 to $600, inclusive, with maintenance, vnth standard salary rates as follows : $480, $540, $600. 574 GRADE m (H 20 III) institutional Service Launderer Qroup TITLE OF POSITIONS — LAUNDRY OVEESEER DUTIES — Definition: The duties of mcumbents of these positions are to direct, supervise and be responsible for the laundry service of a. State institution of more than 800 patients or imnates, involving the instruction and supervision of employes and patients or inmates assigned thereto, and the direction and performance of such other related work as may be required. aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than one year of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least one year of experience in work of Grade II character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — In institutions of more than 800 inmates and not more than 2,000 inmates, the range of annual compensa- tion of this Grade for full time service is from $720 to $780, inclusive, with maintenance, with standard salary rates as follows: $720, $780. In institutions of more than 2,000 inmates and not more than 4,000 inmates the range of annual compensa- tion of this Grade for full time service is from $780 to $840, inclusive, with maintenance, with standard salary rates as follows : $780, $840. In institutions of more than 4,000 inmates the range of annual compensation of this Grade for full time serv- ice is from $840 to $900, inclusive, with maintenance, with staiidard salary rates as follows: $S40, $900. LUMBERMAN GROUP (H 21) Institutional Service Definition: Lumherman Group The term Lumbernian Group is used to identify those au- thorized employments of the Institutional Service the duties of the incumbents of which are to cut trees and scale logs, operate a sawmill, supervise the measui-ing of lumber, cut fire lines in case of forest fires, to plant trees, and perform ouch other related work as may be required. 575 576 GRADE I (H 21 I) Institutwnal Service Lumberman Group TITLE OF POSITIONS — LUMBERMAN — FOEEMAISr DUTIES — Definition: The duties of incumbents of these positions are to supervise and assist in the cutting of trees and scaling of logs, the measuring of lumber, the operation of a sawmill, the cutting of fire lines in case of forest fires, the planting of trees and to perform such other related work as may be required. QUALIFICATIONS — Persons holding these positions shall hawe: 1. Not less than two years of experience in forestry or general lumbering work. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $1320, inclusive, with standard salary rates as follows : $1080; $1200, $1320. INSTITUTIONAL MACHINIST GROUP (H 22) Institutional Service npfi V • Institutional Machinist Oroup The term Institutional Machinist Group is used to identify those authorized employments of the Institutional Service the incumbents of which are required to plan, supervise, he respon- sible for and assist in work connected with the machinist's trade, and to perform such other related work as may be required. 19 577 578 GRADE I (H 21 I) InsHtutional Service Institutional MaoMnitt Group TITLE OF POSITIONS — INSTITUTIONAL MACHINIST DUTIES — Definition: The duties of incumbents of these positions are to plan, supei-vise, be responsible for and assist in work involved in the making and repairing of machinery and other equipment where such work is not otherwise provided for; to keep prescribed records, prepare esti- mates and assume responsibility for and perform such other related work as may be required. aiTALIFICATIONS — Persons holding these positions shall have: 1. Not less than three years of experience in the machinist's trade. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $840 to $960, inclusive, with maintenance, with standard salary rates as follows : $840, $900, $960. 579 GRADE II (H 22 II) Inttitutional Service Institutional Machinist Oroup TITLE OF POSITIONS — INSTITUTIONAL MA(]H I NIST — FOREil Ax\ DUTIES — Definition: The duties of incumbents of these positions are to plan, supervise, be responsible for and perform work involved in the making of beds and brass utensils; to operate and repair mechanical equipment and machin- ery such as lathes and drills, and to assume responsi- bility for and perform such other related work as may be required. aUAIIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATIOIT — The range of annual compensation of this Grade for full time service is from $1080 to $1440, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440. INSTITUTIONAL MARINE WORKER GROUP (H 23) Institutional Service Dp-flrt'ifi'rm • Institutional Marine Worker Group Tke term Institutional Marine Worker Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to have special training in the navigation of steam or mechanical propelled craft and to per- form services pertaining to the operation of water craft in con- nection with the transportation of inmates, employes, officers and other officials and visitors, as well as material and supplies to and from a State institution where such transportation is needed because of local geographical conditions. 581 582 GRADE I (H 23 I) institutional Service Institutional Marine Worker Group TITLE OF POSITIONS — ASSISTANT IX.STITUTIOIsTAL DOCK JVIAjSTEE DUTIES — Definition: The duties of incumbents of these positions are to assist the Dock Master during the day or to take charge of the dock at night, to receive freight and other pack- ages to be sent by boat from the dock to the institution and to keep a record of same, to assist passengers in getting on and off the boat, to collect passes and keep record of same, to keep dock clean and to perform any other related work as may be required. QirALTFICATIONS — Persons holding these positions shall have: 1. Not less than one year of experience in the receiving and caring for stores. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The rang© of annual compensation of this Grade for full time service is from $540 to $600, inclusive, with maintenance, with standard salary rates as follows : $540, $600. 583 GRADE II (H 23 II) InsUtuHonal Henice Institutional Marine Worker Group TITLES OF POSITIONS — INSTITUTION" AL DOCK MASTER ASSISTANT INSTITUTIONAL MAEINE ENGIKEMAN INSTITUTIONAL MATE INSTITUTIONAL MARINE FIREMAN DUTIES — INSTITUTIONAL DOCK MASTER Definition: The duties of incumbents of these positions are to take charge of the dock during the day, to receive freight and other packages to be sent by boat from the dock to the institution and to keep a record of same, to assist passengers in getting on and off the boat, to collect passes and keep record of same, to keep dock clean and to perform any other related work as may be required. INSTITUTIONAL ASSISTANT MARINE ENGINEMAN Definition: The duties of incumbents of these positions are to assist in the operation of marine engines, to make neces- sary repairs to the machinery and boilers and to perform other related work as may be required. INSTITUTIONAL MATE Definition: The duties of incumbents of these positions are to direct and supervise the work of subordinate employes, to m.anipulate the steering wheel and signal apparatus when required and to assist the captain or pilot gen- erally in the management of the boat. INSTITUTIONAL MARINE FIREMAN Definition: The duties of incumbents of these positions are to maintain proper steam pressure in marine boilers, to regulate water feed and to operate the engines of small 584 craft which do not come undor the regulations of 'the Federal Department of Commerce and Labor. GUALIFICATIONS — INSTITUTIONAL DOCK MASTER INSTITUTIONAL ASSISTANT MAEINE ENGINEMAN INSTITUTIONAL MATE INSTITUTIONAL MARINE FIREMAN Persons holding these positions shall have: 1. Not less than one year of experience in work covered in the position to be filled. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — INSTITUTIONAL DOCK MASTER INSTITUTIONAL ASSISTANT MARINE ENGINEMAN The range of annual compensation of these posi- tions in this Grade for full time service is from $840 to $900, inclusive, with maintenance, with standard salary rates as follows : $840, $900. INSTITUTIONAL MATE The range of armual compensation of this position in this Grade for full time service is from $780 to $840, inclusive, with maintenance, with standard salary rates as follows: $780, $840. INSTITUTIONAL MARINE FIRE.MAN The annual compensation of this position in this Grade for full time sei-vice of not less than 8 honrs per day is $540, with m.aintenance. Note. — An additional compensation of $240 per annum will be granted to Institutional Marine Firemen for full time service of not less than 12 hours per day. 585 GRADE III (H 23 III) institutional Service Institutional Marine Worker Group TITLES OF POSITIONS — INSTITUTIONAL CAPTAIN INSTITUTIONAL PILOT INSTITUTIONAL MAEINE ENGINEMAN DUTIES — INSTITUTIONAL CAPTAIN Definition: The duties of mcunxbents of these positions are to cammand or steer craft used in the trazisportation of passengers or freight or in construction work, and to perform other related duties as may be required. INSTITUTIONAL PILOT Definition: The duties of incumbents of these positions are to steer craft used in the transportation of passengers or freight, or in construction work, and to perform other related duties as may be required, INSTITUTIONAL MAEINE ENGINEMAN Definition: The duties of incumbents of these positions are to operate engines^ aaid assume responsibility for engines and boilers on craft coming within the jurisdiction of the Federal Depaxtment of Commerce and Labor. QUALIFICATIONS — INSTITUTIONAL CAPTAIN INSTITUTIONAL PILOT INSTITUTIONAL MAEINE ENGINEMAN Persons holding these positions shall ha/ue: 1. Such qualifications as may be required by the Federal Department of Commerce and Labor. 2. Such additional qualifications as may be required by the State Civil Service Commission. 586 COMPENSATION — INSTITUTIONAL CAPTAIN The range of annual compensaticm of this position in this Grade for full time service is from $1440 to $1560, inclusive, with maintenance, with standard salary rates as follows: $1440, $1560. INSTITUTIONAL MARINE ENGINEMAN Where an employe of this Grade has charge of the engines and boilers on a boat accommodating less than five himdred people the range of annual compensation of this position in this Grade for full time service is from $960 to $1080, inclusive, with maintenance, with standard salary rates as follows: $960, $1020, $1080. Where an employe of this Grade has charge of the engines and boilers on a boat accommodating more than five hundred people the range of annual compensation of this position in this Grade for full time service is from $1440 to $1560, inclusive, with maintenance, with standard salary rates as follows : $1440, $1560. INSTITUTIONAL PILOT The range of annual compensation of this position in this Grade for full time service is from $1020 to $1080, inclusive, with maintenance, with standard salary rates as follows: $1020, $1080. MEATCUTTER GROUP (H 24) Inttitutional Servica T~, r- •!• Meatcutter Oroup Defimhon: The term Meatcutter Group is rased to identify those author- ized employments of the Institutional Service, the incumbents of which are required to assume responsibility for and assist in the butchering of animals; to inspect or direct the inspection of all meats received ; to cut or direct the cutting of all meats according to requisition, and to perform such other related work as may be required. 587 588 Institutional Service GRADE I (H 24 I) Meatcutter Group TITLE OF POSITIONS — JUNIOR MEATCUTTER DUTIES — Definition: The duties of incumbents of these positions are to assist the meatcutter in an institution of more than 800 inmates in butchering animals, in inspecting meats received, cutting meats, in keeping cooling and cutting rooms and equipment in sanitai-y condition, in issuing meats on requisition and in preparing prescribed rec- ords and reports; or to take charge of this work in an institution of less than 800 inmates and to perform such other related work as may be required. Examples : Weighing meats. Treating hides and skins. Rendering lard. Cutting steaks, chops, roasts, etc. Curing hams and bacon and smoking same. Corning beef, making sausage. Pickling meats. Storing, caring for and issuing butter, eggs, cheese and flsh. QUALIFICATIONS — Persons holding these positions shall have: 1. N^ot less than two years of experience in the butchering of cattle, sheep, calves and hogs, and cutting meat into steaks, roasts, chops and stews. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time .scr\'ice is from $180 to $(>00, inclusive, with maintenance, witli standard salary rates as follows: $480, $540, $600. 589 Inttitutional Berviet GRADE II (H 24 II) MeatcuUer Group TITLE OF POSITIONS — MEATCUTTEE DUTIES — Definition: The duties of incumbents of these positions are to direct, supervise, he responsible for and assist in butcher- ing animals; in inspecting meats received; in cutting meats ; in issuing meats on requisition, in keeping cool- ing and cutting rooms and equipment in sanitary con- dition and in preparing prescribed records and reports, and to assume responsibility for and assist in such other related work as may be required. aUAIIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed i"' Grade I. 2. Not less than two years of service in Grade I. or if appointed otherwise thaji by promotion from Grade I, at least two years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — In institutions of more than 800 inmates and not more than 2000 inmates the range of annual compensa- tion of this Grade for full time service is from $720 to $780, inclusive, with maintenance, with standard salary rates as follows: $720-$780. In institutions of more than 2000 inmates the range of annual compensation of this Grade for full time service is from $780 to $840, inclusive, with mainte- nance, with standard salary rates as follows: $780- $840. MISCELLANEOUS INSTITUTIONAL WORKER GROUP (H 25) Institutional Service j-f.r •!• . lliaoeUaMeous Institutional Worker Qroup The term Miscellaneous Institutional Worker Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to plan, supervise, be responsible for and perform work not covered m any other Group of the Institutional Sei-vica 591 592 Institutional Service GRADE I (H 25 I) Miscellaneous Institutional Worker Group TITLES OF POSITIONS — INSTITUTIONAL WATCHMAN BAEBEK COFFEE ROASTER DUTIES — Definition: INSTITUTIONAL WATCHMAN The duties of incumbents of these positions are to exercise vigilance in protecting from theft, injury or danger, property and equipment controlled, used by or in the custody of a State hospital, charitable or cor- rectional institution; and, when required, to guard against the escape of patients or inmates of such in- stitutions; - ■ ' BARBER The duties of incumbents of these positions are to cut the hair of and shave patients or inmates as di- rected ; to supei-vise and instruct inmates and attendants in shaving and haircutting, and to perform such other related work as may be required. COFFEE ROASTER The duties of incumbents of these positions are to roast coffee, grind spices and to perform such other related work as may be required. ftUALIFICATIONS — Persons holding these positions shall have: 1. Not less than two years of experience in work covered in the position to be filled. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. 593 COMPENSATION — INSTITUTIONAL WATCHMAN The range of annual compensation of this position in this Grade for full time service is from $540 to $600, inclusive, with maintenance, with standard salary rates as follows: $540, $600. BARBER COFFEE ROASTER The range of annual compensation of this position in this Grade for full time service is from $540 to $600, inclusive, with maintenance, with standard salary rates as follows : $540, $600, $660. MUSICIAN GROUP (H 26) IniMutional Service Definition: ■""•^■'"* '^""^ The term Musician Group is used to identify those author- ized employments of the Institutional Service, the incumbents of which are required to play and instruct in the playing of band and orchestra instruments, and to direct and give baud and orchestra concerts as directed. 595 596 Inttitutional Servie* GRADE I (H 26 I) Muiician Group TITLE OF POSITIONS — MUSICIAN DUTIES — Definition: The duties of incumbents of these positions are to play a prescribed musical instrument at band or or- chestra concerts, and on other similar occasions, and to attend rehearsals as required. Example: Playing an instrument in an institutional band. QUALIFICATIONS — Persons holding these positions shall haA)e: X. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $300 to $600, inclusive, with maintenance, with standard salary rates as follows : $300, $360, $420, $480, $540, $600. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. In institutions where a military organization is a fundamental part of the institutional life or in other institutions where full time service of musicians is required, there shall not be more than one musician of this Grade at the $600 rate, nor more than one at the $540 rate, nor more than one at the $480 rate, nor more than one at the $420 rate, nor more than five at the $360 rate. 597 Institutional Service GRADE II (H 26 II) Musician Group TITLE OP POSITIONS — BAND MASTEE DUTIES — Definition: The duties of incumbents of these positions are to direct the band and orchestra in an institution where a military organization is a fundamental part of the in- stitutional life, to give individual and general instruc- tion in the playing of band and orchestral instruments, to lead a band or orchestra at rehearsals, regular con- cei'ts or on other occasions, and to perform such other related work as may be required. (lUALIFICATIONS — Persons holding these positio7is shall have: 1. The minimum qualifications prescribed for Grade I. 2. 'Such additional qualifications as may be re- quired by the 'State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $780 to $900, inclusive, with maintenance, with standard salary rates as follows : $780, $840, $900. INSTITUTIONAL PHOTOGRAPHER GROUP (H 27) Inatitutional Service ■n j; -J.' Inatitutional Photographer Oroup The term Institutional Photographer GTOup is used to identify those authorized employments of the Institutional Serv- ice, the incumbents of which are required to take, print and mount photographs, to measure inmates in accordance with the Bertillon system, to take finger prints and to perform such other photo- graphic and related work as may be required. 599 600 Institutional Service GRAD£ I (H 27 I) institutional Photographer Oroup TITLE OF POSITIONS — INSTITUTIOJSTAL PHOTOGRAPHER DUTIES — Definition: The duties of incumbents of these positions are to take, print, mount, file and record photographs of patients and inmates; to photograph gross and micro- scopic specimens of the brain and spinal cord; topre^ pare lantern slides; to project specimens at lectures or demonstrations and to perform other related photo- graphic work as may be required. Examples : Photographing characteristic faces for pathological study. Assisting in preparing anatomical specimens involving cutting, staining, etc, for lantern slides. Compounding formulae required in various stages of photography. Taking views of buildings, grounds, recreation scenes, etc. aUALITICATIONS — Persoiis holding these positions shall have: 1. iN^ot less than two years of experience in the taking, developing, printing, filing and recording of photographs. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $540 to $000, inclusive, with maintenance, with standard salary rates as fol- lows: $540, $600. 601 Institutional Service u-RADE II (H 27 II) institutional Photographer Group TITLE OF POSITIONS — BEETILLON PHOTOGRAPHEE DUTIES — Definition: The duties of incumbents of these positions are to take, print and mount photographs of inmates in prisons and reformatories upon admission and upon parole; to measure inmates in accordance with the Bertillon sys- tem, to take finger prints; to record, classify and file combined photograph, Bertillon and finger print cards; to do incidental guard duty, and to perform such other related work as may be required. aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. ISTot less than two years of experience in the practice of the Bertillon and finger print systems. 3. Such additional qualifications as may be re- quired by the State Civil Ser^dce Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1200 to $1560, inclusive, with standard salary rates as follows: $1200, $1320, $1440, $1560. INSTRUCTOR IN PHYSICAL CULTURE GROUP (H 28) Inttitutional Service Definition: Instructor in Physical Culture Group The term Instructor in Physical Culture Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to direct, supervise and be responsible for the instruction of inmates in physical culture and to perform such other related work as may be required. 603 604 GrRADE I (H 28 I) Institutional Service Instructor in Physical Culture Group TITLE OF POSITIONS — INSTEUCTOR IE PHYSICAL CULTURE DUTIES — Definition: The duties of incumbents of these positions are to direct, supervise and be responsible for the regular and systematic training and instmction of inmates in physi- cal culture, involving the supervision of athletic con- tests, outdoor games, gymnastics, calisthenics, athletic drills and dancing, and to perform such other related work as may be required. QUALIFICATIONS — Persons holding these positions shall have: 1. A certificate granted on completion of a stand- ard course of instruction in a school of physical culture of recognized standing. 2. Such additional qualifications as may be required by the State Civil Sei-vice Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $660 to $900, inclusive, with maintenance, with standard salary rates as follows : $660, $720, $780, $840, $900. INSTITUTIONAL PLUMBER AND STEAMFITTEB GROUP (H 29) Institutional Service J) f u • . Institutional Plu/mber and Steamfitter Grou% The term Institutional Plumber and Steamfitter Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to perform work per- taining to the plumbing and steamfitting trades and such other related work as may be required. 605 606 Institutional Service GRADE I (H 29 I) institutional Phimher and Steamfitter Group TITLE OF POSITIONS — INSTITUTIONAL PLUMBEKS AND STEAM- FITTERS HELPER DUTIES — Definition: The duties of incumbents of these positions are to assist plumbers and steamfitters in all branches of their trades, to make minor repairs to plumbing and heating apparatus, steam, water and sewer lines, and to perform such other related work as may be required. Examples: Cleaning sinks, drains, sewers, etc. Assisting in the repairing of steam irons, fire hose, faucets, ranges, and steam cooking devices. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $360 to $480, inclusive, with maintenance, with standard salary rates as follows ; $360, $420, $480. 607 Inttitutional Service GRADE II (H 29 II) Inttitutional Plumber and SteamfiUer &roup TITLE OF POSITIONS — ASSISTANT INSTITUTIONAL PLUMBER AND STEAMFITTER DUTIES — Definition: The duties of incumbents of these positions are to assist the plumber and steamfitter in installing and repairing plumbing and steamfitting appliances, to make repairs and to perform such other related work as may be required. ftUALITICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than one year of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in the plumbing or steamfitting trade. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATIOIT — The range of annual compensation of this Grade for full time service is from $540 to $600, inclusive, with maintenance, with standard salary rates as follows : $540, $600. 608 Institutional Service GRADE III (H 29 III) institutional Plumber amd Steamfitter Group TITLES OF POSITIONS — mSTITCTIONAL PLLLMBEK IISrSTITUTIOXAL STEAMFITTEE DUTIES — I]S^STITLTTIOXAL PLT^VBER Definition: The duties of incumbents of these positions, which involve supervision of employes in Grades I and II and inmates or patients, are to install, repair and alter plumLiiii,^ fixtures and equipment, to clean, repair and keep in sanitary condition soil, waste and sewer lines and water maijis, to assist in steamfitting work when required, and to perform such other related work as may be required. Examples : Clearing stoppages in toilets, sewers, drains, etc. Packing and repairing faucets, valves, etc. Installing and repairing hoppers, flush tanks, sinks, showers, etc. INSTITUTIOisrAL STEAMFITTER The duties of incumbents of these positions, which involve supervision of employes in Grades I and II and inmates or patients, are to install, alter and repair steam lines, radiators, steam valves, etc., and to perform such other related work as may be required. 609 QUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. ISTot less than two years of service in Grade II, or if appointed otherwise than by promotion, at least two years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $900 to $960, inclusive, with maintenance, with standard salary rates as follows : $900, $960. 20 INSTITUTIONAL PRINTER AND BOOKBINDER GROUP (H 30) Institutional Service Dpiinifin'n • Institutional Printer and BooJchinder Group The term Institutional Printer and Bookbinder Group is used to identify those authorized employments of the Institu- tional Service, the incumbents of which are required to plan, supervise, be responsible for and to perform work involved in the operation of a printing and bookbinding shop. 611 613 Institutional Service GRADE I (H 30 I) institutional Printer and BoohUnder Group TITLES OF POSITIONS — PEESS FEEDER BK^DEE'S HELPEE ' '., DUTIES — Definitions. The duties of the incumbents of these positions are to assist in the work pertaining to the printing and bookbinding trade and to perform such other related work as may be required. Eaiamples : Making ready on job presses. Feeding cylinder and job presses. Stamping book covers. Folding sheets and gathering same. QUALIFICATIONS — Persons holding these positions shall have: 1. Not less than one year of experience in the work covered in the position to be filled. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $300 to $372, inclusive, with maintenance, with standard salaiy rates as follows : $300 upon entrance, $324 at end of six months' serv- ice, $348 at end of twelve months' service, $372 at end of eighteen months' service. • «13 __ . __ _ Institutional Service yxKADi, U (H 30 II) Institutional Printer and Booklinder Group TITIES or POSITIONS — INSTITUTIONAL PEINTER BOOKBINDER RULER COMPOSITOR DUTIES — INSTITUTIONAL PRINTER Definition: Tlie duties of incumbents of these positions are to perform, under supervision, work pertaining to the printing trade, and such other related work as may be required. Ewamples : Setting and distributing type. Correcting galleys; making up pages. Acting as pressman. BOOKBINDER Definition: The duties of incumbents of these positions are to bind and finish books and to perform, under direction, other work relating to the bookbinding trade. ;.« RULER 1,- Definition: The duties of incumbents of these positions are to cut and rule paper and to perform such other related work as may be required. COMPOSITOR Definition: The duties of incumbents of these positions are to set and distribute type and to perform such other related work as may be required of a compositor. 6M QUALIFICATIONS — Persons holding these positions shall have: 1. JSTot less than two years of experience in work covered in the position to be filled. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The annual compensation of this Grade for full time service is $780, with maintenance. 615 Institutional Service GRADE III (H 30 III) institutional Printer and BookUnder Group TITLE OF POSITIONS — INSTITUTIONAL PRINTEK — FOEEMAN DUTIES — Definition: The duties of inoumbents of these positions are to plan, supervise, be responsible for and assist in the institutional printing and bookbinding industries, the products of which are made primarily for other than local use, to keep a record of output, prepare prices on work, prepare estimates, and assume responsibility for and assist in such other related work as may be required. aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than two years of service in Grade II as an institutional printer or compositor, or if appointed otherwise than by promotion from Grade II, at least two years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1080 to $1320, inclusive, with maintenance, with standard salary rates as follows : $1080, $1200, $1320. INSTITUTIONAL SEAMSTRESS GROUP (H 31) Institutional Service Definition ■ Institutional Seamstress Group The term Institutional Seamstress Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to supervise and assist in the making, mending, marking, inspecting, issuing and checking wearing apparel and linen supplies used in an institution, where such work is not otherwise provided for, and to perform such other related work as may be required. 617 618 Institutional Service GRADE I (H 31 I) institutional Seamstress Group TITLE OF POSITIONS — INSTITUTIONAL SEAMSTEESS DUTIES — Definition: The duties of incumbents of these positions are to operate darning, knitting and buttonhole machines, to do plain and fancy sewing by hand or by machine, and to supervise, instruct and assist patients or inmates in the performance of such work. Examples : Making and repairing simple dresses, gowns, shirt- waists, underwear, nightgowns, pillow and mattress ticks, hed and tahle linen. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $360 to $420, inclusive, with maintenance, with standard salary rates as follows : $360, $420. 619 GRAnii' TT ^TT 71 TT\ Institutional Service vTAAi^jj x± \xi oj. ii; Institutional Seamstress Group TITLE OF POSITIONS — CLOTHING CAEETAKER DUTIES — The duties of incumbents of these positions are to check and record all clothing and linen supplies received directly or upon requisition; to issue the same upon requisition to the tailor shop and sewing-room; to inspect, count, list and mark finished articles; to record and issue same upon requisition to the wards and departments; to prepare quarterly or other esti- mates for clothing and linen supplies needed; to keep daily time and work records of employees assigned to the sewing-room; to mark and check private clothing ajid property ; to open packages sent to patients and to record and distribute same; to assist in the cutting, sewing and mending when required; and to perform sujoh other work as may be necessary to keep an accurate check upon all clothing supplies, wearing apparel and linen bought or manufactured for patients and used in a State institution. aUALEFICATIONS — Persons holding these positions shall hdve: 1. The minimtim qualifications prescribed for Grade I. 2. Not less than one year of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least one year of experience in work of Grade I character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade '< for full time service is from $480 to $600, inclusive, with maintenance, with standard salary rates as follows : $480, $540, $600. SHOEMAKER GROUP (H 32) Institutional Service Definition: Shoemaker Group The term Shoemaker Group is used to identify those author- ized employments of the Institiitional Service, the incumbents of which are required to select stock for the manufacture of shoes and flippers, to plan, supervise, be responsible for and assist in the making of shoes and slippers, prepare estimates and specifi- cations for supplies, the operating and repairing of machinery, and to perform such other related work as may be required. 621 622 Institutional Service GRADE I (H 32 I) Shoemaker Group TITLE OF POSITIONS — ASSISTANT SHOEMAKER . ' ; j DUTIES — Definition: The duties of incumbents of these positions are to assist in the making of shoes, slippers and similar articles, to repair same and to perform such other re- lated work as may be required. QUALIFICATIONS — Persons holding these positions shall have: 1. ISTot less than two years of experience in the mak- ing and repairing of shoes, slippers and similar articles. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $540 to $600, inclusive, with maintenance, with standard salary rates as fol- lows: $540, $600. 623 Institutional Service GRADE II (H 32 II) shoemaker Oroup TITLE OF POSITIONS — SHOEMAKER DUTIES — Definition: The duties of incumbents of these positions are to take charge of a shoeshop, the products of which are for local institutional use, to plan, supervise, be responsible for and assist in work involved in the making and re- pairing of shoes, slippers and similar articles, to select and inspect stock, to cut uppers and other parts, to repair machinery, to keep records, to prepare estimates for supplies, and assume responsibility for such other related work as may be required. aUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of aimual compensation of this Grade for full time service is from $660 to $780, inclusive, with maintenance, with standard salary rates as follows : $660, $720, $780. 624 Institutional Service GRADE III (H 32 III) shoemaker Group TITLE OF POSITIONS — SHOEMAKEK — FOEEMAX DUTIES — Tke duties of incumbents of these positions are to take charge of a shoeshop, the products of which are made primarily for other than local use, to plan, super- vise, be responsible for and, when necessary, to assist in the making and repairing of shoes, slippers and similar articles, to select and inspect stock, to cut uppers and other parts, to repair machinery, to prepare estimates and specifications for supplies, to keep records, and to assume responsibility for and assist in such other related work as may be required. ftUALIFICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than two years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least two years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade, for full time service is from -$1080 to $1320, inclusive, ^th standard sala-ry rates as follows: $1080, $1200, $1320 SOAP MAKER GROUP (H 33) Institutional Service T-v /. ■ , - Soap Maker Group JJejimhon: "^ Tlie term Soap Maker Group is used to identify those author- ized employments of the Institutional Service, the incumbents of which are required to plan, supervise, be responsible for, and assist in the making of soap, and to perform such other related work as may be required. 625 626 Institutional Service GRADE I (H 33 I) Soap Maker Oroup TITLE OF POSITIONS — SOAP MAKER DUTIES — Definition: The duties of incumbents of these positions are to assist in the making of soap and to perform such other related duties as may be required. QUALIFICATIONS — Persons holding these positions shall have: 1. Not less than two years of experience in the making of soap. 2. Such additional qualiiications as may be required by the Stat© Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $540 to $600, inclusive, with maintenance, with standard salary rates as follows : $540, $600. 627 Institutional Servioe GRADE n (H 33 II) ,Soap Maker Group TITI.E 01' POSITION — SOAPMAKER — rOEEMAN ' DUTIES — Definition: The duties of the incumbent of this position are to take charge of an institutional soap-making plant, the products of which are made primarily for other than local use, to plan, supervise, be responsible for and assist in the making of soap, involving boiling, crutch- ing, pressing and boxing soap, making chemical tests of oils, fats and alkalies, testing and treating spent lye and evaporating same for recovery of crude glycerine, to keep records, prepare estimates for supplies, and to perform such other related work as may be required. Ewample: Acting as foreman aoapmaker, Rochester State Hos- pital. ftTTAlIiTCATIONS — The person holding this position shall have : 1. The minimum qualifications prescribed for Grade I. 2. Ndt less than two years of service in Grade I, ^^ or if appointed otherwise than by promotion from Gtade I, at least two years of experience in work of Grade I _, character and standard. ^ 4. Such additional qualifications as may be re- ; quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full term service is from $1080 to $1200, inclusive, with standard salary rates as follows: $1080, $1140, $1200. STEWARD GROUP (H 34) Institutional Service Definition: ^^^""""^ ^''""^ The term Steward Group is used to identify those authorized employments of the Institutional Service, the incumbents of which are required to direct, supervise and perform for the superin- tendent those duties involved in the non-professional business management of an institution. 629 680 InstituHongZ S^vif* GRADE I (H 34 I) Stincard Oroup TITLES OF POSITIONS — JUNIOE STEWARD ASSISTANT STEWARD DUTIES — JUNIOR STEWARD Definition: The duties of incumbents of these positions are to perform, under the direction of the superintendent, those assigned functions pertaining to the maintenance and non-professional business management of a charitable institution not covered in any other Group, involving complete or limited supervision over such activities. ASSISTANT STEWARD Definition : The duties of incumbents of these positions are to supervise, under the direction of the steward, the routine work of the steward's office and its divisions in a State hospital of more than 4000 inmates, to secure com- petitive prices on items not covered in contracts and place orders for same, to audit vouchers and payrolls, to assist in preparing maintenance estimates and other financial statements, in approving requisitions, and to assume the duties and responsibilities of the steward in his absence. GUALIFICATIONS — Persons Jiolding these positions shall have: 1. Not less than three years of service as a book- keeper in charge of the accounts of a State institution ; or 2. Not less than three years of service as an insti- tutional storekeeper in work of Grade I of the Store- keeper Group of the Institutional Service standard and character; or 631 3. Not less than three years of experience in work recognized by the State Civil Service Commission as the equivalent of either of the above qualifications. 4. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — JUNIOR STEWARD In institutions of not more than 300 inmates the range of annual compensation of this position in this Grade for full time service is from $900 to $1200, inclu- sive, with maintenance, with standard salary rates as follows: $900, $960, $1020, $1080, $1200. In institutions of more than 300 inmates and not more than 400 inmates the range of annual compensation of this position in this Grade for full time service is from $1200 to $1320, inclusive, with maintenance, with standard salary rates as follows : $1200, $1320. In institutions of more than 400 inmatesi and not more than 800 inmates, the range of annual compensa- tion of this position in this Grade for full time service is from $1320 to $1440, inclusive, with maintenance, with standard salary rates as follows : $1320, $1440. In institutions of more than 800 inmates and not more than 1500 inmates, the range of annual compensa- tion of this Grade for full time service is from $1440 to $1560, inclus.ive, with maintenance, with standard salary rates as follows : $1440, $1560. ASSISTANT STEWARD The range of annual compensation of this position in this Grade for full time service is from $1200 to $1560, inclusive, with maintenance, with standard salary rates as follows: $1200, $1320, $1440, $1560. 632 GrBADE II (H 34 II) institutional Service Steioard Group TITLE OF POSITIONS — STEWAED' DUTIES — Definition: The duties of incumbents of these positions are to perform, imder the direction of the superintendent, those functions pertaining to the non-professional business management of a State hospital or other institution of not less than 1500 inmates, involving supervision of all maintenance, farming and industrial operations, pui^ chase of all stores, supplies, materials and equipment not covered in contracts, supervision of the keeping of all financial records and documents, responsibility for in- stitutional funds placed in their keeping, supervision of the preparation of maintenance estimates and payrolls, inspection of buildings, equipment, new construction and extraordinary repairs, final approval and custody of all requisitions and the performance of such other related work as may be necessary to the business manage- ment of the institution. QUALIFICATIONS — Persotis holding these positions shall have: 1. The minimum qualifications prescribed for Grade I. 2. Not less than three years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least five years of service in either Grade I of the Storekeeper Group of the Institutional Service or in Grade I of the Bookkeeper Group of the Clerical service. 3. Not less than five ycai-s of experience in work recognized by the State Civil Service Commission as the equivalent of either of the above qualifications. 4. Such additional qualifications as may be re- quired by the State Civil Service Commission. 633 COMPENSATION — The range of annual compensation of this Grade for full time service is from $1800 to $2580, inclusive, with maintenance, with standard salary rates as follows : $1800, $1980, $2160, $2340, $2580. SPECIAL REGULATION GOVERNING THE MAXIMUM RATE — The maximum salary rate, $2580, will be granted only to stewards of institutions of not less than 3000 inmates. STOREKEEPER GROUP (H 35) Institutional Servict Definition: Storekeeper Gfro«p The term Storekeeper Group is used to identify those au- thorized employments of the Institutional Service, the incumbents of, which are required to receive, record and requisition institu^ tional supplies, materials and equipment necessary to maintain stores within prescribed limits, to report thereon, and to perform under the direction of the steward or junior steward such other related work as may be required. 635 ' ^ 636 Institutional Service GRADE I (H 35 I) storekeeper Group TITLE OF POSITIONS — STOREKEEPEE DUTIES — Definition: The duties of incTunbents of these positions are to receive, record and requisition institutional supplies, materials and equipment necessary to maintain stores within prescribed limits, to make reports on prescribed forms, and to perform such other related work under the direction of the steward or junior steward as may be required. QUALIFICATIONS — Persons holding these positions shall have: 1. !N"ot less than two years of experience in handling supplies in an institution storehouse or at least two years of experience in work of equivalent character and standard; or 2. l^ot less than one year of service as junior clerk of the Clerical Service, or at least one year of experi- ence in work of equivalent character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — In institutions of less than 300 inmates the range of annual compensation of this Grade for full time service is from $480 to $540, inclusive, with mainte- nance, with standard salary rates as follows: $480, $540. In institutions of more than 300 inmates and not more than 400 inmates, the range of annual compensa- tion of this Grade for full time service is from $540 to $600, inclusive, with maintenance, with standard salary rates as follows: $540, $600. 637 In mstitutions of more than 400 inmates and not more than 800, the range of annual compensation of this Grade for full time service is from $600 to $660, inclu- sive, with maintenance, with standard salary rates as follows: $600, $660. In institutions of more than 800 inmates and not more than 2000, the range of annual compensation of this Grade for full time service is from $660 to $840, inclu- sive, with maintenance, with standard salary rates as follows: $660, $720, $780, $840. In institutions of more than 2000 inmates the range of annual compensation of this Grade for full time service is from $840 to $1020, inclusive, with main- tenance, with standard salary rates as follows: $840, $900, $960, $1020. In institutions of more than 4000 inmates a rate of $1080 shall be added to the above rates. In prisons of over 800 inmates where the store- keeper performs the more important duties described in the defintion of " Steward," the range of annual compen- sation of this Grade for full time service is from $1440 to $1560, inclusive, with standard salary rates as fol- lows: $1440, $1660. SUPERINTENDENT OF INDUSTRIES GROUP (H 36) Institutional Service Jlp-Rninnn • Superintendent of Industries Group The term Superintendent of Industries Group is used to identify those authorized employments of the Institutional Serv- ice, the incumbents of which are required to plan, supervise, be responsible for and assist in the manufacturing activities of a State prison, involving the selection of articles to be manufac- tured, the direction and supervision of employes and prisoners while engaged in industrial work, the preparing of estimates and keeping the financial and other records of industries, and to per- form such other related work as may be required. 639 640 GRADE I (H 36 I) institutional Service Superintendent of Industries Group TITLE OF POSITIONS — SUPERHsTTElsrDEJSrT OF IISTDUSTKIES DUTIES — Definition: The duties of incumbents of these positions, which require a high degree of executive ability and a general knowledge of manufacturing processes and technique, are to plan, supervise, be responsible for and assist in the manufacturing activities of a State prison, involving the selection of articles to be manufactured, the direc- tion and supervision of employes and prisoners engaged in manufacturing operations, the purchasing of mate- rials and supplies, the custody of machinery and sup- plies, the keeping of financial and other records of industrial operations, and to perform such other related work as may be required. OUALIFICATIOSrS — Persons holding these positions shall have: 1. Not less than five years of experience in in- dustrial work affording opportunity to become faxailiar with manufacturing operations, at least two years of which must have been in a managerial capacity; or 2. ISTot less than three years of service as senior bookkeeper of the Clerical Service, acting as assistant to the superintendent of industries and in charge of the manufacturing accounts. 3. 'Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $2820 to $3540, inclusive, with standard salary rates as follows: $2820, $3060, $3300, $3540. INSTITUTIONAL TAILOR GROUP (H 37) Institutional Service 7-, /. • , • Institutional Tailor Oroup Uepmtton: The term Institutional Tailor Group is used to identify those authorized employments of the Institutional Service, the in- cumbents of which are required to plan, supervise, be responsible for and assist in the making of men's and boys' clothing and similar article, where not otherwise provided for, and assuming responsibility for and performing such other related work as may be required. 21 641 642 GRADE I fH 37 I) institutional Service Institutional Tailor Group TITLE OF POSITIONS — ASSISTANT INSTITUTIONAL TAILOR DUTIES — Definiticm: The duties of incumbents of these positions are to cut cloth, operate sewing machines, baste, finish and press clothing, and to assist in other work involved in the making of clothing. QUAUFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State C'ivil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $480 to $600, inclusive, with maintenance, with standard salary rates as follows : $480, $540, $600, 643 G-RADE 11 (H 37 II) Institutional Service Institutional Tailor Group TITLE OF POSITIONS — IJSrSTITUTIO'NAL TAILOK DUTIES — Definition: The duties of incumbents of these positions are to take charge of a small tailor shop or to assist in the supervision of a large shop, involving supervision of employes in Grade I, other assigned employes, and patients, the cutting of cloth, operating sewing ma- chines, basting, finishing and pressing clothing, the keeping of records, preparing estimates, and perfomiing such other related work as ma}- be roc^nired. aUALIFICATIONS — Persons holding these positions shall have: 1. ISTot less than two years of experience in the tailoring trade. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $660 to $780, inclusive, with maintenance, with standard salary rates as follows : $660, $720, $780. 644: GRADE III (H 37 III) institutional Service Institutional Tailor Group TITLE OF POSITIONS — INSTITUTIONAL TAILOK — FOREJMAN DUTIES — The duties of incumbents of these positions are to take charge of an institutional tailor shop, the products of which are made primarily for other than local use, to plan, supervise, be responsible for and assist in work involved in the manufacture of clothing on a large scale, and to assume responsibility for and perform such other related work as may be required. QUALIFICATIONS — Persons holding these positions sJtall have: 1. The minimum qualifications prescribed for Grade II. 2. Not less than two years of service in Grade II, or if appointed otherwise than by promotion from Grade II, at least two years of experience in work of Grade II character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $10S() to $1440, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440. TEXTILE WORKER GROUP (H 38) Institutional Service Definition: ''"'*'^^ ^°''^''~ ^'"""^ The term Textile Worker Group is used to identify those authorized employments of the Institutional Service, the incum- bents of which are required to plan, supervise, be responsible for and assist in the carding, knitting, spinning, weaving, dyeing and clothfinishing branches of the textile trade, and to assume respon- sibility for and perform such other related work as may be required. 645 646 GRAD£j I CH 38 I) Institutional Service Textile Worker Group TITLE OF POSITIONS — FOREMAX OF WEAVilS'G FOEEAIAN OF KNITTING FOREMAN OF SPINNING FOREMAN OF CARDING FORE il AN OF DYEING FORE.MAX OF CLOTHFINISIIING DUTIES — FOREMAN OF WEAVING Definitio7i: The duties of incunibeuts of these positions are to plan, supervise, be responsible for and assist in the wea^dng of cloth and the keeping of looms in proper order, and to assume responsibility for and perform other related work as may be required. FOREMAN OF KNITTING Definition: The duties of incumbents of these positions are to plan, supervise, be responsible for and assist in the knitting and repair of stockings, underclothes and similar articles, and the keeping of tools and machines in proper order, and to assume responsibility for, and perform other related work as may be required. FOREMAN OF SPINNING Definition: The duties of incumbents of these positions are to plan, supervise, be responsible for and assist in the spinning trade, including spooling, warping, reeling, bobbin-winding and the keeping of tools and machines in proper order, and to assume responsibility for and perform other related work as may be required. FORE]\IAN OF CARDING Definition: The duties of incumbents of these positions are to plan, supervise, be responsible for and assist in the 64,7 mixing, picking, oiling and carding of wool and the keeping of machines in proper order, and to assume responsibility for and perform other related work as may be required. FOEEMAN 0-F -UYEINa Definition: The duties of incumbents of these positions are to plan, supervise, be responsible for and assist in the dyeing of wool, cotton and cloth, the matching of shades and mixing colors, and to assume responsibility for and perform other related work as may be required. FOEEMAN OF CLOTHFISISHIA'G Definition: The duties of incumbents of these positions are to plan, super^^ise, be responsible for and when necessary perform work involved in the finishing of all textile products, and to assume responsibility for and perform other related work as may be required. QUALIFICATIONS — Persons holding these positions shall have: 1. JSTot less than two years of experience in work covered in the position to be filled. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range cf annual compensation of this Grade for full time service is from $1080 to $1440, inclusive, with standard salary rates as follows: $1080, $1200, $1320, $1440. 648 Gr.ADE II (H 38 II) institutional Service Textile Worker Group TITLE OF POSITIONS — HEAD FOREMAIT OF TEXTILE WORKS DUTIES — Definition: The duties of incumbents of these positions, which involve supervision of employes in Grade I, are to plan, supervise, be responsible for and assist in the knitting work, to assist in the preparation of estimates for ma- terials and supplies, to keep prodiiction and other records, and to assume responsibility for and perform such other related work as may be- required. ftUALinCATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for 'Grade I. 2. Not less than two years of service in Grade I, one year of which must have been spent as a foreman of knitting, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard, affording an oppor- tunity for practical experience in knitting. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1680 to $2160, inclusive, with standard salary rates as follows: $1680, $1800, $1980, $2160. WAGON MAKER GROUP (H 39) Institutional Service j-v /. •, ■ Wagon Maker Group Lfepmtion: The term Wagon Maker Group is used to identify those au- thorized employments of the Institutional Service, the incumbents of which are required to plan, supervise, be responsible for and assist in the making of wagons, carts and other vehicles, where such work is not otherwise provided for, and to assume respon- sibility for and perfoi-m such other related work as may be required. 649 650 GRADE I (H 39 I) Institutional 8erina» Wagon Maker Oroup TITLE OF POSITIONS — WAGONMAKEK DUTIES — Definition: The duties of incumbents of these, positions are to make and repair wagons and farm implements, where such work is not otherwise provided for, to per- form routine handicraft work requiring skill and ability along lines of carpentry and to perform such other re- lated work as may be required. QUALIFICATIONS — Persons holding these positions shall have: 1. l^ot less than two years of experience in car- pentry or wheelwriting, and in addition not less than six months of experience in making and repairing wagons. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $720 to $840, inclusive, with maintenance, with standard salary rates as follows : $720, $780, $840. 651 GRADE II (H 39 II) institutional Service Wagon Maker Group TITLE OF POSITIONS — WAGOJSr WOEKS — FOREMAN DUTIES — Definition: The duties of incumbents of these positions are to take charge of an institutional wagon works, the prod- ucts of which are made primarily for other than local use, to plan, supervise, be responsible for and assist in the making of wagons, carts and other vehicles, to keep prescribed records, prepare estimates, arid assume responsibility for and perform such other related work as may be required. aUAUFICATIONS — Persons holding these positions shall have: 1. Not less than three years of experience in the making of wagons, carts and other vehicles. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1680 to $2160, inclusive, with standard salary rates as follows: $1680, $1800, $1980, $2160. SKILLED LABOR SERVICE SYMBOL (J) Definition: The term Skilled Labor Service is used to identify those authorized employments of the State Government, the incumbents of which are required to perform, or supervise the performance of, manual work requiring skill in a trade or handicraft. 653 ANIMAL HUSBANDRY GROUP (J 1) Hldlled Labor Service Animal Husbamdry Group The term Animal Husbandry Group is used to identify those authorized employments of the Skilled Labor Ser\dce, the incum- bents of which are required to take charge o£ an experiment station dairy, to conduct experiments in the raising, care and breeding of poultry, to prepare reports on the results of experi- ments and to perfoitn other work relating to the problems and practices of animal husbandry ; or to operate a poultrj^ farm. 655 656 GRADE I (J 1 I) Skilled Labor Service TITLE OF POSITIONS- ^™^"''' Euslo^drv Group POULTRYMAlSr DUTIES — Dejinition: The duties of incumbents of these positions are to supervise the work of a poultry farm, involving the operation of incubators and brooders, the breeding and feeding of poultry and the performance of other related work. aUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the Stat« Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $840 to $960, inclusive, with standard salary rates as follows : $840, $900, $960. 657 GKADE II (J 1 II) Skilled Labor Service Animal Husbandry Oroup TITLES OF POSITIONS — DAIRY FOEEMAN POULTRY FOREMAN DUTIES — DAIRY FOREMAN Definition: The duties of the incumbent of this position, which require highly specialized knowledge of dairy hus- bandry and the manufacture of dairy products, are to take charge of an experiment station dairy, involving the supervision of employes, the direction of the pur- chase of food and the planning of i-ations for dairy cattle, to test the graduation of Babcock glassware and to perform such other related work as may be required. POULTRY FOREMAN Definition: The duties of the incumbent of this position, which require a highly specialized knowledge of poultry hus- bandry, are to take charge of experiment work in the raising, breeding and care of poultry, to prepare reports on the results of experiments and to perform such other related work as may be required. ftTJALIFICATIONS- Persons holding these positions shall have: 1. Not less than three years of experience and technical training in work affording opportunity to become familiar with the problems and practices of animal husbandry with special reference to the require- ments of the position to be filled. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1200 to $1800, inclusive, witli standard salary rates as follows: $1200, $1320, $1440, $1660, $1680, $1800. ARTISAN FOREMAN GROUP (J 2) Skilled Labor Service Definition: Artisan Foreman Group The term Artisan Foreman Group is used to identify those authorized employments of the Skilled Labor Service, the in- cumhents of which are required to supei-vise and be responsible for the activities of a shop or for units or sections of outside con- struction or maintenance work, which involve the services of car- penters, machinists, blacksmiths or other craftsmen and laborers. 659 660 GRADE I (J 2 I) TITLES OF POSITIONS — Skilled Labor Service Artisan Foreman Group AKTISAN FOKEMAJSr DIVISION FOREMAIsr SUPERVISOR OF OPERATIOxX AND REPAIRS (BRIDGE) DUTIES — Definition: The duties of incumbents of these positions are to direct, under supervision, and be responsible for the activities of a shop or unit thereof ; or a unit or section of outside construction or maintenance which involve the services of carpenters, machinists, blacksmiths or other craftsmen and laborers, in repairing and building lock gates, bridges, balance beams, paddles, reinforced concrete structures, foimdations, resurfacing highways, etc. aUALIFICATIONS — Persons holding these positions shall have: 1. Such training as an apprentice to blacksmiths, machinists or carpenters as may be locally stipulated. 2. Not less than three years of experience in a gen- eral shop or in field work at one of the above trades. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1200 to $1440, inclusive, with standard salary rates as follows: $1200, $1320, $1440. 661 GRADE II (J 2 II) ., „ ^ r . o ^ ' Skilled Labor Serwoe TITLES OF POSITIONS Artisan Foreman Group GENERAL ARTISAN EOREMAN SUPERINTENDENT OF REPAIRS DUTIES — Definition: The duties of incumbents of these positions which may involve supervision of employes in Grade I, are to direet and assume complete responsibility for the oper- ation of construction or repair shops ; or units or sections of other construction or repair work, which involve the services of carpenters, blacksmiths, machinists or other craftsmen and laborers. ftUALIFICATIONS — Persons holding these positions shall have: 1. The minimum, qualifications prescribed for Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least three years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Conmiissian. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1680 to $2160, inclusive, with standard salary rates as follows: $1680, $1800, $1980, $2160. SPECIAL REGULATION GOVERNING THE MAXIMUM RATE — The maximum salary rate, $2160, shall be assigned only to positions involving supervisory or independent responsibility. Such rate shall be designated after in- dividual appraisal under the rules of the State Civil Service Commission, indicating that the rate so deter- mined does not exceed the value of the work to be performed. BLACKSMITH GROUP (J 3) Skilled Labor Service Definition: Blacksmith Group The term Blacksmith Group is used to identify those authorized employments of the Skilled Labor Service, the in- cumhents of which are required to make by hand and with such machinery as may be necessary, iron products used in building constnaction, in the upkeep of bridges, locks, etc., such as making drift bolts, " T " bolts, bridge rods, connecting rods, etc., to set horse shoes, to forge, shape and sharpen various tools and implements and to make and repair the iron and steel parts and appurtenances of vehicles, farm implements, machinery and tools. 663 664: G-RADE I (J 3 I) Skilled Labor Service TITLE OF POSITIONS- Blaolcs>mitk Group. BLACKSMITH AND MACHINIST HELPER DUTIES — Definition: The duties of mcumbents of these positions are to assist in the making or shaping of iron parts or tools used in building construction, and in the repair and maintenance of vehicles, bridges, locks, boats, etc., and to perform other work in which high skill of the craft is not required. QTJALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $540 to $660, inclusive, with standard salary rates as follows : $540, $600, $660. The range of per diem compensation of this Grade is from $2.00 to $2.50, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments on the basis of local conditions, subject to the rules of the State Civil Service Commission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. 665 GRADE II (J 3 II) Skilled Labor service TITIE OF POSITIONS Blackimith Group BLACKSMITH DUTIES — Definition: The duties of incumbents of these positions are to make iron products used in building construction, in the upkeep of bridges, locks, etc., and to perform other work pertaining to the blacksmithing trade. Examples : Making drift bolts, " T " bolts, connecting rods. Making bridge rods, lock braces. Sharpening and making tools. Shoeing horses. Repairing wagons. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $840 to .$1140, inclusive, with standard salary rates as follows: $840, $900, $960, $1020, $1080, $1140. Th« range of per diem compensation of this Grade is from $3.00 to $4.00, with such iiltermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Commission; provided that when the rates are annual they shall conform to the .standard annual rates established above. BRICKLAYER GROUP (J 4) Skilled Labor Sernce r) jj -, • . Bricklayer Group The term Bricklayer Group is used to identify tkose au- thorized emplojTiients of the Skilled Labor Service, the incumbents of which are required to lay brick and to perform other work per taining to the bricklaying trade. 667 668 GRADE I (J 4 I) Skilled Labor Senrice TITLE OF POSITIONS— Bricklayer Group BRICKLAYER DUTIES — Definition: The duties of incumbents of these positions are to lay brick to line and grade in or upon any structure or form of work ; to do fireprooiing, block arching, terra cotta cutting and setting; to lay and cut tile, plaster, mineral wool and cork blocks, or any substitiite therefor ; to cut, rub and grind brick ; and to set cut stone trim- mings on brick buildings. aUALIFICATIONS — Persons holding these positions shall have: 1. Such training as an apprentice as may be locally stipulated. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1200 to $1560, inclusive, with standard salary rates as follows: $1200, $1320, $1440, $1560. The range of per diem compensation of this Grade is from $4.00 to $5.50, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be deteimined by de- partments, on the basis of local conditions, subject to the rules of the State Civil ^Service Commission; provided that when the rates are anniial they shall conform to the standard annual rates established above. CARPENTER GROUP (J 5) Skilled Labor Service Definition: Carpenter Group The term Carpenter Group is used to identify those author- ized employments of the Skilled Labor Service, the incumbents of which are required to construct or repair wooden structures, canal locks, boats, bridges, door frames, window oases and to make general repairs in woodwork. 669 6Y0 GRADE I (J 5 I) Skilled Lahor Service TITLE OF POSITIONS - '"''''""'"' ^'""^ CARPENTERS HELPER DUTIES — Definition: The duties of inoumbents of these positions are to assist in the construction and repair of wooden struc- tures or to perform work of the craft which does not require high skill and ability. GTJALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Sendee Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $540 to $660, inclusive, with standard salary rates as follows : $540, $600, $660. The range per diem compensation of this Grade is from $2.00 to $2.50, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL KEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the 'State Civil Service Commission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. 671 GRADE II (J 5 II) ^,.„^ ^„,„^ S,,,,,, TITLE OF POSITIONS — Carpenter Group CARPENTEE DUTIES — Definition: The duties of incumbents of these positions, which may involve supervision of other employes, are to con- struct or repair wooden structures and fixtures, and to maJce general repairs in woodwork. Eaiarnvplea : Repairing canal locks. Repairing boats. Repairing bridges. Repairing doors and windows. Constructing frames and cases. Constructing frame buildings. aUALIFICATIONS — Persons holding these positions shall have: 1. Such training as an apprentice as may be locally stipulated. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time sei-vice is from $900 to $1320, inclusive, with standard salary rates as follows: $900, $960, $1020, $1080, $1140, $1200, $1320. The range of per diem compensation of this Grade is from $3.00 to $4.50, inclusive, with such intennediate rates as may be detei-mined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Commission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. 672 SPECIAL REGULATION GOVEBNING THE MAXIMUM SALAEY RATES — The maximum .'lalan' fates, $l';2fl per aimum and $+.00, $4.riU per diem, shall he assigned only to positions involving supervisory or independent responsibility. Such rates shall be designated after individual ap- praisal, under the mles of the State Civil Service Commission, indicating that the rate so determined does not exceed the value of the vsrork to be performed. CHAUFFEUR GROUP (J 6) Skilled Labor Service Definition: Chauffeur Group The term Chauffeur Group is used to identify those author- ized employmeuts of the Skilled Labor Service, the inoumbeiits of which are required to operate and repair automobiles and motor trucks. 22 673 674 GRADE I (J 6 I) Skilled Labor Bervice Chauffeur Group TITLE OF POSITIONS— " CHAUFFEUR DUTIES — Definition: The duties of incumbents of these positions are to operate, repair, clean, oil and maintain in good condition automobiles and motor trucks, to load, unload, check and make record of supplies transported, to keep daily record of odometer readings, time consumed, places visited, oil and gasoline consumed and detailed record expenses incurred in making repairs. QUALIFICATIONS — Persons holding these positions shall have: 1. A license to operate motor vehicles granted by the proper State authority. 2. ISTot less than one year of experience in operat- ing and repairing motor vehicles. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — For Chauffeurs driving passenger carrying auto- mobiles the range of annual compensation of tliis Grade for full time service is from $960 to $1440, inclusive, with standard salary rates as follows: $960, $1020, $1080, $1140, $1200, $1320, $1440. For Chauffeurs driving motor trucks the range of annual compensation of this Grade for full time service is from $960 to $1140, inclusive, with standard salary rates as follows: $960, $1020, $1080, $1140. SPECIAL REGULATION GOVERNING MAXIMUM SALARY RATE — The maximum salary rate, $1440, shall be desig- nated only, after individual appraisal under the rules of the State Civil Service Commission, indicating that the rate so determined does not exceed the value of the worlc to be performed. CHAUFFEUR EXAMINER GROUP (J 7) Skilled Labor Service Definition: Chauffeur Examiner Group The term Chauffeur Examiner Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to examine applicants for chauffeurs' licenses and to determine their fitness to operate motor vehicles. 675 676 GRADE I (J 7 I) Skilled Labor Service TITLE OF POSITIONS — Chauffeur Examiner Group CHAUFFEUR EXAMINEE DUTIES — Definition: The duties of incumbents of these positions are to examine applicants for licenses to operate motor vehicles, by means of practical mechanical tests as to operation, and oral tests as to mechanism and road regulations, and to rate same for the purpose of determining the fitness of applicants to operate motor vehicles in the State of New York. aUALIFICATIOKS — Persons Jiolding these ■positions shall have: 1. Not less than two years of experience in oper- ating and repairing motor vehicles. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1320 to $1560, inclusive, with standard salary rates as follows: $1320, $1440, $1560. COOK GROUP (J 8) Skilled Labor Bervice Definition: Cook Group The term Cook Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to prepare and cook food, or supervise other employes in the preparation and cooking of food, either in a restaurant or for employes at isolated points and on boats and scows, and to perform such other work' as may be directed. 677 678 GRADE I (J 8 I) Skilled Labor Service TITLE OF POSITIONS- ^""^ """""^ COOK DUTIES — Definition: The duties of incumbents of these positions are to prepare and cook food for employes at isolated points and on boats and scows, and to perform such other work as may be directed. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of monthly compensation of this Grade for full time service is from $15 to $50, inclusive, with standard salary rates as follows: $15, $20, $25, $30, $35, $40, $45, $50. SPECIAL BEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. 679 GRADE II (J 8 II) TITLE or POSITIONS — CHEF Shilled Labor Service Cook Group DUTIES — Definition: The duties of incumbents of these positions, which may involve supervision of assigned employes, are to direct and assist in the preparation and cooking of food in a restaurant operated by the State. aUALinCATIONS — 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of per diem compensation of this jGrrade is from $4.00 to $5.00, inclusive, with standard salary rates as follows: $4.00, $4.50, $5.00. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments on the basis of local conditions, subject to the rules of the State Civil Service Commission. DIVER GROUP (J 9) Skilled Labor Service Definition: Diver Group The term Diver Group is used to identify those authorized employments of the Skilled Labor Service, the incumhents of which are required to make surveys, investigations and repairs under water. 681 682 GRADE I (J 9 I) Skilled Labor Servict TITLE OF POSITIONS- ''''''' ^''""^ DIVEES HELPER DUTIES — Definition: The duties of incumbents of these positions are to operate the air supply pipe and signal line, to interpret diver's signals, to supervise the operation of the air pump; and to perform such other duties as are necesn sary to insure the safety of diver and to assist him in his work. aUALIFIGATIONS — Persons holding these positions shall have: 1. ISTot less than one year of experience in operating air pumps for divers. 2. Such additional qualifications £is may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $720 to $900, inclusive, with standard slary rates as follows : $720, $780, $840, $900. The range of per diem compensation of this Grade is from $2.50 to $3.00, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments, on the basis of local conditions, subject to the rules of the State Civil Service Commission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. 683 GRADE II (J 9 II) ,,.^^^, ^^,„, ^,,,,,, TITLE OF POSITIONS— •°*"^'' '^'"""^ DIVEE DUTIES — Definition: The duties of incumbents of these positions, which may involve supervision of other employes, are to make surveys, investigations, repairs; to handle a suction pump in the removal of debris; to arrange explosives in blasting, and to perform other work_ of a related character, vmder water. QUALIFICATIONS — 1. Such q\;alifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $960 to $1260, inclusive, with standard salary rates as follows: $960, $1020, $1140, 1260, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Commission. ELECTRICIAN GROUP (J 10) Skilled Labor 8e7-vice Definition: Electridam Group The term Electrician Group is used to identify those au- thorized employments of the Skilled Labor Service, the incum- bents of which are required to maintain and repair electric cir- cuits, to install wiring for new circuits, to repair generators, motors, switchboards or electric elevators, or to operate electrically driven machinery. 685 686 GRADE I (J 10 I) Skilled Lahor Service TITLES OF POSITIONS - SJeciricio. Group WIREMAN LOCK OPEEATOR DUTIES — Definition: The duties of incumbents of these positions are to assist in or perform under supervision, work in main- taining and repairing electric circuits, installing wiring for new circuits, and in repairing generators, m.otors, switchboards and electric elevators ; or to operate under supervision electrically driven machinery. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commisfiion. COMPENSATION — The range of annual compensation of this Grade for full time service is from $840 to $1140, inclusive, with standard salary rates as follows: $840, $900, $960, $1020, $1080, $1140. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments, on the basis of local conditions, subject to the rules of the State Civil Sei-vice Commission. 687 GRADE II (J 10 II) ^, „ ^ r ,, ^ Skilled Labor Service TITLES OF POSITIONS — Electriciam. Orouv ELECTRICIAN ASSISTAITT LOCK MASTEE* DUTIES — Definition: The duties of incumbents of these positions, which may involve supei-vision of other employes, are to main- tain and repair electric circuits, to install wiring for new circuits; to repair generators, motors, switchboards and electric elevators ; and to operate electrically driven machinery. QUALIFICATIONS — Persons holding these positions shall have: 1. Such training as an apprentice as may be locally stipulated. 2. ISTot less than three years of experience as a wireman or as a foreman of electrical workers, or in work of equivalent character and standard. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1200 to $1560, inclusive, with standard salary rates as follows: $1200, $1320, $1440, $1560. SPECIAL REGULATION GOVERNING THE MAXIMUM RATE — The maximum salary rate, $1560, shall be assigned only to positions involving supervisory or independent responsibility. Such rate shall be designated after indi- vidual appraisal under the rules of the State Civil Service Commission, indicating that the rate so deter- mined does not exceed the value of the work to be performed. * For Lock Slaster, see Grade II, Engineer Group, Professional and Sci- entific Service, Title, Junior Assistant Engineer (Electrical). 688 SPECIAL REGTJLATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Commission. ELECTRICAL OPERATOR AND STEAM ENGINEMAN GROUP (J 11) Skilled Labor Service Definition: Electrical Operator and Steam Enginemwn Group The term Electrical Operator and Steam Engineman Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to operate and repair machinery used in the production of power, heat and light in buildings ; or to stoke and fire boilers, regulate coal feed, adjust water feed and clean boilers, and to perform other duties in connection with the operation and maintenance of power plants. 689 690 GRADE I (J 11 I) Skilled Labor Service Electrical Operator and TITLES OF POSITIONS— Steam Engineman Group ASSISTANT ELECTEICAL OPEEATOR AKTD STEAM ElSTGINEMAISr FIEEMAN OF BOILEES DUTIES — Definition: The diities of incumbents of these positions, which may involve supervision of other employes, are to assist in operating and repairing boilers, engines, generators and other equipment used in the lighting, heating, ven- tilating and elevator service of a building; or to fire boilers, weigh and make record of coal used, regulate coal feed, break fuel beds, adjust water feed and clean boilers. aUALIFICATIONS — ASSISTANT ELECTEICAL OPEEATOE AND STEAM ENGIISrEMAN Persons holding these positions shall have: 1. Not less than two years of experience in oper- ating engines and electrical machinery, such as gener- ators, motors and switchboards. 2. Not less than one year of experience as a fire- man of boilers. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. FIEEMAN OF BOILEES Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPEK"SATIOW — ASSISTANT ELECTEICAL OPEEATOE AND STEAM ENGINEMAN The range of annual compensation of this position in this Grade for full time service is from $840 to $1080, inclusive, with standard salary rates as follows : $840, $900, $960, $1020, $1080. 691 FIEEMAN OF BOILERS The range of annual compensation of this position in this G-rade for full time service is from $840 to $1020, inclusive, with standard salary rates as follows: $840, $900, $960, $1020. SPECIAL EEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments, on the basis of local conditions, subject to the rules of the State Civil Service Commission. 692 GRADE II (J 11 II) Skilled Labor Service Electrical Operator and TITLE OE POSITIONS— steam Engineman Group ELECTRICAL OPERATOE AND STEAM ENGINEMAN DUTIES — Definition: The duties of incumbents of these positions are to direct and be responsible for, under the supervision of an engineer, the work of a shift in a large power house ; or to assume entire responsibility of a small power plant operating engines, boilers, generators and other equip- ment used in the heating, lighting, ventilating or elevator service of a building. GUALIEICATIONS — Persons holding these positions shall have: 1. The minimum qualifications prescribed for the assistant electrical operator and steam engineman in Grade I. 2. Not less than two years of service in Grade I as an Assistant Electrical Operator and Steam Engine- man, or if appointed otherwise than by promotion from Grade I, at least two years of experience in similar work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $1140 to $1440, inclusive, with standard salary rates as follows: $1140, $1200, $1320, $1440. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rales of the State Civil Service Commission. ELEVATORMAN GROUP (J 12) Skilled Labor Service Definition: Elevatorman Group The term Elevatorman Group is used to identify those au- thorized employments of the Skilled Labor Service, the incum- bents of vfhich are required to operate electrical or hydraulic freight or passenger elevators and to do incidental work in direct- ing persons visiting public buildings. 693 694 GRADE I (J 12 I) ^^,„^^ ^^,„^ ,^^^.^^ TITLE OF POSITIONS Elevatorman Group elevatokma:n^ BUTIES — Definition: The duties of incumbents of these positions are to operate electrical or hydraulic freight and passenger elevators and to do incidental work in directing persons visiting public buildings. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Coramission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $720 to $960, inclusive, with standard salary rates as follows: $720, $780, $840, $900, $960. EXHIBIT WORKER GROUP (J 13) Skilled Labor Service Definition: Exhibit Worker Growp The term Exhibit Worker Group is iised to identify those authorized employments of the Skilled Labor Service, the incum- bents of which are required to perform work involved in the pack- ing, shipping and installing of departmental exhibits and in secur- ing a>operation and publicity in the localities in which the exhibits are to be given. 695 696 GrIiADE I (J 13 I) Skilled Labor Service Exhibit Worker Group TITLE OF POSITIONS — EXHIBIT WORKER DUTIES — Definition: The duties of incumbents of tlies© positions, wMch are performed under direction, are to pack, ship and install departmental exhibits, to arrange for publicity through local newspapers and officials, to distribute posters, placards and hand bills, and to perform other related duties in stimulating public interest iu depart- mental exhibits. QUALmCATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Com -mission. COMPENSATION — The range of anuual compeiisation of this Grade for full time service is from $720 to $900, inclusive, with standard salary rates as follows: $720, $780, $840, $900. FISH HATCHERY FOREMAN GROUP (J 14) Fish Hatchery Foremwn Group Definition: BUlled Labor Service The term Fish Hatchery Foreman Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to supervise the work of a fish hatchery, involving the breeding and feeding of fish. 697 698 GRADE I (J 14 I) Skilled Labor Service TITLE OF POSITIONS — ^''^ Hatchery Foreman Group FISH HATCHEKY FOREMAN DUTIES — DefinUion: The duties of mciunbents of these positions are to supervise the work of a fish hatchery, involving the breeding and feeding of fish. aUALIFICATIONS — Persons holding these positions shall have: 1. Such qiialifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $960 to $1140, inclusive, vsrith standard salai'y rates as follows: $960, $1020, $1080, $1140. FLORIST AND GARDENER GROUP (J 15) Skilled Labor Service Definition ' Florist and Gardener Group The ierm Florist and Gardener Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to propagate and cultivate flow- ers, hardy annuals, hot house and other plants, and to supervise or assist in the care of lawns and grounds. 699 700 GRADE I (J 15 I) ^'""^'^ ^"*<"" ^^"""'"^ Florist and Gardener Group TITLE OF POSITIONS — FLOEIST AND GARDENER DUTIES — Definition: The duties of inciunbents' of tliese positions, which may involve supervision of employes, are to propagate and cultivate flowers, hardy annuals, hot house and other plants, and to supervise or assist in the care of lawns and grounds. QUALIFICATIONS — Persons holding these positions shall have: 1. iSuch qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of aimual compensation of this Grade for full time service is from $960 to $1200, inclusive, with standard salary rates as follows: $960, $1020, $1080, $1140, $1200. SPECIAL EEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade are conditional upon ap- praisal, under the rules of the State Civil Service Com- mission, indicating that the rates to be designated do not exceed the value of the work to be performed. JANITOR GROUP (J 16) Skilled Labor Service Definition: Janitor Oroup The term Janitor Group is used to identify tkose authorized employments of the Skilled Labor Service, the incumbents of which are required to be responsible for the maintenance, heat- ing, cleaning, general care and protection of buildings owned by the State and to assist in keeping order and in directing persons visiting public buildings. 701 702 GRADE I (J 16 I) SUlled Labor Service TITLE OF POSITIONS - ''"'"*'"■ ^'"""^ JAXITOK-CUSTODIAN BUTIES — Definition: The duties of incumbents of these positions are to be responsible for the maintenance and cleaning of buildings controlled by the State, to make minor repairs to heating, electrical and plumbing equipment where required, to assist in keeping order and in directing persons visiting public buildings. ftUAIIFICATIONS — Persons holding these -positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $840 to $1320, inclusive, with standard salary rates as follows: $840, $900, $960, $1020, $1080, $1140, $1200, $1320. SPECIAL REGULATION GOVERNING THE LAST TWO SALARY RATES — The last two salary rates, $1200 and $1320, shall be assigned only to positions involving supervisory or independent responsibility. Such rates shall be desig- nated after individual appraisal under the rules of the State Civil Service Commission, indicating that the rate so determined does not exceed the value of the work to be performed. MACHINIST GROUP (J 17) Skilled Labor Service Definition: Machinist Group The term Machinist Group is used to identify those au- thorized employments of the Skilled Labor Service, the incum- bents of which are required to repair, erect, assemble or dis- mantle machinery or parts thereof, such as pumps, engines, ele- vators, canal locks, bridges, etc., and to make other minor repairs requiring a machine shop training. 704: GRADE I (J 17 I) Skilled Labor Service TITLE OF POSITIONS - ^"'"^'"'''* ^°"^ BLACKSMITH AND MACHINIST HELPEE DUTIES — Definition: The duties of incumbents of these positions are to assist in the making or shaping of iron parts or tools used in building construction, and in the repair and maintenance of vehicles, bridges, locks, boats, etc., and to perform other work in which high skill of the craft is not required. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $540 to $660, inclusive, with standard salary rates as follows: $540, $600, $660. The range of per diem compensation of this Grade is from $2.00 to $2.50, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments, on the basis of local conditions, subject to the rules of the State Civil Service Commission, except that when the rates are annual they shall conform to the standard annual rates established above. 705 GRADE II (J 17 II) ^,.^^^, ^„,„^ ,^^^^^ TITLE OF POSITIONS — Maohmist Group MACHINIST DUTIES — Definition: The duties of incumbents of these positions, which' may involve supervision of other employes, are to rei^ pair, erect, assemble or dismantle machinery or parts thereof, such as pumps, engines, elevators, canal lopks, bridges, etc., and to make such minor repairs of parts requiring a machine shop training. aiJAIiriCATIONS ~ Persons holding these positions shall have: 1. Such training as an apprentice as may be locally stipulated. 2. Such additional qualifications as may be re- quired by the State Civil Service Conmiission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $900 to $1440, inclusive, with standard salary rates, as follows: $900, $960, $1020, $1080, $1140, $1200, $1320, $1440. The range of per diem compensation for this Grade is from $3.00 to $5.00, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. 23 706 SPECIAL REGULATION GOVERNING THE LAST TWO RATES — The last two salary rates, $1320, and $1440, be assigned only to positions involving supervisory or independent responsibility. Such rates shall be desig- nated after individual appraisal under the rules of the State Civil Service Conunissionj indicating that the rate so determined does not exceed the value of the work to be performed. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Coromission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. MACHINE WORKER GROUP (J 18) Skilled Lahor Service Definition: Marine Worker Group The term Marine Worker Group is used to identify those authorized employments of the Skilled Labor Service, the incum- bents of which are required to have special training in the navi- gation of steam or mechanically propelled craft, and to perform services pertaining to the operation of water craft. 707 708 GBADE I (J 18 I) Skilled Lahor Service „,„^„„ „„ ^„„-„„-,„„„ Marine Worker Oroup TITLES or POSITIONS — MAEINE FIKEMAN DEEDGE OPERATOK MATE DUTIES — MAEINE FIEEMAW Definition: The duties of incumbents of these positions are to maintain proper steam pressure in marine boilers, to regulate water feed and to operate the engines of small craft, which do not come under the regulations of the Federal Department of Commerce and Labor. DEEDGE OPEEATOE Definition: The duties of incumbents of these positions are to operate the engines and other mechanical devices used in removing sand, mud and debris from the channels of navigation. MATE Definition: The duties of incumbents of these positions are to direct and supervise the work of subordinate employes, to manipulate the steering wheel and signal apparatus when required, and to assist the Captain or Pilot, gen- erally, in the management of the boat. aUALIFICATlONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION— The range of annual compensation of this Grade for full time service is from $720 to $1140, inclusive, with standard salary rates as follows: $720, $780, $840, $900, $960, $1020, $1080, $1140. 709 The range of per diem compensation of this Grade is from $2.50 to $4.00 inclusive, with such intermediate rates as may be determined pursuant to the following regulation : SPECIAL REGULATION GOVERliriNG SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Commission; pro- vided that when the rates are annual they shall conform, to the standard annual rates established abdv*', 710 GRADE II (J 18 II) Bkilled Labor Service _._■,«„ „^ ^^n-.-.n-.-n-.-rn Marine Worker Group TITLES OF POSITIONS — CAPTAIN PILOT MARINE ENGINEMAN DUTIES — CAPTAIN PILOT Definition: The duties of incumbents of these positions are to command or steer craft used in the transportation of passengers or freight or in construction work; to tow scows or dredges and to supervise work in connection with same. MAEINE ENGINEMAN Definition: The duties of incumbents of these positions are to operate engines and assume responsibility for engines and boilers on craft coming within the jurisdiction of the Federal Department of Commerce and Labor. aUAIIFICATIONS — Persons holding these positions shall have: 1. Such qualiiications as may be required by the Federal Department of Commerce and Labor. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — CAPTAIN PILOT The range of annual compensation of these posi- tions in this Grade for full time service is from $900 to $1560, inclusive, with standard salary rates as follows: $900, $960, $1020, $1080, $1140, $1200, $1320, $1440, $1560. MARINE ENGINEMAN The range of annual compensation of this position in this Grade for full time service is from $1320 to $1560, inclusive, with standard salary rates as follows: rii SPECIAI REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Commission. MARITIME HEALTH GUARD GROUP (J 19) Skilled Labor Service Definition' Maritime Health Guard Group The tea?m Maritime Health Guard Group is used to identify those authorized eanploymeuts of the Skilled Labor Service, the incumbents of which are required to count and arrange passengers and crews on vessels for medical inspection, to perform or super- vise disinfections and fumigations of vessels, to exercise police authority in enforcing the provisions of the Quarantine Law, to perform incidental clerical work and such other related duties as may be assigned. 713 714 GRADE I (J 19 I) Skilled Labor Service Maritime Bealth Guard Ctroup TITLE OF POSITIONS — MAEITIME HEALTH GUAKD DUTIES — Definition: The duties of incumbents of these positions are to count and arrange passengers and crews on vessels for medical inspection, to perform or supervise disinfections and fumigations of vessels, to exercise police authority in enforcing the provisions of the Quarantine Law, to perform incidental clerical work and such other related duties as may be assigned. QUALIFICATIONS — Persons holding these positions shall have: 1. Not less than one year of experience in work affording an opportunity to become familiar with the type of work covered in the position to be filled. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for ftdl time service is from $840 to $1080, inclusive, with standard salary rates as follows: $840, $900, $960, $1020, $1080. MISCELLANEOUS SKILLED LABORER GROUP (J 20) Skilled Labor Service Definition: Miscellaneous Skilled Laborer Chroup The term Miscellaneous Skilled Laborer Group is used to identify those authorized employments of the Skilled Labor Serv- ice, the incumbents of which are required to perform manual work requiring skill in a trade or handicraft, which is not defined in other skilled Labor Groups, or to supervise the performance of work which may or may not be included in the other Groups of the Skilled or LTnskilled Labor Services. 715 TIC) 6BADE I (J 20 I) Bkilled Labor Service TITLE OF POSITION'S Miscellaneous Skilled Laborer Group MISCELLANEOUS SKILLED LABOEEE, DUTIES — Definition: The duties of incumbents of these positions are to perform manual work requiring skill in a trade or handicraft which is not defined in other Groups of this Service, or to supervise the performance of work whicli may or may not be included in the other Groups of the Skilled or Unskilled Labor Service. aUAnFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $720 to $144:0, inclusive, with standard salary rates as follows: $720, $780, $840, $900, $960, $1020, $1080, $1140, $1200, $1320, $1440. The range of per diem compensation of this Grade is from $2.25 to $5.00, inclusive, with such ijitei mediate standard rates as may be det^rniijied pursuant to the following regulation. SPECIAL EEGULATION GOVEKNING SALARY EATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Oommissiou; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. NURSERY FOREMAN GROUP (J 21) Skilled Labor Service Definition: Nursery Foreman Oroup The term Nursery Foreman Oroup is used to identify those authorized employments of the Skilled Labor Service, the inctmi- bents of which are required to supervise and make seed beds, to cultivate, transplant and prepare plants for shipment, to pei^ form other related work, and to give instruction in these and re- lated subjects at fairs and Farmers' Institutes. 717 718 GRADE I (J 21 I) Skilled Labor Service JITIONS— ^"' ISrURSERY FOREMAN TITLE OF POSITIONS- ^"""''^ •^°''""'" ^""^ DUTIES — Definition: The duties of inotanbents of these positions are to supervise and make seed beds; to cultivate, transplant and prepare plants for shipment; to give instruction in these and related subjects at fairs and Farmers' Insti- tutes, and to perform other related vsrork. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COICPENSATION- The range of annual compensation of this Grade for full time service is from $720 to $960, inclusive, vrith standard salary rates as follows: $720, $780, $840, $900, $960. SPECIAL EEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments on the basis of local conditions, subject to the rules of the State Civil Service Commission. PAINTER GROUP (J 22) Skilled Labor Service Definition: Painter Growp The term Painter Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to perform work pertaining to the painting trade and its allied specialties, such as lettering, decorating and striping. 719 720 GRADE I (J 22 I) BkUled Labor Service TITLE OF POSITIONS - ^"'"**'- ^''""^ PAINTEE DUTIES — Definition: The duties of incumbents of these positions are to mix paints and colors in proper proportions; to do ex- terior and interior painting, varnishing, or lettering, and other related work. Examples : Painting floors, cases, desks, walls, ceilings. Eefinisliing chairs, desks, etc. Painting boats, -wagons, sleighs, bridges. Writing signs. aUALIFICATIONS — Persons holding these positions shall have: 1. Such training as an apprentice as may be locally stipulated. 2. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPENSATION — The range of annvM compensation of this Grade for full time service is from $720 to $1140, inclusive, with standard salary rates as follows: $720, $780, $840, $900, $960, $1020, $1080, $1140. The range of per diem compensation of this Grade is from $2.50 to $4.00, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL EEGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by de- partments, on the basis of local conditions, subject to the rules of the State Civil Service Commission ; provided that when the rates are annual they shall conform to the standard annual rates established above. 721 GRADE II (J 22 II) g^.„,^ ^^j,„, ^er^^ TITLE OF POSITIOFS— Fainter Group FOREMAiq' PAINTER DUTIES — Befinition: The duties of incumbents of these positions are to paint and supervise the work of painters ; to lay out and plan work, estimate quantity and quality of paint necessary for jobs; and to keep and report on the time of men working under their supervision. aUALIFICATIONS — Persons holding these positions shall ha/ve: 1. The minimum qualifications prescribed for Grade I. 2. Not less than two years of service in Grade I, or if appointed otherwise than by promotion from Grade I, at least two years of experience in work of Grade I character and standard. 3. Such additional qualifications as may be re- quired by the State Civil Service Commission. COMPEK-SATIOF — The range of annual compensation of this Grade for full time service is from $1140 to $1320, inclusive, with standard salary rates as follows: $1140, $1200, $1320. The range of per diem compensation of this Grade is from $4.00 to $4.50, inclusive, with such intermediate rates as niay be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments, on the basis of local conditions, subject to the rules of the State Civil Service Commission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. PHOTOGRAPHER GROUP (J 23) Skilled Labor Service Definition: Photographer Oroiup The term Photographer Group is used to identify those authorized employments of the Skilled Labor Service, the incum- bents of which are required to make photographic exposures, to develop and make prints from photographic negatives, to make lantern slides and enlargements, to operate a photostat, and td prepare from basic salts chemical solutions used in photographic work. 723 724 GRADE I (J 23 I) skilled Labor Service TITLE OF POSITIONS - PnotogravKer Group PHOTOGEAPHEE DUTIES — Definition: The duties of incumbents of these positions are to make photographic exposures, to develop, fix, re-touch and make prints from photographic negatives ; to make lantern slides ; to make bromide enlargements ; to operate a photostat; to make black line prints, 'and to prepare solutions from salts or from basic components. aUALIFICATIONS — Persons holding these positions shall have: 1. Not less than three years of experience in the practice of photography. 2. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATIOK" — For Photographers performing ordinary work the range of annual compensation of this Grade for full time service is from $960 to $1320, inclusive, with standard salai-y rates as follows: $960, $1020, $1080, $1200, $1320. For Photographers performing subterranean work the range of annual compensation of this Grade for full time service is from $1800 to $2340, inclusive, with standard salary rates as follows: $1800, $1980, $2160, $2340. PLUMBER AND STEAMFITTER GROUP (J 24) Skilled Labor Service Definition: Plumber and Steamfitter Group The term Plumber and Steamfitter Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to repair and install piping of gas, water, vent and steam lines and to install radiators and plumb- ing fixtures. 725 726 GRADE I (J 24 I) skilled Labor Service TITLES OF POSITIONS — Pl^inber and SteamfitUr Group PLUMBERS HELPEE STEAMFITTERS HELPER PLUMBERS AND STEAMEITTERS HELPER DUTIES — Definition: The duties of incumbents of these positions are to assist in the repair and installation of gas, water, vent steam pipe lines, radiators and plumbing fixtures, QUALIFICATIONS — Persons holding these -positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $540 to $660, inclusive, with standard salary rates as follows: $540, $600, $660. The range of per diem compensation of this Grade is from $2.00 to $2.50, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY. RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments, on the basis of local conditions, subject to the rules of the State Civil Service Commission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. 727 GRADE II (J 24 11) Skilled Labor Service TITLES OP POSTTTflW^ Plumber and Steamfitter Group PLUMBEE STEAMFITTER PLUMBER AND STEAMEITTER DUTIES — Definition: The duties of incumbents of these positions are to install and repair piping for gas, water, vent and steam lines ; to install and repair faucets, valves, radiators and steam mains, or both, and to perform other related work. QUALIFICATIONS — Persons holding these positions shall have: 1. Such training as an apprentice as may be locally stipulated. 2. A license to practice plumbing where such license is required by the local public authorities. 3. Such additional qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of anniuil compensation of this Grade for full time service is from $960 to $1440, inclusive, with standard salary rates as follows: $960, $1080, $1200, $1320, $1440. The range of per diem, compensation of this Grade is from $3.00 to $5.00, inclusive, with such intermediate rates as may be determined pursuant to the following regulation. SPECIAL REGULATION GOVERNING SALARY RATES — The entrance and other salary rates of positions classified within this Grade shall be determined by departments, on the basis of local conditions, subject to the rules of the State Civil Service Commission; pro- vided that when the rates are annual they shall conform to the standard annual rates established above. PREPARATOR GROUP (J 25) Skilled Labor Service Definition: Preparator Group The term Preparator Group is used to identify those author- ized employments of the Skilled Labor Service, the incumbents of which are required to prepare and mount fossils or other speci- mens, to make models, plaster casts and maps or to perform other duties in connection with the preparation and repair of material for museum display. 729 730 GRADE I (J 25 I) Skilled Labor Service TITLE OF POSITIONS- Prepa^ator Gro^ PREPARATOR DUTIES — Dejinition: The duties of incumbents of these positions are to prepare and mount fossils or other specimens, to make models, plaster casts and maps or to perform other duties in connection with the preparation and repair of material for museum display. aUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $840 to $1200, inclusive, with standard salary rates as follows: $840, $900, $960, $1020, $1080, $1140, $1200. SPECIAL REGULATION GOVERNING THE MAXIMUM RATE — The maximum salary rate, $1200, shall be assigned only to positions involving supervisory or independent responsibility. Such rate shall be designated aftei^ individual appraisal under the mles of the State Civil Service Commission, indicating that the rate so deter- mined does not exceed the value of the work to be per^ formed. PRINTER GROUP (J 26) Skilled Labor Service Definition: Printer Oroup The term Printer Group is used to identify those authorized employments of the Skilled Labor Service, the incumbents of which are required to perform work pertaining to the printing trade. 731 732 GRADE I (J 26 I) skilled Labor Service TITLE OF POSITIONS- ^"'^**'" ^"^ APPEENTICE TO COMPOSITOR DUTIES — Definition: The duties of incumbents of these positions are to assist a compositor by setting type and attending to a press when printing. QTIAIIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service is from $600 to $720, inclusive, with standard salary rates as follows: $600, $660^ $720. 733 GRADE II (J 26 U) TITLE OF POSITIONS — Skilled Labor Service Printer Group COMPOSITOK (EXAMIiVATIOX PAPEES) DUTIES — Definition: The dvities of incumbents of these positions are to distribute and set up type, prepare fonns and operate printing machinery in the preparation of examination papers, to read proof thereof and correct errors therein. aiTALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications 'as may be required by the State Civil Service Commission. COMPENSATION — The range of annual compensation of this Grade for full time service isi from $1200 to $1560, inclusive, v^ith standard salary rates as follows: $1200, $1320, $1440, $1560. SEAMSTRESS GROUP (J 27) Bkilled Labor Service Definition: Seamstress Group The teiTii Seamstress Group is used to identify those authorized employments of the Skilled Labor Service, tite incumbents of which are required to make and repair flags, shades, sew carpets, curtains, portieres, etc., and perform other related work. 735 736 GRADE I (J 27 I) Skilled Labor Service Seamstress Group TITLE OF POSITIONS — SEAMSTRESS DUTIES — Definition: The duties of iaoumbents of these positions are to make and repair flags, shades, sew carpets, curtains, portieres, etc., and perform other related work. QUALIFICATIONS — Persons holding these positions shall have: 1. Such qualifications as may be required by the State Civil Service Commission. COMPENSATION — The range of annual ooanpensation of this Grade for full time service is from $480 to $540, inclusive, with standard salary rates as foUows : $480, $540. 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CO H 03 P^ Ph O 1 M H > o 1 o a 1 oi V-T3.&M SKILLED LAB N OF Employments - o a g H -< OfU, Q .2 1 a i c c g g-M gc 0.2 t3 a o p 03 o o 1 fl o s s ■a 2 1 o si =.91 i f ila S ■t J3 o o S « s &CQPh Q S fr< ■< a 5 hH 3 p H O o p o O i s 1 J T O O Ph ■ 3 1 p 3 4 909 ONO CM OOO OO-^ COO TfOO iota BS ca (ri c o o ooooo O) O C-1 CO ■»}< ooooooo cooiajoO'H'M OOO o(M CD cor- sitions water, repair ins, or o ._ eM p-^^ss t these g for g stall a steam ated w c-a ° « fe S of incumb and repair Bam lines; es, radiator perform ot R 1 .2=3 «^S 3 S-o (--o t! !r 3 is? ^ 1 ss;£.s fl< ii< ai w « 3 ions ther and tion Ifor posit or asts nnec teria iss^a * s S's ° ft-43-a f 9-3-^S ■9 B S^S c ^^^^S t^ •a^lSl. o£S|g& sa-2^&a ti e dutl pre mens, or to the pr um di (1) •2H Q) S'^ js 1 ■| s&a-ga "S. a Q ° ° .1-1 1 •3 -2 S - .3 fe 3 « o ^ a"" - ° "*^ d d " •sgig .a-gjfe Q a) _ & o a a CQCQ S " S " ^; .9 S "S i — "n-a ^ 2 °>;s-aa • •" 9 -J 1^ oJ « O e J ° ° ^"-^ • » is 9 *^ S Fd 03 01 (» Ml Qi^-i a P 3 o i ■OSS 'o'o o ^ n 2 " a"" .2 . ■• flJ « 03 H ^H >. •■« b^ O S «3 •23 ■ A^^ CO ° S !3 ^ art P4 dm aUna .. lU „ « •■3 SSS a •a o I ■a 912 S^ O o 8 8 i OF Existing A (Existing Titl OWN Opposite s Which they R Appraisal) a H M W "^ W tj to 1^ ^ m Ph (5 2 s G " B K i a Q a -< ¥ a H PM g o ^P^ S " o iz; liliJ 'o g ^ p. ° ^ H & CO s o oooo O OOOOOCD i S 1 J ND Proposed AND Under tf o «© "^ p s m s O Q < O 1 CO O i — Present a: Overpayment 1 g a H s ent of this position, ervision of a State responsible for the reatment of game tmental regulation', farm management. CTJ ^ o M ^ 1 P me Bird F he incumb ineral supi are to be on and t: t to depar tails of the 02 il 0^ 0) ntendent of Ga Hon: The duties of t bich involve g( -me bird farm, aring, protecti rds, and subjec perform the de o < H o i Q 'g "H &a£:35 1 II ■S " HH "5 s o «.H g 8 1-3° S 13 -2^0 914 2; o w w ?l JJ tH 1 1 o 1 Ph H O 1? H N ?; ^ h H O K fJ di w s Q Ij la 5 »; M 3 r^ to H Pi /5 o a ° ^Ph « O m 05 Q S H S H g S ¥ ^. OOOOOOOOOOOOOOOOMOOOOOOOOO 'NO(NOC0<:DC0OC^OOOOTtOOCi0TtOJOiO a d * ^ 01 O) rl ^ ^ ^ jj JJ +3 +3 +a S a d Pi-c-6-5 03 Eh iz H to H M PLH O I? ^ ^ 2 H a a 02 P 1 < > M PM l> W 1 ^ m „ fe O ^^ o 1" ^tl S H < >^ tH li q M Siw Ig ^ CO ^ ■^ Q f3 " ■ Si o — : 1| as IS aj o rJd fl 1 *OT3 4J 1 ft - m f^ . z ^ o O S fl ti O O s a O MO w^ ■J -2 CI :3 1 -9.9 ^ fl-*^ 3 S too OJ S T3 ^ a -a a fe Z o l-^g C! d T) X( tm d a d d OT3 .s c) ^ a n a J "o S S s T3 s E O H e a: 1 are to perfor volved in thi sweeping and etc. nition: The duties tions are to c and to perfor] The duties are to supervi (female). S u 1 ^ ^ 1 J Q (U H -a rt o 0. 3 o M a o s 917 ^Oh-ooocqt© ooooooooo oooo r-(>-ii-H CMMOOCqcOdNO-* OTjiOcD Tt< Tj< ;D CO Tjt Tti lO ;D ifl tOMWtO ooocqooooooo OOOOOlOODCDOOfNX ii b (^ h (h Ih Qj a) Q) aj CJ a? •a -C -73 T) T3 T) V 9i O di di (D M M bl) fcfl W) bo 2 5 g 3 =1 3 03 R CQ cj cj c3 OOOOOC! a a a a o-g V 0) V 0) V s h ^ M t4 h d p, a ft ft p. -e O O O O O ea 1] C3 Od (^ ^ d'H -I ti ti Ih M N d 3 O O O O O^ > B"" W ffl CJ +="0 M .9 o.> , u^-9 s.t fs.S " n ■" S S-S ■I § o °.§ « •■ .^ o .2 g SB'S 3 3 S °-" « O ■a <» >••« .-q ■■ " OS ""g- ■SH 0) o-o g^ g d ft-p.d;:H 918 o M K 03 H « PL, O a •A H s ti K i g o <3 Ph O ■< z H CO o I— I > .. Pi PM CO Pi O pq 1-5 O O 2 X to o ►4 [VI o 2 o CO P< O U OOOOO OINO J£3g>< <; f3 f ! £ f H ^ „ ° f -< F- O ^ TO K z ^ a J °--o a a to B) a H 5 z a5 S « i o 5 o ^ h ■" O H H 2 gartSo a; g B c fl ri nil cj c4 ^ assea o o o u o -*J +J -iJ -»J +3 ti o3 cd cd c4 OOOOO ooo OOtPOCOC^ OOtJ'O INDEX TO COMPARATIVE CLASSIFICATION PAGE Managerial Service: Department Manager 768 Department Secretary 769 Institutional Manager 769 Miscellaneous Manager 771 Clerical Service: Bookkeeper 772 Clerk 773 Employment Agent 787 Interpreter 788 Private Secretary 789 Process Server and Messen- ger 789 Supervisor of Publication. . . 790 Stenographer 791 Telephone Operator 794 Typist 794 Professional and Scientific Service : Accountant 796 Actuary 798 Agronomist 799 Archeologist 799 Architect 800 Bacteriologist 802 Biologist 803 Botanist 803 Chaplain 804 Chemist and Physicist 805 Dentist 807 Director of Research 808 Engineer 808 Entomologist 815 Fish Culturist 816 Forester 817 Geologist 817 Horticulturist 819 Lawyer 820 Nurse 822 Pharmacist 825 Physician 825 Statistician 839 Veterinarian 840 Zoologist 841 Educational Service: Artist 842 Instructor of the Blind .... 842 Educational Specialist 843 Health Lecturer 846 PAGE Educational Service — cont'd : Librarian 846 Institution Teacher and Lec- turer 849 Publicity Specialist 8i50 Eegents Examiner 850 Investigational and Examining Service : Af ter-Care Agent 852 Bank Examiner 852 Civil Service Examiner 853 Examiner of Compensation Claims 855 Examiner of Corporation Tax 857 Examiner of Documents and Records 859 Industrial Code Examiner . . 862 Industrial Mediator 863 Insurance Examiner 863 Examiner of Local Assess- ments 864 Miscellaneous Investigator. . 865 Examiner of Municipal Ac- counts 866 Parole Officer 867 Referee (Transfer Tax) 869 Social Investigator 869 Special Franchise Appraiser. 872 Transportation Agent 873 Underwriter 874 Inspectional Service: Inspector of Bees 875 Inspector of Buildings 875 Inspector of Dairy Products and Food 876 Inspector of Engineering Works 877 Excise Inspector 879 Inspector of Farms »80 Fish and Game Protector. . . 881 Forest Ranger and Observer 882 Industrial Inspector 883 Inspector of Mechanical Ap- pliances and Equipment . . 886 Inspector of Mines and Tun- nels 888 Miscellaneous Inspector .... 889 Inspector of Plant Industry. 891 Inspector of Public Service . . 893 [919] 920 PAGE Skilled Labor Service: Animal Husbandry 896 Artisan Foreman 897 Blacksmith 898 Bricklayer 898 Carpenter 899 Chauffeur 899 Chauffeur Examiner 899 Cook 900 Diver 900 Electrician 901 Electrical Operator and Steam Engineman 902 Elevatorman 903 Exhibit Worker 903 Fish Hatchery Foreman .... 903 Florist and Gardener 903 Superintendent of Game Bird Farm 912 Janitor 904 Machinist 904 Marine Worker 905 Maritime Health Guard 906 PAGE Skilled Labor Service — cont'd : Miscellaneous Skilled Laborer 907 Nursery Foreman 907 Painter 907 Photographer 908 Plumber and Steamfitter . . . 908 Preparator 909 Printer 909 Seamstress 910 Sheet Metal Worker and Roofer 910 Steam Roller Engineman... 911 Stone Mason and Stone Cutter 911 Taxidermist 911 Technical Assistant 911 Upholsterer 911 Labor Service: Laborer 913 Special Laborer 916 Watchman 917 EXHIBITS [921] 922 I— I 4i -s-s S 'w ^§ « b b rO fc e OQt-J F^ CO •g tS ^g *^^ rn to ■n-d H P4 o U 1 S 5S --1 1— 1 ■^ 8 CO Pi o * S m H so C a <1 M «^5 d T.'PO M rri ,^ Si.CD > fl.g'-l o o 'S-'S'? 1— 1 H ^^^1 O n EM c s I Averages of the first four grades CO tD £«■§ CO to o "1 s °i8 •sss 0"® (DO O tD --H 0!D 00 .-HOO ^ IN t>»N t^ I-HCTl T-i ■M- " 1 o OiOi CO inco «d. : »O00 CO ^05 .-H §1 ii3^ : (N OJ tD 00 PS" ii5 Tfl lOlN CD Sgfe CD coco O CD 2| § CO 1-1 CO rt<(N CD t^CO CO CO 2?SS 1> mt^ (D CO ooco in CO OCD CO i^CO CD C3100 1> CD ■-IN t^ COCO t-H OON CD CD(N b- CO tDM lO CO oco b CO ■*»0 CD ^IC5 CD t-cg * If C L- £ . 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