Note: Provided below is a job class description and minimum qualification. To view this information for other State of Colorado positions, please visit the job classifications and minimum qualifications page.
Class Description
Valid as of: July 1, 2018
This class series uses three levels in the Health Care Services Occupational Group and describes technical and professional laboratory duties in support of medical, dental, academic, and research staff. The work involves collecting and preparing tissues and samples for testing and evaluation, processing specimens, performing tests, analyzing and reporting test results, calibrating and maintaining precision laboratory equipment, preparing standard and non-standard culture media and reagents, and maintaining quality assurance standards. This series includes positions that design, fabricate, maintain, and repair specialized medical equipment or fixed and removable dental appliances and prosthodontics. The work may include classroom and laboratory instruction and demonstration. Some positions may require certification.
LABORATORY TECHNOLOGY I (C8D1XX)
Concept of Class
This class describes the full-operating technician responsible for performing routine tests and procedures and/or preparing specimens and tissue for testing. Positions operate independently in performing the full scope of routine, standardized tests, procedures and problem solving. Positions follow established work procedures and operate within standard guidelines and alternatives. Some assignments will not move beyond this level.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
The nature of, and need for, analysis and judgment is prescribed as described here. Positions apply established, standard guidelines that cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives to choose from are clearly right or wrong at each step.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
LABORATORY TECHNOLOGY II C8D2XX)
Concept of Class
This class describes the full-operating technician responsible for performing non-routine tests and procedures. Positions operate independently in performing the full scope of non-routine tests and procedures. Work requires determining solutions to practical problems using specified professional standards and established criteria. Judgment is used to select and apply existing guidelines to solve problems and accomplish the assignment. Some assignments do not move beyond this level. Laboratory Technology II differs from Laboratory Technology I on Decision Making, Complexity, Purpose of Contact and possibly on Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here Positions study information to determine what it means and how it fits together in order to Get practical solutions to problems. Guidelines in the form of standard operating procedures, methods, and techniques exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines that may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor or work leader. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
OR
The work leader is partially accountable for the work product of two or more full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and workflow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisions made at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
LABORATORY TECHNOLOGY III (C8D3XX)
Concept of Class
This class describes the fully operational professional technologist level. At this level, positions perform non-routine analytical techniques that require the modification of laboratory or testing procedures in order to accomplish the work. Judgment is used in the adaptation and skilled application of guidelines to solve the full range of problems related to the assignment. Laboratory Technology III differs from Laboratory Technology II on Complexity and possibly Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.
Complexity
The nature of, and need for, analysis and judgment is formulative, as described here. Positions evaluate the relevance and importance of theories, concepts, and principles in order to tailor them to develop a different approach or tactical plan to fit specific circumstances. While general policy, precedent, or non-specific practices exist, they are inadequate so they are relevant only through approximation or analogy. In conjunction with theories, concepts, and principles, positions use judgment and resourcefulness in tailoring the existing guidelines so they can be applied to particular circumstances and to deal with emergencies.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor or work leader. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
OR
The work leader is partially accountable for the work product of two or more full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and workflow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisions made at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
LABORATORY TECHNOLOGY IV (C8D4XX)
Concept of Class
This class describes the unit supervisor. Positions have responsibility for administering a laboratory including staffing, training, quality control, and developing and implementing laboratory processes, operations and standards. Laboratory Technology IV differs from Laboratory Technology on Decision Making and Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the process level, as described here. Within limits set by professional standards, the agency's available technology and resources, and program objectives and regulations established by a higher management level, choices involve determining the process, including designing the set of operations. The general pattern, program, or system exists but must be individualized. This individualization requires analysis of data that is complicated. Analysis is breaking the problem or case into parts, examining these parts, and reaching conclusions that result in processes. This examination requires the application of known and established theory, principles, conceptual models, professional standards, and precedents in order to determine their relationship to the problem. New processes or objectives require approval of higher management or the agency with authority and accountability for the program or system.
Complexity
The nature of, and need for, analysis and judgment is formulative, as described here. Positions evaluate the relevance and importance of theories, concepts, and principles in order to tailor them to develop a different approach or tactical plan to fit specific circumstances. While general policy, precedent, or non-specific practices exist, they are inadequate so they are relevant only through approximation or analogy. In conjunction with theories, concepts, and principles, positions use judgment and resourcefulness in tailoring the existing guidelines so they can be applied to particular circumstances and to deal with emergencies.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact pay, status, and tenure of three or more full-time equivalent positions. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
Definitions
- Technician – A person who is trained in specific process or technique.
- Technologist – A person who applies the entire body of methods, materials, processes, and techniques of an applied science.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel web site. For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.
History of Changes Made to Class Description
The following is a summary of changes made to this class description.
- Effective July 1, 2018
Update the Class Code of C8D1TX to C8D1XX per administrative updates.
- June 30, 2015
Updated and removed the purpose of contact.
- Effective July 1, 2001
HCS Consolidation Study consolidated Dental Lab Tech (C3G), Histology Tech (C4A), Lab Tech (C4B5-6) and Med Tech (C4C). Draft published 2/21/2001, proposed 5/10/2001, and final 7/1/2001.
- Effective September 1, 1993
Job Evaluation System Revision project. Created Dental Lab Tech (C3G1). Converted Dental Lab Tech/Instructor from A5206 to C3G2. Converted Histology Tech from A5413-5 to C4A. Converted Lab Tech from A5427-8,11 to C4B5-6. Converted Med Tech A5421-4,6 to C4C. Published as proposed 5/10/1993.
- Revised September 1, 1986
Converted Lab Tech from A5410 to A5428.
- Created July 1, 1983
Med Tech (A5423).
- Created July 1, 1977
Dental Lab Tech (55206).
- Created July 1, 1975
Med Tech (55421,2,4,6). Lab Tech (55411, 27-8), Histology Tech (55413-5).
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Laboratory Technology I | Defined | Prescribed | Individual Contributor |
| Laboratory Technology II | Operational | Patterned | Individual Contributor or Work Leader |
| Laboratory Technology III | Operational | Formulative | Individual Contributor or Work Leader |
| Laboratory Technology IV | Process | Formulative | Unit Supervisor |
Minimum Qualifications
Valid as of: October 11, 2023
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Laboratory Technology I | C8D1XX |
| Laboratory Technology II | C8D2XX |
| Laboratory Technology III | C8D3XX |
| Laboratory Technology IV | C8D4XX |
LABORATORY TECHNOLOGY I (C8D1XX)
Experience Only:
Two (2) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to two (2) years.
LABORATORY TECHNOLOGY II (C8D2XX)
Experience Only:
Five (5) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to five (5) years.
LABORATORY TECHNOLOGY III (C8D3XX)
Experience Only:
Six (6) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to six (6) years.
LABORATORY TECHNOLOGY IV (C8D4XX)
Experience Only:
Seven (7) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to seven (7) years.
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- Oct. 11, 2023 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative
- July 1, 2018 (C8D1TX changed to C8D1XX)
Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO.
- Oct. 19, 2017 (C8D1TX)
Made grammatical changes.
- Jun. 29, 2017 (C8D2XX, C8D3XX, C8D4XX)
Moved degree from substitution to education requirement and reduced required years of experience, while maintaining overall years of education/experience in previous MQ.
- Jul. 1, 2017 (Whole Document)
Removed ‘additional higher level and/or special experience or certification’ language. Special qualifications or certifications can appear as a Special Qualification in the job posting, if justified in the position description and job analysis.
- Jul. 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format