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, 2024
This class series uses three levels in the Health Care Services Occupational Group and describes support work to professional veterinarians or researchers in the care of large and small animals. Positions perform work in animal care or laboratory units in teaching, research, or health care settings and are concerned with maintaining health and sanitary standards. The work involves feeding and watering animals; cleaning cages; administering routine medications; checking animals for illness or abnormal behavior; weighing, measuring, breeding, and euthanizing animals; maintaining records and animal or animal strain histories; and buying, selling, or disposing of animals.
Some positions are assigned to the racing industry and responsible for assisting veterinarians with monitoring racing animals. Typical duties in this setting include collecting or witnessing the collection of tissue and fluid samples for testing or drug analysis, labeling samples and preparing them for shipment, assuring that samples are properly secured and transported to the laboratory, monitoring access to paddock and test barn areas, assisting veterinarians with kennel or stable inspections, maintaining records of medication usage, injuries and physical defects of animals. Positions testify at administrative hearings regarding the procedures for collecting and securing samples.
ANIMAL CARE I C9A1XX
Concept of Class
This class describes the clearly defined level where positions follow established work procedures. Positions operate within standard guidelines and alternatives that are known and any deviation from such requires prior approval. Some assignments do 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.
ANIMAL CARE II C9A2XX
Concept of Class
This class describes the fully operational level. Positions operate independently in performing the full range of animal care tasks and problem solving. While the type of duties is similar to those performed at the lower level, the complexity of the job is different. The systems, operations, and processes are still established and defined but allow more flexibility and latitude in adapting practical approaches or routines for various situations. Not all circumstances are covered by established guidelines so positions must improvise solutions and alternatives. This class includes responsibility for training lower levels. This class differs from Animal Care I on Complexity 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 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 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 direct field of influence the work of a position has on the organization is as a work leader. 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 work flow, 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.
ANIMAL CARE III C9A3XX
Concept of Class
This class describes the unit supervisor. Supervisors directly control the work of assigned staff and determine the operations for the unit. The work includes providing input into planning research activities, developing and implementing quality assurance standards, operating procedures and animal care manuals, coordinating the training of staff, and overseeing the daily operations of the unit. This class differs from Animal Care II on Decision Making, Purpose of Contact 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 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 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.
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.
- July 1, 2018
Effective 7/1/18: Update the Class Code of C9A1TX to C9A1XX per administrative updates. Updated and removed the purpose of contact 6.30.2015
- July 1, 2001
Effective 7/1/01 (LLB). HCS Consolidation Study consolidated Veterinary Assistant (C3O) and Research Animal Attendant (C4E). Draft published 2/21/01, proposed 5/10/01, and final 7/1/01.
- July 1, 1995
Revised 7/1/95. Changed pay differential for Vet Asst (C3O).
- Sept. 1, 1993
Effective 9/1/93 (KAS). Job Evaluation System Revision project. Converted Vet Asst from A5523 to C3O. Converted Research Animal Attendant from A5390-4 to C4E. Published as proposed 5/10/93.
- June 1, 1993
Created 6/1/93. Created Vet Asst (A5523)
- Sept. 1, 1975
Created 9/1/75. Research Animal Attendant (55390-4).
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Animal Care I | Defined | Prescribed | Individual Contributor |
| Animal Care II | Defined | Patterned | Individual Contributor or Work Leader |
| Animal Care III | Process | Patterned | Unit Supervisor |
Minimum Qualifications
Valid as of: July 1, 2024
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Animal Care I | C9A1XX |
| Animal Care II | C9A2XX |
| Animal Care III | C9A3XX |
ANIMAL CARE I (C9A1XX)
Experience Only:
- One (1) year of relevant experience in an occupation related to the work assigned to this position
OR
Education & Experience:
- A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to one (1) year
ANIMAL CARE II (C9A2XX)
Experience Only:
- Two (2) years of relevant experience in an occupation related to the work assigned to this position
OR
Education & 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
ANIMAL CARE III (C9A3XX)
Experience Only:
- Three (3) years of relevant experience in an occupation related to the work assigned to this position
OR
Education & Experience:
- A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to three (3) years
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- April 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format
- Mar. 24, 2017 (Whole Document)
- Conditions of employment (COEs) have been removed from the minimum qualifications statement. COEs are position specific, and should be documented in the position description (PD) and job analysis. Further, all COEs should be placed in the Conditions of Employment section of the job announcement
- Removed special requirements/qualifications. Special requirements or qualifications can appear as a special qualification in the job posting, if justified in the position description and job analysis
- Substitution language was standardized to specify, “appropriate post-secondary or vocational education,”
- Oct. 16, 2017 (Whole Document)
- Standardized language regarding education and experience requirements
- July 1, 2018 (C9A1TX changed to C9A1XX)
- Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO
- Aug. 29, 2023 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative