Class Description and Minimum Qualifications for D6B -Machining Trades

Class Description

Valid as of: July 1, 2023

This class series uses three levels in the Labor, Trades, and Crafts Occupational Group and describes work that involves design, layout, fabrication, assembly, installation, maintenance, and repair of metallic and non-metallic equipment, devices, instruments, parts, assemblies, and systems. The work includes constructing devices by bending, cutting, blowing, shaping, and joining glass; welding flat and cylindrical or irregular parts in flat, horizontal, vertical, and overhead positions using arc and gas welding techniques; or operating machines that bore, cut, mill, abrade, or plane materials. Positions determine dimensions and tolerances of finished work, determine the sequence of operation and set-up requirements, calculate and set controls on equipment, and read and interpret blueprints and sketches. Some positions may require licensure or certification.

MACHINING TRADES I

Concept of Class

This class describes the clearly defined level where positions follow established work procedures. Positions operate within standard guidelines and alternatives which 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 which 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.

MACHINING TRADES II

Concept of Class

This class describes the full-operating level. Positions operate independently to perform the full range of tasks and determine solutions to the full range of problems. Judgment is used to select the most appropriate guidelines and adapt them to accomplish the tasks. Positions continually determine practical solutions to problems by applying specific processes, techniques, and methods. Position serves as a resource to others. Some assignments do not move beyond this level. Some positions may require certification. This class differs from Machining Trades I on Decision Making and Complexity.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making -- 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. Guidelines exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which 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. 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

MACHINING TRADES III

Concept of Class

This class describes the specialized level where positions design and fabricate unique, one-of-a-kind, highly specialized equipment or scientific instruments. This level may also include positions that design and fabricate adaptations of mechanized equipment. Some positions may perform classroom instruction of students. Some positions may require certification. This class differs from Machining Trades II on Complexity and Purpose of Contact.

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. 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.

MACHINING TRADES IV

Concept of Class

This class describes the supervisory level. Supervisory positions are responsible for a work unit including accountability for the use of equipment, space, and resources. Supervisors directly control the work of assigned staff and determine the work procedures for the unit. This class differs from Machining Trades III 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 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.

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 D6B1TX to D6B1XX per administrative updates. Updated and removed the purpose of contact 6.30.2015

July 1, 2000

Effective 7/1/00 (LLB). Machinist I (D3G1) and Welder (D3N1) abolished as part of the LTC consolidation study.

March 31, 1999

Draft published 3/31/99, proposed 5/24/99, and final 7/1/99.

July 1, 1999

Effective 7/1/99 (LLB). LTC consolidation study. Machinist II (D3G2) and Elevator Mechanic (D2F1-D2F2) abolished as vacant. Instrument Maker/Fabricator (D3E1-D3E4), Machinist I (D3G1), Research Glassblower (D2I) consolidated. Draft published 3/31/99 and proposed 5/24/99.

September 1, 1993

Effective 9/1/93 (LDS). Job Evaluation System Revision project. Published proposed 6/1/93. Instrument Maker/Fabricator, (D3E1-D3E4), Machinist (D3G1-2), Welder (D3N1), and Research Glassblower
(D3I1).

December 1, 1986

Revised 12/1/86. Changed class code, title, nature of work, entrance requirements, and pay differential on Instrument Maker/Fabricator I (A4902X) Instrument Maker/Fabricator II (A4904A), Instrument Maker/Fabricator Specialist (A4906X), Instrument Maker/Fabricator III (A4908X), and Instrument Maker/Fabricator IV (A4910X), Machinist (A4858X) and Supervising Machinist (A4860X), Welder Certified (A4569X), Research Glassblower (A4900X).

January 1, 1984

Revised 1/1/84. Changed in-grade hire step on Machinist (A4858X).

July 1, 1979

Revised 7/1/79. Changed class code, title, nature of work, and entrance requirements, on Instrument Maker/Fabric- ator II (A4904A), Instrument Maker/Fabricator Specialist (A4906X), and Instrument Maker/Fabricator IV (A4910X).

January 1, 1975

Created 1/1/75. Instrument Maker/Fabricator I (A4902X) Instrument Maker/Fabricator II (A4904A), Instrument Maker/Fabricator Specialist (A4906X), Instrument Maker/Fabricator III (A4908X), and Instrument Maker/Fabricator IV (A4910X), Machinist (A4858X) and Supervising Machinist (A4860X), Welder Certified (A4569X), Research Glassblower (A4900X).

Summary of Factor Ratings

Minimum Qualifications

Valid as of: November 8, 2023

This​ ​document​ ​includes​ ​the​ ​following​ ​levels:
 

MACHINING TRADES I (D6B1XX)

Experience Only:

Three (3) years of relevant experience in an occupation related to the work assigned to this position

OR

Education and Experience

A combination of related education, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to three (3) years
 

MACHINING TRADES II (D6B2XX)

Experience Only:

Four (4) years of relevant experience in an occupation related to the work assigned to this position

OR

Education and Experience

A combination of related education, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to four (4) years

MACHINING TRADES III (D6B3XX)

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, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to five (5) years

MACHINING TRADES IV (D6B4XX)

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, formalized apprenticeship program, and/or relevant experience in an occupation related to the work assigned equal to six (6) years

History of Changes Made to Minimum Qualification

The​ ​following​ ​is​ ​a​ ​summary​ ​of​ ​changes​ ​made​ ​to​ ​this​ ​minimum​ ​qualification.

June 29, 2017 (Whole Document)

Years of experience reduced by one year based on agency feedback and external/internal research

July 1, 2017 (Whole Document)

• Part of the 2017 MQ Project
• New format\
• Removed ‘additional higher level and/or special experience’ language. Special qualifications can appear as a Special Qualification in the job posting, if justified in the position description and job analysis
• Simplified and streamlined experience and substitution language

Oct. 30, 2017 (Whole Document)

Revised substitutions -added ‘successful’ to describe the completion of the formalized apprenticeship program

July 1, 2018 (D6B1TX changed to D6B1XX)

Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO

Nov. 8, 2023 (Whole Document)

• New format (updating to adhere to accessibility standards)
• Updated minimum qualifications to align with the Skills-based Hiring initiative