Abolished 10/07



Pay Grade:  24



This is specialized, technical work involving employment service counseling for individuals presenting unusual job placement problems.

Work involves assessing job applicants' skills, knowledge, aptitude and abilities, and analyzing and evaluating job placement difficulties. Standard occupational guides, test batteries, and special programs are used to assist in the development of suitable occupational plans for applicants. Considerable contact is required with employers and private and public agencies in an effort to place applicants with occupational disabilities.

Standard Classification Factors

Supervision Received - LEVEL C: "Under direction…" Employees at this level usually receive a general outline of the work to be performed and are generally free to develop their own sequences and methods within the scope of established policies. New, unusual, or complex work situations are almost always referred to a superior for advice. Work is periodically checked for progress and conformance to established policies and requirements.

Difficulty - LEVEL B: Average… Where the employee is confronted with a variety of duties susceptible to different methods of solution which, in turn, places a correspondingly higher demand upon resourcefulness and concentration. Positions which require the analysis and evaluation of raw data and the rendering of conclusions would, in many instances, fall into this category.

Complexity - LEVEL C: Work is of a standardized nature that may involve a variety of duties. Analytical thought becomes more important at this level due to increased data and changing situations. Tasks usually have several steps, some of which may not be directly related. Alternatives may exist for processes or methods to be used in solving problems. Workers at this level exercise a moderate amount of independent judgment. Work is controlled by routine review and reporting to or consultation with supervisors. When guidelines exist at this level, they tend to be more complicated or technical in nature requiring careful interpretation.

Consequence of Actions or Decisions - LEVEL C: Consequences of actions or decisions at this level are limited in scope and effect as the work is reviewed occasionally. Errors may cause moderate inefficiency. Costs due to errors may be significant.

Contacts - LEVEL C: The purpose of the contact is to influence, motivate, conduct interviews, make formal presentations or counsel to achieve common understanding or solutions to problems when the information is sensitive in nature or the individuals or groups are skeptical or uncooperative. Communication techniques and well developed communication skills become an important requirement at this level.

Physical Demands - LEVEL A: The work is predominantly sedentary and requires minimal or negligible physical exertion. The employee is normally seated; however, the nature of the work allows for periods of standing or walking at will.

Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote.

Supervision/Leadership - LEVEL A: No supervisory or leadership responsibility; may explain work instructions or assist in training others.

Distinguishing Features

Differs from the Rehabilitation Counselor class series which involves counseling, vocational guidance and placement work in the rehabilitation of physically and/or mentally disabled persons.


Interviews applicants having job choice or job adjustment problems to identify factors influencing these problems; assists applicants in analyzing and evaluating their employment assets; provides information to the applicant on job requirements, occupational opportunities, training programs, and rehabilitation facilities.

Selects appropriate tests that measure educational level, basic skill needs, aptitudes and interests; interprets results using standardized methodology and counsels applicants in relating test results to possible occupational goals.

Contacts employers by telephone and visits to gain firsthand knowledge of job processes, conditions of employment, and general occupational and industrial information; provides specific information and direction to placement personnel in locating and/or developing suitable employment opportunities for applicants.

Provides vocational counseling service to special applicant groups, such as veterans, high school students, disabled workers, or older workers.

Prepares and maintains records on each counseled applicant and follows up to determine whether satisfactory progress has been made toward job adjustments.

Maintains active contacts with vocational, educational, rehabilitation, and social agencies to gain their support in assisting applicants.

Assists eligible applicants with special training programs.



*Knowledge of the principles and practices of vocational counseling.

*Knowledge of the principles and methods of individual appraisal, including interviewing, testing, and evaluation of personal traits.

Knowledge of local labor market characteristics, trends, and employment conditions.

Knowledge of the area's major occupational groups, their essential requirements for successful performance, and availability of training programs.


*Ability to observe and evaluate personal characteristics, physical capacities, education, work background, potential abilities, and interests of clients and to interpret these factors in terms of their occupational potential.

*Ability to develop and maintain effective relationships with co-workers, job applicants, employers, and representatives of public and private agencies.

*Ability to select and interpret test results.

*Ability to express ideas clearly, both orally and in writing.

*Necessary at Entry


Six years of experience in counseling.  Education may be substituted for experience as determined relevant by the agency.

NC:  06/94
REV: 12/95
REV: 10/98
REV: 02/00
REV: 08/05