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The major criteria to be considered in identifying and justifying a specialty factor attachment for any designated position include the following:

1. Knowledge, skill, ability, work characteristic must be job-related and directly reflected in the duties and responsibilities defined in the official position description.
2. Knowledge, skill, ability, work characteristic can reasonably be included as a minimum requirement to completely perform the duties and responsibilities defined in the official position description.
3. Knowledge, skill, ability, work characteristic is necessary to assure the referral of candidates adequately qualified to completely perform the duties of the position, as described in the position description.
4. Knowledge, skill, ability, work characteristic is required in order to maintain the integrity of the business operation through the position responsibilities and duties.

Examples of possible situations in which a specialty factor attachment may be appropriate are as follows:

• When it can be demonstrated that special training or skills related to the operation of proprietary systems, such as electronic accounting systems, highly technical information systems, or other specialized software packages, is essential in the position.
• When it can be shown that routine communication and interaction common to the position require alternative language capabilities.
• When it can be demonstrated that specialized training or certification in a programming language, network/hardware configuration, as may be required for various information technology positions, is essential in performing the basic duties of the position.
• When it can be shown that specialized training or certification in a defined medical specialty area is required in order to completely perform designated medical procedures or to adequately provide medical support.

Examples of possible situations in which a specialty factor attachment is not appropriate are as follows:

• When additional general experience is simply preferred, especially if it is unrelated to the satisfactory performance of the general duties and responsibilities captured in the position description.
• When licensure or certification is simply preferred and unrelated to the satisfactory performance of the general duties and responsibilities captured in the position description, such as a driver’s license requirement for a building service worker.
• In instances where it is evident that additional preferred training or experience qualifications can reasonably be provided and attained during the probationary period or in a relatively short period of time.