Job Advertisement

programmer

Category: Information Technology (IT)
Reports To:      

Job Description/Responsibilities
At our company, the programmer converts data from project specifications and statements of problems and procedures to create or modify computer programs; compiles and writes documentation for program development and subsequent revisions; works with systems staffers to obtain and analyze project specifications and flowcharts; directs and coordinates the work of others to write, test, and modify computer programs; and trains operators to use various programs.

Qualifications/Skills
Your duties will include: converting detailed logical flowcharts to language processable by the computer; entering program codes into the computer system; inputting test data into the computer; interpreting program operating codes; correcting program errors; writing instructions to guide operating personnel during production runs; and analyzing, reviewing, and rewriting programs to increase operating efficiency or to adapt programs to new requirements.

Education/Background
Must have a Bachelor’s degree in Computer Science; strong technical breadth in networks/management; and the ability to provide direction in areas of network management, software product development and implementation strategy, and object-oriented programming.

Please send [résumé and salary history/requirements] to:      

Job Description

programmer

Category: Information Technology (IT)
Reports To:      

Job Description
Converts data from project specifications and statements of problems and procedures to create or modify computer programs.  Compiles and writes documentation for program development and subsequent revisions.  Works with systems staffers to obtain and analyze project specifications and flowcharts.  Directs and coordinates work of others to write, test, and modify computer programs.  Trains operators to use programs.

Qualifications
•	Must have a Bachelor’s degree in Computer Science; strong technical breadth in networks/management; and the ability to provide direction in areas of network management, software product development and implementation strategy, and object-oriented programming.

•	Excellent interpersonal skills are also required.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Exempt	Confers with supervisors and representatives of departments concerned with computer programs to resolve questions of program intent, data input, output requirements, and inclusion of internal checks and controls.	Y / N	
     %	Exempt	Converts detailed logical flowchart to language processable by computer.	Y / N	
     %	Exempt	Enters program codes into computer system; inputs test data into computer.	Y / N	
     %	Exempt	Interprets program operating codes.	Y / N	
     %	Exempt	Corrects program errors, using methods such as modifying program or altering sequence of program steps.	Y / N	
     %	Exempt	Writes instructions to guide operating personnel during production runs.	Y / N	
     %	Exempt	Analyzes, reviews, and rewrites programs to increase operating efficiency or to adapt programs to new requirements.	Y / N	
     %	Non-Exempt	Assists computer operators in resolving problems in running computer programs.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
The applicable exemption is FLSA section 13(a)(17) (specified computer-related occupations).  See sections 541.400, 541.401, and 541.402.  An employee who qualifies for this exemption is subject to the “salary or fee basis” that is generally applicable under the Professional exemption, or an alternative hourly pay plan of not less than $27.63 per hour (the statute no longer requires that the rate exceed six and one-half times the minimum wage).  If the salary or fee basis is used, see 541.600, 541.601, 541.602, 541.603, 541.604, 541.605, and 541.606.  By properly utilizing the salary or fee basis of pay and meeting the minimum standards in that regard, there is no requirement that the salary or fee equate to any specific hourly rate. 

If the optional hourly pay plan is utilized, it is essential that the Wage & Hour Division regulations concerning “hours worked” and “record-keeping” (29 CFR, Parts 785 and 516) be scrupulously followed.  Failure to document and compensate for all hours of work may result in loss of exemption and a significant overtime pay liability.

Category Decision
The duties and responsibilities for this position have been analyzed.	
Manager:	Date:	
On that basis, this position has been judged to be        Exempt          Non-Exempt.	

Interview Questions

programmer

Category: Information Technology (IT)
Reports To:      

	What was the favorite programming project you ever worked on? ______________________________________________________________________________
______________________________________________________________________________
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	What types of systems and programs are you most familiar with? ______________________________________________________________________________
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	Which ones do you like best? ______________________________________________________________________________
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	What have you done to stay current with changes in the IT profession?
______________________________________________________________________________
______________________________________________________________________________
	Evaluate: A strong programmer candidate is always looking to soak up new knowledge and expand their expertise.  Look for that in their answer.
	1	2	3	4	5

	Describe an IT project in which your input made a difference.
______________________________________________________________________________
______________________________________________________________________________
	1	2	3	4	5

	Tell me what you see as the greatest strength someone in your position should cultivate.  How have you done that?
______________________________________________________________________________
______________________________________________________________________________
	1	2	3	4	5

	If you had one accomplishment to brag about from your previous job, what would it be?
______________________________________________________________________________
______________________________________________________________________________
	1	2	3	4	5

	What did you have to learn to be effective in your previous job?  How long did it take?  Which parts were the most challenging?
______________________________________________________________________________
______________________________________________________________________________
	1	2	3	4	5

	How did you gain the technical knowledge you need to do your job?
______________________________________________________________________________
______________________________________________________________________________
	1	2	3	4	5

	Describe a typical workday.
______________________________________________________________________________
______________________________________________________________________________
	1	2	3	4	5

Additional Questions
______________________________________________________________________________
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	1	2	3	4	5

______________________________________________________________________________
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Overall Impression
______________________________________________________________________________
______________________________________________________________________________

Average Rating
1	2	3	4	5

Your Recommendation
	Hire
	Do Not Hire
	Second Interview
	Need More Information

________________________________________________
Print Name

________________________________________________
Signature

________________________________________________
Date

APPLICANT COMPARISON FORM 

Date:      
	Evaluator:      	
Position:      		

Once you have completed the interview process, transfer the notes and rating tallies you completed to the chart below.

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
1.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
2.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
3.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
4.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
5.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
6.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
7.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
8.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
9.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
10.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Comments:      

Evaluator’s Signature: