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Functional Breadth measures the diversity and depth of organisational activity managed by the job. Diversity encompasses the range of activities. Depth considers the degree of specialisation or concentration by the job in an area of work activity. The more diverse and complex the organisation unit managed by the job the higher the rating on this factor. Where the organisational unit managed is not large or diverse, then thejob's span of influence excercised through the provision of specialised services is measured. In this latter case the factor Proficiency is a further consideration.

A further important consideration in this factor is the degree of input and/or control exercised over the position by others. The control can come from both inside and outside the organisation. Examples include legislative restrictions, the organisation's cultural norms (including either a profit or not-for-profit focus), and parent organisation inputs and requirements.

Functional Breadth has twelve levels, to accommodate a wide range of organisational configurations. These range from positions engaged in a narrowly specified, non-specialist tasks, through to the management of several independent and complete corporations. In the interpretation of these Levels it is important to understand what is meant by the term Function. Refer also to the Level descriptions and definition of terms on the pages following the table.

Functional Breadth measures the scale of the organisational unit managed. Select carefully, be conservative.

Table 1.4 Functional Breadth