classification & position mangagement module 7 national guard
DESCRIPTION
CLASSIFICATION & POSITION MANGAGEMENT Module 7 National Guard Technician Personnel Management Course. POSITION MANAGEMENT “The process of organizing and assigning work to and among positions, in order to accomplishment mission requirements and most economical and - PowerPoint PPT PresentationTRANSCRIPT
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CLASSIFICATION&
POSITION MANGAGEMENT
Module 7National Guard
Technician Personnel Management Course
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POSITION MANAGEMENT
“The process of organizing and assigning work to and among
positions, in order to accomplishment mission requirements and most economical and efficient manner possible.”
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POSITION MANAGEMENT...
WHO’S INVOLVED?
- Chief, NGB - NGB-J1-TNC
- OPRs - HROs
- Manpower - Managers/Supervisors
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POSITION MANAGEMENT...
POSITION DESIGN CONSIDERATIONS
• Economy
• Efficiency
• Motivation
• Supervisor to Employee Ratio
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MORE...
POSITION DESIGN CONSIDERATIONS
• Avoid reorganizations that are for the purpose of supporting higher grades
• Be alert to requests for higher grades based on performance achievements
• Structure some jobs at trainee level (with steps to target grade)
• Avoid having more top graded positions than necessary
• Use part-time and intermittent positions to reduce costs
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CLASSIFICATION
“The process of determining the appropriate pay plan, series, and
grade of a position based on its
designated duties andresponsibilities, andconsistent withprevailing laws,standards, and guides.”
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CLASSIFICATION...
TECHNICIAN POSITIONS
• 5 USC - prescribes the GS grading system, and required OPM
to establish a system for prevailing rate
jobs
• 32 USC - governs Technician positions
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PURPOSE OF THE
CLASSIFICATION SYSTEM
• To determine the basic rate of pay
• Is the basis for pay equity underthe law ( = pay for = work)
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CLASSIFICATION...
HOW CLASSIFICATION AFFECTS PAY
• A PD describes a position’s principal duties, responsibilities, and supervisory relationship
• Within a staff, each PD defines WHO does WHAT
• The supervisor’s signature denotes the accuracy of the duties/responsibilities described on a PD for a particular position
• Classification then becomes legal basis for setting the position’s pay
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HANDOUT
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A POSITION DESCRIPTION...
• Provides a basis for Performance Standards
• Formalizes decisions on assignments, responsibilities, authority, and required Knowledge/Skills/Abilities (KSA)
• Helps achieve:• Equal pay for equal work
• Getting qualified people for the job
• Human Resources Development
• Career development
• Equitable RIF determinations
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CLASSIFICATION...
PD FORMATS
• Narrative - Some GS and all FWS PDs
• Factor Evaluation System (FES) -
GS Positions Only
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CLASSIFICATION...
MAJOR DUTIES ON A PD
• Should be listed in descending order of importance
• Should comprise 25% or more of a position’s duty time
• Should generally be regular and recurring
NOTE: Don’t forget to include the “Performs other duties as assigned” statement on every PD.
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HANDOUT
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ABOUT DESK AUDITS
• A fact-finding visit to the job site
• Incumbent and supervisor are interviewed
• Vacant positions can be audited via discussion with the supervisor
• Group audits can be conducted when several incumbents occupy
Identical Additional (IA) positions
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AUDITS ARE NEEDED DUE TO...
• Reorganization
• Need for periodic review to ensure accuracy
• Issue of new OPM Classification Standards
• A position being appealed
• An employee’s request for reclassification
• New technology/equipment affecting a job
• Requirement levied for a special Classification survey
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STANDARDS
• Classification Standards - GS positions
• Job Grading Standards - FWS (WG/WS)
• Issued by Office of Personnel Management (OPM)
• DoD publishes supplemental guides to some OPM standards
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GENERAL CLASSIFICATION RULES
• Evaluate the position - not the person
• Evaluate the total position, not just parts of it
• Evaluate each position on its own merit
• Consider the intent of the standard...its basis and the differences between grade levels
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HANDOUT
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CLASSIFICATION APPEALS
• An employee may appeal the classificationof his/her position only
• A person may not appeal based on the classification of someone else’s position
• If an employee appeals, the supervisor must:
• Ensure the PD is complete and accurate
• Discuss employee PD concerns with the employee; attempt an informal resolution
• If that fails, advise the employee towork with the HRO Classifier
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ROLE OF THE STATE CLASSIFIER
• Provide Classification advice/assistance
• Review/process Exception PDs
• Assist Staffing to assign/maintain competitive levels
• Conduct studies and desk audits
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INDIVIDUAL EXERCISE
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HANDOUT