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CLASSIFICATION & POSITION MANGAGEMENT Module 7 National Guard

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

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CLASSIFICATION & POSITION MANGAGEMENT Module 7 National Guard

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  1. CLASSIFICATION & POSITION MANGAGEMENT Module 7 National Guard Technician Personnel Management Course 1

  2. POSITIONMANAGEMENT “The process of organizing and assigning work to and among positions, in order to accomplishment mission requirements and most economical and efficient manner possible.” 2

  3. POSITION MANAGEMENT... WHO’S INVOLVED? - Chief, NGB - NGB-J1-TNC - OPRs - HROs - Manpower - Managers/Supervisors 3

  4. POSITION MANAGEMENT... • POSITION DESIGN CONSIDERATIONS • Economy • Efficiency • Motivation • Supervisor to Employee Ratio 4

  5. 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 5

  6. CLASSIFICATION “The process of determining the appropriate pay plan, series, and grade of a position based on its designated duties and responsibilities, and consistent with prevailing laws, standards, and guides.” 6

  7. 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 7

  8. PURPOSE OF THE • CLASSIFICATION SYSTEM • To determine the basic rate of pay • Is the basis for pay equity under • the law ( = pay for = work) 8

  9. 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 9

  10. HANDOUT 10

  11. 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 11

  12. CLASSIFICATION... • PD FORMATS • Narrative - Some GS and all FWS PDs • Factor Evaluation System (FES) - • GS Positions Only 12

  13. 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. 13

  14. HANDOUT 14

  15. 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 15

  16. 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 16

  17. 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 17

  18. 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 18

  19. HANDOUT 19

  20. CLASSIFICATION APPEALS • An employee may appeal the classification • of 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 to • work with the HRO Classifier 20

  21. TOOLS OF THE TRADE • Introduction to the Position Classification Standards • Introduction to the Federal Wage System and Job Grading Standards/Guides • OPM, DoD, and NGB guidance • PERMISS (Personnel Management Information Support System) • Army Site –http://cpol.army.mil/permiss/index.html • Air Force Site - http://www.afpc.randolph.af.mil/permiss 21

  22. 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 22

  23. WHAT ELSE? • 1978 Civil Service Reform Act - • authorized OPM to allow HR “demo” • projects • Pay Banding - National Security Personnel System (NSPS) 23

  24. INDIVIDUAL EXERCISE 24

  25. HANDOUT 25

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