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General Manager Job Description Proper Format document sample
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Delegation of Classification
Authority (DCA)
Commander’s Briefing
Purpose
• Enable the Commander to delegate and oversee
classification processes
• Publicize Army classification policies
• Explain impact of Fair Labor Standards Act requirements
History
The Pendleton Act of 1883 created the first true U.S. civil service
A position classification system is important in preventing pay abuse
Equal pay for work of equal value is a merit principle based in Title 5 of
the United States Code (5 USC) and in the Code of Federal Regulations
(5 CFR)
The challenge of any position classification system -- to assure sufficient
internal equity while still assuring pay comparability with industry and
non-profit employers
HR staff and managers who classify positions must maintain the highest
ethical standards
3
Regulatory Base
Executive Orders
Title 5, USC
Code of Federal Regulations (5 CFR)
OPM Operating Manuals
DOD Regulations/Manuals/Instructions
Army Regulations & Policy Memoranda
Army Command Regulations
Local Regulations & Union Agreements
4
CPAC Classification Functions
Classification processing (at
least 90% accurate)
Classification advice to
managers
Application of new standards
Review of appeal packages
Pay administration (FLSA,
premium pay, etc.)
Advice to employees (appeals,
grievances)
Train managers
5
Classification Decisions
DCA Manager Classification CPAC HR Classification Advisor
Decisions Decisions
• Are duties accurately described in • Ensure PDs are in the proper
the PD with estimates of the format, verifies accuracy
percentage of time
• Advise managers on pay system,
• Is the PD in the proper format? series, grade, title
• What is the proper pay
• Fair Labor Standards Act
system?
• What is the proper series? • Competitive levels and position
other codes
• What is the proper grade?
• What is the proper title?
6
About Delegation of
Classification Authority
Memo dated November 17, 1997
Delegation to commanders who may delegate through management
chain to the lowest practical level
Managers must complete required training
DCA managers must follow the law, published classification
standards, OPM/DoD appeal decisions, etc.
Certain restrictions (i.e., cannot classify your own position)
When manager does not have authority, CPAC classifies position
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Balancing Economy & Efficiency
Organizational design considerations
• Use the lowest grades feasible to accomplish the
mission
• Normally provide for career progression
• Eliminate excessive layers of supervision
• Avoid assignment of employees to position
descriptions that do not match the work assigned
and performed
8
About Job Design
Job design is a supervisory responsibility. It is essential for
Delegated Classification Authority
Job design involves deciding how the work of your organization
will be distributed among the positions you are authorized
Grouping duties and responsibilities in different ways can result
in differences in the classification of those positions (e.g., pay
system, title, series, and grade
9
Why is Job Design Important?
Good Design Bad Design
Enhances Increases employee
organizational turnover
effectiveness
Reduces productivity
Aids in retaining
employees Increases personnel
costs
10
Characteristics of General
Schedule (GS)
Covers “white
collar” work
Annual Grades 1-15;
general 10 steps per
increase General grade
Schedule
Single
Locality
worldwide
differentials
base salary
11
Characteristics of Federal
Wage System
Covers “blue
collar work”
WG for non-
Locality supervisory
rates positions
FWS
WS for WL for
supervisors leaders
12
GS Career Patterns
Professional/ • Both include 2-grade
Administrative interval work
P
A Technician/Assist • Both include 1-grade
ant interval work
T
C Clerical • Includes 1-grade interval
work
O
• Includes 1-or 2-grade
Other
interval work
13
Position Descriptions
Decisions made about job design are documented in
Position Descriptions (PDs)
Managers use FASCLASS (Fully Automated System for
Classification) to create PDs
FASCLASS is a library housing all civilian PDs in the Army
Use caution when relying on FASCLASS PDs; some contain
classification errors
FASCLASS can be accessed through: CPOL/References &
Tools/ Position Classification
14
Typical GS Grading Patterns
Prof/Admin Tech/Asst Clerical
• Grades • Grades • Grades
5/7/9/11/12/13 4/5/6/7/8 1/2/3/4/5/6
/14/15 • Referred to as 1- • GS-1/2/3
• Referred to as 2- grade interval involved in
grade interval work filing, processing
work • GS-8 is unusual forms
• GS-13/14 • GS-4/5 typically • GS-4/5 involved
usually found at involve in problem
HQs/Command information solving
levels gathering • GS-5/6 involve
• GS-6/7 typically clerical
support 2-grade specialization,
interval leading other
specialists clerks
Job Evaluation
Major Duty
• Represents the essential and basic reason for the
position, either:
• 25% of the employee’s time (GS only), OR
• Requires a significant knowledge, skill, or ability that
would influence recruitment
• Work is regular and recurring
16
Job Evaluation
What is Regular and Recurring?
Not acting in the
Not emergency
absence
Grade-controlling
Typically scheduled
for FWS, but use
(every day, every
caution when low
week, etc.)
% of time
17
Job Evaluation
Work which supports the
grade or pay level of the
Grade Controlling position
In GS, must be at least 25% or
more of the employee’s time
In FWS, must be regular and
recurring
18
About Classification Standards
Published by OPM at http://www.opm.gov
Based on Title 5
Describe work covered by the standard/guide
Provide for determination of pay system, title,
series, and grade
19
Fair Labor Standards Act
(FLSA)
Passed in 1938 for private sector
Applied to Federal Government in 1974
OPM administers FLSA for Federal employees
Two categories:
• Exempt: not covered by FLSA overtime and minimum wage
provisions (see 5 CFR Ch 550)
• Nonexempt: covered by FLSA overtime and minimum wage
provisions (see 5 CFR Ch 551)
20
Why Should You Care?
Rules for Exempt and Nonexempt employees differ in:
Rights/options of employees
How OT payment is calculated
What counts as “hours of work”, especially
travel and training activities
Latitude of management in directing comp
time in lieu of OT payment
21
FLSA Provisions
• Overtime provision (1.5 X regular rate )
• GS employees can request compensatory time;
• Nonexempt employees cannot be ordered to take comp time
• FWS employees: may earn comp time, but check your labor
agreement
• Suffer or permit doctrine
22
What is “Suffer and Permit”?
Any work the supervisor allows a Nonexempt
employee to perform is counted as work:
Supervisor need not order or authorize
Sufficient that supervisor has reason to believe
work was performed
Nonexempt employees are entitled to OT
compensation, unless they request comp time
Example: Employee works late or on the weekend and puts
completed work in supervisor's "in box"
23
FLSA Quick Tests
Positions that are always
Nonexempt
Trainee positions Wage Grade and
GS-8 and below
(GS-5/7/9) Wage Leaders
24
Bottom Line……
• Commanders/Directors delegated classification authority:
– must assure compliance with statutory and regulatory requirements
for accurate description and grading of civilian positions
– take action to correct inaccurate classification, misassignment of
employees to inappropriate position descriptions, or other error
conditions
– Establish procedures for assessing program trends
• Approving the classification of a position has the effect of
approving the expenditure of funds
• Army requires classification programs maintain a position
description and job grading accuracy rate of 90%
