The Position Description
- commonly referred
to as the PD - briefly
describes the key
or major duties
and responsibilities
of a position or
a number of positions.
The primary use
of PDs is for classification
and pay purposes.
However, a PD also
serves as the basis
for preparing an
employee's performance
plan/objectives,
preparing a formal
training plan, or
reviewing and evaluating
employees' current
or prior work experience.
Since a supervisor
determines work
assignments for
employees he/she
supervises, it follows
that he/she should
have responsibility
for ensuring that
job descriptions
accurately describe
the duties and responsibilities
required and performed.
Specifically, he/she
must consider the
following:
· Mission
· Economy
and efficiency
· Employee
motivation
· Career
development/ladders
· Recruitment
& retention
· A balance
of trainees to a
full performance
level
· Productivity
Supervisors should
prepare newly written
position descriptions
only when there
is no similar position
in Fully Automated
System for Classification
(QuickClass/AVUE).
Position descriptions
should be as brief
as possible while
still including
all significant
facts.
Position Description
(PD) Adequacy
A PD is adequate
when it contains
sufficient information
to determine the
title, series and
grade of the position.
Essential elements
include:
1. Major duties
that show the knowledge,
skill and ability
required to perform
significant tasks
of the job.
2. Percentage of
time spent on each
major duty.
3. An unnumbered
statement at the
end of major duties:
"Performs other
duties as assigned."
This makes it clear
that the assignment
of duties to employees
is not limited by
the content of the
position description.
However, supervisors
should avoid assigning
employees incidental
duties that are
inappropriate to
their positions
and qualifications.
PD Format
PD's are written
in several formats
depending on the
type of position.
PDs must be prepared
in the format of
the standard used
to evaluate the
grade controlling
work. The following
provides information
on the various formats
in use.
A. NARRATIVE/TRADITIONAL:
o I. Supervisory
Controls
o II. Introduction
o III. Duties and
Responsibilities
o IV. Other Significant
Facts
o V. Evaluation
(type of evaluation
varies with classification
standard used).
B. FACTOR EVALUATION
SYSTEM (FES):
1. Major Duties
2. Factor Evaluation:
§ Factor 1.
Knowledge Required
by the Position
§ Factor 2.
Supervisory Controls
§ Factor 3.
Guidelines
§ Factor 4.
Complexity
§ Factor 5.
Scope and Effect
§ Factor 6.
Personal Contacts
§ Factor 7.
Purpose of Contacts
§ Factor 8.
Physical Demands
§ Factor 9.
Work Environment
Factor evaluation
must include for
each factor the
factor level assigned,
corresponding points
assigned, description
of the duties in
terms of each factor
(justifying the
factor level), total
points assigned,
and resulting grade.
C. FEDERAL WAGE
SYSTEM:
o I. Supervisory
Controls
o II. Introduction
o III. Duties and
Responsibilities
o IV. Work Environment
o V. Physical Demands
o V1. Evaluation
(type of evaluation
varies with classification
standard used)
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