POSITION CLASSIFICATION STANDARDS USED IN
CLASSIFYING/GRADING POSITION:
Citation 1: OPM PCS MISC ADMIN & PROGRAM SERIES,
GS-301, JAN 79
Citation 2: OPM GENERAL SCHEDULE HRCD-5 JUNE 1998,
APRIL 98
Citation 3: OPM ADMIN ANALYSIS GEG, TS-98, AUG 1990
Citation 4: OPM INTRO TO THE POSITION CLASSIFICATION
STANDARDS, AUG 91
Supervisory Certification: I certify that this
is an accurate statement of the major duties and responsibilities of this
position and its organizational relationships, and that the position is
necessary to carry out Government functions for which I am responsible.
This certification is made with the knowledge that this information is to
be used for statutory purposes relating to appointment and payment of
public funds, and that false or misleading statements may constitute
violations of such statutes or their implementing regulations.
Supervisor Name:
Reviewed Date:
Classification Review: This position has been
classified/graded as required by Title 5, U.S. Code in conformance with
standard published by the U.S. Office of Personnel Management or if no
published standards apply directly, consistently with the most applicable
published standards.
Reviewed By: STEVEN CRAMNER
Reviewed Date: 08/29/2018
POSITION INFORMATION:
Cyber Workforce:
Primary Work Role: VARIES
Additional Work Role 1: VARIES
Additional Work Role 2: VARIES
Component Designation:
FLSA: EXEMPT
FLSA Worksheet: EXEMPT
FLSA Appeal: NO
Bus Code: VARIES
DCIPS PD: NO
Mission Category: VARIES
Work Category: VARIES
Work Level: VARIES
Acquisition Position: NO
CAP:
Career Category:
Career Level:
Functional Code:
Interdisciplinary: NO
Supervisor Status: VARIES
PD Status: VERIFIED
CONDITION OF EMPLOYMENT:
Drug Test Required: VARIES
Financial Management Certification:
Position Designation: VARIES
Position Clearance: VARIES
Position Sensitivity: VARIES
Security Access: VARIES
Emergency Essential:
Requires Access to Firearms: VARIES
Personnel Reliability Position: VARIES
Information Assurance: VARIES
Influenza Vaccination:
Financial Disclosure: VARIES
Financial Disclosure: NO
Enterprise Position: VARIES
POSITION ASSIGNMENT:
Competitive Area: VARIES
Competitive Level: VARIES
Career Program: VARIES
Career Ladder PD: NO
Target Grade/FPL: 11
Career Pos 1:
Career Pos 2:
Career Pos 3:
Career Pos 4:
Career Pos 5:
Career Pos 6:
POSITION DUTIES:
PDR 18-06
This position is located in an Air National Guard Wing, at the Group level
under direct supervision of the group commander.
The primary purpose of this position is to serve as the principal advisor
to the group commander for enlisted and other operational matters. The
group superintendent provides leadership and management in organizing,
training, and equipping assigned airmen (drill-status, Active Guard
Reserve, Title 5 employees and Title 32 dual status technicians) in
subordinate squadrons to support the Air and Space Expeditionary Forces
construct.
This is an Air National Guard Dual Status Technician position that requires
military membership, compatible military skill assignment and
classification.
MAJOR DUTIES:
1. Exercises supervisory personnel management responsibilities. Advises and
provides counsel to employees regarding policies, procedures, and
directives of management. Advises on selection of candidates for vacancies,
development opportunities, details, and reassignments; considers skills and
qualifications, mission requirements, and Military Equal Opportunity (MEO)
and diversity objectives. Applies MEO principles and requirements to all
personnel management actions and decisions; and, ensures fair treatment of
all personnel in a manner free of discrimination. Develops, modifies,
and/or interprets performance standards. Explains performance expectations
to employees and provides regular feedback on strengths and weaknesses.
Holds employees accountable for satisfactory completion of work assignments.
Appraises subordinate workers’ performance ensuring consistency and equity
in rating techniques. Periodically reviews position descriptions to ensure
accuracy and the most effective utilization of personnel resources.
Explains classification determinations to subordinate employees. Recommends
awards when appropriate and approves within-grade increases. Mediates and
resolves employee complaints and refers unresolved complaints to
higher-level management. Initiates actions to correct performance or conduct
problems. Effects minor disciplinary measures such as, warnings and
reprimands and recommends action in more serious disciplinary matters.
Prepares documentation to support actions taken. Identifies employees’
developmental needs and provides or arranges for training (formal and
on-thejob) to maintain and improve job performance. Promulgates
self-development. Administers leave program; approves master leave
schedules to assure adequate coverage for peak workloads and traditional
holiday vacation time. Ensures education and compliance with security
directives for employees with access to classified or sensitive material.
Recognizes and takes action to correct situations posing a threat to the
health and safety of all airmen. (25%)
2. Advises the group commander on assigned program areas of responsibility.
Is a key enlisted leader who operates independently and is essential to
mission effectiveness. Serves as the senior enlisted advisor to group
leadership and provides support and assistance to the flight, squadron,
division, and group. Develops procedures and guidelines to ensure that all
airmen are trained, equipped, and provided with required logistical support
to attain and maintain operational readiness to meet wartime taskings.
Manages, reviews, and audits the Unit Manpower Document (UMD), prepares
manpower change requests for the commander’s approval; and, updates the
Unit Personnel Management Roster (UPMR). Provides oversight on unit
reenlistment and extension programs. Advises the group commander on
enlisted roles regarding assigned program status, actual or potential
problems, resources and changes that may impact mission effectiveness. Acts
in a staff advisory role in regards to the development of short and
long-range solutions to complex and on-going problems. Initiates or
recommends policy, procedural, or program changes to resolve problems.
Serves on various military or civic panels, and subcommittees at the state,
regional, and national levels. (25%)
3. Advises, carries out, and monitors the Group Commander’s organizational
policies, programs, and standards applicable to the enlisted force. Advises
and initiates recommendations in matters pertaining to all airmen. Manages,
studies, analyzes, and oversees the administration, coordination, planning,
development, and execution of programs within their respective group for
all airmen. Places particular emphasis on readiness, morale, welfare,
discipline, performance, training, assignment, reassignment, and
utilization as they affect the service contributions of all airmen in the
accomplishment of federal, state, and local missions. Ensures comprehensive
individual and unit indoctrination specific to mission awareness, as well
as, prevention and resolution of complex issues affecting all airmen. Identifies
group requirements and develops comprehensive staff plans that support
goals and objectives applicable to all functional areas within the group.
Conducts studies to develop plans and programs designed to develop and
maintain high esprit-de-corps and morale among all airmen in accordance
with The Enlisted Force Structure. (30%)
4. Develops, participates, and provides guidance in planning, publicizing,
and administering ANG enlisted awards, recognition and promotion programs.
Provides guidance to flight, squadron, division, and group level personnel
to assure proper dissemination, clarification, and administration of
personnel policies. Coordinates with and advises the Group Commander on
enlisted nominations for awards and assignment to key enlisted positions.
Ensures prompt and appropriate recognition of all airmen. Establishes and
monitors professional development of all airmen. Evaluates, oversees, and
supports enlisted professional military education and professional
development programs. Promotes welfare programs that provide all airmen
guidance on qualifications, advancement, benefits, retirement, and provides
commanders with recommendations to resolve problems.(10%)
5. Serves as the commanders representative at staff meetings and councils
and when conducting tours through group areas. Makes frequent contact with
all airmen to champion commanders’ strategies. Promotes continuous process
improvement and innovative efforts that improve cost, quality, or time.
Participates in, monitors, and advises the Commander on compliance with Air
Force Fitness Standards and disciplinary actions. Oversees the development
of standard operating procedures (SOPs) and other guides that further the
understanding among all airmen and provide dynamic motivation for efforts
toward attainment of readiness. Ensures employers and all airmen are aware
of their rights and obligations under the Uniformed Services Employment and
Reemployment Rights Act (USERRA) and the Employer Support of the Guard and
Reserve (ESGR). (10%)
1.
Availability Pay Exemption - (e.g.,
Criminal Investigators, U.S. Customs and Border Protection pilots who are
also Law Enforcement Officers).
2.
Foreign Exemption - (Note:
Puerto Rico and certain other locations do not qualify for this exemption –
See 5 CFR 551.104 for a list of Nonexempt areas.)
3.
Executive Exemption:
a.
Exercises appropriate management responsibility (primary duty) over a recognized
organizational unit with a continuing function, AND
b.
Customarily and regularly directs 2 or more employees, AND
c.
Has the authority to make or recommend hiring, firing, or other
status-change decisions, when such recommendations have particular weight.
4.
Professional Exemption:
a.
Professional work (primary duty)
b.
Learned Professional, (See 5 CFR, 551.208 ) (Registered Nurses, Dental
Hygienists, Physician’s Assistants, Medical Technologists, Teachers,
Attorneys, Physicians, Dentists, Podiatrists, Optometrists, Engineers,
Architects, and Accountants at the independent level as just some of the
typical examples of exempt professionals). Or
c.
Creative Professional, (See 5 CFR, 551.209 ) (The primary duty requires
invention and originality in a recognized artistic field (music, writing,
etc.) and does not typically include newspapers or other media or work
subject to control by the organization are just some examples of Creative
Professionals). Or
d.
Computer Employee, (See 5 CFR, 551.210 ) ( must meet salary test and
perform such duties as system analysis, program/system design, or
program/system testing, documentation, and modification). Computer
manufacture or repair is excluded (non-exempt work).
5. Administrative Exemption:
a. Primary duty
consistent with 5 CFR 551 (e.g.; non-manual work directly related to
the management or general business operations of the employer or its
customers), AND job duties require exercise of discretion & independent
judgment.
FLSA
Conclusion: Exempt Non Exempt
FLSA Comments/Explanations:
Exempt per Title 32 USC 709(g)(2)
CONDITIONS OF EMPLOYMENT & NOTES:
1. Must be
able to obtain and maintain the appropriate security clearance of the
position.
2. This position is covered by the Domestic Violence Misdemeanor Amendment
(30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An
individual convicted of a qualifying crime of domestic violence may not
perform the duties of this position.
3. Ability to establish effective professional working relationships with
coworkers and customers, contributing to a cooperative working environment
and successful accomplishment of the mission.
4. May occasionally be required to work other than normal duty hours;
overtime may be required.
5. The duties and responsibilities of the job may significantly impact the
environment. The incumbent is responsible to maintain awareness of
environmental responsibilities as dictated by legal and regulatory
requirements, the organization, and its changing mission.
POSITION EVALUATION:
EVALUATION STATEMENT
A. Title, Series and Grade: GROUP SUPERINTENDENT, GS-0301-11.
B. Reference:
1. USOPM PCS for Misc Admin and Program (def), GS-0301, Jan 98
2. USOPM PCS Administrative Analysis Grade Evaluation Guide, dtd. August ’90
3. USOPM GENERAL SCHEDULE HRCD-5 JUNE 1998, APRIL 98
4. DOD Supplementary Guide to the GSSG, June 1993 (HRCD-7, Jul 1999).
5. USOPM Introduction to the Position Classification Standards, Section
III:H. Titling
Positions
C. Background: Traditionally, the reserve component manpower for senior
enlisted leaders was limited to traditional (part-time) drilling
authorizations and specifically excluded technician positions at the group
level. Additional activations are performed in military duty status (e.g. ADOS)
as required or approved by the group commander. Over time, the utilization
of ANG Chief Master Sergeants positions expanded to AGR, Technician, or
Traditional positions. This achieved a goal of providing an enlisted voice
to the group commander. ANG leadership expanded the manpower requirement
for ANG enlisted representation at each level by establishing ANG enlisted
leadership positions at the JFHQ-State, ANG Wing, and group levels to
provide the maximum enlisted voice to the ANG leadership. ANG enlisted
representation is limited at JFHQ-State in many locations. The ARNG and ANG
are structured differently so ANG representation is required at JFHQ-State,
ANG wings, and groups where the airmen are located.
D. Pay Plan, Series, Title, and Grade Determination
1. Pay Plan: The position’s paramount requirements determine the pay-plan.
A position falls under the General Schedule (GS) pay-plan when the primary
duties and responsibilities are identified as requiring knowledge or
experience that is administrative, clerical, scientific, artistic, or
technical in nature. The primary duties of this position require
administrative knowledge to serve as the principal advisor for enlisted and
other operational matters. Therefore, the appropriate pay-plan for this
position is GS.
2. Series: The primary purpose of this position is to serve as the
principal advisor to the group commander for enlisted and other operational
matters. The GS-301 series was selected because this position performs
two-grade interval duties which do not clearly fall into another series and
require analytical ability, judgment, discretion, and knowledge of a
substantial body of administrative and program principles, concepts,
policies, and objectives.
3. Title: No titles are specified for positions in the GS-0301 occupational
series. The title conforms to guidance found in Introduction to the
Position Classification Standards regarding “constructing titles”. The
title assigned is GROUP SUPERINTENDENT.
4. Grade: Because of the judgment and analytical ability required to
perform
the duties and responsibilities, reference B(2) was used to evaluate the
grade. Refer to the FES position evaluation statement.
Factor Evaluation Statement (FES) below:
Factor 1. Knowledge Required: FL 1-7, 1250 PTS
This position exceeds Level 1-6. Assignments at Level 1-6 involve studies
of problems or issues that are procedural and factual in nature with
readily observable conditions such as office layout, workflow, or working
conditions. Examples of knowledge at Level 1-6 include knowledge of
standardized administrative practices and procedures to conduct studies of
clerical work processes.
This position is responsible for studying and analyzing all ANG group
enlisted technician programs involving the readiness, morale, welfare,
discipline, performance, training, awards and recognition, recruiting,
equal opportunity, promotion, assignment and reassignment, administration
and utilization of all enlisted personnel within the wing. Studies and
recommendations must balance these issues with the mission needs of the
state. This work requires knowledge of qualitative and quantitative
techniques for analyzing and measuring the effectiveness and efficiency of
the Group’s enlisted personnel and career development programs, as well as,
an in-depth knowledge of the major issues, program goals and objectives,
work processes, and administrative operations pertaining to all enlisted
personnel matters in the ANG. This is consistent with work examples
contained in the standard for Level 1-7. One example involves knowledge of
qualitative and quantitative techniques or analyzing and measuring the
effectiveness, efficiency and productivity of administrative and technical
programs along with the mission, organization, and work processes of programs
throughout a military command.
Level 1-8 is not met. Level 1-8 requires a mastery of advanced management
and organizational practices that would be applied in the preparing of
recommendations for legislation to change the ways programs are carried out.
This level of knowledge is typically found at the agency level and not at a
unit level; therefore, is not appropriate for this position.
Factor 2. Supervisory Controls: FL 2-4, 450 PTS
The work of this position exceeds Level 2-3. At Level 2-3, the supervisor
assigns specific projects in terms of issues, organizations, functions, or
work processes to be studied and sets deadlines for completing the work.
The incumbent of this position is recognized as the expert in the ANG Group
regarding all enlisted military issues; and, is expected to independently
determine his/her own work assignments, priorities and projects based on
his/her personal knowledge of the state mission, the ANG Wing Commander’s
and Group Commander’s goals, objectives, priorities, and the ANG military
requirements. Analyses, evaluations, and recommendations developed by the
incumbent are normally accepted without significant change and are reviewed
in terms of potential influence on broad state mission requirements. This
is a direct match to work described in the standard for Level 2-4.
FACTOR 3. GUIDELINES: FL 3-3, 275 PTS
Guidelines consist of all applicable group, wing, base, JFHQ-state, ANGRC
(NGB), USAF and DoD policies, directives, standard procedures, regulations,
previously developed materials, and publications or manuals. The Group
Superintendent exercises judgment in interpreting and adapting guidelines
to the specific local, group or installation and activity conditions. Meets
this level.
Factor Level 3-4 requires considerable adaptation and/or interpretation for
application to issues and problems studied. At this level, administrative
policies and precedent studies provide a basic outline of the results
desired, but do not go into detail as to the methods used to accomplish the
project. Does not meet this level.
FACTOR 4. COMPLEXITY: FL 4-4, 225 PTS
The work of this position involves analyzing issues of a leadership nature
and involves both short-range and long-range mission and program planning.
Issues studied involve a wide range of issues relating to the readiness,
morale, welfare, discipline, performance, training, awards and recognition,
recruiting, equal opportunity, promotion, assignment and reassignment,
administration and utilization of all enlisted personnel within the ANG
Group. Studies require the application of a variety of analytical
techniques such as task analysis, work simplification, workflow charts, and
trend analysis. Considerable judgment and originality is required to refine
existing state program policies to ensure compatibility between national
requirements and state specific and unique requirements. This is a match to
Factor Level 4-4. At Level 4-4, the work involves gathering information and
analyzing issues to develop recommendations that resolve substantive
problems for effectiveness and efficiency of work operations in a program.
Projects assigned at Level 4-4 consist of issues, problems or concepts that
are not always susceptible to direct observation and analysis. The example
used in the standard involves studies of projected missions and functions.
The position does not meet Level 4-5. This is an ANG Group level position
and while the work significantly affects the programs within the wing and
ultimately, the ability of the wing to complete the mission, it does not
require the incumbent to develop new methods and approaches to program
evaluation which would serve as a precedent for others. An example in the
standard relates to the analysis and formulation of agency requirements for
resource management information systems to support resource allocation
targets for a nationwide medical care program. This clearly exceeds the
requirements of this position.
FACTOR 5. SCOPE AND EFFECT: FL 5-3, 150 PTS
The scope of the work of this position exceeds Level 5-2, where the work
primarily involves assisting higher graded employees in the performance of
detailed and routine work within the organization. As the ANG Group
Superintendent, the scope of this position covers all ANG enlisted
personnel within the group. The work of this position not only impacts the
careers of these individuals, it impacts the ability of the various units
within the state to fulfill their numerous and varied state and homeland
defense missions. This is a clear match to Level 5-3 where the work
involves improving the efficiency and productivity of serviced
organizations and where the employee’s recommendations influence decisions
by managers concerning the internal administrative operations of the
organizations and activities studied. The impact of this position is
primarily centralized inside the group, wing or state and would not
frequently affect the nature of work done in components of other agencies
as would be required for Level 5-4.
FACTOR 6. PERSONAL CONTACTS and FACTOR 7. PURPOSE OF CONTACTS, Matrix 3c,
180 PTS
Contacts for this position exceed those typical for Level 2. At Level 2,
contacts are normally with employees within the same agency, both inside
and outside the immediate organization. Contacts with the general public at
Level 2 occur in a moderately structured setting (i.e., these contacts
would be on a routine basis), and the exact purpose of the contact, as well
as, the role and authority of each participant would be fairly clear from
the beginning.
Contacts for this position are with personnel in all military, AGR, and
technician echelons of the group ANG, individual Guard members, Army and
Air Force Headquarters, Army and Air Force Reserve components, Reserve
Officer Training Corps (ROTC) units, other federal, state and civilian
agencies and international partner nations. These contacts often occur in
moderately unstructured settings. This is a match to contacts described in
the standard for Level 3. At Level 3, contacts with individuals or groups
from outside the employing agency occur in a moderately unstructured
setting (not routine and the role of all parties is identified during the
contact).
Level 4 is not met by the position, as contacts do not routinely involve
high-ranking officials outside the agency, at national or international
levels in highly unstructured settings.
Purpose of Contacts
The purpose of contacts for this position exceed Level B, which includes
planning, coordinating and resolving operating problems by influencing or
motivating individuals or groups who are working toward mutual goals and
who have basically cooperative attitudes.
In this position, the purpose of the contacts is to influence managers or
other officials to accept and implement findings and recommendations on
enlisted personnel program improvement or effectiveness. The incumbent may
encounter resistance due to such issues as organizational conflict,
competing objectives, or resource problems. This is a direct match to Level
C, where the persons contacted are reluctant to accept the employee’s
recommendations due to such issues as organizational conflict, competing
objectives, or resource problems.
The position does not meet Level D, where recommendations made will
substantially change the nature and scope of national level programs. This
level would more often occur at the ARNG, ANG and NGB levels.
FACTOR 8. PHYSICAL DEMANDS: FL 8-1, 5 PTS
Work may be performed in the office, on location, or while flying on
associated aircraft. The work is primarily sedentary, although there is
some walking, travel, and carrying of lightweight equipment and materials.
Assignments may typically require long periods of standing, stooping, or
walking. ravel away from home base may be required for training, as part of
mishap/disaster response, or in support of geographically separated units.
FACTOR 9. WORK ENVIRONMENT: FL 9-1, 5 PTS
Work is typically performed in adequately lighted and climate-controlled
offices and studios. Incumbent may be exposed to varying outdoor weather
conditions, but requires no special safety precautions.
Point Range: 2355-2750
Total Points: 2540
E. Conclusion: Based on the evaluation, the position is classified as Group
Superintendent,
GS-0301-11.
