The 9 Factors That Define Federal Job Classification

The Factor Evaluation System (FES) is a structured approach used in federal position classification to ensure consistent and equitable grading across occupations. Understanding how it works and what factors are and are not considered is essential for any HR specialist or classifier.

FES focuses strictly on the duties and responsibilities of a position, not on the individual who occupies it. Certain elements, such as workload volume, performance quality, recruitment challenges, or an employee’s financial need, are not part of the classification process. These considerations fall under other areas of federal HR management, such as staffing, performance management, or compensation. For example, heavy workloads might be addressed by redistributing duties or adding staff, while outstanding performance might be recognized through awards or quality step increases.

The FES evaluates positions using nine distinct factors that describe the nature and complexity of the work performed. Each factor carries a point value, and the total number of points determines the position’s grade level.

• Factor 1: Knowledge Required by the Position: The type and depth of knowledge and skills needed, and how they are applied on the job.
• Factor 2: Supervisory Controls: The level of independence, guidance, and review provided to the employee.
• Factor 3: Guidelines: The availability of work instructions and the judgment required to interpret or adapt them.
• Factor 4: Complexity: The variety and difficulty of assignments and the originality required to perform them.
• Factor 5: Scope and Effect: The purpose of the work and its impact within or outside the organization.
• Factor 6: Personal Contacts: The people with whom the employee interacts and under what circumstances.
• Factor 7: Purpose of Contacts: The reasons for and outcomes expected from these interactions.
• Factor 8: Physical Demands: The amount and type of physical effort required.
• Factor 9: Work Environment: The physical surroundings and any associated risks or discomforts.

At the core of the system is the primary standard, often called the “standard for standards.” This foundational document defines the basic levels and point values for each factor, ensuring consistency across all federal occupations. Classifiers use it to align grade levels and confirm that evaluations are applied fairly from GS-1 through GS-15.

Each occupational series covered by FES includes its own standard that builds upon the primary standard. These documents define the series, describe typical duties, identify exclusions, and explain how to evaluate positions within that series. They help classifiers understand how a position fits within the broader occupational framework and how its responsibilities compare to similar roles.

Within each occupational standard, factor-level descriptions show how the nine factors apply specifically to that occupation. These descriptions include examples of work performed at each grade level, ensuring that evaluations are based on clearly defined expectations rather than personal interpretation.

Some standards also include benchmarks; fully developed position descriptions that serve as examples of correctly classified jobs. These benchmarks allow classifiers to compare a position’s duties and responsibilities to an established reference point. While benchmarks are helpful, they should always be used in conjunction with the official factor-level descriptions to ensure accuracy and compliance with OPM guidance.

By applying the Factor Evaluation System, federal agencies maintain consistency and fairness in determining grade levels and pay. The FES supports organizational integrity, promotes equity, and reinforces employee trust in the classification process.