Position classification hinges on a thorough understanding of both the classification system and the specific occupation. This discussion focuses on identifying reliable sources of occupational information and outlines the preparation and execution of a successful desk audit.
Key Insights
- Use various sources, including the Handbook of Occupational Groups and Families, organizational charts, mission statements, performance standards, and position history files, to build a comprehensive understanding of the occupation being classified.
- Leverage desk audits not only to determine grade levels but also to help clarify the appropriate occupational series when other data sources are inconclusive.
- Collaborate with other classifiers and supervisors to gain multiple perspectives and avoid overreliance on a single source of information when classifying unfamiliar occupations.
This lesson is a preview from our Intermediate Position Classification Course. Enroll in a course for detailed lessons, live instructor support, and project-based training.
Correct classification requires a mastery of both the applicable classification system and the occupation. Up until now, we have focused on understanding the differences in defined levels, no matter the classification system used. We are now ready to discuss the second part of the equation, understanding the occupation classification.
In deciding the data required to make well-seasoned decisions, we approach classifying positions from the following perspectives. Information related to the type of work performed to determine the appropriate series. Information regarding conditions under which the work is performed, as related to the classification factors, is used to determine the grade level.
And to arrive at the proper grade level, one of the primary classification tools used is the desk audit. The desk audit can also be a valuable source of information for the selection of the most appropriate series if other sources fail to identify the best series. And so, let's look at the learning objectives for this module.
And so, in this module, we're going to discuss the sources of information relevant to properly classifying a position. We're going to describe how to prepare for a desk audit. And we're going to identify the techniques used to effectively conduct a desk audit.
And so, these are very important as you journey toward being a seasoned HR classifier. And so, let's look at the sources of information. Possible definitions in the Handbook of Occupational Groups and Families.
And so, we know that the Handbook of Occupational Groups and Families gives you a series of definitions for each series in the federal government. And so, they are separated by occupational groups. And then it lists all of the series within that occupational group.
And so, they're listed based on basic categories of work that you find in the introduction to the classification standards and in the classifier's handbook. And so, a well-read perspective on the occupation that you're going to classify is very important. And so, when you're going through the classification standards, you must read the occupational information.
You must have the mission statements of the organization. You must have organizational charts. Performance standards can be critical in understanding the work and the occupation.
You may want to have a history of those position description files. And you want to talk to other classifiers. To obtain a well-rounded perspective of the occupation, the occupational information is important.
And so, in addition to the information provided in the OPM classification standard, ask the supervisor for references that describe the work and the position. For example, in reviewing the 2200 Information Technology position, information about the software can be used and can be helpful in understanding the knowledge requirements. Mission statements.
These mission statements are found at various organizational levels and range from very broad to very specific. These can be helpful in placing work into a wider perspective. Organizational charts.
Functional charts deal with the organization's purpose. Staffing charts deal with the number and type of positions in an organization. Both are useful to the classifier in understanding the organization and the position-to-position relationships.
Performance standards. These often provide information regarding the types of products and services for which a position is responsible. Position history files.
Most organizations maintain files with a wealth of information, including OPDs and evaluation reports. And lastly, other classifiers. Other classifiers are often overlooked as sources of information.
Talking to classifiers in your own or other organizations with similar missions can give you valuable insight into how other individuals or organizations view particular jobs. While it is seldom feasible to use all of the identified sources of information about an occupation, it is not wise to become overly reliant on one or two sources simply because they are convenient or because that's the way the agency has always done it. And so, using a variety of sources, especially when first studying the occupation.
If it's an occupation that you're not familiar with, you want to be able to enhance your knowledge regarding the work that is being performed in that organization. And so different insights give you a different perspective on the occupation.
