Instructions

Competency 1 and 2 has already been researched just put each one in your own words.

Competency 3 –I need a paragraph answering my  ability to gather, organize, analyze, and clearly present data to be utilized for reports, surveys, problem solving, etc. as (Human resource specialist).

Human Resources Specialist (Classification & Compensation)

Competency 1 – Knowledge of pay administration, position classification, and position management objectives, principles, and procedures

The Office of Personnel Management (OPM) provides leadership on pay administration for civilian Federal employees. We accomplish this by developing and maintaining Government wide regulations and policies on authorities such as basic pay setting, locality pay, special rates, back pay, pay limitations, premium pay, grade and pay retention, severance pay, and recruitment, relocation, and retention incentives. Ultimately, each Federal agency is responsible for complying with the law and regulations and following OPM’s policies and guidance to administer pay policies and programs for its own employees.

Position Classification is the systematic categorizing of positions based on duties and responsibilities in accordance with guidelines provided by the State Office of Human Resources. The classification process involves an assessment of the job duties, skill level of work performed, and the overall knowledge requirements of the position. A pay range is established for each classification, and positions that are substantially similar in nature are allocated to the same job classification.

Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals.

Employee performance management includes:

Competency 2 – Knowledge of, and the ability to interpret and apply, regulations, policies, and other guidelines related to pay administration, position classification, and position management

This Introduction to the Position Classification Standards provides background information and guidance regarding the classification standards for General Schedule work. It describes the fundamental policies which Federal managers, supervisors, and personnel specialists need to understand in using classification standards to determine the series, titles, and grades of positions

In order to determine employee’s locality rate, increase the employee’s “scheduled annual rate of pay” by the locality pay percentage authorized by the President for the locality pay area in which the employee’s official worksite is located.

“Scheduled Annual Rate of Pay”

An employee’s “scheduled annual rate of pay” consists of –

1. The General Schedule (GS or GM) base rate for the employee’s grade and step (or relative position in the rate range), excluding additional pay of any kind such as locality payments or special rate supplements;
2. A special base rate for GS law enforcement officers (LEOs) at grades GS-3 through GS-10 under section 403 of the Federal Employees Pay Comparability Act of 1990 (Public Law 101-509); or
3. For an employee in a category of positions described in 5 U.S.C. 5304(h)(1) for which the President (or designee) has authorized locality payments under 5 U.S.C. 5304(h)(2), the annual rate of pay fixed by law or administrative action, exclusive of any locality-based adjustments (including adjustments equivalent to local special rate supplements under 5 CFR 530, subpart C) or other additional pay of any kind.

Pay Entitlement

An employee must receive the greatest of the following rates of pay, as applicable:

• The scheduled annual rate of pay payable to the employee;
• A locality rate under 5 CFR part 531, subpart F, or a similar rate under other legal authority;
• A special rate under 5 CFR part 530, subpart C, or a similar rate under other legal authority (e.g., 38 U.S.C. 7455); or
• A retained rate under 5 CFR part 536 or a similar rate under other legal authority.

Basic Pay

A locality rate is basic pay for the purpose of computing the following, as applicable:

• Retirement deductions and benefits
• Life insurance premiums and benefits
• Premium pay and premium pay limitations
• Severance pay
• Advances in pay
• Lump-sum payments for accrued and accumulated annual leave
• Post differentials under 5 U.S.C. 5925(a) and danger pay allowances under 5 U.S.C. 5928 for an employee temporarily working in a foreign area when the employee’s official worksite is located in a locality pay area
• Post differentials under 5 U.S.C. 5941 and 5 CFR part 591, subpart B, for an employee temporarily working in a nonforeign area when the employee’s official worksite is located in a locality pay area”–with “Nonforeign area cost-of-living allowances and post differentials under 5 U.S.C. 5941 and 5 CFR part 591, subpart B
• Recruitment, relocation, and retention incentives, supervisory differentials, and extended assignment incentives
• Performance-based cash awards when such awards are computed as a percentage of an employee’s rate of basic pay
• GS pay administration provisions (e.g., promotions) to the extent provided in 5 CFR part 531, subpart B
• Pay administration provisions for prevailing rate employees which consider rates of basic pay under the GS pay system in setting pay (except as otherwise provided in 5 CFR part 532), subject to the requirement that, if the employee’s actual locality rate would not apply at the official worksite for the prevailing rate position, that locality rate must be converted to a corresponding rate on the locality rate schedule for that official worksite; and
• Grade and pay retention to the extent provided in 5 CFR part 536

A locality rate is basic pay for other provisions as specified in other statutes or OPM regulations, and payments or benefits equivalent to those listed above under other legal authorities, as determined by the head of the agency or other authorized official responsible for administering such payments or benefits. (See 5 U.S.C. 5304(c)(2) and 5 CFR 531.610.)

Following are definitions of basic terms relating to position classification standards.

1.      General Schedule⎯ The broadest subdivision of the classification system covered by title 5. It includes a range of levels of difficulty and responsibility for covered positions from grades GS−1 to GS−15. It is designated by “GS” for supervisory and nonsupervisory positions at all of these grade levels. (Most positions above grade GS−15 are included in the Senior Executive Service (SES) which is outside the General Schedule.)

2.       

Occupational Group ⎯ A major subdivision of the General Schedule, embracing a group of associated or related occupations; e.g., the Accounting and Budget Group, GS−500; the Engineering and Architecture Group, GS−800; the General Administrative, Clerical, and Office Services Group, GS−300).

Series ⎯ A subdivision of an occupational group consisting of positions similar as to specialized line of work and qualification requirements. Series are designated by a title

U.S. Office of Personnel Management 3Introduction to the Position Classification Standards TS-134 July 1995, TS-107 August 1991 Revised: August 2009and number such as the Accounting Series, GS−510; the Secretary Series, GS−318; the Microbiology Series, GS−403.

4.

Grade ⎯ The numerical designation, GS−1 through GS−15, which identifies the range of difficulty and responsibility, and level of qualification requirements of positions included in the General Schedule.

5.

Class of Positions ⎯ All positions that are classified to the same schedule, series, and grade (e.g., GS−510 −12) and are sufficiently alike to warrant like treatment in personnel processes such as testing, selection, transfer, and promotion.

6.

Position⎯ The duties and responsibilities which make up the work performed by an employee.

7.

Position Description⎯ The official description of management’s assignment of duties, responsibilities, and supervisory relationships to a position.

8.

Classification Standard⎯ Issued by OPM to relate the grade level definitions in title 5 to specific work situations and thereby provide the basis for assigning each position the appropriate title, series, and grade.

Competency 3 – Ability to gather, organize, analyze, and clearly present data to be utilized for reports, surveys, problem solving, etc.

A human resource specialist should have ability to independently gather, organize, and perform position classification standards on the required assignments with the aim of achieving the organization’s targets and objectives. Mostly, the Office of Personnel Management’s is usually evaluated to ascertain its effectiveness in achieving the stated objectives of the Federal Position organization.