Job Evaluation & classification October 2016

Introductions/Background on where we came from / how we got to USPS.

structure Overview of organization structure

Job Evaluation & Classification Process Improvements Evaluate Positions Revise/ Create Jobs Internal Consultants Overview/high-level of our group and work we do: focus on main functions and services to the organizations that we provide

Focus on the various departments and groups we serve through our work; variety of being able to learn about different parts of the organization and develop positions throughout VARIETY AND SCOPE

Job Evaluation & Classification Customer Request Collect Information Evaluate Best Methods External Research Draft Job Customer Meeting Revise Job Revise & Classify Job Job Description Confirm with Customer Revise Job Again Implementation Breakdown of typical process for writing job descriptions.

PROJECTS Summarize projects that we are going to go over Postal Police Officer Job Analysis Fair Labor Standards Act (FLSA) Summarize projects that we are going to go over

PPO JOB ANALYSIS

PPO Job Analysis Observations KSAs & Tasks Focus Groups Develop Survey Collect Survey Data Overview of why we are doing it; how we are doing, general process

Tasks, KSAs, Physical Abilities, Equipment 360 Statements Tasks, KSAs, Physical Abilities, Equipment Actual snapshot of survey

Create Job Descriptions PPO Job Analysis Data Analysis Create Job Descriptions Implement Other Groups NEXT STEPS Where we’re going; what we expect, etc

FLSA Professional Administrative Executive Computer Employee Outside Sales Highly Compensated

HOW DO YOU KNOW WHAT DUTIES AN EMPLOYEE PERFORMS? FLSA § 541.2 Job titles insufficient. A job title alone is insufficient to establish the exempt status of an employee. The exempt or nonexempt status of any particular employee must be determined on the basis of whether the employee’s salary and duties meet the requirements of the regulations in this part. HOW DO YOU KNOW WHAT DUTIES AN EMPLOYEE PERFORMS?

OPPORTUNITIES Internships & Entry-level

CLASSIFICATION Job Analysis Job Descriptions Job Evaluation COMPENSATION Executive Pay Pay for Performance Recognition Programs

Management Foundations Program: Entry-level positions geared towards career development Two year program with three rotations to allow exposure to diverse experiences and departments- promotions as 12 and 24 months Network with employees at all levels and in various departments of the organization I/O potential: Selection/Test Assessment, Training, Organization Design, Field Staffing & Design, Classification & Compensation, Field Staffing Support

Summer Internship: 10-12 week summer internship at USPS HQ in Washington DC Intern will be assigned to work on a team project (ex: job analysis, evaluation and classification, write job descriptions) with a other analysts Network with employees at all levels and in various departments of the organization

Contact info Matt matthew.j.rupert@usps.gov Chelsey chelsey.n.read@usps.gov