1. CLASSIFICATION & POSITION MANAGEMENT SSG Brittany D. Willard
Classification & Position Management Section Lead
Mr. Rick Riblett
Classification & Position Management Specialist

3. Briefing Outline » Classification and Position Management Defined
» Desk Audits/Position Review
» PDR (Position Description Release)
» Technician Compatibility
» SF52 Overview

4. CLASSIFICATION
&
POSITION MANAGEMENT
DEFINED

5. Position Classification
BLUF: Position Classification ensures all positions are the appropriate
» Pay plan (ie GS )
» Occupational Series (ie GS )
» Grade (ie GS )
to meet the requirements of the organization.

6. Position Management
BLUF: Position Management ensures each organization has the appropriate hierarchy to meet organization/mission requirements.
» Supervisor / Employee Ratio
» Appropriate grade progression throughout chain of command
* We can’t all be GS-15s *

7. Desk Audits/Position Reviews

8. What is a Desk Audit / Position Review?
A desk audit or position review is conducted to ensure the position is classified with the proper position description (grade and title) and accurately aligns within the organization’s infrastructure to ensure the duties and responsibilities assigned meet the requirements of the organization’s mission.
Desk Audits/Position Reviews may be conducted at any time by Classification or may be requested by the position supervisor.

9. What is the desk audit process?
Supervisor requests a desk audit using the Official Desk Audit Form: WVNG HRO FORM511.
Classification determines validity of request and returns the WVNG HRO FORM 511 to the supervisor with either the desk audit questionnaire and instructions or an explanation for denial of request.
The incumbent of the position completes the questionnaire and returns it to Classification
Classification reviews the questionnaire, PDs, and other various documents to determine the proper classification of the position.
**If Classification cannot obtain a clear understanding of the position from the questionnaire an interview will be scheduled at the location of the position.
Classification sends a Desk Audit Summary Memorandum to the supervisor.
If the desk audit results in a change to the position (upgrade or downgrade) the supervisor must complete and submit an SF52. The SF52 will be processed as usual.

10. Classifying Positions: What’s Considered, What Isn’t?
Level, Complexity, and Variety of Duties and Responsibilities
Guidelines & Originality
Decision-Making Authority and Commitments
Personal Contacts
Unusual Environmental Factors
Supervision Received
Supervision of Others
Not Considered
Volume of Work
Scarcity of Employees in the Unit
Unusual Diligence or Overtime
Relative Efficiency Compared to Others
Unusual Qualifications (not required in position)
Length of Service
Financial Needs
Personality

11. COMMON MISCONCEPTIONS
Desk audits MUST be requested by supervisors:
Desk audit requests will NOT be processed unless requested by a supervisor.
Employees do NOT have a right to a desk audit:
Based on information submitted in the request the State Classifier will determine if an audit is necessary. If the request is deemed invalid it will be returned to the requesting supervisor with an explanation for denial of request.
A desk audit is NOT a promotion tool:
A desk audit is conducted to review the job duties and responsibilities of the position, NOT the qualifications of the incumbent or the quantity of work.
Think spaces, not faces.
DESK AUDIT ≠ PROMOTION TOOL
The biggest issue we have with desk audits is supervisors want to use desk audits to promote their employees.
Stop thinking promotion… think upgrade.
People get promoted… Positions get upgraded.
If you have a stellar employee and want to reward them for whatever makes them stellar you should do so with an award not a desk audit.

12. COMMON MISCONCEPTIONS
Requesting a Desk Audit does NOT guarantee a promotion:
It’s true; a desk audit may result in the position being upgraded, however a desk audit may result in a position down grade or no change.
 The Desk Audit/Position Review process is NOT a quick process:
Desk audits normally take 30 days but may take longer depending on the current OpTempo.
KEEP IN MIND…
The request must be complete with the position’s current info AND the proposed info at the time of submission. Requests with missing information will be deemed invalid and returned without action.
The best resources for information regarding desk audits are the Classification Specialists. Please feel free to contact us at:
» / DSN (SSG Brittany D. Willard)
» / DSN (Mr. Rick Riblett) »

13. PDRs (POSITION DESCRIPTION RELEASES) FORMERLY CRAs
PDRs are published by NGB and cannot be implemented until Classification receives the PDR from NGB.
PDRs will be implemented (NOT completed) within 120 days of release from NGB.
PDRs do not guarantee a promotion:
New position descriptions released by NGB may result in:
» A position(s) upgrade
» A position down grade
» Only a change in PD#
» Only a change in position title
» And/or a change in occupational series
PDRs are not automatic:
If the PDR does not abolish the current PD for the position, a desk audit/position review must be conducted by HRO Classification to ensure the new PD accurately outlines the job duties and responsibilities of the position in question.

14. CHECK ON LEARNING Anyone can request a desk audit at any time.
True
False
A desk audit is a great promotion tool.
Factors considered during desk audit (check all the apply):
oUnusual Qualifications
oVolume of work
oLevel & Complexity of work
oLength of service
oGuidelines & Originality
oDiligence & Overtime
oUnusual Environmental Factors
oSupervision Received
oPersonality
oScarcity of employees in unit

15. COMPATIBILITY
Compatibility is the condition in which the duties and responsibilities of a military technician’s position are substantially equivalent to the duties and responsibilities of the technician’s military assignment (MTOE, TDA, or UMD).
Compatibility is determined by NGB and published on GKO.
When advertising a vacancy supervisor’s may use all or some of the compatible MOSs/AFSCs but can never add MOSs/AFSCs without NGB Approval.
Compatibility is not meant to prohibit technicians from being promoted, transferring to a different unit, and advancing in their military career.
Supervisors may request a compatibility or CLASP waiver by completing the Waiver request form on the HRO website and submitting it to Classification.
Supervisors and technicians should contact Classification before proceeding with any military moves to ensure no compatibility issues occur.

16. WVNG HRO SF52

17. WVNG SF52: KEY POINTS
» Proposed Effective Date: This is the date supervisors would like the action to be effective. The actual effective date of the action is determined by HRO
» ANG SF52s MUST include the FAC & MPCN
» Remarks are required on ALL SF52s
**More information = Faster Processing**
» Advertisement SF52s must include:
» Who the vacancy is vice
» Minimum & Maximum Military Grades
» Area of Consideration
» Position Status (ie Permanent, Indefinite, Temporary, etc.)
» Position Supervisor
It is very important that supervisors and HR Remotes understand what is needed on the SF52. Incorrect or missing information on the SF52 can cause a number of different issues such as: slows down processing of SF52s, pay issues, leave issues, etc.
Please remember if you are unsure about what information is needed on an SF52 or need help filling one out please contact HRO before submitting it to HRO.

18. Processing SF52s
» All SF52s must be submitted to HRO through HRO Liaisons, Personnel Offices, and/or SMs who have been designated to handle SF52 submissions.
» It is the responsibility of the offices/individuals listed above to ensure accuracy and completeness of all SF52s before submission to HRO.
» Incorrect/incomplete SF52s will be returned to the submitting office to be corrected/completed before being processed.

19. Check On Learning
ALL SF52s MUST be submitted to HRO through __________________________________________________________.
The effective date of all actions will be chose by ___________________.
All Advertisement SF52s MUST include (Check all that apply):
o Area of Consideration
o Minimum Military Grade
o Position Status
o Who the vacancy is vice
o Position Supervisor
o Maximum Military Grade
o Additional Remarks
o Supervisor’s favorite color

20. References » NGB Classification and Position Management Guide
» Classifiers Handbook
» GS Supervisory Guide
» Handbook of Occupational Groups and Families
» Intro to Position Classification Standards
» Technician Personnel Regulation 511: Classification and Position Management
» Technician Personnel Regulation 303: Military Technician Compatibility

21. Questions?