1. NAF HR for SUPERVISORS

2. POSITION MANAGEMENT & CLASSIFICATION AR 215-3, Chapter 3

3. LEARNING OBJECTIVES Supervisors will be able to:
Locate standardized position descriptions
List major components of a position description
Identify who can file position classification complaints and appeals
Briefly explain Fair Labor Standards Act (FLSA)

4. POSITION MANAGEMENT DEFINITION:
The process of designing jobs and organizations for maximum effectiveness and efficiency within provided constraints
Review and reconsider when necessary, e.g. changes in mission, functions, and/or work requirements

5. POSITION MANAGEMENT Objectives: Recruitment and retention
Effective use of employee skills
Long-term productivity and work quality
Organizational capability
Affirmative action
Effective supervision
Employee development and succession planning
Economy and efficiency

6. POSITION MANAGEMENT RESPONSIBILITY: Installation Commander
Director of FMWR or Equivalent
Financial Management Officer
Activity Manager
NAF Human Resources Officer

7. FASCLASS
Army standardized position descriptions (PD) are in FASCLASS
Army standardized position descriptions must be used if available
If a standardized PD is unavailable submit draft PD to CPAC NAF HRO for consideration
POSITION DESCRIPTION
Before placing a person in a position, it must be approved in the FASCLASS PD Library. If no position description is found that identifies the desired major duties, a request for a new position description must be submitted. Requests should be sent to the NAF HRO to be sent to the proper channels.
It is an official document which describes the duties and responsibilities required of a given job, and which indicates the official title, grade, series, and pay category of that job. In addition, it is the basis on which an employee is paid and serves as a voucher for payment of Nonappropriated Funds.

8. POSITION CLASSIFICATION
ELEMENTS OF POSITION DESCRIPTIONS:
Title
Pay Plan
Series
Grade
Major duties
Qualifications
Conditions of employment

9. POSITION CLASSIFICATION
MAJOR DUTIES:
Provided by Manager or Supervisor
Clear & concise statements
Don’t specify every task
Identify level of responsibility and or scope, knowledge, skills, abilities and complexity
Job descriptions are no longer simple direct statements, they are general statements and are designed to fit more than one individual employee or installation. They do not specify quantity or quality of work required. A constant aim of all levels of management is to simplify job descriptions through the elimination of unnecessary goals.
Specific duties should be outlined in Job Standards that are used for performance ratings. This also allows the supervisor to take the FASCLASS position and apply it to an individual employee or group of employees.
A major duty must be at least 25% of work performed

10. POSITION CLASSIFICATION
HRO Responsibility:
Title/Series/Grade: Determinations IAW
classification standards prescribed by OPM
TITLE: Usually prescribed by
Job Grading Standard (JGS)
Position Classification Standard (PCS)
SERIES: Based on
Primary work of position
Highest level of work
Paramount qualifications
GRADE: Determined by
Skills
Knowledge
Complexity
IAW – In Accordance With
OPM – Office of Personnel Management

11. POSITION CLASSIFICATION
CLASSIFICATION SYSTEMS:
White Collar: Professional, Clerical, Technical, Administrative CY NF
Blue Collar: Crafts & Trades (FWS) NA NL NS
FWS – Federal Wage System

12. NF PAY BAND LEVELS General Description:
NF-1 Junior Clerical/Customer Service
NF-2 Senior Clerical/Customer Service
NF-3 Administrative/Technical
NF-4 Specialist/Management
NF-5 Senior Management/Staff
Specialist above Installation Level
NF-6 Executive

13. CY PAY BAND LEVELS General Description: CY-01 CY-02
Child and Youth Program Assistant (Entry Level 2)
Child and Youth Program Assistant (Skill Level 3)
CY-02
Child and Youth Program Assistant (Target Level 4)
Lead Child and Youth Program Assistant (Level 5)
Child and Youth Program Technician (Level 5)

14. CRAFTS & TRADES (FWS) General Description:
Crafts, trades, and labor positions
Paid on a locality rate subject to wage surveys
NA (nonsupervisory): NA-1 to NA-15
NL (leader): NL-1 to NL-15
NS (supervisory): NS-1 to NS-19

15. PAYBAND CLASSIFICATION COMPLAINTS
NF employees may grieve the assignment of their position to a particular pay band or level
Negotiated grievance procedure may only be used when the classification results in a reduction in pay or pay band
Bargaining unit employees may use the applicable NAF administrative grievance system

16. FWS Classification Appeals System
FWS employees have a right to file a complaint or an appeal
Complaints may be filed on the:
accuracy of a job description
on the accuracy of the official title, series, grade, or pay category

17. FWS Classification Appeals System
The installation commander is the initial stage of the appeal system
After the Commander issues the decision on a complaint the employee may appeal to a higher authority (except for a decision on the accuracy of the job description).

18. FAIR LABOR STANDARDS ACT (FLSA)

19. FAIR LABOR STANDARDS ACT (FLSA)
Categories:
Exempt
Not eligible for coverage under the FLSA
Overseas positions always exempt
Non-exempt
Covered under FLSA
Suffer and permit (overtime)
Position always non-exempt:
NA & NL
Or salary below $23,660 PA for all others
CPAC NAF HRO makes determination
Definition: The act provides for minimum standards for both wages and overtime entitlements and administrative procedures by which covered work time must be compensated.
It is important that you remember that all non-exempt employees become entitled to overtime compensation for all work which management “suffers or permits” to be performed. (FWS, NF and CY). Note: Comp Time may be authorized upon employees request.
You must maintain accurate records concerning the hours worked by your non-exempt employees.