HR Order DOJ1200.1: Part 2. Compensation: Chapter 2-4, Position Classification and Employee Placement Plan (Oct. 3, 2000)

A.   References.

Statute

5 U.S.C. chapter 51

5 U.S.C. 5362

5 U.S.C. 5363

Code of Federal Regulations

5 CFR 536.301

OPM Standards OPM Introduction to the GS Position Classification Standards
Guidance OPM Classifier's Handbook
Key terms

Adequate position description

Position management

Grade retention

Pay retention

Employee placement

B.   Policy.

  1. Components will make a concerted effort to assure sound position management by ensuring that all positions, both vacant and encumbered, are essential, soundly designed,adequately described, and accurately classified.
     
  2. Components will eliminate unnecessary positions, restructure positions of unsound design, rewrite inadequate position descriptions, and correct inaccurate classifications as expeditiously as possible after discovering that corrective action is needed.
     
  3. Employees who become eligible for grade or pay retention under 5 CFR Part 536, as the result of a reclassification, will be placed as soon as practicable in positions which are properly classified at the grade of the employee's position before it was downgraded.
     
  4. Components will place employees who are receiving retained grade or retained pay in accordance with the requirements of specific written placement plans.
     
  5. Component heads will notify the AAG/A at least 30 days in advance of proposed actions that will change the classification of 20 or more positions, either immediately or through a ripple effect.

 

C.   Documentation.

  1. Components will prepare written classification and placement plans which are consistent with the requirements of 5 CFR 536.301.
     
  2. Components will ensure that each position has a corresponding adequate position description in the appropriate format and including information on the proper classification determination.
     
  3. Written notifications by component heads to the AAG/A of proposed actions that will change the classification of 20 or more positions will indicate:
     

    1. The financial impact of the proposed action, including estimated annual cost of implementation for the first full year of operation;
       
    2. How implementation can be accommodated within current fiscal year budget appropriations and what current activities are to be foregone to pay for the increased costs of the classification change, where appropriate; and
       
    3. How the resultant classification/position structure will improve the ability to meet mission objectives and/or the efficiency and effectiveness of operations.

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