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Tasks include:
Reviewed contractor performance in providing security services through site
visits and inspections.
Tasks include:
Reviewed contractor performance in providing security services through site
visits and inspections.
Law Enf orcement Liaison Act ivit ies 15%
Following established policies and procedures, performs a variety of liaison
activities in order to develop and maintain relationships within the agency. For
example, transmits inquiries or complaints, tracks the progress of the
investigation, and provides copies of the case report to all parties involved.
Coordinates with post, headquarters and appropriate Embassy staff on incident
follow-up related to crimes against Volunteers. Liaises with the Embassy
Regional Security Officer (RSO) and host country law enforcement on the
coordination of criminal investigations surrounding Volunteer crime incidents.
Works closely with the country director to develop reporting and follow-up
procedures for incidents reported by Volunteers.
Establishes and maintains effective working relationships with regional program
staff, headquarters, state, and local officials. Follows guidelines and procedures
to develop communication plans in support of an agency program; reviews
program for impact and effectiveness; plans and conducts public meetings,
briefings, and other activities in support of the program. Coordinates the
development and release of key information pieces such as press releases, fact
sheets, newsletters, or other briefing materials.
Tasks include:
Tasks include:
Reviewed contractor performance in providing security services through site
visits and inspections.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of a wide range of security concepts,
principles, and practices to analyze and resolve difficult and complex security
problems; personnel control systems such as various visual and electronic
badging systems; and other approaches that are designed for or applied to
protecting personnel, equipment, facilities, processes, or signals; ability to plan
program activities and apply policy direction to specific operating requirements;
skill in developing guidance for applying security policy, procedures,
techniques, equipment, and methods to a variety of work situations and various
degrees or levels of security controls; ability to respond to problems or
questions involving implementation of security guidelines at lower levels and to
inspect operating security programs for adequacy, efficiency, and need for
improvement; knowledge of security programs of organizations supported by
the local security office and skill in interpreting policy that originated from higher
organizational levels (or national policy), and in developing local policy and
implementing instructions.
Fact or 2-4 Supervisory Cont rols
The supervisor sets the overall objectives and resources available. The
incumbent and supervisor, in consultation, develop the deadlines, projects, and
Equivalent Titles:
Equivalent Privat e Sect or
T it les:
Patrol O fficer
Police O fficer
Public Safety O fficer
Security Agent
Police C hief
Security O fficer
Security Specialist
Safety and Security O fficer
C ampus Security O fficer
Hotel Security O fficer
Loss Prevention O fficer
Private Investigator
Trooper
Security Guard
Security Manager
criteria.
The DPT ensures effective communication and coordination between
programming and training staff and administrative, medical and safety and
security staff.
The DPT drafts the budget for programming and training activities and monitors
these expenditures throughout the fiscal year.
The DPT ensures programming and training staff adherence to federal equal
opportunity objectives and nondiscriminatory practices in regard to race, color,
religion, national origin, marital status, political affiliation, age, sex, sexual
orientation, handicapping condition, membership in an employee organization,
or any other non merit factors.
Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
T raining Program Development and Management 20%
The Director of Programming and Training leads and manages training staff to
ensure quality design, implementation and evaluation of all Volunteer training
programs and alignment with Peace Corps guidance.
Ensures that language, cultural, security and technical learning objectives are
linked to project goals and meet the needs of Volunteers and the expectations
of host country counterparts.
Ensures that training is planned and delivered over the 27-month continuum of
service of a Peace Corps Trainee/ Volunteer.
Orients training staff to adult learning principles and effective participatory
methods for training Americans and creates a culture of continuous improvement
in training methods and techniques.
Facilitates or co-facilitates sessions in pre-service and in-service training.
Liaises with Peace Corps Washington on training matters
Tasks include:
Planned and prepared reports or other working documents related to complex
program issues for major organizational programs.
Program Management 20%
The Director of Programming and Training leads and manages the programming
staff to ensure quality project design, implementation and evaluation across all
sectors and alignment with Peace Corps guidance.
Assists and guides program/project managers to focus on capacity building and
Tasks include:
Analyze interrelated program and training issues of effectiveness, efficiency,
and productivity of substantive mission-oriented programs.
Policy Advice and Guidance 10%
The Director of Programming and Training ensures that post's program
strategies are consistent with Peace Corps and US Government policies.
Explains and builds post staff support for Agency initiatives.
Collaborates with post staff to develop, review, revise and enforce post policies
such as site development, Volunteer Action Committee (VAC) support and
Emergency Action Plan.
Tasks include:
Provided authoritative direction and interpretation of issues that involved major
areas of uncertainty in approach or methodology.
Represent at ion 10%
The Director of Programming and Training supports the Country Director in
representing and promoting Peace Corps relationships with host country
government officials and local authorities, representatives of non-governmental
organizations and other persons of influence in country's development efforts.
Helps the Country Director foster cooperative relationships with U.S. mission
personnel at post to further Peace Corps goals and ensure the safety of
Volunteers.
Tasks include:
Built and maintained partnerships with a variety of individuals, such as
government officials, local authorities, and other persons of influence to
enhance and promote volunteer programs.
Volunt eer Support 10%
The Director of Programming and Training works with Country Director (CD) and
Safety and Security Coordinator (SSC) and other staff to establish programming
and training systems that maximize the safety and security of Volunteers in
accordance with agency policies and guidelines.
In collaboration with SSC and other staff, develops policies and procedures
addressing safety and security issues related to site preparation, host family
and counterpart selection and orientation and training site management.
Ensures that established procedures are followed and criteria are met. Assists
CD, SSC and others to prepare for and respond to incidents and crises
impacting V/Ts and Peace Corps operations.
Acts as duty officer, as needed. Must be knowledgeable and supportive of
Peace Corps safety and security policies and procedures, including the timely
reporting of incidents involving V/Ts and any other safety and security incident,
including suspicious persons or situations.
Coaches and mentors programming and training staff in their support,
management and evaluation of Volunteers including issues of diversity, gender
and culture.
Provides support to Volunteers.
Tasks include:
Planned volunteer training, and established policies, and operational objectives
as a principal advisor to a complex international volunteer program.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
Mastery of a wide range of methods for the assessment and improvement of
complex programs, processes and systems; Skill to plan, organize, and
implement programs, plans, and proposals involving substantial agency
resources, or that require extensive changes in established procedures.
Mastery in the design, management and evaluation of development projects.
Mastery of training design and evaluation as well as the integration of training
into programming and staff development.
High level skill in community based project development, management and
evaluation in an overseas or multi-cultural environment.
Mastery of oral and written communications.
High level managerial and supervisory skills, including in-depth experience to
lead/motivate a multidisciplinary team under changeable and complex
circumstances. Extensive experience with cross-cultural team-building and
conflict resolution. Skill in implementing and monitoring a performance
management system.
Fact or 2-4 Supervisory Cont rols
The employee develops mutually acceptable program plans with the supervisor
which typically includes identification of the work to be done, the scope of the
program, and goals to be completed. The employee is responsible for planning
and organizing the work, coordinating with staff and management personnel, and
conducting all phases of the work. The employee informs the supervisor of
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Independently researched and wrote material that contributed to larger
documents.
Management and Supervision 30%
The Director of Programming and Training works with the Country Director and
Director of Management and Operations to determine programming and training
staff needs. The DPT then leads the recruitment, interviewing, selection and
training process of programming and training new hires.
The DPT supervises a multi cultural staff, which may include host country
nationals, third country nationals and Americans, including a training manager,
program/project managers, as well as trainers, specialists and assistants who
support programming and training. Supervision and management include
establishing work plans, and evaluating the performance of programming and
training staff. The DPT also designs and coordinates the delivery of training and
professional development opportunities to meet assessed needs of
programming and training staff.
The DPT guides the programming and training staff in the monitoring and
evaluation of projects and training and in demonstrating impact in status reports.
The DPT also leads the programming and training staff in developing, maintaining
and implementing site development and selection processes to address
project-specific, medical, safety and security, infrastructure and other relevant
criteria.
The DPT ensures effective communication and coordination between
programming and training staff and administrative, medical and safety and
security staff.
The DPT drafts the budget for programming and training activities and monitors
these expenditures throughout the fiscal year.
The DPT ensures programming and training staff adherence to federal equal
opportunity objectives and nondiscriminatory practices in regard to race, color,
religion, national origin, marital status, political affiliation, age, sex, sexual
orientation, handicapping condition, membership in an employee organization,
or any other non merit factors.
Tasks include:
Established and/or maintained a records management program for a singlemission program with interrelated functions.
Program Management 20%
The Director of Programming and Training leads and manages the programming
staff to ensure quality project design, implementation and evaluation across all
sectors and alignment with Peace Corps guidance.
Assists and guides program/project managers to focus on capacity building and
sustainability in community based development.
Fosters partnerships with host country ministries, U.S. government agencies,
international organizations and nongovernmental organizations to enhance
programming and training efforts to meet host country development goals.
Tasks include:
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Volunt eer Support 10%
The Director of Programming and Training works with Country Director (CD) and
Safety and Security Coordinator (SSC) and other staff to establish programming
and training systems that maximize the safety and security of Volunteers in
accordance with agency policies and guidelines.
In collaboration with SSC and other staff, develops policies and procedures
addressing safety and security issues related to site preparation, host family
and counterpart selection and orientation and training site management.
Ensures that established procedures are followed and criteria are met. Assists
CD, SSC and others to prepare for and respond to incidents and crises
impacting V/Ts and Peace Corps operations.
Acts as duty officer, as needed. Must be knowledgeable and supportive of
Peace Corps safety and security policies and procedures, including the timely
reporting of incidents involving V/Ts and any other safety and security incident,
including suspicious persons or situations.
Coaches and mentors programming and training staff in their support,
management and evaluation of Volunteers including issues of diversity, gender
and culture.
Provides support to Volunteers.
Responds as part of Country Director's team to Volunteer problems and
emergencies.
Tasks include:
Managed a specific organizational project and/or program at the field office or
comparable level.
Represent at ion 10%
The Director of Programming and Training supports the Country Director in
representing and promoting Peace Corps relationships with host country
government officials and local authorities, representatives of non-governmental
organizations and other persons of influence in countrys development
efforts.
Helps the Country Director foster cooperative relationships with U.S. mission
personnel at post to further Peace Corps goals and ensure the safety of
Volunteers.
Tasks include:
Analyzed issues concerning administrative policies and/or management theories
that required adaptation for application to internal program issues and problems.
Policy Advice and Guidance 10%
The Director of Programming and Training ensures that posts program strategies
are consistent with Peace Corps and US Government policies.
Explains and builds post staff support for Agency initiatives.
Collaborates with post staff to develop, review, revise and enforce post policies
such as site development, Volunteer Action Committee (VAC) support and the
Emergency Action Plan.
Tasks include:
Managed a specific organizational project and/or program at the field office or
comparable level.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires: (1) Knowledge and skill in applying analytical and
evaluative methods and techniques to issues or studies concerning the
efficiency and effectiveness of program operations; (2) Knowledge of pertinent
laws, regulations, policies and precedents which affect the use of program and
related support resources in the area studied; (3) Knowledge of the major
issues, program goals and objectives, work processes, and administrative
operations of the organization; (4) Knowledge and skill in adapting analytical
techniques and evaluation criteria to the measurement and improvement of
program effectiveness and/or organizational productivity; (5) Skill in conducting
detailed analyses of complex functions and work processes; and (6)
Interpersonal skills in presenting staffing recommendations and negotiating
solutions to disputed recommendations.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
of analytical methods and techniques, and reference material, instructions, and
regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-4 Complexit y
The work involves gathering information, identifying and analyzing issues, and
developing recommendations to resolve substantive problems of effectiveness
and efficiency of work operations in a program or program support setting.
Issues, problems, or concepts are not always susceptible to direct observation
and analysis. Difficulty is encountered in measuring effectiveness and
productivity due to variations in the nature of administrative processes.
Information about the study subject matter area is often conflicting or
incomplete, cannot readily be obtained by direct means, or is otherwise difficult
to document. Originality is required in refining existing work methods and
techniques for application to the analysis of specific program issues or
resolution of program problems.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations.
The employee is assigned portions of broader studies, or participates in the
evaluation of program effectiveness at the operating or local level. Completed
reports and recommendations influence decisions by higher-grade specialists
or managers concerning administrative or program operations.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or
program officials several managerial levels above the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to provide advice to managers on non-controversial
organization or program related issues and concerns. Contacts typically involve
such matters as identification of decision-making alternatives; appraisals of
success in meeting goals; or recommendations for resolving administrative
problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Evaluated data affiliated with the budget for a program with national impacts, and
prepared presentation materials for top management officials.
Developed strategies for soliciting funding for subordinate organizations, and
presented budget strategy materials to top management.
Budget Execut ion Oversight 25%
Performs budget execution work involving the most difficult fund control
activities including adapting budgetary policies, analytical methods, and
regulatory procedures for use by subordinate echelons, and their centralized or
consolidated equivalent. Projects and analyzes the potential effects of
budgetary actions on program viability and attainment of program objectives.
Evaluates the reactions of fund granting and approving officials to budget
proposals.
Monitors and reports on the rate of expenditures of funds. Notifies management
officials of trends toward over- and under- obligation of funds. Recommends
approval or disapproval of requests for allotments and other similar funding
requests. Considers financial and workload relationship that involve several
matters such as the cost of supporting the needs of the changing PC mission
and programs; the timing of obligations and expenditures in relations to the
budget cycle and availability of funds; and the cost effectiveness of leasing or
buying.
Tasks include:
Recommended approval/disapproval of requests for allotments in a budget for a
program with national impacts.
Coordinated difficult fund control activities including adapting budgetary policies,
analytical methods, and regulatory procedures for use by subordinate echelons.
Budget Formulat ion Oversight 25%
Administers the formulation and justification of the budget for an entire agency
or major component. Serves as the technical authority on budget formulation for
a significant organizational component or a program with national impact.
Oversees the formulation of budget estimates and justifications for conflicting
program and budgetary requirements, such as reduction in budget authority
coupled with expansion of services to the public. Interprets and assesses the
impact of new and revised Congressional legislation on the formulation of
budgets. Develops new methods and techniques of budgeting for the
forecasting of long-range funding needs.
Reviews, analyzes, revises, and recommends approval, disapproval, or
modification of budget requests and justifications. Receives requests from
budget analysts/officers at subordinate components of the PC, and/or the same
echelon. Analyzes, combines, and consolidates budget estimates into a budget
document that reflects the balanced, multi-year funding needs of the agency or
organization. Services PC managers and managers of the organization's major
program areas as an authoritative source of advice on formulation of budget
estimates and guidance.
Tasks include:
Oversaw the formulation of budget justifications for conflicting program and
budgetary requirements, such as reduction in budget authority, for a program
with national impacts.
Served as the technical authority on budget formulation for a program with
national impacts.
Supervisory and/or Managerial Responsibilit ies 25%
Supervises a group of employees performing work at the FP-3 level. Provides
administrative and technical supervision necessary for accomplishing the work
of the unit.
Performs the administrative and human resource management functions relative
to the staff supervised. Establishes guidelines and performance expectations for
staff members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance;
demonstrates and conducts work performance critiques. Provides informal
feedback and periodically evaluates employee performance. Resolves informal
complaints and grievances. Develops work improvement plans, recommending
personnel actions as necessary. Provides advice and counsel to workers related
to work and administrative matters. Effects disciplinary measures as appropriate
Tasks include:
Analyzed issues related to the establishment of program goals and objectives
for major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Wrote reports in the specialization or subject matter area of the position, some
of which have been recognized by others as having an important influence in the
program area.
Had delegated authority to establish annual, multi-year, or similar long-range
plans and schedules covering the work of an organizational unit, plan for longrange staffing needs, and implement (through subordinate organizational units or
others) the goals and objectives for an assigned program.
Coordinated the work of a wide variety of participants when there were
significant or major advancements or issues in the program area or subject
matter field related to the program area supervised.
Justified, defended, negotiated, or settled matters involving significant or
controversial issues. Participated in conferences, meetings, or presentations
involving problems or issues of considerable consequence or importance to the
work of an agency.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of the concepts, principles, practices, laws and
regulations which apply to budgeting for substantive national programs and
the incumbent affect the funds available to carry out agency programs, the
allotment of funds to agency components and subcomponents, and the rate of
obligation and expenditure of funds by the employing agency, which impacts
upon the budgets and programs of other Federal agencies, State agencies,
national industries, or foreign trade.
Fact or 6-3 Personal Cont act s
Contacts are with individuals from outside agencies who represent the budget
and program interest of other agencies, contractors, and private business, etc.
Contacts normally take place at formal budget briefings, conferences, hearings,
or negotiations which are arranged well in advance.
Fact or 7-3 Purpose of Cont act s
The purpose of the contacts is to persuade program managers and other
officials in positions of decision-making authority with widely differing goals and
interests to follow a recommended course of action consistent with established
budget policies, objectives, and regulations. Persuasion and negotiation are
necessary due to the presence of conflicting budgetary and program objectives
which must be resolved.
Fact or 8-1 Physical Demands
The work is sedentary. Work may also require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. May carry light items or drive a motor vehicle. The work
does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Supervisory Factor Statements
Fact or 1-4 Program Scope and Ef f ect
Directs a segment of a professional, highly technical, or complex administrative
program which involves the development of major aspects of key agency
scientific, medical, legal, administrative, regulatory, policy development or
comparable, highly technical programs; or that includes major, highly technical
operations at the Government's largest most complex industrial installations.
Impacts an agency's headquarters operations, several bureau-wide programs,
or most of an agency's entire field establishment; or facilitates the agency's
accomplishment of its primary mission or programs of national significance; or
impacts large segments of the Nation's population or segments of one or a few
large industries; or receives frequent or continuing congressional or media
attention.
Fact or 2-2 Organizat ional Set t ing
The position is accountable to a position that is one reporting level below the
first SES, or equivalent or higher level position in the direct supervisory chain.
Fact or 3-2 Supervisory/Managerial Aut horit y Exercised
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for
acceptable work; coordinate and integrate contractor work schedules and
processes with work of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the
- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups,
or professional organizations; and/or State and local government managers
doing business with the agency.
Fact or 4B-3 Purpose of Cont act s
The purpose of contacts is to justify, defend, or negotiate in representing the
project, program segment(s), or organizational unit(s) directed, in obtaining or
committing resources, and in gaining compliance with established policies,
regulations, or contracts. Contacts at this level usually involve active
participation in conferences, meetings, hearings, or presentations involving
problems or issues of considerable consequence or importance to the program
or program segment(s) managed.
Fact or 5-8 Dif f icult y of T ypical Work Direct ed
The highest graded non-supervisory work directed, which requires at least 25%
of this position's duty time, is GS-13 or higher, or equivalent.
Fact or 6-5 Ot her Condit ions
Supervision and oversight involve significant and extensive coordination and
integration of a number of important projects or program segments of
professional, scientific, technical, and managerial or administrative work
comparable in difficulty to the GS-12 level. Supervision also involves major
recommendations that have a direct and substantial effect on the organization
and projects managed.
OR
OR
Equivalent Titles:
Equivalent Privat e Sect or T it les: Equivalent Milit ary T it les:
Budget Analyst
Budget Manager
Finance Manager
Tasks include:
Presented proposals to management for approval of requested funding levels for
substantive/support programs administered by an organization.
Coordinated the presentation of annual and long-range budgets for
substantive/support programs administered by an organization.
Supervisory and/or Managerial Responsibilities 50%
Supervises a group of employees performing work at the GS-12 level. Provides
administrative and technical supervision necessary for accomplishing the work of
the unit.
Performs the administrative and human resource management functions relative to
the staff supervised. Establishes guidelines and performance expectations for staff
members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance; demonstrates
and conducts work performance critiques. Provides informal feedback and
periodically evaluates employee performance. Resolves informal complaints and
grievances. Develops work improvement plans, recommending personnel actions as
necessary. Provides advice and counsel to workers related to work and
administrative matters. Effects disciplinary measures as appropriate to the authority
Tasks include:
Produced written options for agency decision memoranda and/or new guidelines
resulting from legislation, court decisions, or other program changes, requiring
mastery of the laws, regulations, and systems involved in administration of agency
programs.
Communicated with senior management, OMB, Congress, and/or other individuals at
all levels in the public and/or private sectors to justify, negotiate, convey, or resolve
complex legislation, policies, regulations, and/or procedures.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the administration
or implementation of key agency programs.
As a technical authority in a program area, summarized, interpreted, and provided
guidance to subordinates on difficult or misunderstood policy questions.
Performed all or nearly all of the following supervisory functions: coordinated with
and advised other supervisory officials, reviewed and approved serious disciplinary
actions, planned/assigned work priorities, evaluated performance, interviewed
candidates for positions, and recommended organizational structure improvements.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of the concepts, principles, practices, laws and
regulations which apply to budgeting for substantive national programs and services
including expert knowledge of OMB and congressional laws, regulations, policies
and directives; comprehensive and detailed knowledge of the process and
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for acceptable
work; coordinate and integrate contractor work schedules and processes with work
of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the following
ten supervisory authorities and responsibilities:
- Hears and resolves complaints from employees, referring group grievances and
more serious unresolved complaints to a higher level supervisor or manager;
OR
OR
This position manages work through subordinate supervisors and/or contractors who
each direct substantial workloads comparable to the GS-11 level.
Other Significant Facts:
Equivalent Titles:
Equivalent Private Sector Titles: Equivalent Military Titles:
Budget Analyst
Budget Manager
Finance Manager
Tasks include:
Identifies relevant issues and trends based on survey results and proposes
recommendations for program improvement to senior management. Conducst
ad-hoc analyses, prepares reports, and compiles information summarizing
survey results and findings.
Serves as the organizational expert for the crime victimization survey,
responding to inquiries and requests related to findings and/or data collection
techniques.
Organizat ional Analysis St udies 25%
Designs and plans an anonymous Volunteer crime victimization survey using a
variety of data collection tools and statistical methods to analyze the occurrence
of crime, reporting of crime, actions of staff both at post and headquarters and
the effectiveness of training. Serves as an organizational expert in reviewing
and interpreting new and established directives, instructions, and regulations to
determine their impact on complex or new programs.
Prepares guidelines, standards, training manuals, and quality assurance plans
related to the collection and analysis of data associated with the crime
victimization survey. Coordinates with CSA and OSIRP to share best practices
and relevant information.
Tasks include:
Develops long-range plans for the implementation and administration of a crime
victimization survey utilizing a variety of data collection tools and statistical
methods.
Prepares guidelines, standards, training manuals, and quality assurance plans
related to the collection and analysis of data.
Manages an organizational analysis program for administrative functions
performed within a major agency component.
St at ist ical Dat a Collect ion and Analysis 50%
Responsible for the impelmentation and management of an anonymous
Volunteer crime victimization survey. Design and field a victimization survey
based on best practices. Plans and conducts various and extensive methods of
data collection using a variety of data collection tools and statistical methods to
analyze the occurrence of crime, reporting of crime, actions of staff both at post
and headquarters and effectiveness of training. Collects complex data, using
advanced sampling techniques , identifies gaps in the methodology and
recommends changes
Assists internal and external customers with inquiries, providing both written and
oral responses. Colloborates with other groups and agencies to resolve
questions and issues surrounding the implementation and management of the
crime victimization survey
Prepares guidelines, standards, training manuals, and quality assurance plans
related to the collection and analysis of data.
Collects complex data, using advanced sampling techniques, identifies gaps in
the methodology and recommends changes.
Tasks include:
Collects data using advanced sampling techniques, identifying gaps int eh
methodology, and implementing changes where necessary to ensure quality
control. Responsible for implementation and management of the anonymous
Volunteer crime victimization survey. Provides guidance and technical direction
to survey users who may experience difficulties utilizing the survey. Collaboraes
with other groups and agencies to resolve issues surrounding the
implementation and management of the survey. Design and field anonymous
Volunteer crime victimization survey. Apply best practices in victimization
surveys.
Collateral Duties
Factor Statements
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Assists in the review of data collected through the crime victimization survey,
identifying trends or common themes. Summarizes findings in reports and/or
presentations to senior management. Assists in the development of proposals to
senior management that might lead to improved program performance. Applies
knowledge of survey response coding and quality control checks to ensure
consistency and accuracy.
Analyzes issues concerning administrative policies and/or management theories
that required adaptation for application to internal program issues and problems.
Organizational Analysis Studies 25%
Assists in the development and conducts well-precedented organizational analyses
to evaluate the organization's ability to achieve planned goals and objectives related
to victim support services, training and response procedures. Assists in the
development and planning of the crime victimization survey. Prepares guidelines,
standards, training manuals, and quality assurance plans related to the collection
and analysis of data associated with the crime victimization sruvey.
Tasks include:
Assists in the development and conducts well-precedented organizational analyses
to evaluate the organization's ability to achieve planned goals and objectives related
to victim support services, training and response procedures. Assists in the
development and planning of the crime victimization survey. Prepares guidelines,
standards, training manuals, and quality assurance plans related to the collections
and analysis of data associated with the crime victimization survey.
Statistical Data Collection and Analysis 50%
Assists in the impelmentation and management of a confidential Volunteer
victimization survey. Plans and conducts various and extensive methods of data
collection using a variety of data collection tools and statistical methods to analyze
the occurrence of crime, reporting of crime, actions of staff both at post and
headquarters and effectiveness of training. Assists internal and external customers
with inquiries, providing both written and oral responses. Colloborates with other
groups and agencies to resolve questions and issues surrounding the
implementation and management of the crime victimization survey.
Tasks include:
Adapts methods for gathering data affiliated with ongoing statistical studies. Assists
in database management, from survey software to analytic software, including data
quality checks. Utilizes software such as SPSS and Excel to organize, analyze, and
compare survey results.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires: (1) Knowledge and skill in applying analytical and evaluative
methods and techniques to issues or studies concerning the efficiency and
effectiveness of program operations; (2) Knowledge of pertinent laws, regulations,
policies and precedents which affect the use of program and related support
resources in the area studied; (3) Knowledge of the major issues, program goals and
objectives, work processes, and administrative operations of the organization; (4)
Knowledge and skill in adapting analytical techniques and evaluation criteria to the
measurement and improvement of program effectiveness and/or organizational
productivity; (5) Skill in conducting detailed analyses of complex functions and work
processes; and (6) Interpersonal skills in presenting staffing recommendations and
negotiating solutions to disputed recommendations.
Factor 2-4 Supervisory Controls
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project, and
deadlines for its completion. Within the parameters of the approved project plan, the
employee is responsible for planning and organizing the study, estimating costs,
coordinating with staff and line management personnel, and conducting all phases of
the project. The employee informs the supervisor of potentially controversial
findings, issues, or problems with widespread impact. Completed projects,
evaluations, reports, or recommendations are reviewed by the supervisor for
compatibility with organizational goals, guidelines, and effectiveness in achieving
intended objectives.
Factor 3-4 Guidelines
Guidelines consist of general administrative policies, and program, management,
and organizational theories which require considerable adaptation and/or
interpretation for application to issues and problems studied. Policies and precedent
studies provide a basic outline of results desired, but do not go into detail as to the
methods used to accomplish the project. Program guidelines cover program goals
and objectives of the employing organization. Within the context of broad regulatory
guidelines the employee refines or develops more specific guidelines, such as
implementing regulations or methods and procedures.
Factor 4-5 Complexity
The employee analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive mission-oriented programs. Develops detailed plans,
goals, and objectives for the long-range implementation and administration of
programs, and/or develops criteria for evaluating the effectiveness of the program.
Decisions concerning planning, organizing, and conducting studies are complicated
by conditions, such as conflicting program goals and objectives. Assignments are
complicated by the need to deal with subjective concepts, the quality and quantity of
actions are measurable primarily in predictive terms, and/or findings and conclusions
are highly subjective and not readily susceptible to verification through replication of
study methods or reevaluation of results. Options, recommendations, and
conclusions take into account and give appropriate weight to uncertainties about the
data and other variables which affect long-range program performance.
Factor 5-4 Scope and Effect
The purpose of the work is to assess the productivity, effectiveness, and efficiency
of program operations and/or to analyze and resolve a variety of unusual conditions,
problems, or questions. The employee establishes criteria to measure and/or predict
the attainment of program or organizational goals and objectives; and/or improves
the productivity, effectiveness, and efficiency in program operations and/or
administrative support activities at different echelons and/or geographical locations
within an agency, or in other agencies. The work products affect the plans, goals,
and effectiveness of substantial agency mission areas and programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or program
officials several managerial levels above the employee when such contacts occur
on an ad-hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or program
effectiveness issues. The employee may encounter resistance due to such issues
as organizational conflict, competing objectives, or resource problems.
Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
the United States Agency for International Development, the Department of Labor,
the Department of Agriculture, and other agencies. This includes relationships with
UNAIDS, WHO, the Global Fund, the World Bank and other international
organizations that are involved in the response to the HIV/AIDS pandemic.
Manages the participation of Peace Corps staff on country support teams and
technical working groups established by OGAC. Reviews country operational plans
and strategies presented by U.S. government teams in the field for PEPFAR
funding.
Tasks include:
Provided management and consulting services to top agency executives on change
management and internal business process improvements.
Developed, planned, and implemented policies and guidelines affecting broad,
emerging, or critical agency programs.
Program and Administrative Management and Oversight 33%
Has overall responsibility, as well as delegated authority, for the oversight and
administration of broad, emerging, and/or critical agency programs. Responsible for
the direction and management of large-scale agency programs and operations to
efficiently achieve specified goals and objectives. Tracks broad trends, activities
undertaken by other government agencies to recommend, plan and initiate
improvements, enhancements and expansions of the agency's HIV/AIDS strategies,
programs and activities.
Serves as consultant and advisor to the agency Director and senior staff
coordinating with offices throughout the agency to develop, direct and supervise a
comprehensive, effective, innovative, and sustainable global health strategy and
programming that is in line with Peace Corps' mission and responsive to host
country needs.
Provides overall executive direction and coordination of the Office of Global Health
and HIV/AIDS. Manages and supervises the activities of its staff, including the
setting of performance goals and objectives, workload determinations, and priorities
for strategic planning and budgeting. Ensures management and policies are based
on sound organization, position, management and federal employment practices
including EEO.
Reviews existing and proposed legislation and regulations relating to programs and
operations of the Peace Corps and advises on the impact on global health efforts.
Develops opportunities to speak to groups within and outside of the broader Peace
Corps network.
Ensures program efficacy and accountability to the agency and OGAC through
sound financial management, policies, procedures and guidance. Seeks
management efficiencies and streamlines structures to optimize human, financial
and material resources.
Tasks include:
Have had overall responsibility, as well as delegated authority, for the oversight and
administration of broad, emerging, and/or critical agency programs or operations.
Tasks include:
Completed work assignments that required decision-making based on judgment and
skill obtained in successfully completing the work of the trade.
Collateral Duties
Factor Statements
Program Scope and Effect
Directs a program for which the scope of the program directed are one or more of the
following: nationwide, agency-wide, industry-wide, Government-wide; directly
involves the national interest or the agency's national mission; is subject to
continual or intense congressional and media scrutiny or controversy or have
pervasive impact on the general public; or directs critical program segments, major
scientific projects, or key high level organizations with comparable scope and
impact. The impact of the program or organization directed is one or more of the
following: nationwide, agency-wide, industry-wide, Government-wide; directly
involve the national interest or the agency's national mission; are subject to
continual or intense congressional and media scrutiny or controversy; or have a
pervasive impact on the general public.
Organizational Setting
Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Addressed procurement problems, such as requests to expedite urgently
needed items, or a contractor's inability to meet delivery schedules.
Cust omer Services and T ransact ional Problem Resolut ion 25%
Determines the scope and nature of actions required to resolve customer
service problems and process transactions, based on experience and past
practice.
Parking Program:
Tasks include:
Performed long-range planning and/or management of new substantive agency
programs. Devised new analytical techniques to evaluate complex program
issues. Performed long-range planning and/or management of new substantive
agency programs.
Of f ice Act ivit ies Coordinat ion 25%
Manages office operations for an organization with a mission that affects a wide
range of operations in other agencies, a large segment of the public, or the
business community. Briefs key individuals within or outside the organization to
ensure that they are prepared to participate in meetings such as educational
forums, regulatory hearings, or environmental seminars.
Serves as Primary Driver for the Peace Corps Director during office and evening
hours, and occasionally during the weekend. Duties may require unusual hours
or overtime as needed. Driver must have knowledge of the Washington, DC
metropolitan area and alternative routes and traffic conditions. Duties may
include driving the Agency van to transport people and/or supplies throughout
the Washington, DC metropolitan area.
Coordinates Audio/Visual Services:
Works directly with contractors who provide routine services or products in the
areas of video production, audio/visual support, and related planning and
consulting. Shares basic knowledge of the agency subject matter as well as
standards and requirements. Makes decisions about conventional aesthetic or
Tasks include:
Work directly with contractors who provided routine services or products in the
areas of video production, audio/visual support, and related planning and
consulting.
Facilit y Maint enance Coordinat ion 25%
Assists with coordinating the utilization of buildings, utilities, storage operations,
location of furniture, equipment, materials, chemical solvents, and flammable
materials. Assists with preparing building layouts to accommodate mission
needs that include specifications for specialized equipment. Coordinates with
and assists engineers to ensure adequate maintenance or restoration of
buildings and grounds, with minimum disruption. Assists engineers in
developing a general cleanliness program.
Participates with surveys and inspection of facilities to evaluate use patterns and
identify maintenance or restoration requirements. Prepares inspection
summaries and narrative assessments of facility conditions.
Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources
Collateral Duties
Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires practical knowledge of standard procedures in an
administrative or technical field, requiring extended training or experience;
knowledge to accomplish specialized office support duties, and the ability to
extract information from various sources when this requires considering the
applicability of information and the characteristics and quality of the sources.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by defining objectives, priorities, and
deadlines and assists the employee with unusual situations which do not have
clear precedents. The employee plans and carries out the successive steps and
handles problems and deviations in the work assignment in accordance with
instructions, policies, previous training, or accepted practices in the occupation.
Fact or 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have
gaps in specificity. The employee uses judgment in interpreting and adapting
guidelines such as agency policies, regulations, precedents, and work
directions for application to specific cases or problems. The employee analyzes
results and recommended changes.
Fact or 4-3 Complexit y
The work includes various duties involving different and unrelated processes
and methods. The decision regarding what needs to be done depends upon the
analysis of the subject, phase, or issues involved in each assignment, and the
chosen course of action may have to be selected from many alternatives. The
work involves conditions and elements that must be identified and analyzed to
discern interrelationships.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to resolve a variety of conventional problems,
questions, or situations in conformance with established criteria. The work
product or service affects the design or operation of systems, programs, or
equipment; the adequacy of such activities as field investigations, testing
operations, or research conclusions; or the social, physical, and economic well
being of a variety of individuals.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees in the same agency but outside the
immediate organization. People contacted generally are engaged in different
functions, missions, and kinds of work, e.g., representatives from various levels
within the agency such as headquarters, regional, district, or field offices, or
other operating offices in the immediate installation.
Fact or 7-2 Purpose of Cont act s
The purpose of the contacts is to plan, coordinate, or advise on work efforts or
to resolve operating problems by influencing or motivating individuals or groups
who are working toward mutual goals and who have basically cooperative
attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Typically, the employee sits comfortably to do the work.
However, there may be some walking; standing; bending; carrying of light items
such as papers, books, small parts; or driving an automobile, etc. No special
physical demands are required to perform the work.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts which require
normal safety precautions typical of such places as offices, meeting and training
rooms, or libraries. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
The position requires that the incumbent must possess and maintain a valid state driver's license.
Performs other duties as assigned.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Managed IT projects involving interrelated disciplines and multiple stages of the
system development lifecycle.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Syst em Administ rat ion 40%
Ensures the rigorous application of information security/information assurance
policies, principles, and practices in the delivery of systems administration
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Resolved hardware/software interface and interoperability problems.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Syst ems T est ing and Evaluat ion 15%
Serves as a computer science expert in the design, development, test,
checkout, and readiness of systems or equipment that involve new concepts
and new and varied requirement problems. Acts as a technical specialist on the
procedures, methods, and techniques used for checkout, acceptance testing,
and preparation of software, systems, or hardware. Serves as an advisor to
manufacturers, computer engineers, management, related organizations, or
contractor personnel, giving authoritative advice relative to testing and
evaluation. Performs additional data systems and analysis work.
Tasks include:
Conducted experimental studies that result in new design guidelines.
Designed and/or directed the development of controversial or leading-edge
computer science technology, equipment, systems, mathematical algorithms,
and/or computer software to meet specific mission or program requirements.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish
assignments such as: develop and interpret policies, procedures, and
strategies governing the planning and delivery of services throughout the
agency; provide expert technical advice, guidance, and recommendations to
management and other technical specialists on critical IT issues; apply new
developments to previously unsolvable problems; and make decisions or
recommendations that significantly influence important agency IT policies or
programs. Mastery of, and skill in applying, most of the following:
interrelationships of multiple IT specialties; the agency's IT architecture; new IT
developments and applications; emerging technologies and their applications to
business processes; IT security concepts, standards, and methods; project
management principles, methods, and practices including developing plans and
schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems
that meet current and future business requirements and apply and extend,
enhance, or optimize the existing architecture. Manages assigned projects.
Communicates complex technical requirements to non-technical personnel.
Prepares and presents briefings to senior management officials on
complex/controversial issues.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, degree of
intensity, and depth of research in management advisories; frequently interprets
regulations on his/her own initiative, applies new methods to resolve complex
and/or intricate, controversial, or unprecedented issues and problems, and
resolves most of the conflicts that arise; and keeps the supervisor informed of
progress and of potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Fact or 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments
are often scarce, inapplicable or have gaps in specificity that require
considerable interpretation and/or adaptation for application to issues and
problems. The employee uses judgment, initiative, and resourcefulness in
deviating from established methods to modify, adapt, and/or refine broader
guidelines to resolve specific complex and/or intricate issues and problems;
treat specific issues or problems; research trends and patterns; develop new
methods and criteria; and/or propose new policies and practices.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Applications Analyst
C ommunications C enter O perator
C omputer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
C omputer Systems C onsultant
Engineer
Help Desk Analyst C omputer Technician
IT Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
C ommunications Equipment O perator
C omputer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence O fficer
Professor
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
C omputer Analyst
C omputer O perator
C omputer Technician
Electrical Engineer
IT Project Manager
Information O peration Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
O perations and Maintenance Technician
System Engineer
System Programmer
C omputer Assistant
C omputer C onsole O perator
C omputer Programmer
IT Database Administrator
Information Systems O perations Manager
Programmer Analyst
Systems O perator
Data C ommunications Manager
Information Technology Specialist
O ffice Systems C oordinator
Systems Administrator
Business Systems Analyst
C omputer Science Teacher
C omputer Support Specialist
Information Technology Security
Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
C omputer Scientist
C omputer Systems Analyst
C omputer and Information Systems
Managers
IT Security Specialist
IT Systems Administrator
Information O peration Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer
Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.
Public Out reach and Educat ion 30%
Campaign Activities
Serves as a team member for campus and community based recruitment.
Assumes responsibility for planning, coordinating, and monitoring all aspects of
campaigns. Reviews information pertinent to planned campaigns and develops
recruitment/awareness plans that effectively utilize staff and other resources to
reach targeted markets (scarce skills, seniors, and diverse populations). Assists
Public Affairs Specialist in planning campaign publicity and secures local media
support. Contacts community, professional, and academic resource people and
organizations, enlisting their support of local recruitment efforts.
Ensures that appropriate printed materials are prepared and necessary
equipment is secured for campaigns. Arranges public speaking engagements
and audio-visual presentations. Makes travel accomodations and logistical
arrangements related to campaigns. Travels to campaign sites to conduct onsite awareness activities and interviews. Prepares written reports highlighting
relevant campaign plans, activities, and results.
Prepares and presents information and educational programs, training sessions,
informational meetings, and orientation of campus representatives and other
university staff, campus and professional organizations, and community groups
that promote Peace Corps and highlight recruitment needs.
Tasks include:
Coordinated publication printing and distribution, including assisting in producing
text and designs for maps, brochures, guides, and pamphlets.
Assisted in the planning and coordination of information program activities, such
as promotional events.
Resolved program operation problems that developed in areas such as visitor
facilities, personnel, equipment, or sales.
Maintained a web site for an organization, including developing graphic design
of electronic documents, inputting web page information, and maintaining the
Tasks include:
Wrote news releases on routine matters, provided factual information to the
public on agency programs, and/or wrote assigned articles or stories for
internal agency dissemination.
Assisted in the preparation of program publicity and marketing for print and
electronic distribution.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of the principles, concepts, and
methodologies pertinent to an administrative occupation; skill in applying
analytical and evaluative techniques to the identification, consideration, and
resolution of issues or problems of a procedural or factual nature; knowledge of
the theory and principles of management and organization; ability to use
qualitative and quantitative analytical techniques; and communication skills to
obtain information and discuss issues and operations with supervisors and
employees.
Fact or 2-2 Supervisory Cont rols
The supervisor provides assignments by indicating generally what is to be done,
limitations, quality and quantity expected, deadlines, and priority of assignments.
The supervisor provides additional, specific instructions for new, difficult, or
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Resolved hardware/software interface and interoperability problems.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Coordinates System Operation/Maintenance 25%
Works with all broadcast system elements to coordinate the objectives and plans of
many specialized communications programs to allow for conflicting program
requirements. Makes recommendations for enhancing the efficiency of the systems
through modification and application of evolving technology.
Tasks include:
Coordinated broadcast system testing and restoration efforts.
Computer Operation 25%
Resolves problems involving a variety of applications programs, system software,
and interlocking equipment systems. Analyzes problems, develops
recommendations, and restores operations in extreme circumstances. Runs and
interprets results of hardware and reliability tests on hardware to prevent
malfunctions. Makes unusual interconnections and rarely used equipment and
channel configurations to direct processing through or around problems in
applications and operating systems, equipment, circuits, and/or channels.
Tasks include:
Administered system improvements, scheduling, and/or quality control functions for
a specialized automated system.
Maintenance of Computer Documentation 25%
Makes log entries, and completes basic forms, listings, or other records in order to
control the computer workflow.
Tasks include:
Made log entries, and completed basic forms, listings, or other records to control
computer workflow.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth
analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas. The
employee develops new standards, methods, and techniques; evaluates the impact
of technological change; and/or conceives of solutions to highly complex technical
issues. The work frequently involves integrating the activities of multiple specialty
areas.
Factor 5-4 Scope and Effect
Equivalent Titles:
Equivalent Private Sector Titles:
Applications Analyst
Communications Center Operator
Computer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
Computer Systems Consultant
Engineer
Help Desk Analyst Computer Technician
IT Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
Communications Equipment Operator
Computer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence Officer
Professor
Project Manager
Supervisor, Network Control Operators
Systems Specialist
Computer Analyst
Computer Operator
Computer Technician
Electrical Engineer
IT Project Manager
Information Operation Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
Operations and Maintenance Technician
System Engineer
System Programmer
Computer Assistant
Computer Console Operator
Computer Programmer
IT Database Administrator
Information Systems Operations Manager
Programmer Analyst
Systems Operator
Data Communications Manager
Information Technology Specialist
Office Systems Coordinator
Systems Administrator
Business Systems Analyst
Computer Science Teacher
Computer Support Specialist
Information Technology Security Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
Computer Scientist
Computer Systems Analyst
Computer and Information Systems Managers
IT Security Specialist
IT Systems Administrator
Information Operation Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer
(9755)
Telecommunications Computer Operator-Maintainer (74G)
USMA, Professor Of Electrical Engineering And Computer Sciences (47D)
ADP System Director (9705)
Combat Systems Officer (9261)
Communications-Computer Systems Operations (3C031)
Communications-Computer Systems Programming (3C052)
Communications-Computer Systems Programming (3C072)
Defense Message System (DMS) Specialist (0653)
Electronic System Security Assessment (1N611)
Network Operations and Systems Officer (II/III) (0650)
ADP Plans Officer (9720)
ADP Production Officer (9715)
ADP Systems Maintenance Officer (9745)
Automatic Data Processing Intelligence Officer (9651)
Combat Systems Superintendent (7998)
Communications-Computer Systems Operations (3C011)
Computer Systems Analyst (9735)
Data Network Specialist (0651)
Digital Computer System Programmer (9740)
Electronic System Security Assessment (1N691)
Image Forming Systems Maintenance Officer (8815)
Information Management Officer (8055)
Manpower Information Systems (MIS) Analyst (0171)
Radio Communications Systems (3C191)
Small Computer System Specialist (IT 2750)
Communications-Computer Systems Programming (3C012)
Electronic System Security Assessment (1N631)
Geospatial Information And Services (GI&S) Officer (2310)
Ground Radio Communications (2E153)
Information Technology Specialist (25B)
Tactical Network Specialist (0656)
ADP Programs Officer (9710)
ADP Systems Security Officer (9781)
Communications and Intelligence Specialists (DG 9720)
Communications-Computer Systems Programming (3C032)
Electronic System Security Assessment (1N651)
Ground Radio Communications (2E133)
Ground Radio Communications (2E173)
High Frequency Direction Finding Net Control Officer (9830)
Information Computer Security Specialist (Officer) (9975)
Information Processing And Reporting Officer, Naval Security Group
(9825)
Information Systems Officer (9582)
Certification Authority Workstation (CAW) Operator (0652)
Communications-Computer Systems (3C090)
Communications-Computer Systems Operations (3C051)
Electronic System Security Assessment (1N671)
Information Operations Specialist (0551)
Information Operations Staff Officer (0510)
Management Information Center Officer (2614)
Radio Communications Systems (3C111)
Radio Communications Systems (3C151)
Radio Communications Systems (3C171)
Artificial Intelligence (4K)
Automated Message Processing Exchange Officer (9512)
Communications-Computer Systems Operations (3C071)
Data Chief (0659)
Ground Radio Communications (2E113)
Information Operations Officer (8834)
Information Systems Management (53A)
Management, Data Systems Officer (8848)
Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.
Maint enance of Comput er Document at ion 25%
Prepares technical training materials for complex systems. Reviews
documentation for clarity, accuracy, and thoroughness. Makes updates to
materials accordingly. Reformats output reports. Evaluates system
documentation and similar programming-related products and activities.
Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.
Administ rat ion of Inf ormat ion T echnology Syst ems 25%
Tasks include:
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of
sources, and applied standard analytical techniques in reviewing data and
investigating specific technology problems. For example, resolved
administrative or program-related IT issues where multiple variables and
stakeholders interests were factored into recommendations.
Assisted with the configuration, upgrade, and/or maintenance of hardware,
peripherals, and/or software applications.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning
hardware, carrying out actions for immediate remedy, or recommending costeffective solutions. For example, responded to all types of help desk calls.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with
management officials, staff, and employees to help further understanding of the
organization's policies and programs. For example, explained the benefits of
enhancing IT services, systems, and applications to potential customers or
internal management officials.
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
special data servers.
Assisted with server installations.
Coordinat es Syst em Operat ion/Maint enance 25%
Follows up with contacts reporting on system operation irregularities. Provides
support to other OCIO teams as requested.
Tasks include:
Tested and restored broadcast services.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring
principles and methods; quality assurance principles; technical documentation
methods and procedures; systems security methods and procedures; analytical
methods; and oral and written communication techniques. Performs routine and
recurring assignments in the specialty area(s). Identifies and resolves issues
and problems. Prepares and updates manuals, instructions, and operating
procedures, and provides information and assistance to customers. Evaluates
established methods and procedures and prepares recommendations for
changes in methods and practices where appropriate. Ensures the application
of appropriate security measures to the assignment.
Fact or 2-3 Supervisory Cont rols
The supervisor outlines or discusses possible problem areas and defines
objectives, plans, priorities, and deadlines. Assignments have clear precedents
requiring successive steps in planning and execution. The employee
independently plans and carries out the assignments in conformance with
accepted policies and practices; adheres to instructions, policies, and
guidelines in exercising judgment to resolve commonly encountered work
problems and deviations; and brings controversial information or findings to the
supervisor's attention for direction. The supervisor provides assistance on
controversial or unusual situations that do not have clear precedents; reviews
completed work for conformity with policy, the effectiveness of the employees
approach to the problem, technical soundness, and adherence to deadlines; and
does not usually review in detail the methods used to complete the assignment.
Fact or 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals;
however, they are not always directly applicable to issues and problems or
have gaps in specificity. Precedents are available outlining the preferred
approach to more general problems or issues. The employee uses judgment in
researching, choosing, interpreting, modifying, and applying available guidelines
for adaptation to specific problems or issues.
Fact or 4-3 Complexit y
Work consists of various duties that involve applying a series of different and
unrelated processes and methods. The employee decides what needs to be
done based on analyses of the subjects and issues related to the assignment;
and selects appropriate courses of action from many acceptable alternatives.
The employee identifies and analyzes important factors and conditions in order
to recognize and apply an understanding of interrelationships among different IT
functions and activities.
Fact or 5-3 Scope and Ef f ect
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
IT Systems Analyst
Information Technology Analyst
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
System Programmer
Information Technology Specialist
Systems Administrator
Program Manager
Telecommunications Manager
Systems Analyst
C omputer and Information Systems Managers
Network Analyst
Network Specialist
Plans and coordinates the installation of new equipment, and resolves installation
problems. Optimizes the functionality of networks and systems, and reallocates
system resources. Diagnoses and recovers failed systems.
Upgrades and maintains hardware, peripherals, and software applications to
ensure optimal system performance. Plans, installs, and maintains system
software and hardware, keeping up-to-date with current versions and new
release software. Controls current versions and future releases of applications
software, and documents the physical configuration of the system.
Tasks include:
Developed plans and schedules and determined the approach to achieve
objectives in complex technology systems involving the integration of multiple
services or product offerings. For example, worked with multiple applications
running in distributed and mainframe environments.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Explained cross-functional IT products and strategies, risk assessments, and
requirements for IT initiatives. Interacted with organizational leaders and
functional end-users across an organization, discussing information technologyrelated topics, such as resolving application issues or coordinating services. For
example, educated others on custom developed or third-party applications
within an organization or client infrastructure.
Researched and analyzed complex issues or problems where the success of
the program was dependent on the technology solution. Identified complex
technology problems, determined the data required for a solution, reviewed
information from several sources, and reconciled conflicting data to recommend
alternative solutions. For example, evaluated new approaches to delivering eCommerce or e-Government products and services to internal and external
audiences.
Resolved system problems, such as defective hardware components or
corrupted software.
Diagnosed and solved complex systems problems.
Analyzed and resolved the most difficult customer support requests involving
integration or configuration related issues. For example, collected, evaluated,
and summarized capacity, performance, problem, resource, and workload data
to recommend configuration changes for maximizing the effectiveness and
efficiency of installed technology.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Tasks include:
Developed new approaches to restoring satellite, microwave, telephone and/or
fiber feedline services.
Tested and restored broadcast services.
Comput er Operat ion 25%
Resolves problems involving a variety of applications programs, system
software, and interlocking equipment systems. Analyzes problems, develops
recommendations, and restores operations. Runs and interprets results of
hardware and reliability tests on hardware to prevent malfunctions.
Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.
Maint enance of Comput er Document at ion 25%
Prepares technical training materials for complex systems. Reviews
documentation for clarity, accuracy, and thoroughness. Makes updates to
materials accordingly. Reformats output reports. Evaluates system
documentation and similar programming-related products and activities.
Tasks include:
Administered system improvements, scheduling, and/or quality control functions
for a specialized automated system.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance
management/measurement methods, tools, and techniques; systems testing and
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Applications Analyst
C ommunications C enter O perator
C omputer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
C omputer Systems C onsultant
Engineer
Help Desk Analyst C omputer Technician
IT Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
C ommunications Equipment O perator
C omputer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence O fficer
Professor
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
C omputer Analyst
C omputer O perator
C omputer Technician
Electrical Engineer
IT Project Manager
Information O peration Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
O perations and Maintenance Technician
System Engineer
System Programmer
C omputer Assistant
C omputer C onsole O perator
C omputer Programmer
IT Database Administrator
Information Systems O perations Manager
Programmer Analyst
Systems O perator
Data C ommunications Manager
Information Technology Specialist
O ffice Systems C oordinator
Systems Administrator
Business Systems Analyst
C omputer Science Teacher
C omputer Support Specialist
Information Technology Security
Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
C omputer Scientist
C omputer Systems Analyst
C omputer and Information Systems
Managers
IT Security Specialist
IT Systems Administrator
Information O peration Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer
Tasks include:
Adapted courses in response to changes in subject matter or student needs.
Conducted or participated in meetings to develop or evaluate programs or
specific training based on needs and available resources.
Conducted validity and reliability studies to analyze such things as test items
prepared by instructors.
Adapted courses in response to changes in subject matter or student needs.
Assisted in the negotiation and preparation of cooperative agreements and
Tasks include:
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Peace Corps T rainee/Volunt eer Support 35%
Oversees system for selection, training, and support of PST host families to
ensure safety, security, cultural integration and effectiveness of relationships
and to foster host families' active participation in supporting Trainees' adaptation
process to local culture and work conditions.
Takes appropriate measures in PST design, training preparation, Trainee
placement, host family and staff training, and Trainee support to ensure high
levels of Trainee health, safety, and security.
Tasks include:
Coordinated with international representatives; anticipating, preventing, and
managing crises in order to ensure the safety and security of future international
volunteers.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires: (1) Knowledge and skill in applying analytical and
evaluative methods and techniques to issues or studies concerning the
efficiency and effectiveness of program operations; (2) Knowledge of pertinent
laws, regulations, policies and precedents which affect the use of program and
related support resources in the area studied; (3) Knowledge of the major
issues, program goals and objectives, work processes, and administrative
operations of the organization; (4) Knowledge and skill in adapting analytical
techniques and evaluation criteria to the measurement and improvement of
program effectiveness and/or organizational productivity; (5) Skill in conducting
detailed analyses of complex functions and work processes; and (6)
Interpersonal skills in presenting staffing recommendations and negotiating
solutions to disputed recommendations.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Resolved well-precedented program and/or administrative issues.
Arranged for instruction, prepared reports, and helped facilitate courses for an
organization having a fairly well-defined and readily understood mission.
Managed projects involving administrative or program-related issues.
T raining Program Management 40%
Provides leadership in the planning, design and evaluation of training programs
Tasks include:
Assisted senior specialists in evaluating courses.
Maintained liaison with instructors to obtain information for training program
projects and activities.
Provided instruction in well-established areas of a subject-matter field, i.e.,
courses were usually well structured and had ample training materials.
Provided instruction in well-established areas of a subject-matter field.
General Management and Administ rat ion 25%
Supervises Training Center staff, including orientation, job assignments, staff
development, and performance review. Involved in the screening and selection
of Training Center staff.
Provides input and works on tasks affecting overall post management and the
success of the Peace Corps program and training. Provides advice and guidance
information of a factual nature regarding well-precedented issues.
Assists the CD in establishing an overall vision and mission for the country
program and training. Provides input into the creation of the Post's strategic and
operational plans.
Works with other staff members to create uniform and complementary
programming, training, and administrative systems.
Tasks include:
Resolved program support issues and problems, e.g., developed new or
revised methods and procedures for office control and administrative support
systems, such as correspondence control systems.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires skill in applying analytical and evaluative techniques to the
identification, consideration, and resolution of issues or problems of a
procedural or factual nature; knowledge of the theory and principles of
management and organization; ability to use qualitative and quantitative analytical
techniques; and communication skills to obtain information and discuss issues
and operations with supervisors and employees.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns specific projects in terms of issues, organizations,
functions, or work processes to be studied and sets deadlines for completing
the work. The supervisor or higher-grade analyst provides assistance/guidance
on controversial issues or assignments for which precedent studies are not
available. The employee plans, coordinates, and carries out the successive
steps in fact-finding and analysis of issues in accordance with accepted office
policies, applicable precedents, organizational concepts, management theory,
and occupational training. Work is reviewed for conformance with overall
requirements, contribution to the study objectives, consistency of facts and
figures, choice of analytical methods, and practicality of recommendations.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
of analytical methods and techniques, and reference material, instructions, and
regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-3 Complexit y
The work principally involves dealing with problems and relationships of a
procedural nature. Projects usually take place within organizations with related
functions and objectives, although organization and work procedures differ from
one assignment to the next. Findings and recommendations are based upon
analysis of work observations, review of production records or similar
documentation, research of precedent studies, and application of standard
administrative guidelines.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations.
The employee is assigned portions of broader studies, or participates in the
evaluation of program effectiveness at the operating or local level. Completed
reports and recommendations influence decisions by higher-grade specialists
or managers concerning administrative or program operations.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees, supervisors, and managers of the same
agency, but outside of the immediate office, or employees and representatives
of private concerns in a moderately structured setting.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to provide advice and assistance to managers on
non-controversial organization or program-related issues and concerns.
Contacts typically involve such matters as identification of options and
alternatives; evaluation of progress in meeting program or organizational goals;
or recommendations for resolving administrative problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Proficiency in Spanish required.
Performs other duties as assigned.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Explained complicated benefit-related issues, such as health benefits
conversion, problematic retirement/annuity calculations, and/or continuing
benefits administered after separation.
Collateral Duties
Factor Statements
Fact or 1-5 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, a comprehensive body
of HR rules, procedures, and technical methods sufficient to: 1) Carry out limited
technical projects; 2) Analyze a variety of routine facts; 3) Research minor
complaints or problems that are not readily understood; and 4) Summarize HR
facts and issues.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by outlining or discussing issues and
defining objectives, priorities, and deadlines. The supervisor provides
assistance in unusual assignments that do not have clear precedents. The
employee: independently plans work; resolves problems; carries out
successive steps of assignments; makes adjustments using established
practices and procedures; recommends alternative actions to the supervisor;
handles problems and/or deviations that arise in accordance with instructions,
policies, and guidelines; and refers new or controversial issues to the
supervisor for direction. The supervisor reviews work products for technical
soundness, appropriateness, and conformity to policies and requirements.
Fact or 3-3 Guidelines
The employee uses guidelines that have gaps in specificity and are not
applicable to all work situations. Guidelines often lack specificity or are not
completely applicable to the work requirements or circumstances. The
employee selects the most appropriate guideline and decides how to complete
the various transactions. For example, this includes using judgment to: devise
more efficient methods for procedural processing; gather and organize
information for inquiries; and/or resolve problems referred by others. In some
situations, guidelines do not apply directly to assignments and require the
employee to make adaptations to cover new and unusual work situations.
Fact or 4-3 Complexit y
The work consists of different and unrelated steps in accomplishing HR
assignments and processes. The employee analyzes factual data, identifying
the scope and nature or problems or issues. The employee also determines
the appropriate action from among many alternatives. The employee identifies
and analyzes HR issues and/or problems to determine their interrelationships
and to determine the appropriate methods and techniques needed to resolve
them.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to resolve a variety of routine problems,
questions, or situations within the HR office operation. The work has a direct
effect on the quality and adequacy of employee records, program operations,
and services provided by the HR office. The work also affects the social and
economic well being of persons serviced by the HR office.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate office or related units, as well as applicants, retirees,
beneficiaries, and/or the general public, in moderately structured settings.
Contact with employees and managers may be from various levels within the
agency, such as: headquarters, regions, districts, field offices, or other
operating offices at the same location.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on work efforts, or to
resolve issues or operating problems by influencing or persuading people who
are working toward mutual goals and have basically cooperative attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require periods of standing at a
counter. Employees frequently carry light items such as employee files or
pamphlets. The work does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les: Equivalent Milit ary T it les:
Personnel C lerk
Human Resources Assistant
Personnel Assistant
Human Resources C lerk
Benefits C lerk
Human Resources Manager
Personnel (3S031)
Personnel (3S071)
Personnel (3S011)
Personnel (3S091)
Personnel (3S051)
Tasks include:
Explained complicated benefit-related issues, such as health benefits conversion,
problematic retirement/annuity calculations, and/or continuing benefits administered
after separation.
Collateral Duties
Factor Statements
Factor 1-4 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, an extensive body of HR
rules, procedures, and operations sufficient to: 1) Perform a wide variety of
interrelated and/or non-standard HR support work; 2) Plan, coordinate, develop facts
and/or resolve support problems in one or more HR specialties; 3) Use personal
computers with office applications to perform operations or to prepare complex
documents containing tables or graphs; and 4) Use online HR resources to obtain
information accessible over the Internet.
Factor 2-3 Supervisory Controls
The supervisor makes assignments by outlining or discussing issues and defining
objectives, priorities, and deadlines. The supervisor provides assistance in unusual
assignments that do not have clear precedents. The employee: independently plans
work; resolves problems; carries out successive steps of assignments; makes
adjustments using established practices and procedures; recommends alternative
actions to the supervisor; handles problems and/or deviations that arise in
accordance with instructions, policies, and guidelines; and refers new or
controversial issues to the supervisor for direction. The supervisor reviews work
products for technical soundness, appropriateness, and conformity to policies and
requirements.
Factor 3-3 Guidelines
The employee uses guidelines that have gaps in specificity and are not applicable to
all work situations. Guidelines often lack specificity or are not completely applicable
to the work requirements or circumstances. The employee selects the most
appropriate guideline and decides how to complete the various transactions. For
example, this includes using judgment to: devise more efficient methods for
procedural processing; gather and organize information for inquiries; and/or resolve
problems referred by others. In some situations, guidelines do not apply directly to
assignments and require the employee to make adaptations to cover new and
unusual work situations.
Factor 4-3 Complexity
The work consists of different and unrelated steps in accomplishing HR
assignments and processes. The employee analyzes factual data, identifying the
scope and nature or problems or issues. The employee also determines the
appropriate action from among many alternatives. The employee identifies and
analyzes HR issues and/or problems to determine their interrelationships and to
determine the appropriate methods and techniques needed to resolve them.
Factor 5-3 Scope and Effect
The purpose of the position is to resolve a variety of routine problems, questions, or
situations within the HR office operation. The work has a direct effect on the quality
and adequacy of employee records, program operations, and services provided by
the HR office. The work also affects the social and economic well being of persons
serviced by the HR office.
Factor 6-2 Personal Contacts
Personal contacts are with employees and managers in the agency, both inside and
outside the immediate office or related units, as well as applicants, retirees,
beneficiaries, and/or the general public, in moderately structured settings. Contact
with employees and managers may be from various levels within the agency, such
as: headquarters, regions, districts, field offices, or other operating offices at the
same location.
Equivalent Titles:
Equivalent Private Sector Titles: Equivalent Military Titles:
Personnel Clerk
Human Resources Assistant
Personnel Assistant
Human Resources Clerk
Benefits Clerk
Human Resources Manager
Personnel (3S031)
Personnel (3S071)
Personnel (3S011)
Personnel (3S091)
Personnel (3S051)
Tasks include:
Directed law enforcement investigation programs that had national impact.
Developed policies and procedures for specialized fields of law enforcement
investigation.
Planned liaison operations for critical law enforcement investigation programs
with national or international implications.
Tasks include:
Developed policies and procedures for specialized fields of law enforcement
investigation.
Planned liaison operations for critical law enforcement investigation programs
with national or international implications.
Invest igat ive Int elligence Collect ion Act ivit ies 10%
Plans and directs the development, coordination, and evaluation of the
investigative intelligence program. Revises and evaluates investigative
intelligence reports to establish areas of vulnerability, such as identifying groups
providing support to drug trafficking.
Coordinates the gathering of investigative intelligence information to identify
conspiratorial relationships and to identify and develop mid and high-level
informants to ensure the availability of current and accurate information.
Plans and coordinates the collection, processing, and dissemination of data and
information on the strategic aspects of the investigative intelligence program.
Continuously reviews and evaluates information availability in conjunction with
collection requirements. Develops or alters collection efforts to improve or
meet changing requirements.
Tasks include:
Coordinated with other U.S. Government agencies on intelligence projects.
Planned and coordinated special intelligence programs or operations.
Furnished information, guidance, and assistance to Congressional
representatives, department heads, attorneys, diplomatic officials, and other
individuals and organizations on policy matters or highly visible cases.
Criminal Invest igat ion Policy Analysis and Development 10%
Develops policies for collecting, controlling, and disseminating criminal
investigation information. Analyzes and develops policies, procedures, and
guidelines applicable to specialized segments of criminal investigation
programs. Based on an awareness of current operational needs and problems,
Tasks include:
Directed law enforcement investigation programs that had national impact.
Developed policies and procedures for specialized fields of law enforcement
investigation.
Planned liaison operations for critical law enforcement investigation programs
with national or international implications.
Criminal Invest igat ive Case Work 45%
Conducts investigations that require an expert level of planning and coordination
for very complex investigations in terms of structure and coordination
requirements. For example, investigations that have a number of primary and
secondary activities involving jurisdictional overlapping with other Federal, state,
and local law enforcement agencies; or involve key individuals, employers, or
cases of national notoriety, such as several principals of organized crime or
subversive groups that are officially recognized in law enforcement as national
threats to the peace and stability of the nation. Analyzes, plans, and evaluates
national programs that impact multiple organizations, are of significant interest to
the public, and/or affect large numbers of people on a long-term, continuing
basis, such as immigration and customs program policies during times of
heightened security.
Serves as an investigator performing a variety of investigative assignments
including surveillance, radio transmittals, etc. Develops breakthrough techniques
and policies. Devises methods, techniques, and approaches that often set
patterns for subsequent investigations in similar areas and often are adopted for
use by investigators in lower grades.
Performs undercover work over extended periods of time. Discovery while on
undercover assignment could result in injury or death; cut off information linking
the evidence together; and jeopardize or destroy a critical case that the Federal
Government has been developing for months or years.
Prepares investigative reports, with responsibility for presenting necessary
aspects of investigation in sufficient detail and accuracy to aid in supporting
possible prosecution and/or administrative action.
Tasks include:
Conducted law enforcement investigations involving high profile, high impact
cases.
Conducted law enforcement investigations involving one or more overseas base
of operations with many principals.
Report s of Invest igat ive Findings 5%
Prepares or directs the preparation of written materials concerning the most
controversial investigations, due to the extreme sensitivity of matters being
investigated or an exceptional difficulty encountered in establishing
interrelationships of facts or evidence.
Oversees the production of written materials such as letters, opinions, reports,
and recommendations on highly substantive investigative issues and findings.
Researches, analyzes, and develops synopses of extremely sensitive
investigations; and refers the documents to appropriate entities for
administrative action.
Tasks include:
Directed the preparation of written materials concerning the most controversial
of investigations, such as select federally regulated programs or areas.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires a mastery of organization/agency main mission laws,
regulations, precedents, court decisions, and current instructions concerning
major mission objectives. Skill in consolidating ostensibly disparate facts,
events, and other types of intelligence material and developing information,
guidelines, and techniques for application in the detection, apprehension and
prosecution of criminal activity. Skill in coordinating intelligence gathering
operations on a sector-wide basis and developing specific cases or complaints.
Skill in developing continuing sources of information. Information may relate to
variety of criminal activity such as means of travel/transportation of illegal item
LAW ENFORCEMENT AGE REQUIREMENT: In accordance with Public Law 100-238, this position is covered
under law enforcement retirement provisions; therefore, candidates must be appointed before reaching their
37th birthday unless they presently serve or have previously served in a Federal civilian law enforcement
retirement-covered position or are a veteran preference eligible.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C orrections O fficer
Law Enforcement O fficer
Debriefer
Detective
Police O fficer
Prison Warden
Police C hief
Security Specialist
C riminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager
Tasks include:
Conducted law enforcement investigations involving straightforward issues or
persons that were not controversial.
Investigative Intelligence Collection Activities 20%
Receives or gathers investigative intelligence reports and data in support of
investigations. Contributes information on limited aspects of domestic political,
social, or economic trends or situations, such as the common methods used to
smuggle narcotics into the country. Studies limited, interrelated elements of current
policies, regulations and procedures, court decisions, special intelligence, and
technological changes that could affect operations.
Uses one or two national and international information systems and databases, such
as Lexis/Nexis and INTERPOL, in a limited capacity to enforce laws.
Tasks include:
Tasks include:
Conducted law enforcement investigations involving straightforward issues or
persons that were not controversial.
Received training on criminal laws and regulations; the use of investigative
techniques; ; the rules of evidence that are applicable in criminal and noncriminal
court cases; and precedent-setting court decisions.
Reports of Investigative Findings 5%
Performs a range of investigative functions on an assigned case or portions of
cases. Gathers background data, interviews the subject, and drafts a report of
findings for investigative cases that involve straightforward issues and noncontroversial persons.
In accordance with established procedures, drafts a variety of investigative
materials including status reports and memoranda affiliated with assigned cases.
Participates in routine exchanges of factual information with other agencies.
Tasks include:
Followed established procedures in drafting a variety of investigative materials
including status reports and memoranda.
Collateral Duties
Factor Statements
Factor 1-6 Knowledge Required by the Position
The position requires an intensive practical knowledge of the laws, concepts,
operational practices and law enforcement methods and techniques sufficient to
enable the investigator to perform independently the full range of duties typically
encountered in the enforcement of agency mission laws and apprehend violators of
these laws and related criminal statutes. Sound practical knowledge of legal
precedents and court decisions and agency instructions and regulations concerning
major mission objectives such as the prevention of alien smuggling, illegal entry,
fraud and conspiracy, rights of individuals and the protection and recording of
evidence.
Factor 2-3 Supervisory Controls
Receives available information concerning the nature of assignment from the
supervisor or an investigator of higher-grade, e.g., information on anticipated
activities, crossings, vehicles involved, tips, leads, etc. Uses initiative and
judgment in differentiating between obvious individual violations that may be
disposed of immediately and those that have implications beyond the immediate
violation and require coordination with the operations and activities of others.
Completed work is reviewed through reports, infrequent discussions of actions taken
and assignments completed.
Factor 3-3 Guidelines
Basic and general information is provided in the various laws, regulations and
interpretations that pertain to the work performed by the incumbent including
handbooks, manuals, instructions and orders, precedent court decisions, appeals
board rulings, rules of evidence and court procedures. The investigator exercises
considerable ingenuity in making judgments, applying various techniques and
procedures and using discretion in the application of available guidelines to the wide
variety of individual cases and situations encountered. While guidelines are always
available, the investigator frequently must apply standard practices and techniques
to new situations, relate new situations to old precedents and adapt and modify
guidelines whenever it becomes necessary, e.g., application of instructions and
procedures to situations involving re-entry, voluntary deportations, assisting in entry,
etc.
Factor 4-3 Complexity
Assignments involve the application of law enforcement procedures, quickly and
accurately interrogating suspects, taking sworn statements, evaluating information,
and deciding on the best course of action as each situation develops. Assignments
are complicated by factors such as nature of illegal activity, variety of methods used
by lawbreakers, difficulty in establishing facts, e.g., some criminals use different
names and addresses each time they are arrested, court decisions affecting
operations, and protection of the suspect's civil rights. Court rulings may alter
established operating procedures or challenge the major mission Act of the
organization/agency.
Factor 5-3 Scope and Effect
The criminal investigator's actions prevent unauthorized or criminal activities in such
areas as the deterrence of smuggling of narcotics or aliens, contraband goods,
weapons, or government sensitive information and equipment, fraudulent or illegal
schemes, terrorist activities, or other law enforcement related areas of concern
involving criminal activity against the government or individuals. The criminal
investigator promotes the detection and prevention of crime, and affects the
apprehension and/or expulsion of criminals or criminal activities. Effective
accomplishment of assigned duties has considerable impact on the overall
intervention, prevention, and reduction of criminal and unlawful activities.
Factor 6-2 Personal Contacts
Personal contacts are with others within the agency and organization, and the
general public, including officials of other federal agencies, representatives of state
and local governments, and/or personnel from other law enforcement agencies.
These contacts are generally established on a routine basis to interview employees,
witnesses, officials in and out of Government, and others to verify facts and obtain
specific pieces of information; to secure signed statements, affidavits, and
documentary evidence to be included in reports or case records; to prepare cases
for presentation in court; and to discuss progress and activities of investigations.
Factor 7-2 Purpose of Contacts
The purpose of contacts is to plan, coordinate, or advise on work efforts or to
resolve operating problems by influencing or motivating individuals or groups who
are working toward mutual goals and who have basically cooperative attitudes.
Factor 8-2 Physical Demands
The work requires frequent and recurring surveillance in which there is a
considerable amount of walking, stooping, bending and climbing. The investigator
also may be required to occasionally lift and carry moderately heavy objects.
Factor 9-2 Work Environment
The work environment involves frequent exposure to moderate risk situations, some
discomforts, unpleasant working conditions, and adverse weather conditions, such
as hot, cold, dry and wet conditions. Safety or security precautions sometimes are
necessary and the investigator may have to use special clothing or gear. May be
required to work long and irregular hours, on weekends and at night and change
shifts and duty stations.
Other Significant Facts:
Equivalent Titles:
Equivalent Private Sector Titles:
Corrections Officer
Law Enforcement Officer
Debriefer
Detective
Police Officer
Prison Warden
Police Chief
Security Specialist
Criminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager
Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Invest igat ive Int elligence Collect ion Act ivit ies 15%
Assembles, collates, and provides analysis of intelligence reports, trends, or
conditions affecting cases, such as providing data on the price, purity, and
geographic source of illicit drugs being sold at the retail or street level.
Analyzes domestic political, social, or economic trends or situations that have
potentially significant repercussions to the agency.
Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Analyzed trends or conditions affecting immigration and naturalization
adjudication issues.
Criminal Invest igat ive Case Work 70%
Collaborates with supervisor and based on general instructions, establishes an
investigative plan. Conducts difficult, complex, and sensitive investigations that
require development of new or substantially modified methods in order to
resolve anticipated problems. Analyzes obscure leads, few visible records,
conflicting evidence, and other barriers that complicate the case.
Establishes the interrelationship of facts and evidences. For example, an
investigation beginning with the pusher or passer of stolen or illegal goods and
proceeds through the intermediate distributor, and eventually involves the
manufacturer, backer, organizer, and importer.
Receives or generates case assignments, plans cases independently,
coordinates resources through supervisor, and receives policy guidance on the
investigation from supervisor. For example, receives information that this is one
of the first of a particular type of case since a new court decision, or
authorization to follow a case into another district or region. Completed work is
reviewed for accomplishment of overall objectives and adherence to policy.
Conducts undercover assignments that are much riskier and more difficult and
involve a more elaborate cover story. For example, posing as a member of a
skilled trade with a false name, complete identification papers such as social
security card and union membership, and a carefully worked out personal
history that withstands investigation by a closely-knit, highly suspicious group.
Plans and directs surveillance work that involves several investigators in
separate places engaged in round-the-clock observation of various groups of
suspects, all of whom are thought to be involved in related illegal activities.
Prepares investigative reports, with responsibility for presenting necessary
aspects of investigation in sufficient detail and accuracy to aid in supporting
possible prosecution and/or administrative action.
Plans and develops complex asset forfeiture operations where persons or
property named in seizure are difficult to determine. Uses investigative skills
and techniques in locating sizable assets of a person or company, identifying
persons or property named in the process, and determining the most
appropriate course of action to take to satisfy the court order.
Conducts complex investigations based on modifications to established criteria
for case planning and conduct. Performs analysis of the facts or evidence to
establish interrelationship; resolves conflicts in the evidence by uncovering the
facts or reconstructing information in order to develop the case more
Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
of interest to major news media.
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Conducted investigations involving activities concerning several local, county,
state, and federal agencies.
Report s of Invest igat ive Findings 5%
Performs duties for all phases of standard non-criminal investigations, from
planning the investigation to preparing reports of findings that address the
difficulty of resolving conflicts in facts or evidence.
Conducts extensive record searches, performs interviews that might involve
uncooperative subjects, and prepares complete reports that detail investigative
findings including a summary of all relevant information with supporting
documentation for later administrative action.
Prepares a wide variety of complex documents that include formal analyses and
findings for resolving highly difficult investigative cases.
Conducts investigations and documents the results to determine if a particular
case is supported by sufficient evidence to provide a basis for administrative
sanctions. Prepares memoranda and reports summarizing the allegations,
Tasks include:
Prepared reports of extensive investigative findings that addressed the difficulty
of resolving conflicts in facts or evidence in areas, such as employment
suitability, Federal loans, etc.
Prepared a wide variety of complex documents that included formal analyses
and findings for resolving highly difficult investigative cases, such as
investigating Federal employees for misconduct or fraud, waste, and abuse.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires an extensive knowledge of laws, regulations, precedents,
court decisions, and current instructions concerning major agency mission. Skill
in consolidating ostensibly disparate facts, events, and other types of
intelligence material and developing information, guidelines, and techniques for
application in the detection, apprehension and prosecution of persons
attempting to violate laws. Skill in coordinating intelligence gathering operations
on a sector-wide basis and developing specific cases or complaints. Skill in
developing continuing sources of information. Information may relate to a
variety of conditions affecting criminal activities, such as routes and means of
transportation, area political conditions, economic pressures, population
changes, availability and sources of fraudulent documents, and other factors
which may have an effect on illegal activity.
Fact or 2-4 Supervisory Cont rols
The supervisor assigns work to the investigator in a specific specialized area,
e.g., anti-smuggling or intelligence functions for a particular geographic area.
The investigator typically has a continuing responsibility in this area of work.
Investigators plan and carry out their work independently, establishing priorities,
setting deadlines, determining the scope and intensity of their efforts based on
the needs and objectives of the Service, the limitations imposed by statute and
precedent, the resources available and the constraints imposed by time,
geographical area to be covered and alien activity. Investigators typically
develop considerable expertise in the work and their decisions and
recommendations typically are accepted as authoritative statements of fact. In
most instances, the work of the investigator is performed at locations or in
situations that do not lend themselves to supervisory oversight; consequently
they must resolve problems, even those that involve deviations from
established procedures or instructions, unfamiliar situations or unusual
requirements, on their own initiative. Completed work products, usually
technical reports, digests of situations encountered, and informative abstracts
or letters are accepted as technically sound. Unusual or controversial findings
are reviewed primarily to ascertain if they are a potential basis for modifications
of operating instructions, procedures, or program emphases.
Fact or 3-3 Guidelines
Basic and general information is provided in the various laws, regulations and
interpretations that pertain to the work performed by the incumbent including
handbooks, manuals, instructions and orders, precedent court decisions,
appeals board rulings, rules of evidence and court procedures. The investigator
exercises considerable ingenuity in making judgments, applying various
techniques and procedures and using discretion in the application of available
guidelines to the wide variety of individual cases and situations encountered.
While guidelines are always available, the investigator frequently must apply
standard practices and techniques to new situations, relate new situations to old
precedents and adapt and modify guidelines whenever it becomes necessary,
e.g., application of instructions and procedures to situations involving re-entry,
voluntary deportations, assisting in entry, etc.
Fact or 4-4 Complexit y
The investigator's principal and continuing assignments involve the collection
and evaluation of intelligence information for its immediate or operational
importance and for its planning or strategic value. The investigator must
recognize, isolate, and be prepared to make decisions, recommendations, and
critical judgments based on evaluations of the operational intelligence
information as well as strategic informational considerations.
Fact or 5-3 Scope and Ef f ect
The criminal investigator's actions prevent unauthorized or criminal activities in
such areas as the deterrence of smuggling of narcotics or aliens, contraband
goods, weapons, or government sensitive information and equipment,
fraudulent or illegal schemes, terrorist activities, or other law enforcement
related areas of concern involving criminal activity against the government or
individuals. The criminal investigator promotes the detection and prevention of
crime, and affects the apprehension and/or expulsion of criminals or criminal
activities. Effective accomplishment of assigned duties has considerable impact
on the overall intervention, prevention, and reduction of criminal and unlawful
activities.
Fact or 6-3 Personal Cont act s
Personal contacts are with the general public, criminal elements, U.S. citizens at
all social and professional levels, officers of other law enforcement agencies,
foreign officials, and attorneys.
Fact or 7-3 Purpose of Cont act s
Contacts are established to detain, control, or interrogate apparent violators of
the laws. Persons contacted are frequently uncooperative, uncommunicative,
hostile, afraid, evasive, or dangerous. These conditions require the investigator
to be extremely skillful in how they approach individuals and groups and very
selective in the methods and techniques used to collect and evaluate
information and interrogate suspects.
Fact or 8-2 Physical Demands
The work requires frequent and recurring surveillance in which there is a
considerable amount of walking, stooping, bending and climbing. The
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C orrections O fficer
Law Enforcement O fficer
Debriefer
Detective
Police O fficer
Prison Warden
Police C hief
Security Specialist
C riminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager
Tasks include:
Developed new outreach strategies and collaborative arrangements to reach
and engage Federal, State, and local law enforcement agencies in investigative
activities.
Developed and/or implemented short- and long-range plans for law
enforcement investigation and/or operational activities.
Tasks include:
Evaluated new concepts in the law enforcement investigation field for
incorporation in program policies and procedures.
Developed new outreach strategies and collaborative arrangements to reach
and engage Federal, State, and local law enforcement agencies in investigative
activities.
Developed and/or implemented short- and long-range plans for law
enforcement investigation and/or operational activities.
Invest igat ive Int elligence Collect ion Act ivit ies 10%
Determines and defines essential elements of information required and the most
effective method for carrying out data collection efforts. Plans, coordinates,
and/or conducts the collection and analysis of strategic and tactical investigative
intelligence in support of criminal investigative activities, such as directing the
intelligence collection efforts involving high echelon traffickers, major national
violators and complex international conspiracy operations.
Plans and establishes short and long-range collection requirements and initiates
new administrative procedures in intelligence collection. Assesses unforeseen
developments, new phenomena and difficulties encountered, and recommends
changes in direction and approach.
Analyzes intelligence reports and data to make decisions or recommendations.
Develops strategies for major areas of uncertainty in domestic and international
Tasks include:
Conducted investigations with indications of potential threats to national security
or welfare.
Analyzed intelligence reports and data to make decisions or recommendations
shaping agency programs.
Conducted law enforcement investigations involving large-scale raids and
seizures throughout several states.
Developed strategies for major areas of uncertainty in domestic and
international political, social, or economic policies, trends, or situations that had
potentially significant repercussions to the agency, to the United States, or
internationally.
Conducted law enforcement investigations involving one or more overseas base
of operations with many principals.
Conducted law enforcement investigations involving high profile, high impact
cases.
Criminal Invest igat ion Policy Analysis and Development 5%
Serves as an expert in the collection, control, and dissemination of investigation
information. Reviews and evaluates new concepts in the field of white collar,
regulatory, internal, and/or criminal investigation. Makes recommendations to
management on implementing new requirements when implementation affects
significant dollar or personnel resources. Serves as representative at a variety
of high-level national meetings on program issues.Serves as a technical
specialist responsible for problem assessment. Coordinates and performs
studies and investigations to develop policies, criteria, methods, and techniques
for the resolution of advanced program problems. Addresses problems where
experience, data, and guidelines are very limited or point in conflicting
directions; or where problem solutions are of special urgency or likely to be
particularly controversial.Assists in determining the need for written policies and
procedures. Provides in-depth justifications for new or modified procedures.
Oversees the development of policies and procedures, reviews them, and
recommends approval upon their completion.
Tasks include:
Evaluated new concepts in the law enforcement investigation field for
incorporation in program policies and procedures.
Developed new outreach strategies and collaborative arrangements to reach
and engage Federal, State, and local law enforcement agencies in investigative
activities.
Developed and/or implemented short- and long-range plans for law
enforcement investigation and/or operational activities.
Criminal Invest igat ive Case Work 60%
Conducts investigations that require an expert level of planning and coordination
for very complex investigations in terms of structure and coordination
requirements. For example, investigations that have a number of primary and
secondary activities involving jurisdictional overlapping with other Federal, state,
Tasks include:
Conducted law enforcement investigations involving high profile, high impact
cases.
Conducted law enforcement investigations involving one or more overseas base
of operations with many principals.
Report s of Invest igat ive Findings 5%
Prepares or directs the preparation of written materials concerning the most
controversial investigations, due to the extreme sensitivity of matters being
investigated or an exceptional difficulty encountered in establishing
interrelationships of facts or evidence.
Oversees the production of written materials such as letters, opinions, reports,
and recommendations on highly substantive investigative issues and findings.
Researches, analyzes, and develops synopses of extremely sensitive
investigations; and refers the documents to appropriate entities for
administrative action.
Tasks include:
Directed the preparation of written materials concerning the most controversial
of investigations, such as select federally regulated programs or areas.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires a mastery of organization/agency main mission laws,
regulations, precedents, court decisions, and current instructions concerning
major mission objectives. Skill in consolidating ostensibly disparate facts,
events, and other types of intelligence material and developing information,
guidelines, and techniques for application in the detection, apprehension and
prosecution of criminal activity. Skill in coordinating intelligence gathering
operations on a sector-wide basis and developing specific cases or complaints.
Skill in developing continuing sources of information. Information may relate to
variety of criminal activity such as means of travel/transportation of illegal item
or person, area political conditions, economic pressures, population changes,
availability and sources of fraudulent documents, and other factors which may
have an effect on illegal activity.
Fact or 2-4 Supervisory Cont rols
The supervisor assigns work to the investigator in a specific specialized area,
e.g., anti-smuggling or intelligence functions for a particular geographic area.
The investigator typically has a continuing responsibility in this area of work.
Investigators plan and carry out their work independently, establishing priorities,
setting deadlines, determining the scope and intensity of their efforts based on
the needs and objectives of the Service, the limitations imposed by statute and
precedent, the resources available and the constraints imposed by time,
geographical area to be covered and alien activity. Investigators typically
develop considerable expertise in the work and their decisions and
recommendations typically are accepted as authoritative statements of fact. In
most instances, the work of the investigator is performed at locations or in
situations that do not lend themselves to supervisory oversight; consequently
they must resolve problems, even those that involve deviations from
established procedures or instructions, unfamiliar situations or unusual
requirements, on their own initiative. Completed work products, usually
technical reports, digests of situations encountered, and informative abstracts
or letters are accepted as technically sound. Unusual or controversial findings
are reviewed primarily to ascertain if they are a potential basis for modifications
of operating instructions, procedures, or program emphases.
Fact or 3-4 Guidelines
Guidelines consist of general policies which require considerable adaptation
and/or interpretation for application to issues and problems. General policies
and precedents provide a basic outline of results desired, but do not go into
detail as to the methods used to accomplish the projects or assignments. Within
the context of broad regulatory guidelines, the employee refines or develops
investigational breakthroughs within legal parameters.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C orrections O fficer
Law Enforcement O fficer
Debriefer
Detective
Police O fficer
Prison Warden
Police C hief
Security Specialist
C riminal Investigator
Interviewer
Investigator
Human Intelligence Specialist
Intelligence Specialist
Jail Warden
Private Detective
Private Investigator
Security Guard
Security Manager
storage.
Exercises direct and indirect interactions with engineers and contractor maintenance
which consists of a wide range of skilled trades and technical support including
mechanical, electrical, and electronic skills. Determines Quality Assurance
necessary to fulfill contractor obligations. Recommends repair project
approval/disapproval and funding for repair contracts. Reviews work of contractors to
ensure that applicable codes and regulatory standards are met.
Evaluates facilities safety requirements for the agency in accordance with ADA,
EPA, OSHA and AHJ regulations. Conducts periodic inspections for safety
concerns and evaluates safety and mishap incident reports. Ensures corrective
actions are taken to correct facilities safety deficiencies.
Manages the operation and maintenance of audiovisual equipment including AMX
media controllers, language interpretation equipment, multi-channel digital and
analog mixers and wireless transmitters and receivers. Knowledge of FCC
regulations and policy concerning VHF, UHF, and MHZ wireless transmissions is
required.
Manages the operation of audiovisual to overflow rooms via HDMI-over-IP
technologies. Coordinates with OCIO in properly maintaining the IP multicast
network on a dedicated VLAN.
Manages all audiovisual equipment in 25 multimedia conference rooms.
Takes periodic inventory of all equipment and property, resolving discrepancies on
inventory lists with actual inventory. Prepares necessary documents for the
accession and de-accession of equipment and property. Conducts periodic surveys
of equipment and property use, recommending action as necessary to ensure
economical and efficient use of equipment and property.
Tasks include:
Developed operational and maintenance procedures for equipment and/or services
for a major agency organization, such as a center or regional office.
Contractor Oversight 25%
Manages and technically directs contract administration activities for long-term,
extensive technical service contracts, such as monitoring the status of contract
performance and approval of progress payments, providing recommendations on
contractor proposals resulting from change orders, scheduling, problems that have
arisen and proposed solutions, verification of deliveries, and similar activities.
Assists civil, architect, mechanical, or electrical engineers in checking drawings and
certifications of materials submitted by the contractor. Plans for and inspects
construction operations and makes determinations and decisions in connection with
the work. Knowledge of AutoCad is required.
Serves as Contract Officers Representative (COR) by monitoring contractor work
performance, and ensuring contract compliance by examining goods or services
provided and certifying prior to payment. Initiates corrective actions, as required.
Develops performance work statements and cost estimates for contracted
operations as needed. Prepares cost and manpower estimates and coordinated the
planning, scheduling, and timing of assigned construction operations. Apply
Tasks include:
Developed operational and maintenance procedures for equipment and/or services
for a major agency organization, such as a center or regional office.
Performs Space Analysis, Planning and Designs Layout For Facilities. 15%
Serves as a Project Manager, responsible for the delivery of programs to federal
clients. Plans, manages, oversees, coordinates, and ensures all phases of major
prospectus projects for the interior construction, renovation, and/or new construction
of sites/facilities for federal customer clients. Identifies project requirements,
determines priorities, develops initial evaluation, tactical plans and programming,
establishes required schedules, and develops budgets for all aspects of the project.
Develops and executes procedures to improve program execution and
coordination/integration necessary with other PC components. Develops modules
for project cost and materials estimating. Assures attainment of established project
goals within specified time frames and cost projections. Reviews and evaluates
project results in relation to planned objectives. Evaluates effectiveness of projects
through personal reviews and analyses of project information/data.
Serves as a Project Manager, responsible for the delivery of programs to Federal
clients.
Oversee the coordination, monitoring and planning for all issues related to
administrative space planning. Specifically, oversee coordination of space, space
assignments and agreements for staff.
Plans, coordinates, and ensures all phases of programs for the interior construction,
renovation, and/or new construction of sites/facilities is completed. Investigates
procedures to improve program execution and coordination/integration with other the
agency components. Reviews and evaluates program results in relation to planned
objectives. Evaluates effectiveness of programs through reviews and analyses of
program data.
Develops data and information relative to space-use analysis. Collects and
compiles workload statistics for use by higher-grade specialists. Assists highergraded specialists in making initial space utilization surveys. Maintains accurate
records so agencies are billed correctly. Reviews, complies and maintains: project
layout drawings for all space change projects, records of all in-house and contracted
surveys, portfolio file on design consultants, hardware/workstation
components/office furnishings files, and interior construction materials files.
Performs the full range of space planning work, following a multitude of steps in
order to make a positive recommendation on space. Makes an inspection of
present or proposed space to observe working conditions. Interviews each
supervisor to become familiar with the essential space requirements of all segments
of the office. After this inspection, arranges a conference with the head of the office
to discuss observations and/or findings, and clarifies and evaluates the general
information developed as to the flow of work.
Tasks include:
Served as primary contact, advising client agencies and contractors on
policies/regulations for construction and renovation projects.
Parking Program Management 20%
Performs long-range planning and management of new substantive agency programs
where precedents are scarce or nonexistent. Works with top management to
develop long-range management plans for efficient and effective program
implementation and administration. Applies a wide range of qualitative and/or
quantitative methods for the assessment and improvement of complex short and
long-range goals of the organization, developing detailed plans for implementing
them, and overseeing implementation of the goals in subordinate organizations.
Recommends changes in objectives or emphasis in functions under the
organization's purview. Makes the best use of present resources, assisting in
planning for future resource needs, estimating short- and long-range personnel,
budgetary, space, and equipment needs, and implementing new resources.
Assists in determining the need for written policies and procedures, overseeing the
development of policies and procedures, and reviewing and recommending approval
upon completion.
Reviews productivity in all areas, monitors problem areas, and oversees
implementation of solutions to problems. Conducts periodic and comprehensive
evaluations of ongoing functions to ensure that the organization meets its stated
goals, and identifies areas where operational efficiency can be enhanced.
Recommends actions necessary to maintain or improve the quality and quantity of
operational services, introducing or refining automation, reorganizing operating units,
reassigning personnel, and proposing the increase of organization resources.
Directs the capture, reporting, and analysis of statistical data relating to the
organization's operations and directs or personally performs special studies
regarding this data.
Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires knowledge of a comprehensive range of principles, concepts,
and practices concerning facility administration sufficient to evaluate, adapt, or
modify procedures and practices concerning property facilities, utility systems,
buildings, equipment, plans, and grounds; determine deficiencies and prepare
packages for unusual or new construction and repair; prepare initial project scopes,
descriptions, and justifications for facility modifications when infrastructure
capabilities cannot support mission requirements; and prepare work packages that
include drawings and detailed descriptions of the work and equipment involved.. The
position also requires the ability to coordinate with other organizations to change
plans, methods, and procedures to prevent problems, and/or to determine
appropriate facility maintenance procedures based on the structural soundness of
buildings or building materials. The position requires a technical understanding of
mechanical, electrical, and structural engineering fields in order to maintain the
structural and mechanical operation and efficiency of facilities. Knowledge of
estimating and contracting procedures, and an ability to interpret and apply contract
and engineering specifications. Knowledge of the requirements and operating
principles of various utilities systems (electrical, air conditioning, plumbing); and of
the capabilities of various trades and crafts occupations. The position also requires
broad knowledge of material standards and specifications, general economics,
construction law, building codes and Americans with Disabilities Act (ADA)
guidelines.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The supervisor
discusses timeframes, scope of the assignment including possible stages, and
possible approaches with the employee. The employee determines the most
appropriate principles, practices, and methods to apply to all phases of the
assignments, while using initiative to interpret regulations. The employee applies
new methods to resolve complex and/or intricate controversial, or unprecedented
issues and problems, independently resolving most of the conflicts that arise and
keeping the supervisor informed of progress and of potentially controversial matters.
The completed work is reviewed for soundness of overall approach effectiveness in
meeting requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements.
Factor 3-4 Guidelines
Guidelines include policies and precedents that are very general in nature. Policies
specific to assignments are often scarce or of limited use. The employee uses
judgment, initiative, and resourcefulness in deviating from established methods or
researching trends and patterns to develop new methods and criteria; to propose
new policies and practices; and/or significantly modify existing equipment.
Factor 4-5 Complexity
The work consists of a variety of duties requiring many different and unrelated
processes and methods involving equipment, facilities, and/or services, such as
assuring that facility maintenance is effective and determining the appropriate
maintenance schedule for aging systems. The employee is required to assess
unusual conditions, use various approaches to assignments, and decide how to
Equivalent Titles:
Equivalent Private Sector Titles:
Construction Manager
Construction Representative
Engineering Manager
Engineer
Facilities Manager
Professional Engineer
Property Manager
Facility Operations Manager
Support Services Manager
Support Services Specialist
Civil Engineer
Facilities Management Specialist
Structural Engineer
Architect
Design Engineer
Test Engineer
Construction Inspector
Project Engineer
Tasks include:
Analyzed damage caused by natural disasters to assess needed repairs,
Tasks include:
Analyzed damage caused by natural disasters to assess needed repairs,
construction, or rehabilitation projects.
Addressed complex technical issues, such as disaster plans, egress to
relocation sites, and the development of relocation sites.
Perf orms Space Analysis, Planning and Designs Layout For Facilit ies. 10%
Performs the full range of space planning work, following a multitude of steps in
order to make a positive recommendation on space. Makes an inspection of
present or proposed space to observe working conditions. Interviews each
supervisor to become familiar with the essential space requirements of all
segments of the office. After this inspection, arranges a conference with the
head of the office to discuss observations and/or findings, and clarifies and
evaluates the general information developed as to the flow of work.
Tasks include:
Served as a liaison for general inquiries regarding design projects for an
organization within an agency.
Special Event s Planning and Coordinat ion 20%
Schedules, designs, plans, and makes arrangements for unique events, such as
special VIP events or exhibit openings of significant size or complexity.
Ensures that all aspects of assigned events are coordinated, monitored and
controlled, and that Facilities support is provided in accordance with current
Shriver Hall policies.
Identifies and prioritizes multiple events between Shriver Hall and the 25 HQ
conference rooms.
Performs long-range planning and develops a comprehensive event schedule
and calendar with program of action and milestones, as well as an event support
plan.
Responsible for handling and processing requests to reserve Shriver Hall from
external groups.
Determines the scope and nature of actions required to resolve customer
service problems and process transactions, based on experience and past
practice.
Tasks include:
Scheduled, designed, planned, and made arrangements for unique events, such
as special VIP events or exhibit openings of significant size or complexity.
Parking Program Management 15%
Directly support the Chief of Administrative Services and the Associate Director
of the office of Management with the implementation of program requirements
mandated by U.S. code and Agency policy.
Manages the daily operations for employee parking, visitor parking and
carpooling.
Enforces Federal regulations and coordinates the policing of parking facilities,
which include: (a) The issuance of parking placards and temporary passes; (b)
The installation of signs and markings for traffic control; and (c) The issuance of
citations for parking violations
Coordinates with Administrative Services to review the transit benefits database
to ensure that benefits are properly accounted for and safeguarded against
fraud, waste, and abuse.
Analyzes and evaluates policies, practices and standard operating procedures
to determine their effectiveness and impact on the efficiency of the program.
Tasks include:
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Administered a complex program for a major agency component, such as a
regional office, center, or major field installation.
Analyzed issues concerning administrative policies and/or management theories
that required adaptation for application to internal program issues and problems.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge and skill in applying analytical and evaluative
methods and techniques to issues or studies concerning the efficiency and
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C onstruction Manager
C onstruction Representative
Engineering Manager
Engineer
Facilities Manager
Professional Engineer
Property Manager
Facility O perations Manager
Support Services Manager
Support Services Specialist
C ivil Engineer
Facilities Management Specialist
Structural Engineer
Architect
Design Engineer
Test Engineer
C onstruction Inspector
Project Engineer
Tasks include:
Develop strategic plans for the development, enhancement, maintenance, and
future development of Human Resources Information Systems used agencywide.
Management and Implement at ion 10%
Collaborates and consults with key management officials to build consensus for
resolving issues that involve major precedent-setting cases or Human
Resources program changes that significantly affect how the agency does
Tasks include:
Evaluate interrelated HRIS management program operations and/or policies for
use by the gency.
Client Support Program Execut ion 10%
Provides expert technical advice and guidance to senior management officials in
client agencies and organizations in the appropriate application of technology to
HR's mission and programs including providing advice regarding emerging IT
issues and the impact of emerging issues on PC business requirements. Work
enhances client organization's ability to make informed decisions on the focus
and direction of HRIS planning and investment. Accountable for efficiently and
effectively managing HRIS program costs, timely delivery of products and
services, task order performance, and system supportability requirements.
Develops goals and objectives that integrate IT Solutions business, acquisition,
and fiscal objectives. Establishes metric and analysis systems for units
managed to assess efficiency, effectiveness, and responsiveness to customer
requirements and concerns. Ensures effective use of organization resources to
achieve organization goals and objectives as well as fulfill serviced customer's
needs. Collaborates, negotiates, and coordinates with external Office of IT
Solutions programs and initiatives to ensure effective management of customer
requirements (i.e., CAT Teams, Regional Partnerships, Integrated Solutions, etc.).
Tasks include:
Provide authoritative analysis and guidance in developing solutions for problems
associated with HRIS programs. Analyze and reconcile conflicts between agency
objectives and technology requirements. Solve difficult and unique problems
requiring novel approaches and implemented problem-solving strategies. For
example, initiated design specifications, modular top-down designs, step-wise
refinement, or algorithm development for major technical initiatives.
Program Planning and Management 30%
Coordinates the accomplishment of HRIS functions comprising the assigned
mission, encompassing difficult and diverse functions or issues that affect critical
aspects of the major programs of HRM. Establishes short- and long-range goals
for HRIS function, develops detailed plans for implementing them, and oversees
implementation of the goals. Determines if adjustments or changes in objectives
Tasks include:
Develop plans for implementing short- and long-range program goals for HRIS
projects.
Project Planning and Management 20%
Coordinates and integrates the planning, programming, development, oversight,
scheduling, and overall management of resources for major multi-phase
projects. Manages significant elements or phases of projects related to major
organizational functions, programs, or operations. Overcomes and resolves
difficult and complex technical, project management, and organizational
problems using innovative and original approaches. Plans, guides, coordinates,
and manages the work of subordinate, secondary, and/or matrixed resources.
Reviews productivity in all project areas and phases, monitors problem areas,
and oversees implementation of solutions to project issues. Conducts periodic
and comprehensive evaluations of ongoing project functions to work toward
ensuring project goals are met. Recommends actions necessary to maintain or
improve the quality and quantity of project operations and services, introducing
or refining automated systems, operational reorganizations, and/or proposals to
increase project resources, etc. Prepares correspondence, technical reports,
estimates, fact sheets, status reports, and schedules to complete project
assignments, and keeps interested parties informed of progress on project
goals.
Tasks include:
Integrate the planning, programming, development, oversight, scheduling, and
overall management of resources for major multi-phase projects.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of advanced of Human Resource principles,
complex technical issues. The work frequently involves integrating the activities
of multiple specialty areas.
Fact or 5-5 Scope and Ef f ect
The purpose of the position is to define unprecedented conditions, resolve
critical problems, and/or develop, test, and implement new technologies. The
work affects the work of other technical experts or the development of major
aspects of agency-wide IT programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The work requires a basic foundation of the concepts and principles of the
conventional methodology required within the occupation. The knowledge
would typically be gained through extensive practical experience and formal
training in the occupation or a bachelor's degree program in the occupation and
additional experience/internship in the field. Additionally, a general familiarity
with the Agency's practices, policies, and procedures is required for the
advanced trainee to perform assignments independently.
Fact or 2-2 Supervisory Cont rols
The supervisor provides continuing or individual assignments by indicating
generally what is to be done, limitations, quality and quantity expected,
deadlines, and priority of assignments. The supervisor provides additional,
specific instructions for new, difficult, or unusual assignments including
suggested work methods or advice on source material available.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Program Planning and Management Work 50%
Serves as an expert analyst in the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems. Performs long-range planning and analysis of new substantive agency
programs where precedents are scarce or nonexistent. Works with top
management to develop long-range management plans for efficient and
effective program implementation and administration. Applies a wide range of
qualitative and/or quantitative methods for the assessment and improvement of
complex short and long-range goals of the organization, developing detailed
plans for implementing them, and overseeing implementation of the goals in
subordinate organizations. Recommends changes in objectives or emphasis in
functions under the organization's purview. Makes the best use of present
resources, assisting in planning for future resource needs, estimating short- and
long-range personnel, budgetary, space, and equipment needs, and
implementing new resources.
Assists in determining the need for written policies and procedures, overseeing
the development of policies and procedures, and reviewing and recommending
approval upon completion.
Reviews productivity in all areas, monitors problem areas, and oversees
implementation of solutions to problems. Conducts periodic and comprehensive
evaluations of ongoing functions to ensure that the organization meets its stated
goals, and identifies areas where operational efficiency can be enhanced.
Recommends actions necessary to maintain or improve the quality and quantity
of operational services, introducing or refining automation, reorganizing
operating units, reassigning personnel, and proposing the increase of
organization resources. Directs the capture, reporting, and analysis of statistical
data relating to the organization's operations and directs or personally performs
special studies regarding this data.
Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
Program/Project Development and/or Management Work 30%
Plans and designs centralized and mission-specific formal and non-formal
projects under established and/or proposed program objectives. Identifies and
implements necessary actions related to implementation, monitoring, and
evaluation of community education development and projects. Designs and/or
manages the Designs and/or manages the development of Bureau and/or
Mission-specific Strategic Objectives (SOs), within the development education
area, identifying actions related to program/project implementation, monitoring,
and evaluating activities under established and/or proposed SOs.
Exercises independent judgment and applies broad technical knowledge of
formal and non-formal education development conditions and trends in
preparing or assuring preparation of implementation documents, concept and
decision papers, briefing memoranda, authorizations, and Congressional
notifications. Assists the Bureau and Missions in advancing the state-of-the-art
of the formal and non-formal education development discipline, and in improving
approaches in activity management.
Designs and participates in broad development education assessments, and
participates in results framework development and review. Presents and
defends positions, as required, before annual strategy/R4 and closeout plan
reviews. Provides guidance to Program Objective Teams, SO Teams, and/or
other groups. Coordinates information and builds consensus from various
organizations involved in the preparation and approval of various documents.
Tasks include:
Collateral Duties
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Managed a specific organizational project and/or program at the field office or
comparable level.
Resolved problems of a common or immediate nature.
Managed a specific organizational project and/or program at the field office or
comparable level.
Program/Project Development and/or Management Work 30%
Independently designs, implements, and/or evaluates portions of programs,
projects, etc., related to development education. Plans and designs centralized
and mission-specific formal and non-formal projects under established and/or
proposed program objectives. Identifies and implements necessary actions
related to implementation, monitoring, and evaluation of community education
development and projects. Designs and/or manages the Designs and/or
manages the development of Bureau and/or Mission-specific Strategic
Objectives (SOs), within the development education area, identifying actions
related to program/project implementation, monitoring, and evaluating activities
under established and/or proposed SOs.
Tasks include:
Developed policy recommendations on foreign policy issues based on current
and future trends analyses.
Completed project planning documentation for baseline information purposes.
Implemented centrally managed projects, grants, or contracts for education
programs and projects.
Assisted in program/project design activities, such as drafting education
initiative strategies and suggesting resolution to implementation problems.
Project Planning and Management Work 50%
Prepares and coordinates project plans, and/or manages projects with
conventional project scheduling, computing, and/or budgeting requirements.
Serves as an analyst in the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems. Performs long-range planning and analysis of new substantive agency
programs where precedents are scarce or nonexistent. Works with top
management to develop long-range management plans for efficient and
effective program implementation and administration. Applies a wide range of
qualitative and/or quantitative methods for the assessment and improvement of
complex short and long-range goals of the organization, developing detailed
plans for implementing them, and overseeing implementation of the goals in
subordinate organizations. Recommends changes in objectives or emphasis in
functions under the organization's purview. Makes the best use of present
resources, assisting in planning for future resource needs, estimating short- and
long-range personnel, budgetary, space, and equipment needs, and
implementing new resources.
Assists in determining the need for written policies and procedures, overseeing
the development of policies and procedures, and reviewing and recommending
approval upon completion.
Reviews productivity in all areas, monitors problem areas, and oversees
implementation of solutions to problems. Conducts periodic and comprehensive
evaluations of ongoing functions to ensure that the organization meets its stated
goals, and identifies areas where operational efficiency can be enhanced.
Recommends actions necessary to maintain or improve the quality and quantity
of operational services, introducing or refining automation, reorganizing
operating units, reassigning personnel, and proposing the increase of
Tasks include:
Coordinated project plans, and/or managed projects with conventional project
scheduling, computing, and/or budgeting requirements.
Collateral Duties
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Tasks include:
Oversee Peace Corps Employee Training Development program.
Training and Human Resources Development Policy Development and Review 20%
Reviews and develops new or proposed employee training and development policies,
procedures, and guidelines for agency-wide use. Develops policies and guidelines
that impact practices due to the visibility, sensitivity, and controversy of the issues
involved. Serves as the technical authority with respect to policy and regulatory
impact upon training programs. Aligns human resource development decisions with
the strategic plan, mission, goals, and objectives. Identifies key policy issues and
priorities, evaluates strategies, and makes recommendations to senior agency
management officials on new ways to utilize human resource development policies
and activities to address challenges. Assesses the potential impact and precedent
setting implications of pending disputes, such as claims, grievances, complaints,
suits, or issues that are part of multi-faceted suits, claims, or other actions that
involve the availability of training, retraining, development, supervisory preparation,
succession grooming, etc. Works with managers to develop strategies and
Tasks include:
Develop new or proposed agency-wide employee training and development policies,
procedures, and guidelines.
Training Program Management 20%
Oversees, coordinates, and evaluates overall educational program activities and the
implementation of basic national guidelines, for a significant organizational segment
of an agency. Provide leadership, advice, and guidance for a complex multi-mission
organization that impacts training programs throughout the agency. Anticipates
changes or new developments in the technology or training and development field
affecting a specific specialty area and program operations. Develops advance plans
to ensure timely introduction of new or revised procedures, techniques, or
operational concepts into the training program. Conceives, develops, and introduces
new program objectives, goals, systems and concepts.
Tasks include:
Oversee, coordinate, and evaluate overall training program activities and the
implementation of basic national guidelines, for a significant organizational segment
of an agency.
Agency-Wide Training and Development Resource 20%
As an expert advisor and technical authority on complex and precedent-setting
policy and program issues, develops policies, strategies, and plans for development
training programs/projects for agency-wide application. Provides specialized
expertise in designing and monitoring policies, strategies, and programs in the
training and development area. Advises on the most effective approaches to
sectoral problems in a region or country, and articulates the benefits of interventions
to effectively reach specific target audiences. Provides technical advice, guidance,
and support on technical issues regarding the design, implementation, management,
and evaluation of training and development programs. Coordinates incorporation of
research findings into implementable interventions. Maintains knowledge of current
literature and research on legislative mandate to facilitate and coordinate activities in
the employee development and training area. Attends conferences and meetings, for
the purpose of professional and scientific interchange, and establishes and
maintains effective working relationships with professional colleagues and
institutions.
Tasks include:
Develop policies, strategies, and plans for programs/projects in education for
agency-wide application.
Supervisory and/or Managerial Responsibilities 20%
Supervises a group of employees performing work at the FP-6 through FP-3 level.
Provides administrative and technical supervision necessary for accomplishing the
work of the unit. Performs the administrative and human resource management
functions relative to the staff supervised. Establishes guidelines and performance
expectations for staff members, which are clearly communicated through the formal
employee performance management system. Observes workers' performance;
demonstrates and conducts employee work performance evaluations and provide
feedback. . Resolves informal complaints and grievances. Develops work
improvement plans, recommending personnel actions as necessary. Provides
advice and counsel to workers related to work and administrative matters. Effects
disciplinary measures as appropriate to the authority delegated in this area. Reviews
and approves or disapproves leave requests. Assures that subordinates are trained
and fully comply with the provisions of the safety regulations. Furnishes employee
assignments and a place of employment which is free from recognized hazards that
are likely to cause death or serious physical harm; refers matters that exceed the
incumbents authority to higher levels of management for decision. Complies with
occupational safety and health standards applicable to PC and with all rules,
regulations, and orders issued by PC with respect to the occupational safety and
health program. Ensures a continuing affirmative application of PC policies
concerning equal opportunity. Ensures that personnel management within the
organizational entity under supervision is accomplished without regard to race, color,
religion, sex, age, handicap, or national origin. Is responsible for keeping abreast of
developments, policy issuances, and other similar material in the equal opportunity
field, and for fully supporting PC Equal Opportunity Program. Specifically,
incumbent initiates nondiscriminatory practices and affirmative action for the area
under his/her supervision in the following: (1) merit promotion of employees and
recruitment and hiring of applicants; (2) fair treatment of all employees; (3)
encouragement and recognition of employee achievements; (4) career development
of employees; and (5) full utilization of their skills.
Tasks include:
Analyze issues related to the establishment of program goals and objectives for
major agency program areas supervised. Provide recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Coordinate the work of a wide variety of participants when there were significant or
major advancements or issues in the program area or subject matter field related to
the program area supervised.
Write reports in the specialization or subject matter area of the position, some of
which have been recognized by others as having an important influence in the
program area.
Justify, defend, negotiate, or settle matters involving significant or controversial
issues. Participate in conferences, meetings, or presentations involving problems or
issues of considerable consequence or importance to the work of an agency.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
Mastery of a broad functional or specialized area of training and development
programs, skill, and experienced judgment in applying and developing criteria or
requirements for testing and evaluating new approaches and concepts for training
and develoment problems. Recognized in the training and development community
Equivalent Titles:
Equivalent Private Sector Titles:
Posit ion Tit le: Human Resources Specialist (Recruitment & Placement)
Classificat ion: FP-0201-3
This Version: 1.0
Most Recent Version: 1.2
Position Description
Tasks include:
Provide advice to managers on complex and controversial HR issues, such as
consulting on proposed reorganizations, and advising on potential effects on
positions, career progression, and maximum utilization of skills.
Posit ion Classif icat ion Work 25%
Uses an automated recruitment system to classify jobs and prepare necessary
documentation for positions covered by the Foreign Service (FS) and/or General
Schedule (GS) classification and job grading systems. Provides expert and
authoritative advice on complex classification issues and problems with agencywide impact. Collaborates with senior specialists to ensure that the application
of position classification standards is accurate and consistent. Compares
positions to other like positions and to classification standards to ensure
Tasks include:
Classify positions with classification issues affecting large numbers of positions,
and/or highly contentious mixed series/mixed grade, interdisciplinary, or impactof-the-person-on-the-position issues.
Use an automated recruitment system to establish and classify positions.
Recruit ment and Placement 45%
Processes a full range of recruitment and placement actions to include
developing and issuing vacancy announcements, determining qualifications,
identifying critical skill requirements, processing personnel actions, and
processing noncompetitive actions in accordance with applicable rules and
regulations. Ensures compliance with all internal processing requirements to
maintain data integrity of an automated classification and recruiting system.
Consults with and advises senior Human Resources and organization managers
on recruitment, examination, and selection processes, regulations, and
requirements. Coordinates and advises on the implementation and utilization of
automated classification and recruiting systems, tools, and processes.
Researches, defines, and documents the best practices regarding external
recruitment techniques in both the Federal and private sectors; assesses their
applicability to the organization's short and long-term strategic goals; adopts
and implements practices where allowed; and makes recommendations to
senior management on policy and regulatory revisions where needed. Proposes
and develops new or revised external recruitment policies, practices, or
programs to deal with workforce expansion, downsizing, and reshaping.
Tasks include:
Advise management on recruitment, examination, and selection processes,
regulations, and/or alternatives.
Develop new or revised recruitment policies, practices, or programs to deal
with workforce expansion, downsizing, and/or restructuring.
Collateral Duties
Factor Statements
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking in offices, hospitals,
shipyards, depots, warehouses, and similar areas for meetings and to conduct
HR work. Work may also require walking and standing in conjunction with travel
to and attendance at meetings and conferences away from the worksite. Some
employees may carry light items or drive a motor vehicle. The work does not
require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Employment C oordinator
Human Resources C oordinator
Personnel C lerk
Recruiting Interviewer
Acquisition Manager
C orporate Recruiter
Human Resources Assistant
Manpower Manager
Recruiting and Placement Manager
Human Resources Manager
Personnel Assistant
Recruiter
Recruiting Manager
Human Resources Assistant
Human Resources C lerk
Human Resources Representative
Manpower Specialist
Benefits Specialist
Procurement Manager
C areer C ounselor
Employment Specialist
Human Resources Specialist
Human Resources Manager
Job C lassifier
Personnel Manager
Executive Recruiter
Personnel O fficer
Personnel Specialist
Recruiting Specialist
Posit ion Tit le: Human Resources Specialist (Recruitment & Placement)
Classificat ion: FP-0201-5
This Version: 1.0
Most Recent Version: 1.2
Position Description
Tasks include:
Provide Human Resources management advice on problems and issues which
have clear precedents and readily-apparent solutions.
Posit ion Classif icat ion Work 25%
Uses an automated recruitment system to classify routine jobs covered by the
General Schedule (GS) classification and job grading systems. Classifies noncontroversial jobs that are directly covered by existing classification standards,
such as laborer, clerical, technician, assistant, and other positions covered by
clearly defined classification criteria. Reviews, performs needed modifications,
and approves the pay plan, occupational series, title, and grade level
determinations for assigned positions. Discusses findings with management and
employees, and conducts routine desk audits. Assists managers in an
Tasks include:
Classify non-controversial positions covered by directly-applicable classification
standards.
Uses an automated recruitment system to establish and classify positions.
Recruit ment and Placement 45%
Uses an automated recruitment system to perform basic external placement and
recruitment work for an organization with standardized job patterns, and welldefined work processes. Tasks are routine, often repetitive, and are based on
clear precedents. Generates job announcements, reviews applicant
qualifications on-line, and generates referral lists. Uses similar, past recruitment
actions as templates for new actions, announcements, crediting plans, etc.
Tasks include:
Provide federal recruitment and staffing services for standardized jobs with welldefined career patterns and work processes.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, fundamental HRM laws,
principles, systems, policies, methods, practices, and techniques of any
applicable specialization; as well as interviewing, analytical, and research
techniques sufficient to: 1) Conduct factfinding and recommend solutions to
moderately difficult but well-precedented and/or recurring issues and problems;
2) Advise on and/or resolve moderately complex, non-controversial, wellprecedented factual, procedural and/or recurring issues for which there are one
or more readily apparent solutions; 3) Make informed judgments on problems
and issues; 4) Perform management advisory services for specific requests
related to immediate problems of limited scope; 5) Analyze segments of
broader HRM issues or problems; e.g., the functional relationships between
specializations and the impact of decisions made in one specialization on the
entire HR system; 6) Locate appropriate and applicable precedents, legal
documentation, and legislative history; 7) Interpret and analyze basic issues of
fact and law; 7) Develop and prepare clear explanations of case facts; 8) Select
the appropriate basic legal and regulatory provisions applicable to the case; 9)
Identify and analyze numerous facts and allegations to determine accuracy and
applicability to the cases; and 10) Express legal recommendations clearly and
concisely in both written and oral form.
Fact or 2-3 Supervisory Cont rols
The supervisor outlines or discusses possible problem areas and defines
objectives, plans, priorities, and deadlines. Assignments have clear precedents
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Employment C oordinator
Human Resources C oordinator
Personnel C lerk
Recruiting Interviewer
Acquisition Manager
C orporate Recruiter
Human Resources Assistant
Manpower Manager
Recruiting and Placement Manager
Human Resources Manager
Personnel Assistant
Recruiter
Recruiting Manager
Human Resources Assistant
Human Resources C lerk
Human Resources Representative
Manpower Specialist
Benefits Specialist
Procurement Manager
C areer C ounselor
Employment Specialist
Human Resources Specialist
Human Resources Manager
Job C lassifier
Personnel Manager
Executive Recruiter
Personnel O fficer
Personnel Specialist
Recruiting Specialist
Tasks include:
Provide operational Human Resources management advisory services for a large or
complex multi-mission organization characterized by highly dynamic occupational
groups, or issues that had elements of controversy and contention.
Position Classification Work 25%
Uses an automated recruitment system to classify jobs and prepare necessary
documentation for a variety of professional, administrative, technical, clerical, and/or
blue collar positions, such as positions classified by the General Schedule (GS)
classification and job grading systems in assigned organizations. Reviews, performs
needed modifications, and approves the pay plan, occupational series, title, and
grade level determinations for assigned positions. Positions in serviced
organizations require the employee to know the organization's work processes and
requirements in order to understand the nature of the duties performed. Provides
classification services for organizations that are responsible for complex work, such
Tasks include:
Use an automated recruitment system to establish and classify positions.
Classify professional, specialist, and/or administrative positions including
supervisory jobs.
Recruitment and Placement 45%
Uses an automated recruitment system to provide external placement activities
requiring special recruitment and placement programs or strategies. Provides
options to supervisors and managers for using a variety of currently available
recruitment programs. Provides guideline interpretation and assistance and
determines the degree of compliance with regulations and other employment
program requirements in assigned organizations. Independently handles standard
recruitment and placement activities, and assists in such activities for new, unusual,
or unique positions for which there are few local recruiting precedents.
Tasks include:
Provide federal recruitment and staffing services for positions with rapid mission
and/or technological changes.
Provide options to supervisors and managers for using a variety of special
recruitment programs or strategies for targeted recruitment, such as student hire
programs.
Analyze an organization's staffing program status and prepared reports and
summaries pertaining to recruitment and placement program issues.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, a wide range of HRM
concepts, laws, policies, practices, analytical, and diagnostic methods and
techniques sufficient to solve a wide range of complex, interrelated HRM problems
and issues. Knowledge of and skill in applying: 1) A wide range of HR concepts,
practices, laws, regulations, policies, and precedents sufficient to provide
comprehensive HR management advisory and technical services on substantive
organizational functions and work practices; 2) Analytical and diagnostic techniques
and qualitative and quantitative techniques sufficient to identify, evaluate, and
recommend management appropriate HR interventions to solve complex interrelated
HR problems and issues; 3) Techniques for developing new or modified HR work
methods, approaches, or procedures for delivering effective HR services to clients;
4) Consensus building, negotiation, coalition building, consensus building advocacy,
Equivalent Titles:
Equivalent Private Sector Titles:
Personnel Clerk
Human Resources Assistant
Personnel Assistant
Recruiter
Recruiting Manager
Human Resources Assistant
Human Resources Clerk
Benefits Specialist
Human Resources Specialist
Human Resources Manager
Job Classifier
Personnel Manager
Personnel Specialist
Recruiting Specialist
Tasks include:
Conducted analysis of financial data using historical trend information and
statistical sampling methods.
Performed standard financial disbursement activities, such as billings,
collections, deposits, and disbursement of Government funds. Verified invoice
payments, checked the accuracy and extent of liability, and maintained payment
records to document disbursement and liquidation of funds.
Reported disbursements activities, such as invoices and vouchers received,
processed, or pending.
Participated in standard financial review and analysis activities for wellprecedented aspects of a financial management program.
Financial Syst ems Operat ions 25%
Performs routine tasks to operate a financial Management Information System
(MIS) to produce and disseminate useful information related to resource
utilization. Records daily transactions and provides data for budget reporting.
Monitors authorized and actual expenditures to prevent budget overruns.
Analyzes standard management information system processes using readily
available source documents. Recommends changes to senior management.
Devises new or revises existing procedures to improve resource accountability
and reporting data.
Makes recommendations on the technical feasibility, availability, and cost
effectiveness of a wide range of common categories of financial systems
equipment. Bases projections on past usage and initiatives directed by higher
echelon.
Assists in the administration of database applications in support of operational
requirements. Maintains database operations. Assists in returning disrupted
database systems to normal operations. Creates reports and manipulates data
in response to customer requirements. Develops, monitors, and maintains MIS
environments and objects, such as tables, indexes, and views. Assists with the
backup, restoration, reorganization, and recovery work on database and
associated files. Monitors database and associated financial management
reports.
Tasks include:
Reported disbursements activities, such as invoices and vouchers received,
processed, or pending.
Participated in standard financial review and analysis activities for wellprecedented aspects of a financial management program.
Conducted analysis of financial data using historical trend information and
statistical sampling methods.
Assisted in the administration of financial database applications, such as creating
reports and queries, and maintaining management information system
environments and objects, such as tables, indexes, and views.
Performed routine tasks to produce and disseminate resource utilization
information, such as recording daily transactions, providing data for budget
reporting, and monitoring authorized and actual expenditures.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of the employing organization's mission,
functions, goals, objectives, work processes, and sources of funding;
knowledge of commonly used finance practices, procedures, regulations,
precedents, policies, and guides; and knowledge of agency programs and their
governing statutes, regulations, practices, and procedures to relate to the
financial needs of the serviced organizations.
Knowledge of the theories, principles, practices, and techniques of financial
management and financial analysis programs and knowledge of their governing
statutes, regulations and procedures to determine the degree of compliance,
reasonableness of operations, and adherence to accepted financial principles.
Skill in establishing and maintaining effective working relationships with others to
present facts in clear, logical and concise terms.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns work with deadlines, possible precedents, and
objectives outlined. The employee independently plans and carries out the
accomplishments in conformance with accepted financial methods, approaches,
and practices. Unprecedented problems or controversial information are
brought to the supervisor's attention. The work is reviewed for its technical
soundness and conformity with applicable policies, regulations, and procedures,
and adherence to requirements. The methods used are not normally reviewed
in detail.
Fact or 3-3 Guidelines
Guidelines consist of standard reference materials, texts, and manuals. The
guidelines that are available provide a preferred approach or describe generally
accepted standards rather than precisely delineating requirements. Guidelines
include plans for commonly performed reviews which provide a preferred
approach or include standards that describe the generally accepted
requirements for recording and reporting transactions rather than the specific
systems in use. The employee interprets and adapts the guides, modifying the
information presented to fit the situation at hand. Methods and techniques
normally applied are inadequate in some respects and require adaptation to the
peculiarities of the assignment. The employee uses judgment in studying
programs, operations, and systems and in making recommendations.
Fact or 4-3 Complexit y
The work consists of performing varied duties by applying a series of different
and unrelated, but established methods, practices, and techniques to compile,
analyze, and/or summarize financial and/or budget information related to
assigned areas of the organization's financial program. The employee compiles,
analyzes, and summarizes financial information related to assigned areas of the
organization's financial program and considers program goals, provisions of
applicable policies, regulations, and procedures, and alternative methods of
obtaining and distributing funds. The employee bases decisions on the local
controls over and regulations pertaining to financial matters.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to perform a variety of tasks in a limited financial
functional area, using standard methods to resolve conventional problems and
issues. The work affects the information available on the amount, timeliness,
and availability of funds, and the availability fo financial data to others.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees and managers in the agency, both inside
and outside the immediate organization, and with individuals outside the agency
in a moderately structured situation. Individuals contacted are usually aware of
the identity of the incumbent, and the purpose of the contact.
Fact or 7-2 Purpose of Cont act s
The purpose of the contacts is to plan, coordinate, or advise on work efforts, or
to resolve issues or operating problems by influencing or persuading people
who are working toward mutual goals and have basically cooperative attitudes.
Contacts typically involve identifying options for resolving problems.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking in factories,
warehouses, supply depots, and similar areas. Work may also require walking
and standing in conjunction with travel to and attendance at meeting and
conferences away from the work site. Position may require carrying light items
or drive a motor vehicle. The work does not require any special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Treasurer
Finance Director
Finance Manager
C hief Financial O fficer
Finance O fficer
Financial Analyst
Business Administrator
C ontroller
detail for security plans and policies applicable to security programs. Provides
expert guidance in the planning, coordination, and development of specifications
to meet security requirements at the agency or wide area network (WAN) level.
Identifies significant actual and potential cyber security problems, trends, and
weaknesses. Recommends modifications and solutions for reducing IT security
risks, and develops strategies for responding to future IT security challenges.
Serves as an IT security officer for systems that impact programs implemented
on a national basis. Reviews and develops systems security policy, guidelines,
and procedures for systems processing multiple applications that require
differing and conflicting security controls, and that are typically accessed by a
large distributed user community. Develops or interprets policy and procedural
controls covering physical security, application and data security, system
software security, contingency planning, compliance with personnel clearance
procedures, security education and training, and contractor security.
Establishes risk-management procedures and ensures that risk-management
techniques are applied to all new or modified computer applications. Conducts
technical network vulnerability and risk assessments. Ensures the confidentiality,
availability and integrity of IT systems through full compliance with the Federal
Information Security Management Act, related NIST standards, and agency IT
security policies and standards. Continually evaluates current system security
posture, monitors activities, and assesses the security awareness knowledge of
staff as it relates to assigned areas of responsibility.
Schedules and conducts special security studies, analyses, surveys, or reviews
of IT systems to assure that appropriate levels of safeguards exist to protect
against perceived threats. Plans and directs the development of security criteria
and guidelines for users of IT systems.
Assists in preparing comprehensive reviews and evaluations of software and
systems design or modification proposals for identifying possible security risks
that should be considered during further systems design and programming.
Assists in reviewing final software installation and system plans for additional
security risks not identified during proposal stages and recommends work
process changes and general design and programming techniques to alleviate
potential security problems.
Reviews specifications of all IT-related purchases to ensure they contain full
consideration of security-related needs. Monitors progress toward enhanced
security measures outlined in certifications. Investigates security incidents for
cause and the most effective corrective actions. Monitors and evaluates
changes that affect systems security.
Tasks include:
Performs Information System Security Officer (ISSO) duties and is responsible
for ensuring that the appropriate operational security posture is maintained. The
ISSO also serves as a principal advisor on all matters, technical and otherwise,
involving the security of an information system. Performs Assessment and
Authorization (A&A) activities in compliance with Federal regulations, standards,
and practices. Ensures that day-to-day operational security is maintained,
creates and updates security documentation, and performs risk assessments.
Develops IT systems security policies, guidelines, and procedures for systems
with broad access, multiple applications, and differing security controls.
Establishes and monitored global, region-wide or program-wide security or risk
outside the department or agency. Findings are critical for annual and longrange planning of agency functions and influence agency policies and legislative
proposals.
Resolves audit/inspection activities for organizations involving a significant
degree of complexity and with interrelated program areas. Conducts
management surveys and audits, ensuring that management policies, practices,
and procedures are consistent with the strategic goals and objectives of PC.
Provides results to senior management officials.
Makes written and oral recommendations to resolve audit findings. Conducts
follow-up reviews to verify compliance with actions recommended by the
Inspector General and GAO audits of funds. Provides technical advice and
assistance by answering questions involving audits of extended scope and
impact involving multiple agencies and private businesses, where conflicts exist.
Tasks include:
Served as a technical expert for broad information technology systems audits
requiring an integrated analysis of different information systems areas such as
audits that encompassed hardware and software applications security, network
and telecommunications infrastructures, and regulatory compliance issues.
Collateral Duties
Cont ract ing Of f icer's T echnical Represent at ive
Contracting Officer's Technical Representative. Serves as a Contracting Officer's
Technical Representative (COTR). Provides subject matter expertise to ensure
the requirements of assigned contracts are met. Monitors the contractor's effort
and progress in meeting the requirements of the contract, directs the flow of
matters between the contractor and agency, and resolves technical issues in a
timely manner. Regularly communicates with the Contracting Officer regarding
progress or lack of progress on and compliance with the contract requirements.
Unauthorized commitments are avoided by acting within the scope of the
delegated authority outlined in the COTR appointment memorandum.
Evaluates the technical specifications and features of new products. Performs
product comparisons, feasibility and cost-benefit analyses, and
performance/compatibility testing.
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish
assignments such as: develop and interpret policies, procedures, and
strategies governing the planning and delivery of services throughout the
agency; provide expert technical advice, guidance, and recommendations to
management and other technical specialists on critical IT issues; apply new
developments to previously unsolvable problems; and make decisions or
recommendations that significantly influence important agency IT policies or
programs. Mastery of, and skill in applying, most of the following:
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence and persuade employees and managers
to accept and implement findings, advice, guidance, and recommendations in
the technology specialty area(s) of the position. May encounter resistance as a
result of issues such as organizational conflict, competing objectives, or
resource problems. Must be skillful in approaching contacts to obtain the
desired effect; e.g., gaining compliance with established policies and regulations
by persuasion or negotiation.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:
Actively promotes and practices Information Technology (IT) security program functions including: ensuring
appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT
Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall
Agency IT security goals are achieved.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Applications Analyst
C ommunications C enter O perator
Desktop Support Technician
IT Security Manager
Project Planner
C omputer Systems C onsultant
Help Desk Analyst C omputer Technician
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
C ommunications Equipment O perator
IT Data Manager
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
C omputer Analyst
Information Technology Security Manager
Information Technology Specialist (IT Specialist)
System Engineer
System Programmer
IT Database Administrator
IT Security Manager
Programmer Analyst
Information Technology Specialist
O ffice Systems C oordinator
Systems Administrator
Business Systems Analyst
C omputer Support Specialist
Information Technology Security Specialist
Program Manager
Telecommunications Manager
Systems Analyst
C omputer Systems Analyst
C omputer and Information Systems Managers
IT Security Specialist
IT Systems Administrator
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
identified during proposal stages and recommends work process changes and
general design and programming techniques to alleviate potential security problems.
Reviews specifications of all IT-related purchases to ensure they contain full
consideration of security-related needs. Monitors progress toward enhanced
security measures outlined in certifications. Investigates security incidents for
cause and the most effective corrective actions. Monitors and evaluates changes
that affect systems security.
Tasks include:
Develops IT systems security policies, guidelines, and procedures for systems with
broad access, multiple applications, and differing security controls. Establishes and
monitored global, region-wide or program-wide security or risk management policies
and procedures, to include driving Plans of Action & Milestones (POA&Ms) to
resolution. Evaluated and reviewed use of resources, planned future needs, and
worked with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Performs Information System Security Officer (ISSO) duties and is responsible for
ensuring that the appropriate operational security posture is maintained. The ISSO
also serves as a principal advisor on all matters, technical and otherwise, involving
the security of an information system.
Develops specifications and coordinated the security aspects of software or
systems design, development, testing, installation, and support of new and modified
systems. Monitors and evaluates the technical aspects of information security
contractor performance, adherence to deliverable schedules, and quality of the work.
Evaluates the technical specifications and features of new products. Performed
product comparisons, feasibility and cost-benefit analyses, and
performance/compatibility testing. Managed special projects that had a significant
impact on the delivery of customer support services. For example, planned and
coordinated actions with interagency infrastructure protection groups to ensure an
integrated response to problems of a potentially extensive nature.
Performs Assessment and Authorization (A&A) activities in compliance with Federal
regulations, standards, and practices. Ensures that day-to-day operational security
is maintained, creates and updates security documentation, and performs risk
assessments. Scheduled/conducted security studies, analyses, surveys, and/or
reviews of IT systems to ensure that appropriate levels of safeguards existed to
protect against perceived threats.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency. Provided expert analysis and devised
solutions for highly complex information technology problems, such as resolved
critical issues affecting the configurations of the information technology
infrastructure. Analyzed and developed solutions or provided assessments of critical
IT issues, such as integration/interoperability issues, emerging technologies and
their application to business processes, and optimization of existing architecture.
Defines cyber security requirements for new enterprise applications, contractor
systems, and cloud-based systems. Able to define and implement technical
HIPAA/HITECH controls. Able to define and implement technical NIST 800-53 rev. 4
controls.
Tasks include:
Led individual and concurrent audits required by major program operations, such as
audits of highly sensitive undercover operations affecting homeland security.
Developed audit plans for major agency operating programs, including the audit
approach and criteria to be used.
Internal Control Systems Assessment and Monitoring 20%
Resolves audit/inspection activities for organizations involving a significant degree
of complexity and with interrelated program areas. Conducts management surveys
and audits, ensuring that management policies, practices, and procedures are
consistent with the strategic goals and objectives of PC. Provides results to senior
management officials.
Makes written and oral recommendations to resolve audit findings. Conducts followup reviews to verify compliance with actions recommended by the Inspector General
and GAO audits of funds. Provides technical advice and assistance by answering
questions involving audits of extended scope and impact involving multiple agencies
and private businesses, where conflicts exist.
Formulates, develops, and administers agency-wide procedures for payment of
claims submitted as the result of an oil discharge and for the mitigation or prevention
of a substantial threat of an oil discharge. Establishes procedures to ensure
payment of removal costs and uncompensated damages in cases of oil discharge or
threat of discharge. Oversees the work processes used by field adjusters to assess
claims for damages or losses.
Tasks include:
Resolved audit/inspection activities for complex organizations with interrelated
program areas.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth
Equivalent Titles:
Equivalent Private Sector Titles:
Applications Analyst
Communications Center Operator
Desktop Support Technician
IT Security Manager
Project Planner
Computer Systems Consultant
Help Desk Analyst Computer Technician
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
Communications Equipment Operator
IT Data Manager
Project Manager
Supervisor, Network Control Operators
Systems Specialist
Computer Analyst
Information Technology Security Manager
Information Technology Specialist (IT Specialist)
System Engineer
System Programmer
IT Database Administrator
IT Security Manager
Programmer Analyst
Information Technology Specialist
Office Systems Coordinator
Systems Administrator
Business Systems Analyst
Computer Support Specialist
Information Technology Security Specialist
Program Manager
Telecommunications Manager
Systems Analyst
Computer Systems Analyst
Computer and Information Systems Managers
IT Security Specialist
IT Systems Administrator
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.
Of f ice Aut omat ion Work 30%
Uses advanced office automation software functions including the
importation/exportation of graphics and data. Employs spreadsheet, desktop
publishing, and presentation software to produce office support materials.
Assists in setting up and maintaining subject matter files including technical
instructions, operating procedures, confidential documents, and other materials.
Establishes and maintains files in accordance with agency requirements.
Plans and independently carries out the steps required for tasks requiring the
use of advanced automation software, such as coordinating with other staff to
standardize organizational reports or complex presentation formats. Receives
multiple input files and uses various software programs to merge the files and
integrate the document including standardizing headings and subheadings;
margins; indentations; and use of underlining, capitalization, and bolding.
Uses advanced automation software for editing functions resulting from
substantial revisions of drafts. Uses word processing software to produce a
variety of materials from rough drafts, such as spreadsheets, plans,
procedures, memoranda, letters, travel requests, and presentations. Develops
detailed procedures and functions for entering and printing data in varying
combinations and formats to meet reporting/documentation requirements.
Tasks include:
Materials that required the use of desktop publishing software.
Documents that required the use of advanced software functions, such as
importing and exporting graphics and/or data.
Used MS Publisher - Intermediate
Used MS Access - Intermediate
Created documents that required the use of advanced software functions, such
as importing and exporting graphics and/or data.
Produced materials that required the use of presentation software.
Used MS Project - Intermediate
Used WordPerfect - Intermediate
Collateral Duties
Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires practical knowledge of standard procedures in an
administrative or technical field, requiring extended training or experience;
knowledge to accomplish specialized office support duties, and the ability to
extract information from various sources when this requires considering the
applicability of information and the characteristics and quality of the sources.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by defining objectives, priorities, and
deadlines and assists the employee with unusual situations which do not have
clear precedents. The employee plans and carries out the successive steps and
handles problems and deviations in the work assignment in accordance with
instructions, policies, previous training, or accepted practices in the occupation.
Fact or 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have
gaps in specificity. The employee uses judgment in interpreting and adapting
guidelines such as agency policies, regulations, precedents, and work
directions for application to specific cases or problems. The employee analyzes
results and recommended changes.
Fact or 4-3 Complexit y
The work includes various duties involving different and unrelated processes
and methods. The decision regarding what needs to be done depends upon the
analysis of the subject, phase, or issues involved in each assignment, and the
chosen course of action may have to be selected from many alternatives. The
work involves conditions and elements that must be identified and analyzed to
discern interrelationships.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to resolve a variety of conventional problems,
questions, or situations in conformance with established criteria. The work
product or service affects the design or operation of systems, programs, or
equipment; the adequacy of such activities as field investigations, testing
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
process.
Tasks include:
Handled a wide range of occupational nursing care procedures according to
patient's physical status and test results, such as triage decisions, acute
treatment needs, and trauma scenarios.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
This position requires a professional knowledge of a wide range of nursing
concepts, principles, and practices to perform highly specialized nursing
assignments of advanced nature and considerable difficulty requiring extended
specialized training and experience.
Fact or 2-4 Supervisory Cont rols
The supervisor sets overall objectives and resources available. The nurse and
supervisor consult on work and develop decisions together. Expertly plans and
performs work independently within defined scope of practice, resolving most
conflicts and coordinating with others on teams and in communities. Work is
reviewed for effectiveness in meeting requirements.
Fact or 3-3 Guidelines
General administrative policies and precedents exist, but are of only limited use
in performing the work.
Uses initiative and resourcefulness in deviating from traditional methods, or in
researching trends and patterns to develop new methods, criteria, or proposed
new polices.
Fact or 4-4 Complexit y
Performs independent assignments. The assessment of patient conditions
includes, for example, interpreting physical examination and laboratory reports,
developing nursing plans, and evaluating need for improved health care. The
work requires making decisions concerning the implementation of data,
planning, and refining methods.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to establish criteria and assess effectiveness of
patient treatment. The product affects a wide range of agency activities or how
the agency is perceived or regarded by the community or population served.
Fact or 6-2 Personal Cont act s
The personal contacts are with individuals or groups from outside the employing
agency in a moderately unstructured setting (e.g., the contacts are not
established on a routine basis; the purpose and extent of each contact is
different and the role and authority of each party is identified and developed
during the course of the contact). Typical of contacts are those with persons in
their capacities as manufacturers, contractors, professors, attorneys, scientists,
representatives of professional or trade organization, the news media, and
organized or ad hoc public action groups.
Fact or 7-3 Purpose of Cont act s
The personal contacts are with individuals or groups from outside the employing
agency in a moderately unstructured setting (e.g., the contacts are not
established on a routine basis; the purpose and extent of each contact is
different and the role and authority of each party is identified and developed
during the course of the contact). Typical of contacts are those with persons in
their capacities as manufacturers, contractors, professors, attorneys, scientists,
representatives of professional or trade organization, the news media, and
organized or ad hoc public action groups.
Fact or 8-2 Physical Demands
The work is sedentary. Typically, the employee may sit comfortably to do the
work. However, there may be some walking; standing; bending; carrying of light
items such as papers, books, small parts; driving an automobile, etc. No special
physical demands are required to perform the work.
Fact or 9-2 Work Environment
The work environment involves normal, everyday risks or discomforts typical of
such places as offices, meeting and training rooms, libraries, and residences or
commercial vehicles such as airplanes, trains, or buses. The work area is
adequately lighted, heated, and ventilated.
Other Significant Facts:
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
health care providers and others; drafts worldwide cables, post-service informational
documents and procedures. Selects appropriate mechanism to communicate with
customers, including email, cable and fax.
Participates fully as a team member; actively participating in the Post-Service
Process Review Team, identifying problems; and offering suggestions for
improvement.
Tasks include:
Explained complicated benefit-related issues, such as health benefits conversion,
problematic retirement/annuity calculations, and/or continuing benefits administered
after separation.
Performs Trainee Work 50%
As an advanced trainee, increases knowledge, skills, and abilities in the occupation.
Researches regulations and other pertinent directives for answers to questions prior
to consulting with the supervisor or a higher-grade employee. Successfully
completes required formal and on-the-job training, and demonstrates a progressive
ability to independently accomplish assignments.
Assignments are varied in nature, yet limited in complexity. They are structured to
provide a means by which the incumbent can display and validate a working
knowledge of regulations, policies, and analytical procedures and apply an
increasingly full-range of the principles, concepts, and work processes common to
the occupation. Makes acceptable recommendations with respect to policies and
procedures.
Increases networks and contacts beneficial to the successful performance of
assignments. Conducts regular interactions with colleagues and supervisors in
order to complete work assignments. Contacts extend beyond the immediate work
area and the work requires effective coordination and solicitation of cooperative
efforts from other administrative or support staff.
Interprets and applies pertinent regulations and style manuals governing written
communications in order to prepare written materials which communicate the
intended information. Researches and analyzes data, issues, and information that
support project recommendations or the work assignments of higher-grade
specialists. Prepares well-researched and logically organized presentations related
to work assignments. Presents facts, issues, and positions that convey the
intended information with the appropriate diplomacy and emphasis.
Collateral Duties
Factor Statements
Factor 1-6 Knowledge Required by the Position
The work requires a basic foundation of the concepts and principles of the
conventional methodology required within the occupation. The knowledge would
typically be gained through extensive practical experience and formal training in the
occupation or a bachelor's degree program in the occupation and additional
experience/internship in the field. Additionally, a general familiarity with the
Agency's practices, policies, and procedures is required for the advanced trainee to
perform assignments independently.
Factor 2-2 Supervisory Controls
The supervisor provides continuing or individual assignments by indicating generally
what is to be done, limitations, quality and quantity expected, deadlines, and priority
of assignments. The supervisor provides additional, specific instructions for new,
difficult, or unusual assignments including suggested work methods or advice on
source material available.
Uses initiative in carrying out recurring assignments independently without specific
instructions, but refers deviations, problems, and unfamiliar situations not covered
by instructions to the supervisor for decision or help. The supervisor assures that
finished work and methods used are technically accurate and in compliance with
instructions or established procedures. However, review of the work increases if the
employee has not previously performed similar assignments.
Factor 3-2 Guidelines
Uses established guidelines in the form of standard instructions, literature,
precedents and practices concerned with the assigned function. Judgment is
required in locating and selecting the most appropriate guidelines and references.
This may include exercising discretion, such as selecting among alternatives and
making minor deviations occasionally to adapt guidelines to specific cases.
Situations to which existing guidelines are inapplicable or those requiring significant
deviations are referred to the supervisor.
Factor 4-2 Complexity
Assignments consist of specific, well defined tasks which typically are designed to
orient the employee in the administrative policies and regulations, technical
programs, organization operating procedures, and the specialty area with which the
organization is concerned. The differences among assignments are easily
recognized and are of a factual nature such as a specified analysis, action, or
procedure to carry out. Typically, work is routine and includes carrying out common
qualitative and quantitative analyses; implementing routine programs; and/or
preparing guides, draft decisions, or tentative opinion.
Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Projected complex financial data and reports to determine overall financial status
for key agency programs, such as regional programs.
Resolved substantial agency financial issues, such as illegal or incorrect
payments resulting from false or misleading certification.
Analyzed cost data for a major operating program including operating expense
trends and projections.
Analyzed and resolved complex financial resource management issues that
required an integrated financial approach, including providing current and future
year spending plans and advising on the status of fiscal resources and future
requirements.
Financial Disbursement Act ivit ies 50%
Provides direction and guidance on a broad range of cash disbursement
activities for an agency and several subordinate field locations. Oversees
research and analysis to resolve unusual and complex problems dealing with
substantial agency issues such as any illegal, improper, or incorrect payment
resulting from any false, inaccurate, or misleading certification.
Serves as certifying official authorizing the disbursement of government funds in
accordance with policy, precedent, and legal regulations.
Tasks include:
Resolved substantial agency financial issues, such as illegal or incorrect
payments resulting from false or misleading certification.
Managed financial disbursement activities involving appropriations, allotments,
reimbursable accounts, and/or transferes of funds.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the
administration or implementation of key agency programs.
Analyzed cost data for a major operating program including operating expense
trends and projections.
Projected complex financial data and reports to determine overall financial status
for key agency programs, such as regional programs.
Supervisory and/or Managerial Responsibilit ies 25%
Supervises a group of employees performing work at the GS-12 level. Provides
administrative and technical supervision necessary for accomplishing the work
of the unit.
Performs the administrative and human resource management functions relative
to the staff supervised. Establishes guidelines and performance expectations for
staff members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance;
demonstrates and conducts work performance critiques. Provides informal
feedback and periodically evaluates employee performance. Resolves informal
complaints and grievances. Develops work improvement plans, recommending
personnel actions as necessary. Provides advice and counsel to workers related
to work and administrative matters. Effects disciplinary measures as appropriate
to the authority delegated in this area. Reviews and approves or disapproves
leave requests. Assures that subordinates are trained and fully comply with the
provisions of the safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm;
refers matters that exceed the incumbents authority to higher levels of
management for decision. Complies with occupational safety and health
standards applicable to PC and with all rules, regulations, and orders issued by
PC with respect to the occupational safety and health program.
Ensures a continuing affirmative application of PC policies concerning equal
opportunity. Ensures that personnel management within the organizational entity
Tasks include:
Produced written options for agency decision memoranda and/or new guidelines
resulting from legislation, court decisions, or other program changes, requiring
mastery of the laws, regulations, and systems involved in administration of
agency programs.
Communicated with senior management, OMB, Congress, and/or other
individuals at all levels in the public and/or private sectors to justify, negotiate,
convey, or resolve complex legislation, policies, regulations, and/or
procedures.
Performed all or nearly all of the following supervisory functions: coordinated
with and advised other supervisory officials, reviewed and approved serious
disciplinary actions, planned/assigned work priorities, evaluated performance,
interviewed candidates for positions, and recommended organizational structure
improvements.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the
administration or implementation of key agency programs.
As a technical authority in a program area, summarized, interpreted, and
provided guidance to subordinates on difficult or misunderstood policy
questions.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of the concepts, principles, practices, laws, and
regulations of budgeting and/or financing; and the financial and budgetary
relationships between subordinate and most senior levels of financial
management within the employing entity, and/or between the organization and
programs of other Federal, State, and local governments and private industry
sufficient to analyze national level programs, and exceptionally large and
complex programs; develop, recommend, and implement budgetary and
financial policies; interpret and assess the impact of new and revised
Congressional legislation on the formulation and execution of budgets; and
develop and render authoritative interpretations of Executive orders, OMB
guidelines and directives, and policies and precedents within and across agency
lines.
Fact or 2-4 Supervisory Cont rols
The position is accountable to a position that is two levels below the first (i.e.,
lowest level in the chain of command) SES, or equivalent, or higher level
position in the direct supervisory chain.
Fact or 3-2 Supervisory/Managerial Aut horit y Exercised
In addition to elementary supervisory authorities and responsibilities, this
position plans and schedules ongoing production-oriented work on quarterly
and annual basis, or direct assignments of similar duration. Adjusts staffing
levels or work procedures within the organizational unit(s) to accommodate
resource allocation decisions made at higher echelons. Justifies the purchase of
new equipment. Improves work methods and procedures used to produce
work products. Oversees the development of technical data, estimates,
statistics, suggestions, and other information useful to higher level managers in
determining which goals and objectives to emphasize. Decides the
methodologies to use in achieving work goals and objectives, and in
determining other management strategies.
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for
acceptable work; coordinate and integrate contractor work schedules and
processes with work of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the
following ten supervisory authorities and responsibilities:
- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Journalists representing influential city or county newspapers or comparable
radio or television coverage;
- Congressional committee and subcommittee staff assistants below staff
director or chief counsel levels;
- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups,
or professional organizations; and/or State and local government managers
doing business with the agency.
Fact or 4B-3 Purpose of Cont act s
The purpose of contacts is to justify, defend, or negotiate in representing the
project, program segment(s), or organizational unit(s) directed, in obtaining or
committing resources, and in gaining compliance with established policies,
regulations, or contracts. Contacts at this level usually involve active
participation in conferences, meetings, hearings, or presentations involving
problems or issues of considerable consequence or importance to the program
or program segment(s) managed.
Fact or 5-7 Dif f icult y of T ypical Work Direct ed
The highest graded non-supervisory work directed, which requires at least 25%
of this position's duty time, is GS-12 or equivalent.
Fact or 6-5 Ot her Condit ions
Supervision and oversight involve significant and extensive coordination and
integration of a number of important projects or program segments of
professional, scientific, technical, and managerial or administrative work
comparable in difficulty to the GS-12 level. Supervision also involves major
recommendations that have a direct and substantial effect on the organization
and projects managed.
OR
OR
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Treasurer
Finance Director
Finance Manager
C hief Financial O fficer
Finance O fficer
Financial Analyst
Business Administrator
C ontroller
Tasks include:
Planned and managed a variety of financial disbursement assignments involving
different and unrelated processes, such as appropriations, allotments, reimbursable
accounts, and transfers of funds.
Managed financial disbursement activities involving appropriations, allotments,
reimbursable accounts, and/or transfers of funds.
Compiled financial data for assigned programs and reviewed related information
such as workload analysis submissions.
Financial Advisory Services 20%
Provides technical assistance and guidance to overseas and domestic offices on
newly developed policies and/or potential revisions to policies covering significant
Tasks include:
Projected complex financial data and reports to determine overall financial status for
key agency programs, such as regional programs.
Prepared financial reports, balance sheets, and recommendations for potential
revisions to policies covering significant financial management issues.
Reviewed budget estimates, financial statements, and program plans to evaluate
current obligations and expenditures.
Analyzed cost data for a major operating program including operating expense
trends and projections.
Supervisory and/or Managerial Responsibilities 30%
Supervises a group of employees performing work at the GS-11 level. Provides
administrative and technical supervision necessary for accomplishing the work of
the unit.
Performs the administrative and human resource management functions relative to
the staff supervised. Establishes guidelines and performance expectations for staff
members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance; demonstrates
and conducts work performance critiques. Provides informal feedback and
periodically evaluates employee performance. Resolves informal complaints and
grievances. Develops work improvement plans, recommending personnel actions as
necessary. Provides advice and counsel to workers related to work and
administrative matters. Effects disciplinary measures as appropriate to the authority
delegated in this area. Reviews and approves or disapproves leave requests.
Assures that subordinates are trained and fully comply with the provisions of the
safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm; refers
matters that exceed the incumbents authority to higher levels of management for
decision. Complies with occupational safety and health standards applicable to PC
and with all rules, regulations, and orders issued by PC with respect to the
occupational safety and health program.
Ensures a continuing affirmative application of PC policies concerning equal
opportunity. Ensures that personnel management within the organizational entity
under supervision is accomplished without regard to race, color, religion, sex, age,
handicap, or national origin. Is responsible for keeping abreast of developments,
policy issuances, and other similar material in the equal opportunity field, and for
fully supporting PC Equal Opportunity Program. Specifically, incumbent initiates
nondiscriminatory practices and affirmative action for the area under his/her
supervision in the following: (1) merit promotion of employees and recruitment and
hiring of applicants; (2) fair treatment of all employees; (3) encouragement and
recognition of employee achievements; (4) career development of employees; and
(5) full utilization of their skills.
Tasks include:
Analyzed highly complex or unusual organizational issues, evaluated alternatives
and disputed conflicting information in arriving at solutions; and made
recommendations for program modification or improvement.
Prepared statements for implementation of policy or procedures based on the
following: Federal law, government-wide regulation, agency-wide regulation, internal
memos, etc.
Maintained relationships with a variety of external contacts, such as the news
media, elected officials, representatives of advocacy groups or professional
organizations, staff of congressional committees, or representatives of foreign
governments.
Performed most of the following supervisory activities: planned and adjusted work
priorities, evaluated performance, interviewed candidates for positions, heard and
resolved employee complaints, related organizational policies to the staff, and found
ways to improve production quality of work.
Influenced or motivated individuals or groups who were working toward mutual goals
and who had basically cooperative attitudes.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires detailed, intensive knowledge of the policies, precedents,
goals, objectives, regulations, and guidelines of a functional area such as financial
oversight, budget formulation, and/or budget execution. Also required is knowledge
sufficient to analyze and evaluate continual changes in program plans and funding
and their effect on financial program milestones. The employee is required to
demonstrate and act upon this knowledge when there is uncertainty due to short and
rapidly changing program and financial deadlines, when there are gaps and conflicts
in program and financial information, or when difficulties arise due to changing
guidelines for the work.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment, and
possible approaches. The employee is responsible for planning and carrying out the
assignment, resolving most of the conflicts that arise, coordinating the work with
others as necessary, and interpreting policy in terms of established objectives. The
employee is responsible for interpreting policy and regulatory requirements,
developing changes to plans and/or methodology, and/or providing recommendations
for improvements in order to meet program objectives. The employee keeps the
supervisor informed of progress and potentially controversial matters. The
supervisor reviews completed work for soundness of overall approach, effectiveness
in meeting requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements.
Factor 3-3 Guidelines
Guidelines consist of standard reference materials, texts, and manuals. The
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for acceptable
work; coordinate and integrate contractor work schedules and processes with work
of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the following
ten supervisory authorities and responsibilities:
- Hears and resolves complaints from employees, referring group grievances and
more serious unresolved complaints to a higher level supervisor or manager;
OR
This position directs subordinate supervisors and/or contractors who each direct
Equivalent Titles:
Equivalent Private Sector Titles:
Treasurer
Finance Director
Finance Manager
Chief Financial Officer
Finance Officer
Financial Analyst
Business Administrator
Controller
Tasks include:
Provided training to new supervisors regarding the performance management
program.
Gathered information to assist in preparation of performance improvement plans
and/or researched performance-based actions.
Employee Development Program Support 70%
Applies a comprehensive body of Human Resources rules, procedures, and
technical methods necessary to support the employee development function.
Develops and makes recommendations that affect course content, employee
career development, and/or various aspects of the Human Resources employee
Tasks include:
Determined whether proposed training affected employee qualifications or
eligibility for entry into other jobs or career paths.
Made recommendations that affected course content based on course critiques
and/or course evaluations.
Collateral Duties
Factor Statements
Fact or 1-5 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, a comprehensive body
of HR rules, procedures, and technical methods sufficient to: 1) Carry out limited
technical projects; 2) Analyze a variety of routine facts; 3) Research minor
complaints or problems that are not readily understood; and 4) Summarize HR
facts and issues.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by outlining or discussing issues and
defining objectives, priorities, and deadlines. The supervisor provides
assistance in unusual assignments that do not have clear precedents. The
employee: independently plans work; resolves problems; carries out
successive steps of assignments; makes adjustments using established
practices and procedures; recommends alternative actions to the supervisor;
handles problems and/or deviations that arise in accordance with instructions,
policies, and guidelines; and refers new or controversial issues to the
supervisor for direction. The supervisor reviews work products for technical
soundness, appropriateness, and conformity to policies and requirements.
Fact or 3-3 Guidelines
The employee uses guidelines that have gaps in specificity and are not
applicable to all work situations. Guidelines often lack specificity or are not
completely applicable to the work requirements or circumstances. The
employee selects the most appropriate guideline and decides how to complete
the various transactions. For example, this includes using judgment to: devise
more efficient methods for procedural processing; gather and organize
information for inquiries; and/or resolve problems referred by others. In some
situations, guidelines do not apply directly to assignments and require the
employee to make adaptations to cover new and unusual work situations.
Fact or 4-3 Complexit y
The work consists of different and unrelated steps in accomplishing HR
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Provided training to new supervisors regarding the performance management
program.
Gathered information to assist in preparation of performance improvement plans
and/or researched performance-based actions.
Employee Development Program Support 70%
Performs limited technical projects such as classroom presentations of simple
subjects, or identifying possible changes to a course based on student
comments.
Provides technical support for a wide range of employee development activities
that effect both the quality of the training program and employee qualifications
or eligibility for future positions. Resolves problems that employees or
supervisors have in selecting or obtaining training. Processes training requests
and requests for reimbursement, registers employees for courses and training,
obtains course and registration information from vendors, develops abstracts,
provides administrative support to vendors, and ensures that attendance and
course completion information is entered into the training database.
Tasks include:
Determined whether proposed training affected employee qualifications or
Collateral Duties
Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, an extensive body of
HR rules, procedures, and operations sufficient to: 1) Perform a wide variety of
interrelated and/or non-standard HR support work; 2) Plan, coordinate, develop
facts and/or resolve support problems in one or more HR specialties; 3) Use
personal computers with office applications to perform operations or to prepare
complex documents containing tables or graphs; and 4) Use online HR
resources to obtain information accessible over the Internet.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by outlining or discussing issues and
defining objectives, priorities, and deadlines. The supervisor provides
assistance in unusual assignments that do not have clear precedents. The
employee: independently plans work; resolves problems; carries out
successive steps of assignments; makes adjustments using established
practices and procedures; recommends alternative actions to the supervisor;
handles problems and/or deviations that arise in accordance with instructions,
policies, and guidelines; and refers new or controversial issues to the
supervisor for direction. The supervisor reviews work products for technical
soundness, appropriateness, and conformity to policies and requirements.
Fact or 3-3 Guidelines
The employee uses guidelines that have gaps in specificity and are not
applicable to all work situations. Guidelines often lack specificity or are not
completely applicable to the work requirements or circumstances. The
employee selects the most appropriate guideline and decides how to complete
the various transactions. For example, this includes using judgment to: devise
more efficient methods for procedural processing; gather and organize
information for inquiries; and/or resolve problems referred by others. In some
situations, guidelines do not apply directly to assignments and require the
employee to make adaptations to cover new and unusual work situations.
Fact or 4-3 Complexit y
The work consists of different and unrelated steps in accomplishing HR
assignments and processes. The employee analyzes factual data, identifying
the scope and nature or problems or issues. The employee also determines
the appropriate action from among many alternatives. The employee identifies
and analyzes HR issues and/or problems to determine their interrelationships
and to determine the appropriate methods and techniques needed to resolve
them.
Fact or 5-3 Scope and Ef f ect
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Managed special projects having a significant impact on the delivery of customer
support services, such as infrastructure protection activities.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Led teams in responding to customer service problems resulting from catastrophic
events, such as virus infections or power outages.
Administration of Information Technology Systems 20%
Ensures the rigorous application of information security/information assurance
policies, principles, and practices in the delivery of systems administration services
for a major segment of an agency, such as a region or multi-state area. Resolves
hardware/software interface and interoperability problems.
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Tasks include:
Conducted experimental studies that result in new design guidelines.
Designed and/or directed the development of controversial or leading-edge computer
science technology, equipment, systems, mathematical algorithms, and/or computer
software to meet specific mission or program requirements.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth
analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas. The
employee develops new standards, methods, and techniques; evaluates the impact
of technological change; and/or conceives of solutions to highly complex technical
issues. The work frequently involves integrating the activities of multiple specialty
areas.
Factor 5-4 Scope and Effect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority for
high-level management, such as, producing complex written reports; organizing
special committees, workshops, or other gatherings; initiating program reviews; or
developing or fostering cross-agency activities. The work influences new initiatives
and projects to improve, facilitate, and integrate IT programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Equivalent Titles:
Equivalent Private Sector Titles:
Tasks include:
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
Tasks include:
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
special data servers.
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of
sources, and applied standard analytical techniques in reviewing data and
investigating specific technology problems. For example, resolved
administrative or program-related IT issues where multiple variables and
stakeholders interests were factored into recommendations.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with
Tasks include:
Assisted in conducting conventional studies of limited scope with readily
definable objectives.
Recommended solutions to routine project or systems problems that could be
resolved by computer science calculations.
Assisted in the development and design of conventional components of
computer systems, systems software, and/or related technology or equipment.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring
principles and methods; quality assurance principles; technical documentation
methods and procedures; systems security methods and procedures; analytical
methods; and oral and written communication techniques. Performs routine and
recurring assignments in the specialty area(s). Identifies and resolves issues
and problems. Prepares and updates manuals, instructions, and operating
procedures, and provides information and assistance to customers. Evaluates
established methods and procedures and prepares recommendations for
changes in methods and practices where appropriate. Ensures the application
of appropriate security measures to the assignment.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Tasks include:
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
Tasks include:
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Resolved system problems, such as defective hardware components or
corrupted software.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
participated in the design, development, and implementation of e-Learning
applications and courseware.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Comput er Syst ems T est ing and Evaluat ion 25%
Serves as a computer scientist on projects involving conventional tests using
established criteria that require significant modification of standard practices or
adaptation of instrumentation to obtain valid results. Performs analysis or
operational or simulation testing of requirements to ensure the structural
integrity of the software, hardware, equipment, or system. Conducts
component level valuations, analyzes design specifications and drawings, and
recommends changes to enable proper functioning of the system or equipment.
Performs additional data systems and analysis work.
Tasks include:
Conducted complex studies that involved elements from related disciplines,
such as systems engineering mathematics, numerical analysis, mathematical
physics, operations research, and/or statistical sciences.
Conducted conventional development and design work.
Equipment Analysis 25%
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of a wide range of computer science
concepts, principles, and methods applicable to varied and complex systems,
problems, projects, or studies that may include diverse computer systems
requirements or other conditions. Problems encountered demand skill sufficient
to modify standard practices, adapt precedents, and make significant
departures from existing approaches and techniques.
Fact or 2-4 Supervisory Cont rols
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
implementation.
Performs periodic evaluations of post IT systems, including but not limited to
state of server and workstation hardware and software. Serves as
Headquarters expert for assigned posts' IT system and future needs.
Mentors IT Specialists of assigned posts and makes suggestions to the
Overseas Training Team regarding IT Specialist training needs.
Tasks include:
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
participated in the design, development, and implementation of e-Learning
applications and courseware.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Resolved customer support requests, such as integration or configurationrelated issues, on a wide variety of different platforms, operating systems,
applications, and desktop configurations.
Administ rat ion of Inf ormat ion T echnology Syst ems 30%
Monitors and maintains knowledge-base repository of overseas IT assets,
software licenses, configuration management, infrastructure, networking,
connectivity, unique issues, and local vendor support for assigned posts.
Identify recurring problems, systemic shortcomings or other factors negatively
impacting computer usage in an effort to maximize operational IT efficiency.
Develops and provides concise solution recommendations to the supervisor.
Conducts trend analysis and provides overviews and recommendations to
management.
As necessary, places service report calls and material orders with a support
contractor or other Peace Corps staff and follows-up to ensure that all calls
receive the proper priority after analyzing the nature of each type of service
call.
Participates in determining user IT requirements and ensures those needs are
met while maintaining system integration between posts and HQ.
Performs other duties of special project nature and receives on-the-job training
Tasks include:
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Resolved system problems, such as defective hardware components or
corrupted software.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance
management/measurement methods, tools, and techniques; systems testing and
evaluation principles, methods, and tools; IT security principles and methods;
requirement analysis principles and methods; COTS products and components;
Internet technologies to analyze the Internet potential of systems, networks, and
data; new and emerging information technologies and/or industry trends;
acquisition management policies and procedures; cost-benefit analysis
principles and methods; analytical methods and practices; project management
principles and methods; and oral and written communication techniques. Plans
and carries out difficult and complex assignments and develops new methods,
approaches, and procedures, and provides advice and guidance on a wide
range and variety of IT issues. Interprets IT policies, standards, and guidelines.
Conducts analyses and recommends resolutions of complex issues affecting the
specialty area.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, degree of
intensity, and depth of research in management advisories; frequently interprets
regulations on his/her own initiative, applies new methods to resolve complex
and/or intricate, controversial, or unprecedented issues and problems, and
resolves most of the conflicts that arise; and keeps the supervisor informed of
progress and of potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Fact or 3-3 Guidelines
This position is located in the Office of Customer Support Services within the
Office of Chief Information Officer (CIO). The incumbent serves as a Team
Member for International Technical Support under the supervision of the
Customer Support Services Director with direction from the teams
Support Lead. As a member of Support, the incumbent provides technical
support to overseas posts with the overall goal of completing project deadlines
while maintaining an exceptional level of customer satisfaction. The incumbent
will be directed by the Support Lead for daily operations and tasks and will
utilize independent judgment and problem solving skills to carry out the
functions of this role.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Position Number:
Introductory Statement: This position is located in the Office of Customer Support Services within the
Office of Chief Information Officer (CIO). The incumbent serves as a Team Member for International
Technical Support under the supervision of the Customer Support Services Director with direction from the
teams
Support Lead. As a member of Support, the incumbent provides technical support to overseas posts with
the overall goal of completing project deadlines while maintaining an exceptional level of customer
satisfaction. The incumbent will be directed by the Support Lead for daily operations and tasks and will
utilize independent judgment and problem solving skills to carry out the functions of this role.
MDAs and Duties for this Position
Customer Support and Configuration Management 70%
Schedules and coordinates the acquisition, upgrade, and maintenance of customer
workstations. Receives, responds to, and ensures the resolution of wellprecedented customer requests for assistance, such as help center calls.
Documents actions taken and gives customers guidance or training to prevent
recurrence of the problem.
Examines malfunctioning hardware to isolate defective parts and investigates
whether inappropriate logical configurations are causing the problem. Identifies and
carries out actions for immediate remedy, or recommends a cost-effective solution
to management.
Develops and maintains expertise in selected desktop software packages in order to
provide customer assistance. Installs, configures, and tests software on customer
workstations. Processes customer requests to order new hardware and software,
assessing its compatibility with existing or planned systems. Monitors patterns of
parts failure or repair records for quality control.
Serves as liaison between customers and vendors to resolve upgrading and
maintenance problems. Ensures technical conformance to customer program
requirements and PC policies involving technology development and/or
modernization efforts. Works with vendor representatives to solve problems with
defective or malfunctioning equipment.
Tasks include:
Selected the best approach to accomplish specific IT tasks. For example, followed
sequential steps to complete small applications development, limited LAN
Tasks include:
Assisted with the configuration, upgrade, and/or maintenance of hardware,
peripherals, and/or software applications.
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of sources,
and applied standard analytical techniques in reviewing data and investigating
specific technology problems. For example, resolved administrative or programrelated IT issues where multiple variables and stakeholders interests were factored
into recommendations.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning hardware,
carrying out actions for immediate remedy, or recommending cost-effective
solutions. For example, responded to all types of help desk calls.
Collateral Duties
Factor Statements
Factor 1-6 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, most of the following: IT
principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring principles
and methods; quality assurance principles; technical documentation methods and
procedures; systems security methods and procedures; analytical methods; and oral
and written communication techniques. Performs routine and recurring assignments
in the specialty area(s). Identifies and resolves issues and problems. Prepares and
updates manuals, instructions, and operating procedures, and provides information
and assistance to customers. Evaluates established methods and procedures and
prepares recommendations for changes in methods and practices where appropriate.
Ensures the application of appropriate security measures to the assignment.
Factor 2-3 Supervisory Controls
The supervisor outlines or discusses possible problem areas and defines objectives,
plans, priorities, and deadlines. Assignments have clear precedents requiring
successive steps in planning and execution. The employee independently plans
and carries out the assignments in conformance with accepted policies and
practices; adheres to instructions, policies, and guidelines in exercising judgment to
resolve commonly encountered work problems and deviations; and brings
controversial information or findings to the supervisor's attention for direction. The
supervisor provides assistance on controversial or unusual situations that do not
have clear precedents; reviews completed work for conformity with policy, the
effectiveness of the employees approach to the problem, technical soundness, and
adherence to deadlines; and does not usually review in detail the methods used to
complete the assignment.
Factor 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals; however,
they are not always directly applicable to issues and problems or have gaps in
specificity. Precedents are available outlining the preferred approach to more
general problems or issues. The employee uses judgment in researching, choosing,
interpreting, modifying, and applying available guidelines for adaptation to specific
problems or issues.
Equivalent Titles:
Equivalent Private Sector Titles:
Tasks include:
Provides advice and guidance on complex compliance issues.
.
.
Data Analysis 50%
Researches and identifies complex compliance issues or problems impacting
programs in major agency organizational components to determine whether OIG
report recommendations, systemic issues, and management alerts indentified by the
Office of the Inspector General and management systems are being addressed and
responded to in a timely manner.
Independently analyzes multi-functional programs, functions, and organizations,
e.g., on a region-wide or equivalent scope to identify trends and determine whether
existing management controls are sufficient. Prepares reports, produces and/or
presents information and findings in a variety of formats, i.e., articles, reports,
papers, studies, briefings, and other media to illustrate trends and positions on
difficult or complex matters. Discusses findings with management, including Chief
Compliance Officer and Chief of Staff.
When necessary, secures legal opinions. Develops recommendations of actions to
be taken to address systemic compliance issues, some of which may require new
policy; modifications of current policy; changes in legislation; program authority; etc.
After obtaining proper clearances, works with offices to create standards to address
identified issues.
Maintains and updates database(s) of compliance related information, and other
pertinent compliance related documentation.
As requested, enters, edits and maintains database information. Prepares programrelated correspondence, reports, and/or other written materials associated with
established criteria.
Tasks include:
.
Evaluates compliance related data of multi-functional programs, functions, and/or
organizations.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires: (1) Mastery of the laws, policies, and regulations of an
administrative field sufficient to apply new theories and developments to problems
not susceptible to treatment by accepted methods, and make decisions or
recommendations that significantly change, interpret, or develop major public
policies or programs; (2) Mastery of a wide range of methods for the assessment
and improvement of complex programs, processes and systems; (3) Skill to plan,
organize, and implement programs, plans, and proposals involving substantial
agency resources, or that require extensive changes in established procedures.
Factor 2-4 Supervisory Controls
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project, and
deadlines for its completion. Within the parameters of the approved project plan, the
employee is responsible for planning and organizing the study, estimating costs,
coordinating with staff and line management personnel, and conducting all phases of
the project. The employee informs the supervisor of potentially controversial
findings, issues, or problems with widespread impact. Completed projects,
evaluations, reports, or recommendations are reviewed by the supervisor for
compatibility with organizational goals, guidelines, and effectiveness in achieving
intended objectives.
Factor 3-4 Guidelines
Guidelines consist of general administrative policies, and program, management,
and organizational theories which require considerable adaptation and/or
interpretation for application to issues and problems studied. Policies and precedent
studies provide a basic outline of results desired, but do not go into detail as to the
methods used to accomplish the project. Program guidelines cover program goals
and objectives of the employing organization. Within the context of broad regulatory
guidelines the employee refines or develops more specific guidelines, such as
implementing regulations or methods and procedures.
Factor 4-5 Complexity
The employee analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive mission-oriented programs. Develops detailed plans,
goals, and objectives for the long-range implementation and administration of
programs, and/or develops criteria for evaluating the effectiveness of the program.
Decisions concerning planning, organizing, and conducting studies are complicated
by conditions, such as conflicting program goals and objectives. Assignments are
complicated by the need to deal with subjective concepts, the quality and quantity of
actions are measurable primarily in predictive terms, and/or findings and conclusions
are highly subjective and not readily susceptible to verification through replication of
study methods or reevaluation of results. Options, recommendations, and
conclusions take into account and give appropriate weight to uncertainties about the
data and other variables which affect long-range program performance.
Factor 5-5 Scope and Effect
The purpose of the work is to analyze and evaluate major aspects of substantive,
mission-oriented programs. The employee develops long-range program plans,
goals, objectives, and milestones, or evaluates the effectiveness of programs
conducted throughout an agency, or for a significant organizational segment of an
agency, such as a regional office, Center, or major field installation. The employee
resolves problems or copes with issues which directly affect the accomplishment of
principal agency program goals and objectives. The employee develops regulations
or guidelines for the conduct of program operations, or new criteria for measuring
program accomplishments. Study reports contain findings and recommendations of
major significance to top management of the agency, and often serve as the basis
for new administrative systems, legislative initiatives, regulations, or programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or program
officials several managerial levels above the employee when such contacts occur
on an ad-hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or program
effectiveness issues. The employee may encounter resistance due to such issues
as organizational conflict, competing objectives, or resource problems.
Factor 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of light
items may be involved.
Factor 9-1 Work Environment
The work environment involves everyday risks or discomforts that require normal
safety precautions typical of such places as offices, meeting rooms, training rooms,
etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Performs other duties as assigned.
Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Independently responded to in-depth requests for information.
Campaign Responsibilit ies 30%
Serves as a team member for campus and community-based recruitment.
Assumes responsibility for planning, coordinating, and monitoring all aspects of
campaigns. Reviews information pertinent to planned campaigns and develops
recruitment/awareness plans that effectively utilize staff and other resources to
reach targeted markets (scarce skills, seniors, and diverse populations). As
directed, collaborates with recruitment coordinator, public affairs specialist, and
other staff. Assists as a team member in marketing campaigns for campus and
community-based recruitment. Assists Public Affairs Specialist in planning
campaign publicity and secures local media support. Contacts community,
professional, and academic resource people and organizations, enlisting their
support of local recruitment efforts.
Ensures that appropriate printed materials are prepared and necessary
equipment is secured for campaigns. Arranges public speaking engagements
and audio-visual presentations. Makes travel accommodations and logistical
arrangements related to campaigns. Travels to campaign sites to conduct onsite awareness activities and interviews. Prepares written reports highlighting
relevant campaign plans, activities, and results.
Prepares and presents information and educational programs, training sessions,
informational meetings, and orientation of campus representatives and other
university staff, campus and professional organizations, and community groups
that promote Peace Corps and highlight recruitment needs.
Tasks include:
Planned, coordinated, and monitored all aspects of campaigns.
Communicat ion and Inf ormat ion Disseminat ion 30%
Tasks include:
Handled communication assignments that were varied in nature, yet limited in
complexity, such as participating in interviews with print and electronic media.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in, applying fundamental
recruitment laws, principles, systems, policies, methods, practices, and
techniques. The incumbent must have knowledge of intensive volunteer service
in a multi-cultural environment gained through experience as a Peace Corps
Volunteer or equivalent experience.
This position requires knowledge and skill in recruiting sufficient to: 1) Identify
target populations; 2) Conduct outreach activities with targeted populations; 3)
Develop and implement awareness and recruitment plans; 4) Maintain and retain
an applicant case load; 5) Conduct assessment interviews and recommend
selections; and 6) Meet specific skill and numeric goals.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
.
Managed IT projects involving interrelated disciplines and multiple stages of the
system development lifecycle.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle.
.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Websit e Creat ion, Maint enance and Support 40%
Provides expert technical advice for the implementation, maintenance,
enhancement, and coordination of online systems and Web site(s) on the
Internet. Coordinates and participates in the planning, design, development,
testing, and implementation of organizational Web site(s). Manages Web sites
to optimize communication with relevant clientele. Maps overall Web design and
structure. Ensures Web site functionality, integrity, and security. Reviews and
integrates new Web pages. Analyzes Web site statistics. Directs ongoing
maintenance and enhancement efforts. Provides technical consultation in
developing Web-based applications including Web-based database
management projects. Researches, evaluates, and reports on new and
emerging developments in the Internet services area. Recommends adoption of
new technologies that will improve the delivery of Internet services. Plans and
coordinates pilot testing and eventual implementation of successfully tested
technologies on an enterprise-wide basis. Participates in the development of
agency-level Internet policies. Identifies policy needs and priorities and
establishes policy development agendas. Develops plans for future applications
of Internet services to meet agency requirements. Develops business plans to
align Internet services with business requirements.
Tasks include:
Used programming, scripting languages, and/or Internet protocols to optimize
existing Web sites.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Provided technical expertise to analyze and resolve problems associated with
Web platforms and applications.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
Tasks include:
Analyzed and developed solutions or provided assessments of critical IT issues,
such as integration/interoperability issues, emerging technologies and their
application to business processes, and optimization of existing architecture.
.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure.
.
Updated/modified existing applications, and/or designed new applications.
Resolved critical issues affecting the configuration of the information technology
(IT) infrastructure.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish
assignments such as: develop and interpret policies, procedures, and
strategies governing the planning and delivery of services throughout the
agency; provide expert technical advice, guidance, and recommendations to
management and other technical specialists on critical IT issues; apply new
developments to previously unsolvable problems; and make decisions or
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C omputer Programmer
Information Technology Specialist
Software Engineer
organizational requirements.
Develops information systems testing strategies, plans, or scenarios, and identifies
standards for infrastructure configuration or change management. Ensures productrelated training and documentation are developed and made available to customers.
Develops context and manages contracts for IT services, equipment, products,
supplies, property, or other items.
Tasks include:
Based on an understanding of program and overall priorities, independently identified
objectives of IT work processes. Determined specific steps and inputs required for
complex IT system processes and functions, including identification of schedules
and milestones and estimates of resources required. For example, participated in
the design, development, and implementation of e-Learning applications and
courseware.
Work with clients and customers to assess their needs, resolve their problems, or
satisfy their expectations.
Website Creation and Maintenance 40%
Evaluates and applies advances in Internet technology. Applies knowledge of
available Internet technologies, programming and scripting languages, Internet
protocols, and familiarity with usability concepts, accessibility requirements and
customer's missions and programs to optimize existing Web sites and provide
guidance in the design and development of new Web sites. Designs and writes code
that will execute queries from the Web site. Reviews and introduces enhancements
to navigational requirements.
Independently designs, deploys and maintains the organization's Web site(s)
according to predetermined guidelines. Evaluates and recommends the most
effective uses of Internet technologies. Manages customer expectations.
Coordinates efforts with network and security specialists to ensure compliance with
applicable policies. Advises content developers on webpage requirements.
Manages and optimizes Internet Protocol (IP) servers to ensure high availability and
optimal performance. Manages site usage logs and the creation of usage reports.
Assesses technical capabilities and advises on the appropriate timing to introduce
advanced techniques.
Designs Internet portals to provide access to such services as email, databases,
and management tools. Determines when to reconfigure and upgrade Internet
Protocol (IP) servers in response to changing customer usage patterns and server
capacity management considerations. Integrates third-party applications into
Internet services. Provides technical consultation to database developers in the
development and implementation of Web-enabled databases. Selects, implements,
and maintains data protection mechanisms to provide secure transmission
capabilities for e-Government, e-Business, or e-Commerce applications.
Independently designs, deploys and maintains the organization's Web site(s).
Tasks include:
Used programming, scripting languages, and/or Internet protocols to optimize
existing Web sites.
Fine-tunes web pages and other Internet services to ensure compatibility with
different browsers.
Tasks include:
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives.
,
,
Collaborated with multiple individuals on a variety of complex information technology
issues and topics. Explained and defined business or technical requirements where
logical and accurate communication was required to gain desired outcomes.
,
Used a variety of programming languages and tools to define, design, and develop
new tools.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, most of the following: IT
concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance
Equivalent Titles:
Equivalent Private Sector Titles:
Computer Programmer
Information Technology Specialist
Software Engineer
Tasks include:
Developed indicators that were applied worldwide to measure the probable
successes, inadequacies, or failures of programs and projects.
Tasks include:
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Developed strategies for planning and/or implementing major FAMS programs.
Devised new analytical techniques to evaluate complex program issues.
St af f Development and Event Coordinat ion 20%
Supports workshops for programming and training staff by providing design and
implementation support as well as logistical support, develops budgets, works
closely with various support offices to manage these activities. As possible
and/or appropriate participates in or facilitates workshops and conferences
sponsored by or attended by IAP overseas and headquarters staff.
Coordinates the involvement of programming and training staff in Overseas Staff
Training (OST) and all other agency-wide training programs. Manages special
projects for major agency office or program issues of broad impact, such as
those on an agency or nation-wide level.
Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Developed strategies for planning and/or implementing major FAMS programs.
Devised new analytical techniques to evaluate complex program issues.
Devised new analytical techniques to evaluate complex program issues.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of the laws, policies, and regulations of an
administrative field sufficient to apply new theories and developments to
problems not susceptible to treatment by accepted methods, and make
decisions or recommendations that significantly change, interpret, or develop
major public policies or programs; (2) Mastery of a wide range of methods for
the assessment and improvement of complex programs, processes and
systems; (3) Skill to plan, organize, and implement programs, plans, and
proposals involving substantial agency resources, or that require extensive
changes in established procedures.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-4 Guidelines
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Implemented centrally managed projects, grants, or contracts for education
programs and projects.
Tasks include:
Resolved problems of a common or immediate nature.
Managed a specific organizational project and/or program at the field office or
comparable level.
Managed a specific organizational project and/or program at the field office or
comparable level.
Developed plans for implementing short- and long-range program goals.
Managed a specific organizational project and/or program at the field office or
comparable level.
Staff Development and Event Coordination 20%
When solving unusual problems in performing a variety of duties related to special
projects involving administrative or program issues, consults with the Chief of
Programming and Training or coordinates with others as appropriate.
Supports workshops for programming and training staff by providing design and
Tasks include:
Resolved problems of a common or immediate nature.
Managed a specific organizational project and/or program at the field office or
comparable level.
Managed a specific organizational project and/or program at the field office or
comparable level.
Managed a specific organizational project and/or program at the field office or
comparable level.
Developed plans for implementing short- and long-range program goals.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires: (1) Knowledge and skill in applying analytical and evaluative
methods and techniques to issues or studies concerning the efficiency and
effectiveness of program operations; (2) Knowledge of pertinent laws, regulations,
policies and precedents which affect the use of program and related support
resources in the area studied; (3) Knowledge of the major issues, program goals and
objectives, work processes, and administrative operations of the organization; (4)
Knowledge and skill in adapting analytical techniques and evaluation criteria to the
measurement and improvement of program effectiveness and/or organizational
productivity; (5) Skill in conducting detailed analyses of complex functions and work
processes; and (6) Interpersonal skills in presenting staffing recommendations and
negotiating solutions to disputed recommendations.
Factor 2-4 Supervisory Controls
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project, and
deadlines for its completion. Within the parameters of the approved project plan, the
employee is responsible for planning and organizing the study, estimating costs,
coordinating with staff and line management personnel, and conducting all phases of
the project. The employee informs the supervisor of potentially controversial
findings, issues, or problems with widespread impact. Completed projects,
evaluations, reports, or recommendations are reviewed by the supervisor for
compatibility with organizational goals, guidelines, and effectiveness in achieving
intended objectives.
Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Negot iat ion of Cont ract Modif icat ions 15%
Negotiates changes to agreements when precedents are well established and
the bargaining positions are close. Negotiates such changes as extensions of
delivery schedules, price adjustments, labor hours, well-precedented
modifications to the contract. Prepares determinations and findings of fact
relative to negotiations and pricing actions.
Tasks include:
Performed pre- and/or post award activities for items or services with
Tasks include:
Verified supporting documents and prepared drafts of findings in support of
compliance reviews of contracting actions.
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Reviewed the procedural aspects of contracting actions.
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Cont ract T erminat ion 15%
Supports and assists in contract termination activities, such as analyzing
allowable costs and making recommendations. Prepares contract termination
files for use in contract termination actions, including amounts paid, audit
reports, product rejections, and other related documentation.
Tasks include:
Assisted in contract termination activities, such as analyzing allowable costs and
making recommendations.
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Prepared contract termination files for use in contract termination actions that
included information on amounts paid, audit reports, product rejections, and
related documentation.
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Cont ract /Procurement Advice and Assist ance 15%
Processes procurement actions for requesting offices. Locates, analyzes, and
distributes information on potential sources for acquisitions.
Provides advice on factual contracting issues and questions. Working with more
Tasks include:
Performed pre- and/or post award activities for items or services with
standardized specifications, such as office machines, automotive equipment and
supplies, or minor alteration or repair of buildings/roads.
Procured off-the-shelf items or services that were available from numerous
sources with adequate price competition.
Assisted in contract termination activities, such as analyzing allowable costs and
making recommendations.
Prepared contract termination files for use in contract termination actions that
included information on amounts paid, audit reports, product rejections, and
related documentation.
Performed basic analyses for firm fixed-price contracts for which historical
pricing data was available.
Negotiated contracts where the contracting actions were well defined and well
precedented.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of commonly used contract types, such as
fixed-price, cost reimbursement, or indefinite delivery, and required clauses to
plan and/or carry out the procurement; and skill in solving practical problems,
e.g., pricing matters, transportation, etc., as they relate to the development of
the specifications or delivery of supplies or services. Familiarity with business
practices and market conditions applicable to program and technical
requirements is required sufficient to evaluate such actions as bid
responsiveness, contractor responsibility, and/or contractor performance.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns work in terms of objectives and priorities. Assistance is
provided on new or unusual assignments. The employee exercises initiative and
judgment in developing and coordinating the procurement package up to final
recommendation, in accordance with standard practices and established
procedures. Recommendations are reviewed prior to signature or negotiation
for documentation, judgment, and compliance with policies and procedures.
Fact or 3-3 Guidelines
Guidelines, precedents, and written policies exist for procurements or contracts
assigned, and historical data are pertinent to the evaluation of prices and basic
elements of cost. Contractual actions, however, generally require adaptation by
the specialist. The employee uses judgment in interpreting guidelines, in
adapting procurement procedures, or in recommending approaches or solutions
for specific problems.
The primary method of applying for this vacancy is online via the Internet at
www.avuedigitalservices.com/pc/applicant.html. If you do not have access to the Internet, you are strongly
encouraged to visit your library, state employment commission, or a commercial establishment that provides
Internet access to apply online. If you are unable to apply online, you may call the contact phone number listed
on this announcement to obtain a copy of the vacancy announcement, applicant qualification form (Form No.
F-15566-AVUE), and instructions for completing the form. No other form of application will be accepted.
All applicants will be considered without regard to race, color, religion, national origin, marital status, political
affiliation, age, sex, sexual orientation, handicapping condition, membership in an employee organization, or
any other non-merit factors.
Applicants must meet all qualification requirements by the closing date of this announcement.
PEACE CORPS EMPLOYEES, INCLUDING TEMPORARY EMPLOYEES, ARE ELIGIBLE TO APPLY FOR THIS VACANCY.
Proficiency in English required.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Buyer
C ontract Administrator
Purchasing Agent
Warehouse C lerk
Acquisition Manager
Departmental Buyer
Engineer
Logistics Manager
Procurement Specialist
Purchasing Associate
C ontracting Manager
Logistics Planner
Logistics Specialist
Purchasing Manager
Aviation Logistics Specialist
C ontract Specialist
Procurement O fficer
C ontract Manager
Management Analysts
Procurement Manager
C ontract Negotiator
C ontract O fficer
Equipment C ontract Specialist
Industrial Engineer
Purchasing Agents
Business Administrator
C ontract Analyst
First-Line Supervisor
Supply Specialist
correspondence; and requests from other offices which have an impact on the
department or organization. Coordinates as appropriate with various Peace
Corps offices, organizations, and individuals to promote and ensure their
understanding and support of pertinent programs and policies.
Responds, in verbal and written format, to requests for information requiring
coordination with other agency offices.
With access to records and other information about customers and other
employees, Special Assistant agrees to keep all such information strictly
confidential and to refrain from discussing information with anyone else without
proper authority.
Tasks include:
Monitored established administrative requirements for an organization with few
subdivisions or functions.
Monitored administrative requirements for an organization with well-established
administrative requirements.
Administ rat ive Support and Act ivit ies Coordinat ion 45%
Researches and/or analyzes stable or simple administrative and/or program
issues.
Exercises exclusive control over the supervisor's calendar, with complete
authority for time commitments. This position will be required to receive and
handle classified cables in order to pass onto and track for the principal.
Schedules meetings and makes arrangements such as preparing agendas,
notifying participants, and arranging retreats and similar matters. Develops
background information and composes drafts of introduction and speeches to
be presented at various meetings by the supervisor. Sets up conferences
requiring planning and arranging of travel and hotel accommodations, based on
knowledge of the schedules and commitments of the participants. May arrange
for one of the supervisor's subordinates to represent the office.
Independently determines which staff members should attend meetings or
represent the organization at conferences, based on the supervisor's view of
such issues. Coordinates meeting locations, dates, participants, and agendas.
Researches background information and sends it to meeting participants.
Attends meetings, notes commitments made, informs staff of the commitments,
and arranges for staff to implement them. As requested may be asked to attend
meetings on behalf of the manager and take summary notes of inter-agency,
intra-agency, and/or conference meetings.
Attends and records the minutes of meetings, which are later summarized and
distributed. Follows up to ensure that commitments made at the meetings and
conferences are addressed. Advises the supervisor of important office matters
that arise during his/her absence.
Reviews all submissions to the manager, including memoranda, policy papers,
correspondence, documents, etc. and determines follow-up actions required
while ensuring appropriate coordination between department staff and other
related offices. Addresses those that do not require the manager's attention and
identifies those that must be considered immediately. Works in close
association with the manager on the preparation of issues papers and other
documents.
Tasks include:
Managed projects involving administrative or program-related issues.
Resolved well-precedented program and/or administrative issues.
Special Project Planning or Accomplishment 15%
Uses standard approaches to perform a variety of duties related to special
projects involving administrative or program issues. Conducts extensive
research and compilation of data from diverse sources. Extracts and assembles
information, conducts analysis and develops reports or presentations.
Researches special projects involving substantive knowledge of departmental or
organizational operations and polices. Such projects include but are not limited
to an enhancement of customer service, development and implementation of
reinventing government ideas, ensuring completion and all required follow-up
commitments resulting from the meetings, as well as handling of sensitive,
problematic issues requiring an understanding of policies and superb judgment.
Tasks include:
Resolved well-precedented program and/or administrative issues.
Managed projects involving administrative or program-related issues.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires skill in applying analytical and evaluative techniques to the
identification, consideration, and resolution of issues or problems of a
procedural or factual nature; knowledge of the theory and principles of
management and organization; ability to use qualitative and quantitative analytical
techniques; and communication skills to obtain information and discuss issues
and operations with supervisors and employees.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns specific projects in terms of issues, organizations,
functions, or work processes to be studied and sets deadlines for completing
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Suggested inputs into policies and procedures as an advanced trainee.
Coordinated with other staff members in completing ad hoc work assignments.
Researched issues and analyzed data to support project recommendations of
higher-grade specialists.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The work requires a basic foundation of the concepts and principles and of the
conventional methodology required within the profession. This knowledge
would typically be gained through a bachelor's degree program in the
profession and additional experience/internship in the field. Additionally, a
general familiarity with the agency's professional practices, policies, and
procedures is required for the advanced trainee to perform assignments
independently.
Work is usually conducted in offices and office areas where there may be
occasional exposure to unsafe practices or conditions associated with office
operations that require normal safety precautions.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Prepared systems documentation, such as programming specifications for
implementation by computer programmers.
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Devised migration strategies for new and/or complex systems, to provide
maximum compatibility with minimum disruption of the production workload.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Managed special projects that had a significant impact on the delivery of
customer support services. For example, planned and coordinated actions with
interagency infrastructure protection groups to ensure an integrated response
to problems of a potentially extensive nature.
IT Policy/Guidelines Development 25%
Evaluates and develops directives that implement high-level policy changes that
impact significant agency information technology programs or projects.
Develops and implements directives to implement high-level policy changes that
impact significant agency technology resource requirements.
Develop policies, standards, and procedures, in conjunction with the Enterprise
Architecture to ensure all Agency systems are consistent with overall Agency
strategies and plans.
Drafts various domestic and overseas guideline material, including polices,
procedures, regulations, manuals, and forms.
Align domestic & overseas technology architectures to create a uniform set of
agency-wide standards and processes.
Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated
disciplines and multiple stages of the system development lifecycle. Influenced
or motivated individuals or groups who worked toward mutual goals and who
had basically cooperative attitudes. For example, was sought out in a consultant
capacity by colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
IT Project Planning and Management 25%
Plans and manages IT projects involving interrelated technology specialty areas
and multiple stages of the systems development lifecycle.
Administers and manages information technology (IT) projects for major office or
program issues of broad impact. Provide sound advice regarding technology
issues and recommend technical solutions when appropriate.
Develop recurring lifecycle review of the Agency information technology
infrastructure.
Provide oversight for the optimization of technical infrastructure for
performance, stability, and reliability. Serve as technical counterpart for
Network, LAN/WAN environments.
Coordinate development and maintenance of the Enterprise Architecture (EA)
Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked
with others to combine efforts and coordinate comprehensive plans. For
example, implemented and maintained enterprise servers and systems.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the
configurations of the information technology infrastructure. Analyzed and
developed solutions or provided assessments of critical IT issues, such as
integration/interoperability issues, emerging technologies and their application
to business processes, and optimization of existing architecture.
Managed IT projects involving interrelated disciplines and multiple stages of the
system development lifecycle.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
Mastery of, and skill in applying, advanced IT principles, concepts, methods,
standards, and practices sufficient to accomplish assignments such as: develop
and interpret policies, procedures, and strategies governing the planning and
delivery of services throughout the agency; provide expert technical advice,
guidance, and recommendations to management and other technical specialists
on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most
of the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and
their applications to business processes; IT security concepts, standards, and
methods; project management principles, methods, and practices including
developing plans and schedules, estimating resource requirements, defining
milestones and deliverables, monitoring activities, and evaluating and reporting
on accomplishments; and oral and written communication techniques. Ensures
the integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems
that meet current and future business requirements and apply and extend,
enhance, or optimize the existing architecture. Manages assigned projects.
Communicates complex technical requirements to non-technical personnel.
Prepares and presents briefings to senior management officials on
complex/controversial issues.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
IT Systems Analyst
Information Technology Analyst
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
System Programmer
Information Technology Specialist
Systems Administrator
Program Manager
Telecommunications Manager
Systems Analyst
C omputer and Information Systems Managers
Network Analyst
Network Specialist
other documents for the department. Acts on a variety of routine and non-routine
matters and correspondence to which the manager must personally respond.
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources. With guidance, completes special research
requests. Exchanges and develops information, resolves discrepancies, and makes
recommendations about conflicting program-related materials. Collects program
information from specialists, enters it into a variety of electronic information
systems including databases, searches for related information, retrieves all relevant
data, and performs preliminary analysis (quantitative or qualitative).
Screens telephone calls and visitor requests. Helps customers formally outline their
situation and state the reasons for their inquiry. In a training capacity, answers
questions routine inquiries requiring knowledge of the organization's activities or its
internal administrative procedures and other matters necessary to implement the
supervisor's policies, directives, and instructions. Maintains awareness of the
substantive programs of the office and provides information to authorized
individuals. Refers inquiries requiring technical program knowledge to an appropriate
staff member for follow up. Serves as liaison between the supervisor and
subordinate units. Tracks cases to resolution and reports outcomes. May be
responsible for handling sensitive, problematic issues requiring an understanding of
policies and superb judgment. With access to records and other information about
volunteers, employee agrees to keep all such information strictly confidential and to
refrain from discussing information with anyone else without proper authority.
Tasks include:
Researched issues and analyzed data to support project recommendations of
higher-grade specialists.
Coordinated with other staff members in completing ad hoc work assignments.
Suggested inputs into policies and procedures as an advanced trainee.
Collateral Duties
Factor Statements
Factor 1-6 Knowledge Required by the Position
The work requires a basic foundation of the concepts and principles and of the
conventional methodology required within the profession. This knowledge would
typically be gained through a bachelor's degree program in the profession and
additional experience/internship in the field. Additionally, a general familiarity with
the agency's professional practices, policies, and procedures is required for the
advanced trainee to perform assignments independently.
Factor 2-2 Supervisory Controls
The supervisor provides continuing or individual assignments by indicating generally
what is to be done, limitations, quality and quantity expected, deadlines, and priority
of assignments. The supervisor provides additional, specific instructions for new,
difficult, or unusual assignments including suggested work methods or advice on
source material available. The trainee uses initiative in carrying out recurring
assignments independently without specific instructions, but refers deviations,
problems, and unfamiliar situations not covered by instructions to the supervisor for
decision or help. The supervisor assures that finished work and methods used are
technically accurate and in compliance with instructions or established procedures.
However, review of the work increases if the employee has not previously performed
similar assignments.
Factor 3-2 Guidelines
Uses established guidelines in the form of standard instructions, literature,
precedents, and practices concerned with the assigned function. Judgment is
required in locating and selecting the most appropriate guidelines and references.
This may include exercising discretion, i.e., in selecting among alternatives and
making minor deviations occasionally to adapt guidelines to specific cases.
Situations to which existing guidelines are inapplicable or those requiring significant
deviations are referred to the supervisor.
Factor 4-2 Complexity
Assignments consist of specific, well defined tasks which typically are designed to
orient the trainee in the administrative policies and regulations, technical programs,
organization operating procedures, and the specialty area with which the
organization is concerned. The differences among assignments are easily
recognized and are of a factual nature such as a specified analysis, test, or
procedure to carry out. Typically, the work is routine and includes carrying out
common qualitative and quantitative analyses; conducting routine tests; and/or
preparing test samples, draft designs, or tentative professional opinion.
Factor 5-2 Scope and Effect
Work involves routine or well established procedures that comprise a complete
segment of an assignment or project of broader scope. Work efforts affect the
accuracy and reliability of the work being performed by other professionals.
Factor 6-2 Personal Contacts
Contacts are with a number of individuals in the employee's organization or setting,
but in different disciplines. Contacts might include inspectors, managers, and
workers in adjacent organizations or other individuals concerned with the industry,
science, or profession.
Factor 7-1 Purpose of Contacts
Contacts are for the purpose of exchanging factual and professional information.
Factor 8-1 Physical Demands
Work is primarily sedentary although some walking or bending may be involved in
conducting fact-finding studies.
Factor 9-1 Work Environment
Work is usually conducted in offices and office areas where there may be
occasional exposure to unsafe practices or conditions associated with office
operations that require normal safety precautions.
Other Significant Facts:
Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Customer Service Representative
Program Analyst
Program Specialist
Staff Assistant
Administrative Assistant
Clerk Typist
Typist
Office Manager
Receptionist
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Program Assistant
Secretary
Tasks include:
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Vendor/Contractor Evaluation and Monitoring 10%
Manages and coordinates contract administration activities for long-term, extensive
technical service contracts.
Acquires information technology (IT) hardware and/or software, services, and
maintenance in multi-year (5 and 10 year) IT contracts. Reviews and coordinates
requests from clients. Determines the type of hardware that is most appropriate to
meet user needs. Determines the type and version of software that is most
appropriate. Determines the number of licenses or maintenance service agreements
that should be purchased. Participates in the design and development stages of
software developed under contract.
Tasks include:
Coordinated contract administration activities for long-term, extensive technical
service contracts.
Supervisory and/or Managerial Responsibilities 30%
Supervises a group of employees performing work at the FP-3 level. Provides
administrative and technical supervision necessary for accomplishing the work of
the unit.
Performs the administrative and human resource management functions relative to
the staff supervised. Establishes guidelines and performance expectations for staff
members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance; demonstrates
and conducts work performance critiques. Provides informal feedback and
periodically evaluates employee performance. Resolves informal complaints and
grievances. Develops work improvement plans, recommending personnel actions as
necessary. Provides advice and counsel to workers related to work and
administrative matters. Effects disciplinary measures as appropriate to the authority
delegated in this area. Reviews and approves or disapproves leave requests.
Assures that subordinates are trained and fully comply with the provisions of the
safety regulations.
The incumbent is responsible for furthering the goals of equal employment
opportunity (EEO) by taking positive steps to assure the accomplishment of
affirmative action objectives and by adhering to nondiscriminatory employment
practices in regard to race, color, religion, sex, national origin, age, or handicap.
Specifically, incumbent initiates nondiscriminatory practices and affirmative action
for the area under his/her supervision in the following: (1) merit promotion of
employees and recruitment and hiring of applicants; (2) fair treatment of all
employees; (3) encouragement and recognition of employee achievements; (4)
career development of employees; and (5) full utilization of their skills.
Tasks include:
Coordinated the work of a wide variety of participants when there were significant or
major advancements or issues in the program area or subject matter field related to
the program area supervised.
Had delegated authority to establish annual, multi-year, or similar long-range plans
and schedules covering the work of an organizational unit, plan for long-range
staffing needs, and implement (through subordinate organizational units or others)
the goals and objectives for an assigned program.
Wrote reports in the specialization or subject matter area of the position, some of
which have been recognized by others as having an important influence in the
program area.
Analyzed issues related to the establishment of program goals and objectives for
major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Justified, defended, negotiated, or settled matters involving significant or
controversial issues. Participated in conferences, meetings, or presentations
involving problems or issues of considerable consequence or importance to the work
of an agency.
Software Support Engineering 30%
As a technical authority, plans, develops, organizes, administers, evaluates, and
Tasks include:
Developed strategies to address serious deficiencies during product testing or initial
development stages.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence and persuade employees and managers to
accept and implement findings, advice, guidance, and recommendations in the
technology specialty area(s) of the position. May encounter resistance as a result
of issues such as organizational conflict, competing objectives, or resource
problems. Must be skillful in approaching contacts to obtain the desired effect; e.g.,
gaining compliance with established policies and regulations by persuasion or
negotiation.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Supervisory Factor Statements
Factor 1-4 Program Scope and Effect
Directs a segment of a professional, highly technical, or complex administrative
program which involves the development of major aspects of key agency scientific,
medical, legal, administrative, regulatory, policy development or comparable, highly
technical programs; or that includes major, highly technical operations at the
Government's largest most complex industrial installations. Impacts an agency's
headquarters operations, several bureau-wide programs, or most of an agency's
entire field establishment; or facilitates the agency's accomplishment of its primary
mission or programs of national significance; or impacts large segments of the
Nation's population or segments of one or a few large industries; or receives frequent
or continuing congressional or media attention.
Factor 2-2 Organizational Setting
The position is accountable to a position that is one reporting level below the first
SES, or equivalent or higher level position in the direct supervisory chain.
Factor 3-2 Supervisory/Managerial Authority Exercised
In addition to elementary supervisory authorities and responsibilities, this position
plans and schedules ongoing production-oriented work on quarterly and annual
basis, or direct assignments of similar duration. Adjusts staffing levels or work
procedures within the organizational unit(s) to accommodate resource allocation
decisions made at higher echelons. Justifies the purchase of new equipment.
Improves work methods and procedures used to produce work products. Oversees
the development of technical data, estimates, statistics, suggestions, and other
information useful to higher level managers in determining which goals and
objectives to emphasize. Decides the methodologies to use in achieving work goals
and objectives, and in determining other management strategies.
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for acceptable
work; coordinate and integrate contractor work schedules and processes with work
of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the following
ten supervisory authorities and responsibilities:
- Hears and resolves complaints from employees, referring group grievances and
more serious unresolved complaints to a higher level supervisor or manager;
OR
OR
This position manages work through subordinate supervisors and/or contractors who
each direct substantial workloads comparable to the GS-11 level.
Other Significant Facts:
Equivalent Titles:
Equivalent Private Sector Titles:
Computer Programmer
Information Technology Specialist
Software Engineer
Tasks include:
Analyzed multi-year proposals that required projecting changes in labor and
material costs and technology that did not permit price comparisons for reasons
such as restricted competition, lack of precedent and cost data, etc.
Planned negotiation strategy for large, highly complex, and significant equipment
systems, programs, services, or construction where little or no contractual
precedent existed.
Developed an acquisition plan to procure a multi-year program or system
involving successive program stages.
Settled proposals and/or claims involving a variety of prime contractors and/or a
large number of subcontractors.
Performed termination actions for major project contracts in which several years
of work had been expended.
Worked contracting transactions requiring extensive subcontracting.
Negotiated contractual aspects of a major program that involved coordination of
multiple contracts.
Tasks include:
Developed an acquisition plan to procure a multi-year program or system
involving successive program stages.
Worked contracting transactions requiring extensive subcontracting.
Planned negotiation strategies and conducted negotiations for highly specialized
procurements, such as for research, development, and/or production of
specialized equipment or systems.
Developed contracting policies and procedures for guidance and control of
subordinate contracting activities within a department or agency.
Conducted compliance reviews of complex, unusual, or unprecedented contract
actions, such as for research and development, or production of specialized
equipment or systems that involve extensive negotiations involving cost or
pricing data.
Cont ract Compliance Review 15%
Conducts in-depth compliance review and evaluation of complex, unusual, or
unprecedented contract actions requiring higher-level approval. Reviews
contracts and solicitations for appropriate contract type, pricing and other
contract provisions, selection of source, acquisition method, determinations and
findings, documentation, clarity of contract terms, and propriety of cited funds.
Reviews grantee's procurement systems and procedures. In response to
requests for review by grantees for the purpose of certifying their procurement
system and procedures, conducts in-depth on-site evaluations of grantees
contracts, contracting procedures, contract planning, competition, cost analysis,
organizations, employee qualifications, procurement and contract administration
systems, and similar functions.
Reviews third-party contracts submitted by grantees to ensure compliance with
requirements for solicitation and award of third-party contracts. Reviews include
all types of contracts (fixed price, cost-plus-fixed-fee, cost-plus-award-fee,
incentive provisions, escalation provisions, etc.) for the procurement of major
systems, research and development, equipment, construction, services and
Tasks include:
Developed an acquisition plan to procure a multi-year program or system
involving successive program stages.
Developed contracting policies and procedures for guidance and control of
subordinate contracting activities within a department or agency.
Worked contracting transactions requiring extensive subcontracting.
Conducted compliance reviews of complex, unusual, or unprecedented contract
actions, such as for research and development, or production of specialized
equipment or systems that involve extensive negotiations involving cost or
pricing data.
Planned negotiation strategies and conducted negotiations for highly specialized
procurements, such as for research, development, and/or production of
specialized equipment or systems.
Cont ract Administ rat ion 10%
Serves as a Contracting Officer for an assigned group of contracts and
interagency agreements for supplies and services in support of domestic
operations Peace Corps activities from cradle to grave. Performs all aspects of
contracting transactions for procurements that contain a number of different
processes or elements resulting in extensive contract administration and
subcontracting. Performs procurement planning and advises program officials of
the procurement objectives to be used, and assists in the preparation of
statements of work (SOW). Uses automated systems to research sources and
collect vendor data. Collects data on contractors' past performance and
documents contractors' performance on current contracts.
Tasks include:
Worked contracting transactions requiring extensive subcontracting.
Planned negotiation strategies and conducted negotiations for highly specialized
procurements, such as for research, development, and/or production of
specialized equipment or systems.
Developed an acquisition plan to procure a multi-year program or system
involving successive program stages.
Negot iat ion of Cont ract Modif icat ions 5%
Serves as lead negotiator for contract modifications for programs involving
several interrelated contracts; i.e., changes to one contract affect other
contracts. Ensures contracts/agreements are in compliance with federal and
agency policies.
Tasks include:
Administered contracts for highly specialized procurements that involved
incremental funding, redirection of effort, coordination of time extensions,
incorporation of change orders, issuance of stop work orders, and approval of
progress payments.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires either: knowledge of contracting principles, laws,
regulations and procedures applicable to pre-award and/or post-award actions
sufficient to procure and/or administer contracts for major development, testing,
and/or production, or mastery of a procurement functional area sufficient to
provide expert technical leadership, staff coordination, and consultation
including responsibility for formulating guidelines, implementing new
developments, and providing policy interpretation. Familiarity with business
- Plan and establish the work schedules, deadlines, and standards for
acceptable work; coordinate and integrate contractor work schedules and
processes with work of subordinates or others;
- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Contracting officials and high level technical staff of large industrial firms;
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Buyer
C ontract Administrator
Purchasing Agent
Warehouse C lerk
Acquisition Manager
Departmental Buyer
Engineer
Logistics Manager
Procurement Specialist
Purchasing Associate
C ontracting Manager
Logistics Planner
Logistics Specialist
Purchasing Manager
Aviation Logistics Specialist
C ontract Specialist
Procurement O fficer
C ontract Manager
Management Analysts
Procurement Manager
C ontract Negotiator
C ontract O fficer
Equipment C ontract Specialist
Industrial Engineer
Purchasing Agents
Business Administrator
C ontract Analyst
First-Line Supervisor
Supply Specialist
Tasks include:
Conducted difficult invoice analyses, validated transactions, and resolved
vendor payment inconsistencies.
Corrected overpayments/underpayments of invoices to resolve non-standard
transactions.
Collateral Duties
Factor Statements
Fact or 1-5 Knowledge Required by t he Posit ion
The work requires a broad, in-depth practical knowledge of accounting or other
financial management technical methods, techniques, precedent cases, and
procedures to resolve especially difficult or sensitive problems. The employee
uses knowledge of the accounting methods, procedures, and techniques to
conduct difficult and responsible analysis and determinations within a complete
accounting system to validate transactions and to perform research to resolve
Equivalent Titles:
Equivalent Privat e Sect or
T it les:
Financial Manager
Procurement C lerk
Finance Assistant
Auditor
Bookkeeper
Budget Assistant
Financial Assistant
Accounting Assistant
Accounting C lerk
Accounting Technician
Payroll Technician
Accountant
Payroll C lerk
Accounting Assistant
C ontract Negotiator
Budget C lerk
Tasks include:
Provided technical assistance to other voucher examiners related to examining
rules and policies.
Cust omer Service f or Account ing T ransact ions 15%
Provides customer service to a large and diverse customer base for a variety of
different functions, missions, or kinds of work including agency employees
outside the organization. Checks records/files in automated accounting systems
on status of payments and payment dates, and follows-up with operating
location as necessary.
Responds to variety of diverse and unusual customer inquiries, either orally or in
writing. Provides information on accounting transactions as well as explanation
on all accounting procedures. Provides guidance and leadership to lower
graded technicians in solving problems, and trains employees on new
Tasks include:
Researched, organized, and/or compiled complex statistical data into a
prescribed format.
Provided technical accounting guidance in answering a variety of complex
customer inquiries.
Invoice Processing 70%
Uses different and unrelated processes, procedures, or methods to examine
and verify invoices, such as researching and verifying invoices for purchase
orders, contracts, travel orders, and other claims against obligated funds.
Ensures that documentation is accurate, complete, and has proper approvals.
Determines that invoices are processed and paid in accordance with the terms
and conditions of contracts.
Prepares contract documentation for processing by assigning commitment and
obligation accounting data. Examines listings of grants to be obligated and
ensures that proper accounting detail has been included in each transaction.
Tracks discrepancies back to source documents, and ascertains corrections to
be entered.
Tasks include:
Examined standard payment vouchers to verify that vendor payments were
accurate.
Examined standard invoices to verify that documentation was accurate.
Researched, organized, and/or compiled complex statistical data into a
prescribed format.
Collateral Duties
Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires in-depth or broad knowledge of a body of accounting,
budget, or other financial management regulations, practices, procedures, and
policies related to the specific financial management functions. This includes:
(1) knowledge of a wide variety of interrelated steps, conditions, and
procedures or processes required to assemble, review, and maintain complex
accounting, budget, or other fiscal transactions; (2) knowledge of various
accounting, budget, or other financial regulations, laws, and requirements to
ensure compliance and recommend action; (3) knowledge of a variety of
accounting and budget functional areas and their relationships to other functions
to research or investigate problems or errors that require reconciling and
reconstructing incomplete information, conducting extensive and exhaustive
searches for required information, or performing actions of similar complexity;
(4) knowledge of automated accounting and budget systems to reconcile errors
that require an understanding of nonstandard procedures or to provide
Equivalent Titles:
Equivalent Privat e Sect or
T it les:
Financial Manager
Procurement C lerk
Finance Assistant
Auditor
Bookkeeper
Budget Assistant
Financial Assistant
Accounting Assistant
Accounting C lerk
Accounting Technician
Payroll Technician
Accountant
Payroll C lerk
Accounting Assistant
C ontract Negotiator
Budget C lerk
Tasks include:
Researches, gathers and synthesizes information from multiple internal and
external sources on tight deadlines.
Develops speeches in a fast-paced, deadline-driven environment.
Provides editorial guidance in alignment with agency goals and to promote
message consistency across the organization.
Communicat ion and Inf ormat ion Disseminat ion 15%
Work with appropriate senior leaders, as needed, to inform /provide
perspective to organizational communication efforts. Support communications
needs of Director, Deputy Director and Director of Communications as
necessary. Works with colleagues in other functions (i.e., Press, Social Media,
Marketing, Publications, Human Resources, etc.) to develop and execute
communications strategies, campaigns and tactics.
Reviews and evaluates existing strategies and communication plans for
disseminating information about changes in program emphasis or content for a
wide variety of subjects related to PC programs. Determines the most
expeditious and appropriate avenues for disseminating information to the public
and arranges for mass dissemination of information materials. Ensures that
information that is disseminated is absolutely accurate, complete, intellectually
honest, and that sensitive or classified information is protected from
unauthorized disclosure. Establishes and maintains a network of subject matter
experts within PC to act as quality information sources about frequently recurring
topics on operational, legal, budgetary, and policy issues. Establishes and
maintains working relationships with outside groups in achieving understanding
with individuals indifferent to or having opposing points of view to PC programs
and policies.
Tasks include:
Supports overall departmental strategy and work plan.
Establishes and maintains working relationships with outside groups.
Developed messaging on controversial issues for both internal and external
audiences.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The work requires a high level of expertise in writing and editing. It requires
complete command of sources and research methods to develop authoritative
information on the programs, policies, functions, and research of the agency;
the relationships among agency programs; and related issues and practices in
the private sector. It also requires knowledge of regulations and policies
affecting Government publications; of publishing concepts, practices, and
standards; and of recent advances in publishing technology sufficient to enable
the writer or editor to serve as a technical authority in those areas.
Writers and editors use this knowledge to develop written products that
articulate, interpret, and explain highly complex, potentially controversial, and
important agency policies, programs, and research findings. Writers and editors
develop finished products, verifying by discussion with program officials only
those points not verifiable through their own research. They ensure that written
products contain no conflict with the policies and objectives of related
programs. These products are often attributed to high-level agency officials and
include such things as reports of agency achievements to the Congress;
testimony presented to the Congress; proposed legislation; and reports on
major research efforts to inform the public, the academic community, and
experts in the military and private industry. Writers and editors propose
changes in agency editorial and publishing policies and practices. They serve
as resources on these policies and practices to writers and editors at lower
The writer or editor faces major uncertainties in seeking to explain and interpret
for the first time new or substantially revised programs, or the latest research
results and their applications when few related research documents are
available. The writer or editor presents the various sides of issues or the latest
research results in terms of their relationships to agency policies, objectives,
and functions. The editor accepts or rejects manuscripts based on agency
policy considerations or on the quality and logical progression of the
presentations.
The writer or editor originates approaches in explaining new policies and
programs or interpreting and explaining the applications of the latest research
findings. Since the audiences often do not accept or fully understand the
agency's objectives, or are being presented with new departures in theories or
applications, written products must be clear and convincing. The writer or editor
adapts publishing procedures to make effective use of changing information
technology, evaluates the potential of new technology for publishing and
disseminating specific products, and may develop or modify systems to plan
and manage projects.
Fact or 5-5 Scope and Ef f ect
The work may have a variety of purposes. Some positions involve preparing
and publishing materials that communicate new and important agency and
administration policies or examining all agency publications before release for
policy implications. Some positions may involve preparing and publishing major
reports to the Congress on agency accomplishments. Other positions involve
preparing and publishing, in consultation with experts in the subjects, clear and
convincing reports to the scientific community or the most advanced research
and theories. The function of some positions is preparing, publishing, and
maintaining publications associated with the most advanced weapon systems
detailing theory, strategy, tactics, operation, and maintenance. Other positions
may involve preparing and publishing information products of similar importance.
Fact or 6-3 Personal Cont act s
Contacts are with high-level managers and administrators within the agency.
Contacts outside the agency are with individuals representing other agencies,
the press, contractors, public interest groups, congressional committees, the
academic community, and the business community.
Fact or 7-3 Purpose of Cont act s
Contacts are made to persuade authors to make or accept major revisions in
the approach and content of manuscripts, to gain cooperation from program
officials in publishing the materials as written and designed, or to discuss with
representatives of other agencies or public action groups with differing points of
view the impact of the materials under preparation on their areas of
responsibility and interest. Tact and persuasion are required in convincing
individuals to accept presentations that are not fully in accord with their
perceptions or that represent opposing viewpoints as well as their own. Tact is
required also in overcoming pride of authorship when negotiating major changes
in manuscripts, or to arrive at a consensus that expresses an organization's
position.
Fact or 8-1 Physical Demands
The work is usually sedentary. There are no special physical demands.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Develops speeches in a fast-paced, deadline-driven environment.
Provides editorial guidance in alignment with agency goals and to promote
message consistency across the organization.
Researches, gathers and synthesizes information from multiple internal and
external sources on tight deadlines.
Tasks include:
Communicates program initiatives or activities.
Developed and coordinated the production of written materials for internal and
external communication programs.
Developed new information materials to increase communication with the
agency's various publics, such as news releases, fact sheets, brochures,
booklets, broadcast spots, etc.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The work requires knowledge of a broad range of sources of pertinent
information, and the skill to analyze and present the information gathered. It also
requires knowledge of related information previously released by the
organization and knowledge of publishing concepts, practices, standards, and
technologies for the media used.
Writers and editors use this knowledge to interpret and explain a variety of
subjects, and to write or edit materials tailored to specific media and audiences.
They use knowledge of materials previously released or in process to avoid
contradictions and unnecessary repetition. Some assignments involve writing or
editing for electronic media. Writers and editors often coordinate the work of
designers and technicians in developing effective, accessible formats, as well
as illustrations and tabular material to augment the written message. Some
assignments may involve using knowledge of the requirements and effective
use of various media to write scripts for radio, television, films, or videotapes.
Scriptwriters often consult on or select sound effects, music, or scenery to
augment the presentations. Writers and editors present the information clearly
and at a level appropriate for the intended audience in order to promote
thorough understanding.
Fact or 2-4 Supervisory Cont rols
The supervisor establishes the general objectives of the writing or editing
projects. The writer or editor and supervisor together develop the boundaries
of the subjects involved, set deadlines, and discuss how to approach
anticipated problems and controversies, such as how to find scarce information
or how to treat subjects on which experts have conflicting interpretations.
The writer or editor plans and completes written assignments subject to
established agency objectives, interprets policy, analyzes and interprets the
information gathered, and solves all but the most complex or controversial
problems in presenting the information. This may involve developing new
approaches or sources of information. The writer or editor keeps the
supervisor informed of unforeseen implications of approaches taken in projects,
unanticipated controversies, and progress in meeting deadlines. The writer or
editor stays abreast of developments in the appropriate areas to keep the
publications current.
The supervisor reviews completed written products for overall effectiveness in
meeting the objectives of the assignment, consistency with the agency's
policies, and compatibility with the organization's other publications.
Fact or 3-3 Guidelines
The subject and boundaries of the information to be presented are established.
The writer or editor follows precedents from similar, but not identical, written
products for format and methods of researching and developing the information
needed to write or edit complete and accurate materials. The employee also
uses grammar references and other writing tools, agency and organization
policy, Government-wide and agency style manuals, style and format
requirements of the medium and of the specific publication, and GSA printing
regulations. Writers and editors, especially technical writers and editors, use
subject-matter guidelines and references to obtain background information and
methods to use in developing information to be presented. These guides apply
generally but may have gaps or require adaptation.
The writer or editor uses judgment in selecting the appropriate guidelines,
references, and precedents. The writer or editor decides how to adapt the
guidelines when necessary to develop written products that achieve the
objectives.
Fact or 4-4 Complexit y
Assignments usually require research, analysis, and interpretation of information
on a variety of subjects concerning the established policies and programs of an
organization or the established aspects of a subject-matter field. The writer or
editor develops written products for such purposes as to clarify issues or to
provide and explain technical information. The writer or editor uses libraries,
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Research and analyze data, issues, and information that support project
recommendations or the work assignments of higher-grade specialists. Adjust
Travel Obligations based on amended Travel Authorizations (TAs), or related
Tasks include:
Support specialized office or program functions, such as compiling factual
program data from a variety of sources.
Prepare and/or monitor actions and activities for an office.
Cust omer Service f or Account ing T ransact ions 30%
Provides customer service for vendors, resource advisors, financial analysts,
and other external and internal customers. Checks records/files and automated
accounting systems on status of payment and payment dates, and follows up the
with operation location as necessary. Responds to a variety of different
customer inquiries, either orally or in writing.
Provides information on specific accounting transactions as well as explanation
on accounting procedures. Researches and resolves a variety of recurring
problems, referring situation not covered by instructions or precedent to
supervisor or appropriate party for resolution.
Provides basic information about the status of actions. Receives and responds
to routine inquiries such as transaction-related questions, requests for factual
information, or clarification of processing procedures.
Provides customer service for vendors, resource advisors, financial analysts,
and other external and internal customers. Checks records/files and automated
accounting systems on status of payments and payment dates, and follows up
with the operating location as necessary. Responds to customer inquiries of a
routine nature using established instructions, practices, and precedents.
Resolves recurring problems and refers complex problems to the appropriate
party for resolution.
Tasks include:
Answers repetitive questions, such as requests for basic information.
Inputs and maintains fiscal data in an automated financial system.
Assembles financial forms and reports, and follows established procedures for
processing documents.
Inputs a range of standard information into fiscal databases, takes corrective
action on errors, and generates reports. Creates Travel Obligations in the
financial system for transportation and traveler per-diem reimbursement for
domestic and overseas travel. Reviews fiscal coding on submitted Travel
Authorization (TA) requests and ensures proper and accurate fiscal coding data
recorded on each request when inputting into the financial system. Obligates
funding from multiple funding sources. Ensures that the proper description of
travel is stated on TAs and records in the financial system. Properly distinguishes
and records Conference Travel descriptions and fiscal coding from other travel
types, and ensures accurate recording of Conference Travel information and
fiscal coding in the financial system.
Program Services and Support 25%
Independently completes special research requests. Exchanges and develops
information, resolves discrepancies, and makes recommendations about
conflicting program-related materials. Collects program information from
technical specialists, enters it into a variety of electronic information systems,
searches for related information, and retrieves all relevant data. Consolidates
the information into presentation format.
Applies detailed knowledge of current program requirements, projected needs,
and an awareness and understanding of ongoing programs in other units.
Independently applies comprehensive knowledge of data sources and
pertinence of the subject matter to identify, select, and abstract materials from
existing files, reports, and studies for use by others.
Independently conducts research, evaluating and validating specific data for use
in complex reports and studies authored by others. Locates, selects, and
Tasks include:
Supports specialized office or program functions, such as compiling factual
program data from a variety of sources. Provides technical, administrative, and
customer service support to the Transportation team. Organizes and maintains
travel document files.
Collateral Duties
Factor Statements
Fact or 1-5 Knowledge Required by t he Posit ion
The position requires practical knowledge of technical methods to input, track,
reconcile and report on the financial management of travel authorizations
through travel obligations. Additionally, requires ability to perform assignments
requiring substantive training and/or experience, such as carrying out limited
technical projects involving the use of specialized techniques, and requiring
analysis and developing preliminary or final conclusions; knowledge of
organization procedures and standards for completed assignments or
documents, and knowledge of the mission, functions, goals, policies, and
priorities of the agency and the organization as it affects the completion of
assignments.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by defining objectives, priorities, and
deadlines and assists the employee with unusual situations which do not have
clear precedents. The employee plans and carries out the successive steps and
handles problems and deviations in the work assignment in accordance with
instructions, policies, previous training, or accepted practices in the occupation.
Completed work is usually evaluated for technical soundness, appropriateness,
and conformity to policy and requirements. The methods used in arriving at the
end results are not usually reviewed in detail.
Fact or 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have
gaps in specificity. The employee uses judgment in interpreting and adapting
guidelines such as agency policies, regulations, precedents, and work
directions for application to specific cases or problems. The employee analyzes
results and recommended changes.
Fact or 4-3 Complexit y
The work includes various duties involving different and unrelated processes
and methods. The decision regarding what needs to be done depends upon the
analysis of the subject, phase, or issues involved in each assignment, and the
chosen course of action may have to be selected from many alternatives. The
work involves conditions and elements that must be identified and analyzed to
discern interrelationships.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to monitor and track the financial management of
travel obligations, and to resolve a variety of conventional problems, questions,
or situations in conformance with established criteria. The work product or
service affects the design or operation of systems, programs, or equipment;
the adequacy of such activities as field investigations, testing operations, or
research conclusions; or the social, physical, and economic well being of a
variety of individuals.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees in the same agency both inside and
outside the immediate organization. People contacted generally are engaged in
different functions, missions, and kinds of work, e.g., representatives from
various levels within the agency such as headquarters, regional, district, or field
offices, or other operating offices in the immediate installation.
Communicat ion
- Requires contact with others (face-to-face, by telephone, or
otherwise)
Fact or 7-2 Purpose of Cont act s
The purpose of the contacts is to plan, coordinate, or advise on work efforts or
to resolve operating problems by influencing or motivating individuals or groups
who are working toward mutual goals and who have basically cooperative
attitudes.
Fact or 8-1 Physical Demands
The work is sedentary. Typically, the employee sits comfortably to do the work.
However, there may be some walking; standing; bending; carrying of light items
such as papers, books, small parts, etc. No special physical demands are
required to perform the work.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts which require
normal safety precautions typical of such places as offices, meeting and training
rooms, or libraries. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
C ustomer Service Representative
Pastor
Personnel C lerk
Production Planning Manager
Minister
Program Specialist
Assistant C haplain
Personnel Assistant
Security Program Assistant
Administrative Assistant
C lerk Typist
Human Resources Assistant
Human Resources C lerk
O ffice C lerk
Scheduler
Minister in training
Planner
Production Scheduler
Typist
Human Resources Specialist
O ffice Manager
Production Planner
Receptionist
Human Resources Manager
O ffice Assistant
C haplains Assistant
Master Scheduler
Program Assistant
Secretary
Tasks include:
Coordinated the release of information on an organization or program through
verbal briefings or public forums, or with fact sheets and newsletters.
EEO Policy Development , Review, and Analysis 25%
Reviews, analyzes, and develops new EEO procedures, policies, and guidelines
for use throughout an agency installation. For instance, works with the installation
EEO manager and counselors on policy and case background on discrimination
Tasks include:
Reviewed administrative policies to overcome the under-representation of a
specific targeted group.
EEO Program Administ rat ion 25%
Reviews and analyzes documentation and records control procedures for an
agency program. Maintains a records management program for a single-mission
program with related functions. Works to improve the following records
management areas: centralized records function, standardized
handling/retention procedures, conversion from paper to film/electronic data,
and document searches.
Develops tools promoting effective coordination of the records management
program. Assists in monitoring and coordinating case-processing related
activities. Develops methods for automating administrative reports and records
that contain data related to the agency budget, such as finance and staffing.
Tasks include:
Established and/or maintained a records management program for a singlemission program with interrelated functions.
Organizat ional Analysis St udies 25%
Develops and conducts well-precedented organizational analyses to evaluate
the organization's ability to achieve planned goals and objectives. Identifies and
resolves operational problems in administrative functions using established
analysis techniques. Evaluates and recommends ways to improve the
effectiveness and efficiency of work operations in a program setting. Develops
new or modified organizational processes or procedures for administering
program services.
Assists internal and external customers with inquiries. Contacts other groups
and agencies to resolve questions. Provides both verbal and written responses.
Tasks include:
Conducted studies of related functions and/or programs with technically
complex characteristics.
Developed well-precedented organizational analyses to evaluate the
organization's ability to achieve planned goals.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires: (1) Knowledge and skill in applying analytical and
evaluative methods and techniques to issues or studies concerning the
efficiency and effectiveness of program operations; (2) Knowledge of pertinent
laws, regulations, policies and precedents which affect the use of program and
related support resources in the area studied; (3) Knowledge of the major
issues, program goals and objectives, work processes, and administrative
operations of the organization; (4) Knowledge and skill in adapting analytical
techniques and evaluation criteria to the measurement and improvement of
program effectiveness and/or organizational productivity; (5) Skill in conducting
detailed analyses of complex functions and work processes; and (6)
Interpersonal skills in presenting staffing recommendations and negotiating
solutions to disputed recommendations.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-3 Guidelines
Guidelines consist of standard reference material, texts, and manuals covering
the application of analytical methods and techniques and instructions and
manuals covering the subjects involved. The employee uses judgment in
choosing, interpreting, or adapting available guidelines to specific issues or
subjects studied. Subjects studied may be covered by a wide variety of
administrative regulations and procedural guidelines. The employee must use
judgment in researching regulations and in determining the relationship between
guidelines and organizational efficiency, program effectiveness, or employee
productivity.
Equivalent Titles:
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Resolved hardware/software interface and interoperability problems.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Mapped overall Web design and structure, and ensured Web site functionality and
security.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Provided technical expertise to analyze and resolve problems associated with Web
platforms and applications.
Identified policy needs and priorities, and participated in the development of agencylevel Internet policies.
Directed ongoing maintenance and enhancement efforts.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Tasks include:
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise applications and systems.
Updated/modified existing applications, and/or designed new applications.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Resolved critical issues affecting the configuration of the information technology (IT)
infrastructure.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
complex technical requirements to non-technical personnel. Prepares and presents
briefings to senior management officials on complex/controversial issues.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-4 Guidelines
The employee uses guidelines and precedents that are very general regarding
agency policy statements and objectives. Guidelines specific to assignments are
often scarce, inapplicable or have gaps in specificity that require considerable
interpretation and/or adaptation for application to issues and problems. The
employee uses judgment, initiative, and resourcefulness in deviating from
established methods to modify, adapt, and/or refine broader guidelines to resolve
specific complex and/or intricate issues and problems; treat specific issues or
problems; research trends and patterns; develop new methods and criteria; and/or
propose new policies and practices.
Factor 4-5 Complexity
Work consists of a variety of duties requiring the application of many different and
unrelated processes and methods to a broad range of IT activities or to the in-depth
analysis of IT issues. The employee makes decisions that involve major
uncertainties with regard to the most effective approach or methodology to be
applied. These changes typically result from continuing changes in customer
business requirements; or rapidly evolving technology in the specialty areas. The
employee develops new standards, methods, and techniques; evaluates the impact
of technological change; and/or conceives of solutions to highly complex technical
issues. The work frequently involves integrating the activities of multiple specialty
areas.
Factor 5-4 Scope and Effect
The purpose of the position is to manage IT projects for major organizations or
programs of broad impact. The employee undertakes or participates in special
projects, ongoing analyses, investigations and initiatives that have high priority for
high-level management, such as, producing complex written reports; organizing
special committees, workshops, or other gatherings; initiating program reviews; or
developing or fostering cross-agency activities. The work influences new initiatives
and projects to improve, facilitate, and integrate IT programs.
Factor 6-3 Personal Contacts
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Factor 7-3 Purpose of Contacts
The purpose of contacts is to influence and persuade employees and managers to
accept and implement findings, advice, guidance, and recommendations in the
technology specialty area(s) of the position. May encounter resistance as a result
of issues such as organizational conflict, competing objectives, or resource
problems. Must be skillful in approaching contacts to obtain the desired effect; e.g.,
gaining compliance with established policies and regulations by persuasion or
negotiation.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:
Actively promotes and practices Information Technology (IT) security program functions including: ensuring
appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT
Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall
Agency IT security goals are achieved.
Equivalent Titles:
Equivalent Private Sector Titles:
Computer Programmer
Information Technology Specialist
Software Engineer
Tasks include:
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
special data servers.
Independently analyzed and troubleshot common problems, such as monitored
Tasks include:
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning
hardware, carrying out actions for immediate remedy, or recommending costeffective solutions. For example, responded to all types of help desk calls.
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
special data servers.
Provided support and assistance in maintaining an organization's Web site(s)
according to predetermined guidelines.
Presented technical facts in a persuasive manner, such as presenting formal and
Tasks include:
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of
sources, and applied standard analytical techniques in reviewing data and
investigating specific technology problems. For example, resolved
administrative or program-related IT issues where multiple variables and
stakeholders interests were factored into recommendations.
Used basic programming languages to create applications and automate
standard management and analysis functions.
Assisted in generating programming code for applications with established code
maintenance protocols.
Selected the best approach to accomplish specific IT tasks. For example,
followed sequential steps to complete small applications development, limited
LAN administration processes, or server operations on stand-alone networks or
special data servers.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with
management officials, staff, and employees to help further understanding of the
organization's policies and programs. For example, explained the benefits of
enhancing IT services, systems, and applications to potential customers or
internal management officials.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning
software, carrying out actions for immediate remedy, or recommending cost-
effective solutions. For example, responded to all types of help desk calls.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring
principles and methods; quality assurance principles; technical documentation
methods and procedures; systems security methods and procedures; analytical
methods; and oral and written communication techniques. Performs routine and
recurring assignments in the specialty area(s). Identifies and resolves issues
and problems. Prepares and updates manuals, instructions, and operating
procedures, and provides information and assistance to customers. Evaluates
established methods and procedures and prepares recommendations for
changes in methods and practices where appropriate. Ensures the application
of appropriate security measures to the assignment.
Fact or 2-3 Supervisory Cont rols
The supervisor outlines or discusses possible problem areas and defines
objectives, plans, priorities, and deadlines. Assignments have clear precedents
requiring successive steps in planning and execution. The employee
independently plans and carries out the assignments in conformance with
accepted policies and practices; adheres to instructions, policies, and
guidelines in exercising judgment to resolve commonly encountered work
problems and deviations; and brings controversial information or findings to the
supervisor's attention for direction. The supervisor provides assistance on
controversial or unusual situations that do not have clear precedents; reviews
completed work for conformity with policy, the effectiveness of the employees
approach to the problem, technical soundness, and adherence to deadlines; and
does not usually review in detail the methods used to complete the assignment.
Fact or 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals;
however, they are not always directly applicable to issues and problems or
have gaps in specificity. Precedents are available outlining the preferred
approach to more general problems or issues. The employee uses judgment in
researching, choosing, interpreting, modifying, and applying available guidelines
for adaptation to specific problems or issues.
Fact or 4-3 Complexit y
Work consists of various duties that involve applying a series of different and
unrelated processes and methods. The employee decides what needs to be
done based on analyses of the subjects and issues related to the assignment;
and selects appropriate courses of action from many acceptable alternatives.
The employee identifies and analyzes important factors and conditions in order
to recognize and apply an understanding of interrelationships among different IT
functions and activities.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C omputer Programmer
Information Technology Specialist
Software Engineer
Tasks include:
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Collaborated with multiple individuals on a variety of complex information technology
issues and topics. Explained and defined business or technical requirements where
logical and accurate communication was required to gain desired outcomes. For
example, provided user training for new service applications/systems.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved difficult
customer support requests such as integration or configuration-related issues.
Based on an understanding of program and overall priorities, independently identified
objectives of IT work processes. Determined specific steps and inputs required for
complex IT system processes and functions, including identification of schedules
and milestones and estimates of resources required. For example, participated in
the design, development, and implementation of e-Learning applications and
courseware.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example, resolved
new system integration issues such as automated processing failures.
Resolved system problems, such as corrupted software.
Web-based Systems Software and e-Government Technologies 20%
As a Web developer, installs and maintains existing Web-based and e-Government
systems. Assists in the installation and maintenance of new and emerging Webbased and e-Government systems.
Designs, develops, and deploys Internet applications including those in support of eGovernment systems. Installs, configures and maintains server software. Writes
and maintains documentation throughout the product life cycle of Web-based
applications.
Coordinates with local network engineers to integrate new technology applications in
support of content delivery. Implements and administers software required for
hosting and facilitating specific Web site communications and e-Government
systems. Continuously monitors, maintains, and administers freestanding or
networked systems.
Uses available Internet technologies, programming and scripting languages, Internet
protocols, usability concepts, and requirement analysis methods to optimize existing
Web sites. Provides guidance in the design and development of new Web sites.
Tasks include:
Installed, configured, and maintained application software.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved difficult
customer support requests such as integration or configuration-related issues.
Collaborated with multiple individuals on a variety of complex information technology
issues and topics. Explained and defined business or technical requirements where
logical and accurate communication was required to gain desired outcomes. For
example, provided user training for new service applications/systems.
Used programming, scripting languages, and/or Internet protocols to optimize
existing Web sites.
Based on an understanding of program and overall priorities, independently identified
objectives of IT work processes. Determined specific steps and inputs required for
Tasks include:
Assisted end users with the design and development of simple programs and
systems operated from office workstations.
Collaborated with multiple individuals on a variety of complex information technology
issues and topics. Explained and defined business or technical requirements where
logical and accurate communication was required to gain desired outcomes. For
example, provided user training for new service applications/systems.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example, resolved
new system integration issues such as automated processing failures.
Based on an understanding of program and overall priorities, independently identified
objectives of IT work processes. Determined specific steps and inputs required for
complex IT system processes and functions, including identification of schedules
and milestones and estimates of resources required. For example, participated in
the design, development, and implementation of financial accounting subsystem.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved difficult
customer support requests such as integration or configuration-related issues.
Used a variety of programming languages and tools to create, test, debug, and
maintain software applications that automated standard workplace functions, such
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, most of the following: IT
concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance
management/measurement methods, tools, and techniques; systems testing and
evaluation principles, methods, and tools; IT security principles and methods;
requirement analysis principles and methods; COTS products and components;
Internet technologies to analyze the Internet potential of systems, networks, and
data; new and emerging information technologies and/or industry trends; acquisition
management policies and procedures; cost-benefit analysis principles and methods;
analytical methods and practices; project management principles and methods; and
oral and written communication techniques. Plans and carries out difficult and
complex assignments and develops new methods, approaches, and procedures, and
provides advice and guidance on a wide range and variety of IT issues. Interprets
IT policies, standards, and guidelines. Conducts analyses and recommends
resolutions of complex issues affecting the specialty area.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The employee
and supervisor, in consultation, discuss timeframes, scope of the assignment
including possible stages, and possible approaches. The employee determines the
most appropriate principles, practices, and methods to apply in all phases of
assignments, including the approach to be taken, degree of intensity, and depth of
research in management advisories; frequently interprets regulations on his/her own
initiative, applies new methods to resolve complex and/or intricate, controversial, or
unprecedented issues and problems, and resolves most of the conflicts that arise;
and keeps the supervisor informed of progress and of potentially controversial
matters. The supervisor reviews completed work for soundness of overall approach,
effectiveness in meeting requirements or producing expected results, the feasibility
of recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Factor 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals; however,
they are not always directly applicable to issues and problems or have gaps in
specificity. Precedents are available outlining the preferred approach to more
general problems or issues. The employee uses judgment in researching, choosing,
interpreting, modifying, and applying available guidelines for adaptation to specific
problems or issues.
Factor 4-4 Complexity
Work consists of a variety of duties that involve many different and unrelated
processes and methods pertinent to the IT field. The employee decides what needs
to be done by evaluating unusual circumstances; considering different approaches;
and dealing with incomplete and conflicting data. The employee uses judgment and
originality by interpreting data; planning the work; and refining the methods and
techniques being used.
Factor 5-3 Scope and Effect
The purpose of the position is to resolve a variety of common problems, questions,
or situations that are dealt with in accordance with established criteria. The work
affects the design, testing, implementation, operation, or support of IT systems or
the quality and reliability of IT services provided.
Factor 6-3 Personal Contacts
Personal contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups, in moderately unstructured settings. Contacts
are related to technological information and developments applicable to assigned IT
projects. Contacts may also include agency officials who are several managerial
levels removed from the employee when such contacts occur on an ad hoc basis.
Factor 7-2 Purpose of Contacts
The purpose of contacts is to plan, coordinate, or advise on developments and
issues in the technology specialty area(s) of the position, and/or to resolve issues or
operating problems by influencing or persuading people who are working toward
mutual goals and have basically cooperative attitudes. Contacts typically involve
identifying options for resolving problems.
Factor 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in conjunction
with travel to and attendance at meetings and conferences away from the work site.
Some employees may carry light items such as papers, books, or small parts, or
drive a motor vehicle. The work does not require any special physical effort.
Factor 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work environment
involves everyday risks or discomforts that require normal safety precautions.
Some employees may occasionally be exposed to uncomfortable conditions in such
places as research and production facilities.
Other Significant Facts:
Actively promotes and practices Information Technology (IT) security program functions including: ensuring
appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT
Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall
Agency IT security goals are achieved.
Equivalent Titles:
Equivalent Private Sector Titles:
Computer Programmer
Information Technology Specialist
Software Engineer
Tasks include:
Conducts investigations with indications of potential insider threats.
Security Training Delivery 20%
Prepares and conducts tailored security, CI and Insider Threat briefings and
debriefings for all agency clearance holders. Coordinates and disseminates annual
refresher briefings for all clearance holders.
Tasks include:
Delivers courses in security.
Information Systems Security 20%
Serves as an Information Security (IS) officer for systems that impact programs
implemented on a national basis. Reviews and develops systems security policy,
guidelines, and procedures for systems processing multiple applications that require
differing and conflicting security controls, and that are typically accessed by a large
distributed user community.
Serves as agency's COMSEC custodian. Maintains all headquarters secure voice
and facsimile equipment to ensure that all equipment meets current standards and
that all encryption keys are active. Performs monthly test of all agency
headquarters critical communications equipment, including all secure phones,
facsimile machines, Government Emergency Telecommunications System (GETS),
Emergency Notification System (Send Word Now), video telecommunications
equipment, and Peace Corps ClassNet connection. Performs monthly test of
satellite phones at all Peace Corps posts.
Tasks include:
Scheduled/conducted security studies, analyses, surveys, and/or reviews of IS
systems to ensure that appropriate levels of safeguards existed to protect against
perceived threats.
Information Security Work 30%
Provides guidance and policy advice to senior managers regarding original and
derivative classification matters; procedural security issues, etc. Performs work
concerning classification, declassification, and protection of classified national
security information as well as sensitive but unclassified information originated or
controlled by Peace Corps or other Federal agencies.
Coordinates the agency after-hour inspection program.
Conducts position sensitivity surveys.
Serves as Acting Chief, SS/IPS whenever warranted. Serves as an alternate
adjudicator and Reviewing Official for adverse security adjudications. Assesses the
loyalty, reliability, suitability, and trustworthiness of applicants, employees, and
others who work with, or have access to classified information and material.
Serves as a team leader. Provides daily guidance to Security Assistants and the
Adjudicator in support of IPS investigative functions.
Tasks include:
Provided guidance to senior managers on the storage, handling, and transmission of
sensitive and classified materials.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of a wide range of principles, concepts, methodology,
and practices in a major security specialization or mastery of general security
administration programs; knowledge of a variety of security specialties in order to
coordinate activities, address issues, and resolve major conflicts in policy and
program objectives; expert skill in the application of new theories and developments
to agency security problems; knowledge of security policy requirements to function
as a technical authority in assignments requiring the application of new theories and
developments to security problems not susceptible to treatment by accepted
security methods, technology, or procedures; and ability to perform key decisionmaking and policy-developing responsibilities in very difficult assignments such as
planning for significantly new or far-reaching security program requirements, or
leading or participating as a technical expert in interagency study groups for
resolving problems in existing security systems and programs requiring innovative
solutions.
Factor 2-4 Supervisory Controls
The supervisor sets the overall objectives and resources available. The incumbent
and supervisor, in consultation, develop the deadlines, projects, and work to be
done. The incumbent, having developed expertise in the particular security area, is
responsible for planning and carrying out the assignment; resolving most of the
conflicts which arise; coordinating the work with others as necessary; and
interpreting policy in terms of established objectives. In some assignments, the
incumbent also determines the approach to be taken and the methodology to be
used. The incumbent keeps the supervisor informed of progress and potentially
controversial matters. Completed work is reviewed only from an overall standpoint
in terms of feasibility, compatibility with other work, or effectiveness in meeting
requirements or expected results.
Factor 3-4 Guidelines
Broad security guidance, policies and precedents are applicable to the work but are
stated in such general terms that they are of limited use in many assignments. For
some assignments, the guidelines or source materials are scarce and, when
located, offer only indirect approaches to problem solutions. Where guidelines for
performing the work are scarce or of limited use, the employee develops guides to
be followed by security specialists at the same and lower-levels in the organization,
including facilities and programs in various geographical regions. The incumbent
uses initiative and resourcefulness in deviating from traditional methods or
researching trends, patterns, or existing regulations to develop new methods or
criteria.
Factor 4-5 Complexity
The work typically includes varied duties requiring many different and unrelated
processes and methods such as those relating to a broad range of activities or
substantial depth of analysis in security specializations. The incumbent decides
what needs to be done regarding major areas of uncertainty in approach,
methodology, or interpretation and evaluation processes that result from such
elements as continuing changes in security programs, technological developments,
unknown phenomena, or conflicting requirements. Development and interpretation of
broad security policies and regulations require consideration of the total range of
existing policies, procedures, laws, and regulations and the program goals and
objectives which are to be fulfilled. Actions taken by the incumbent require
Equivalent Titles:
Tasks include:
Determined appropriate facility maintenance procedures based on the structural
soundness of aging systems and facilities.
Provided technical assistance to determine facilities deficiencies and prepare
packages for new construction or repairs.
Tasks include:
Analyzed issues related to the establishment of program goals and objectives for
major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Had delegated authority to establish annual, multi-year, or similar long-range plans
and schedules covering the work of an organizational unit, plan for long-range
staffing needs, and implement (through subordinate organizational units or others)
the goals and objectives for an assigned program.
Justified, defended, negotiated, or settled matters involving significant or
controversial issues. Participated in conferences, meetings, or presentations
involving problems or issues of considerable consequence or importance to the work
of an agency.
Wrote reports in the specialization or subject matter area of the position, some of
which have been recognized by others as having an important influence in the
program area.
Coordinated the work of a wide variety of participants when there were significant or
major advancements or issues in the program area or subject matter field related to
the program area supervised.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires knowledge of a comprehensive range of principles, concepts,
and practices concerning facility administration sufficient to evaluate, adapt, or
modify procedures and practices concerning property facilities, utility systems,
buildings, equipment, plans, and grounds; determine deficiencies and prepare
packages for unusual or new construction and repair; prepare initial project scopes,
descriptions, and justifications for facility modifications when infrastructure
capabilities cannot support mission requirements; and prepare work packages that
include drawings and detailed descriptions of the work and equipment involved..
The position also requires the ability to coordinate with other organizations to change
plans, methods, and procedures to prevent problems, and/or to determine
appropriate facility maintenance procedures based on the structural soundness of
buildings or building materials.
Factor 2-4 Supervisory Controls
The supervisor outlines overall objectives and available resources. The supervisor
discusses timeframes, scope of the assignment including possible stages, and
possible approaches with the employee. The employee determines the most
appropriate principles, practices, and methods to apply to all phases of the
assignments, while using initiative to interpret regulations. The employee applies
new methods to resolve complex and/or intricate controversial, or unprecedented
issues and problems, independently resolving most of the conflicts that arise and
keeping the supervisor informed of progress and of potentially controversial matters.
The completed work is reviewed for soundness of overall approach effectiveness in
meeting requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements.
Factor 3-3 Guidelines
Guidelines used include a wide variety of agency policies, regulations, precedents,
and work directions; however, they are not always directly applicable to issues and
problems or have gaps in specificity. Precedents are available outlining the
preferred approach to more general or day-to-day problems or issues. The employee
uses judgment to interpret, modify, and apply available guidelines to specific
problems or issues.
Factor 4-4 Complexity
The work consists of a variety of duties requiring many different and unrelated
processes and methods involving equipment, facilities, and/or services, such as
assuring that facility maintenance is effective and determining the appropriate
maintenance schedule for aging systems. The employee is required to assess
unusual conditions, use various approaches to assignments, and decide how to
perform assignments based on incomplete or conflicting data, such as conducting
ongoing research and surveillance of building and grounds, and varying the approach
to maintenance and repair processes and procedures due to aging facilities and
systems or change in usage.
The employee applies seasoned judgment to interpret considerable data, plan work,
or modify methods and techniques used to perform assignments such as scheduling
repair or replacement of equipment, supplies or parts of facilities.
Factor 5-3 Scope and Effect
The purpose of the work is to analyze and solve a variety of conventional problems
or issues involving the administration of facility operations and services. The work
involves ensuring that facility and associated utility systems are acquired, operated,
maintained, and cleaned in a manner that provides the most suitable, productive,
and safe environment for normal operations in conformance with established criteria.
The work affects the operation of utility systems and cleanliness of the facility, as
well as the maintenance and repair of systems such as air-conditioning and heating.
Factor 6-3 Personal Contacts
Contacts are with individuals or groups from outside the agency, including
consultants, contractors, vendors, or representatives of professional associations,
the media, or public interest groups in moderately unstructured settings. Contacts
may also include agency officials who are several managerial levels removed from
the employee when such contacts occur on an ad hoc basis. Individuals must
recognize or learn the role and authority of each party during the course of the
meeting.
Factor 7-2 Purpose of Contacts
The purpose of the contact is to plan, coordinate, or advise on work efforts or to
resolve operating problems by influencing or persuading individuals or groups who
are working toward mutual goals and who have basically cooperative attitudes.
Contacts typically involve identifying options for resolving problems.
Factor 8-1 Physical Demands
The work is mainly sedentary, but may require some walking in offices, production
areas, utility plants, food service facilities, laboratories, and work areas. Some
employees may carry light items such as briefcases, notebooks, work papers, and
test equipment or drive a motor vehicle. The work does not required special
physical effort or ability.
Factor 9-1 Work Environment
The work is usually in an office setting that is adequately lighted, heated, and
ventilated. The work environment involves everyday risks or discomforts that
require normal safety precautions. Some employees may occasionally be exposed
to uncomfortable conditions in facilities such as production facilities and utility
plants.
Supervisory Factor Statements
Factor 1-4 Program Scope and Effect
Directs a segment of a professional, highly technical, or complex administrative
program which involves the development of major aspects of key agency scientific,
medical, legal, administrative, regulatory, policy development or comparable, highly
technical programs; or that includes major, highly technical operations at the
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for acceptable
work; coordinate and integrate contractor work schedules and processes with work
of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the following
ten supervisory authorities and responsibilities:
- Hears and resolves complaints from employees, referring group grievances and
more serious unresolved complaints to a higher level supervisor or manager;
OR
OR
This position manages work through subordinate supervisors and/or contractors who
each direct substantial workloads comparable to the GS-11 level.
Other Significant Facts:
Equivalent Titles:
Equivalent Private Sector Titles:
Construction Manager
Construction Representative
Engineering Manager
Engineer
Facilities Manager
Professional Engineer
Property Manager
Facility Operations Manager
Support Services Manager
Support Services Specialist
Civil Engineer
Facilities Management Specialist
Structural Engineer
Architect
Design Engineer
Test Engineer
Construction Inspector
Project Engineer
Tasks include:
Performed all or nearly all of the following supervisory functions: coordinated
with and advised other supervisory officials, reviewed and approved serious
disciplinary actions, planned/assigned work priorities, evaluated performance,
interviewed candidates for positions, and recommended organizational structure
improvements.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the
administration or implementation of key agency programs.
As a technical authority in a program area, summarized, interpreted, and
provided guidance to subordinates on difficult or misunderstood policy
questions.
Tasks include:
Determined appropriate facility maintenance procedures based on the structural
soundness of aging systems and facilities.
Provided technical assistance to determine facilities deficiencies and prepare
packages for new construction or repairs.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of a comprehensive range of principles,
concepts, and practices concerning facility administration sufficient to evaluate,
adapt, or modify procedures and practices concerning property facilities, utility
systems, buildings, equipment, plans, and grounds; determine deficiencies and
prepare packages for unusual or new construction and repair; prepare initial
project scopes, descriptions, and justifications for facility modifications when
infrastructure capabilities cannot support mission requirements; and prepare
work packages that include drawings and detailed descriptions of the work and
equipment involved.. The position also requires the ability to coordinate with
other organizations to change plans, methods, and procedures to prevent
problems, and/or to determine appropriate facility maintenance procedures
based on the structural soundness of buildings or building materials.
basis. Individuals must recognize or learn the role and authority of each party
during the course of the meeting.
Fact or 7-2 Purpose of Cont act s
The purpose of the contact is to plan, coordinate, or advise on work efforts or
to resolve operating problems by influencing or persuading individuals or
groups who are working toward mutual goals and who have basically
cooperative attitudes. Contacts typically involve identifying options for resolving
problems.
Fact or 8-1 Physical Demands
The work is mainly sedentary, but may require some walking in offices,
production areas, utility plants, food service facilities, laboratories, and work
areas. Some employees may carry light items such as briefcases, notebooks,
work papers, and test equipment or drive a motor vehicle. The work does not
required special physical effort or ability.
Fact or 9-1 Work Environment
The work is usually in an office setting that is adequately lighted, heated, and
ventilated. The work environment involves everyday risks or discomforts that
require normal safety precautions. Some employees may occasionally be
exposed to uncomfortable conditions in facilities such as production facilities
and utility plants.
Supervisory Factor Statements
Fact or 1-4 Program Scope and Ef f ect
Directs a segment of a professional, highly technical, or complex administrative
program which involves the development of major aspects of key agency
scientific, medical, legal, administrative, regulatory, policy development or
comparable, highly technical programs; or that includes major, highly technical
operations at the Government's largest most complex industrial installations.
Impacts an agency's headquarters operations, several bureau-wide programs,
or most of an agency's entire field establishment; or facilitates the agency's
accomplishment of its primary mission or programs of national significance; or
impacts large segments of the Nation's population or segments of one or a few
large industries; or receives frequent or continuing congressional or media
attention.
Fact or 2-3 Organizat ional Set t ing
The position is accountable to a position that is SES level, or equivalent or higher
level; or to a position which directs a substantial GS-15 or equivalent level
workload; or to a position which directs work through GS-15 or equivalent
subordinate supervisors, officers, contractors, or others.
Fact or 3-2 Supervisory/Managerial Aut horit y Exercised
In addition to elementary supervisory authorities and responsibilities, this
position plans and schedules ongoing production-oriented work on quarterly
and annual basis, or direct assignments of similar duration. Adjusts staffing
levels or work procedures within the organizational unit(s) to accommodate
resource allocation decisions made at higher echelons. Justifies the purchase of
new equipment. Improves work methods and procedures used to produce
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for
acceptable work; coordinate and integrate contractor work schedules and
processes with work of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the
following ten supervisory authorities and responsibilities:
OR
OR
Equivalent Titles:
Tasks include:
Uses E-Mail - Entry Level
Creates standard documents, such as letters and reports, that require the use
of word processing edit features to insert, delete, and incorporate changes.
Program Services and Support 50%
Performs recurring assignments with related research steps. Searches easily
accessible sources, such as office files, to gather and collect program data in
support of organizational activities.
Performs various clerical and administrative tasks in support of the
organization's mission and goals. Prepares reports from rough drafts, notes or
oral instructions. Types correspodence, forms, and reports, ensuring proper
spelling, grammar, format and arrangement of material. Assists in the
preparation of correspondence, studies, and reports by abstracting readily
accessible information from designated sources, compiling and assembling as
required.
Assists office personnel with special projects as assigned.
Tasks include:
Answers inquiries that require explanations with some level of detail, such as
describing office functions or providing basic instructions. Composing replies to
vague or incomplete requests and/or inquiries. Reviewing outgoing
correspondence for correct spelling, grammar, format, style, and tone.
Maintaining a correspondence control system.
Collateral Duties
Factor Statements
Fact or 1-2 Knowledge Required by t he Posit ion
The position requires knowledge of basic or commonly used rules, procedures,
or operations which typically requires some previous training or experience.
Fact or 2-2 Supervisory Cont rols
The supervisor provides continuing or individual assignments by indicating
generally what is to be done, limitations, quality and quantity expected,
deadlines, and priority of assignments. The supervisor provides additional,
specific instructions for new, difficult, or unusual assignments including
suggested work methods or advice on source material available. The employee
uses initiative in carrying out recurring assignments independently without
specific instruction but refers deviations, problems, and unfamiliar situations not
covered by instructions to the supervisor for decision or help. The supervisor
assures that finished work and methods used are technically accurate and in
compliance with instructions or established procedures. Review of the work
increases with more difficult assignments if the employee has not previously
performed similar assignments.
Fact or 3-1 Guidelines
Specific, detailed guidelines covering all-important aspects of the assignment
are provided to the employee. The employee works in strict adherence to the
guidelines; deviations must be authorized by the supervisor.
Fact or 4-2 Complexit y
The work consists of duties that involve related steps, processes, or methods.
The decision regarding what needs to be done involves various choices
requiring the employee to recognize the existence of and differences among a
few easily recognizable situations. Actions to be taken or responses to be
made differ in such things as the source information, the kind of transactions or
entries, or other differences of a factual nature.
Fact or 5-1 Scope and Ef f ect
The purpose of the work is the performance of specific, routine operations that
include a few separate tasks or procedures. The work product or service is
required to facilitate the work of others; however, it has little impact beyond the
immediate organizational unit or beyond the timely provision of limited services
to others.
Fact or 6-1 Personal Cont act s
The personal contacts are with employees within the immediate organization,
office, project, or work unit, and in related or support units.
Fact or 7-1 Purpose of Cont act s
The purpose of the contacts is to obtain, clarify, or give facts or information
regardless of the nature of those facts; i.e., the facts or information may range
from easily understood to highly technical.
Fact or 8-1 Physical Demands
The work is sedentary. Typically, the employee sits comfortably to do the work.
However, there may be some walking; standing; bending; carrying of light items
such as papers, books, small parts; or driving an automobile, etc. No special
physical demands are required to perform the work.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts which require
normal safety precautions typical of such places as offices, meeting and training
rooms, or libraries. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Tasks include:
Works with the supervisor to manage office operations in an organization with
subordinate offices with varying functions.
Mail, Correspondence, and Document Processing 50%
Screens incoming correspondence, publications, regulations, and directives that
may affect the organization. Determines the ones that can be acted upon personally
and takes necessary action. Obtains clarification of instructions from originating
offices or appropriate focal points on own initiative. Brings significant items in
reports, files, and correspondence to the supervisor's attention.
Systematically evaluates and improves correspondence operations for an extensive
organization with varying functions performed in subordinate offices. On own
initiative and discretion, determines which organizational segments should handle
technical mail and correspondence. Uses formal procedures to ensure that
information about work performed outside of the organization is included in the
technical responses. Establishes control records on incoming correspondence and
action documents, following up on work in-progress to ensure timely action.
Receives requests from other organizations within the agency for information
concerning programs under the supervisor's control. Assembles requested
information from available background data, or follows up to see that subordinates
submit the required answers within the specified time. Personally prepares
administrative reports and composes correspondence on own initiative, based on
knowledge of the supervisor's views and desires.
Reviews documents requiring coordination by the supervisor for conformance with
regulations, grammar, format, and special policies of the organization. Verifies that
content has been coordinated, is accurate, and is in compliance with established
policies. Returns materials to the originator for correction if they do not comply with
known policies or if correspondence rules have not been followed. Signs
correspondence in the supervisor's absence when technical or policy content has
been previously cleared.
Other Duties as Assigned.
Tasks include:
Works with the supervisor to manage office operations in an organization with
subordinate offices with varying functions.
Collateral Duties
Factor Statements
Factor 1-5 Knowledge Required by the Position
The position requires practical knowledge of technical methods to perform
assignments requiring substantive training and/or experience, such as carrying out
limited technical projects involving the use of specialized techniques, and requiring
analysis and developing preliminary or final conclusions; knowledge of organization
procedures and standards for completed assignments or documents, and knowledge
of the mission, functions, goals, policies, and priorities of the agency and the
organization as it affects the completion of assignments.
Factor 2-3 Supervisory Controls
The supervisor makes assignments by defining objectives, priorities, and deadlines
and assists the employee with unusual situations which do not have clear
precedents. The employee plans and carries out the successive steps and handles
problems and deviations in the work assignment in accordance with instructions,
policies, previous training, or accepted practices in the occupation. Completed work
is usually evaluated for technical soundness, appropriateness, and conformity to
policy and requirements. The methods used in arriving at the end results are not
usually reviewed in detail.
Factor 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have gaps
in specificity. The employee uses judgment in interpreting and adapting guidelines
such as agency policies, regulations, precedents, and work directions for application
to specific cases or problems. The employee analyzes results and recommended
changes.
Factor 4-3 Complexity
The work includes various duties involving different and unrelated processes and
methods. The decision regarding what needs to be done depends upon the analysis
of the subject, phase, or issues involved in each assignment, and the chosen
course of action may have to be selected from many alternatives. The work involves
conditions and elements that must be identified and analyzed to discern
interrelationships.
Factor 5-3 Scope and Effect
The purpose of the work is to resolve a variety of conventional problems, questions,
or situations in conformance with established criteria. The work product or service
affects the design or operation of systems, programs, or equipment; the adequacy
of such activities as field investigations, testing operations, or research conclusions;
or the social, physical, and economic well being of a variety of individuals.
Factor 6-2 Personal Contacts
Personal contacts are with employees in the same agency but outside the
immediate organization. People contacted generally are engaged in different
functions, missions, and kinds of work, e.g., representatives from various levels
within the agency such as headquarters, regional, district, or field offices, or other
operating offices in the immediate installation.
Factor 7-2 Purpose of Contacts
Equivalent Titles:
Equivalent Private Sector Titles: Equivalent Military Titles:
Customer Service Representative
Administrative Assistant
Clerk Typist
Office Clerk
Typist
Office Manager
Receptionist
Secretary
Secretary
With access to records and other information about customers and other
sensitive information, the Administrative Assistant agrees to keep all such
information strictly confidential and to refrain from discussing information with
anyone else without proper authority.
Tasks include:
Performs secretarial work in an organization with a mission that affected a wide
range of agency activities.
Mail, Correspondence, and Document Processing 50%
Reviews incoming mail and correspondence for the supervisor. Personally
composes non-technical correspondence and reports from oral instructions,
information obtained from files, and data obtained from staff members.
Independently determines the appropriate person to receive technical inquiries
using personal knowledge of assigned organization programs, priorities, goals,
and objectives.
Manages correspondence services for an organization with a mission that
affects a wide range of agency activities. Establishes a sophisticated action
tracking system, and follows up with subordinate supervisors to ensure that
assignments have been completed.
Independently prepares responses that address clerical and administrative
issues. Reviews non-technical materials prepared by others for grammar,
punctuation, spelling, and clarity of expression. Ascertains that materials have
been coordinated correctly and are in accordance with established policy.
Checks with the originator to ensure that the intended content has been retained
through the editing process.
Carries out special projects such as assembling reports and publications into
finished, comprehensive documents. Develops background information and
prepares outlines for the supervisor's public speaking engagements, papers,
correspondence, and reports. Uses automated tools to prepare graphics and
overheads for presentations.
Other Duties as Assigned.
Tasks include:
Performs secretarial work in an organization with a mission that affected a wide
range of agency activities.
Collateral Duties
Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires practical knowledge of standard procedures in an
administrative or technical field, requiring extended training or experience;
Equivalent Titles:
Equivalent Privat e Sect or T it les: Equivalent Milit ary T it les:
C ustomer Service Representative
Administrative Assistant
C lerk Typist
O ffice C lerk
Typist
O ffice Manager
Receptionist
Secretary
Secretary
Tasks include:
Schedules and makes arrangements for events such as monthly program
Tasks include:
Serves as a liaison and/or representative to the office to support resolving
program or operational management issues and responds to inquiries.
Provides internal communications support.
Administ rat ive Support 20%
Assists in the resolution of complex program or administrative issues or
problems. Independently resolves well-precedented issues.
Exercises exclusive control over the supervisor's calendar, with complete
authority for time commitments. Schedules and prioritizes appointments and
meetings for the supervisor, accepting or declining invitations on own initiative
and in accordance with protocol requirements.
Screens all telephone calls and personal visitors, who frequently represent the
highest levels of international, national, state, and local governments or major
businesses. Personally handles routine inquiries and those requiring knowledge
of the organization's activities or its internal administrative procedures. Refers
inquiries requiring technical program knowledge to an appropriate staff member
for follow up. Remaining inquiries are sent to the supervisor's attention with
supporting background materials.
Tasks include:
Manages the calendar and scheduling of the primary.
Resolves issues involving administrative or program-related issues.
Preparat ion of Writ t en Mat erials 20%
As a team member, researches and writes material for assigned document,
report, or publication. Writes correspondence, memoranda, press releases, or
other documents relevant to program activities.
Contributes to reports or other working documents related to program issues.
Coordinates the contributions of other writers to documents. Writes
correspondence, memoranda, press releases, or other documents relevant to
program activities.
Reviews all submissions to the manager, including memoranda, policy papers,
correspondence, documents, etc. and determines follow-up actions required
while ensuring appropriate coordination between offices. Addresses those that
do not require the manager's attention and identifies those that must be
considered immediately. Works in close association with the manager on the
preparation of issues papers and other documents.
Assists in drafting and compiling strategy papers, memoranda, and other
documents. Acts on a variety of routine and non-routine matters and
correspondence to which the primary must personally respond.
Learns to provide communications support to the supervisor and program office.
With supervision, drafts, coordinates and reviews documents used for public
relations. Coordinates with the appropriate working group and Communications
Office. Such documents include but are not limited to news releases,
periodicals, marketing plans, and content for web-site publications.
Independently drafts, edits, reviews, and proofreads a full range of informational
and promotional materials (e.g., brochures, fliers, press releases,
announcements, and letters) relevant to the agency products and services.
Prepares materials used in staff meetings, determining the agenda and items to
be discussed.
Develops materials and drafts content for the supervisor's use in public
speaking engagements and meetings.
Tasks include:
Researched and wrote material for assigned document, report, or publication,
such as correspondence, memoranda, press releases, or other documents
relevant to program activities.
Research and Analysis Work 20%
Researches and/or analyzes stable or simple administrative and/or program
issues to develop proposed resolutions. Determines pertinent issues and
collects relevant information from a variety of sources. Reviews information and
applies standard analytical techniques. Develops recommendations and
proposals.
Learns analytical techniques and evaluation criteria to the measure and improve
program effectiveness and/or organizational productivity. With guidance,
identifies objectives based on an analysis of interrelated issues of
effectiveness, efficiency, and productivity of substantive mission-oriented
programs, such as those implemented at a regional or comparable level. With
oversight and direction develops approach to achieve objectives, identifies
specific steps, and decides on meetings, information, and other input.
As a team member, assists in the development and organization of policies,
programs, concepts, recommendations and other items for program
management. Participates in the development of new plans, schedules, or
methods to accommodate changing program requirements.
Assists in developing, organizing, and implementing functional short- and longrange plans; and estimations of required resources. Observes and contributes
to revisions of program operations to achieve consistency with strategies and
program emphasis.
Compiles and develops information as needed by the primary from document
searches, interviews and other sources. This could involve (a) collecting,
classifying, and assembling information, investigating problems and
inconsistencies, and (b) preparing analytical summaries, briefings, reports.
Researches special projects and works to gain a more substantive knowledge
of program operations and polices. Such projects include but are not limited to
gathering and documenting of best practices, tracking industry news and trends,
capturing relevant data to support process improvement of office functions, and
to inform and advise management of such research. Develops written reports
or oral presentations as requested.
Works with top level agency officials to gather information needed by the
supervisor to make decisions.
Tasks include:
Researches administrative or program-related issues.
Collateral Duties
Factor Statements
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Planned, installed, and/or maintained current versions and releases of system
software and hardware.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
participated in the design, development, and implementation of e-Learning
applications and courseware.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Resolved system problems, such as corrupted software.
Web-based Syst ems Sof t ware and e-Government T echnologies 20%
As a Web-based Programmer, installs and maintains existing Web-based and eGovernment systems. Assists in the installation and maintenance of new and
emerging Web-based and e-Government systems.
Designs, develops, and deploys Internet applications including those in support
of e-Government systems. Installs, configures and maintains server software.
Writes and maintains documentation throughout the product life cycle of Webbased applications.
Uses available Internet technologies, programming and scripting languages,
Internet protocols, usability concepts, and requirement analysis methods to
optimize existing Web sites. Provides guidance in the design and development
of new Web sites.
Tasks include:
Installed, configured, and maintained application software.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Used programming, scripting languages, and/or Internet protocols to optimize
existing Web sites.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Tasks include:
Collaborated with multiple individuals on a variety of complex information
technology issues and topics. Explained and defined business or technical
requirements where logical and accurate communication was required to gain
desired outcomes. For example, provided user training for new service
applications/systems.
Assisted end users with the design and development of simple programs and
systems operated from office workstations.
Based on an understanding of program and overall priorities, independently
identified objectives of IT work processes. Determined specific steps and inputs
required for complex IT system processes and functions, including identification
of schedules and milestones and estimates of resources required. For example,
participated in the design, development, and implementation of financial
accounting subsystems.
Applied advanced analytical techniques in handling complex IT problems and
resolved a wide range of operational and support issues. Worked with other
organizational leaders on technology improvement initiatives. For example,
resolved new system integration issues such as automated processing failures.
Supported systems involving a wide variety of different platforms, operating
systems, applications, and desktop configurations. For example, resolved
difficult customer support requests such as integration or configuration-related
issues.
Used a variety of programming languages and tools to create, test, debug, and
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of, and skill in applying, most of the following:
IT concepts, principles, methods, and practices; the mission and programs of
customer organizations; the organization's IT infrastructure; performance
management/measurement methods, tools, and techniques; systems testing and
evaluation principles, methods, and tools; IT security principles and methods;
requirement analysis principles and methods; COTS products and components;
Internet technologies to analyze the Internet potential of systems, networks, and
data; new and emerging information technologies and/or industry trends;
acquisition management policies and procedures; cost-benefit analysis
principles and methods; analytical methods and practices; project management
principles and methods; and oral and written communication techniques. Plans
and carries out difficult and complex assignments and develops new methods,
approaches, and procedures, and provides advice and guidance on a wide
range and variety of IT issues. Interprets IT policies, standards, and guidelines.
Conducts analyses and recommends resolutions of complex issues affecting the
specialty area.
Fact or 2-4 Supervisory Cont rols
The supervisor outlines overall objectives and available resources. The
employee and supervisor, in consultation, discuss timeframes, scope of the
assignment including possible stages, and possible approaches. The employee
determines the most appropriate principles, practices, and methods to apply in
all phases of assignments, including the approach to be taken, degree of
intensity, and depth of research in management advisories; frequently interprets
regulations on his/her own initiative, applies new methods to resolve complex
and/or intricate, controversial, or unprecedented issues and problems, and
resolves most of the conflicts that arise; and keeps the supervisor informed of
progress and of potentially controversial matters. The supervisor reviews
completed work for soundness of overall approach, effectiveness in meeting
requirements or producing expected results, the feasibility of
recommendations, and adherence to requirements. The supervisor does not
usually review methods used.
Fact or 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals;
however, they are not always directly applicable to issues and problems or
have gaps in specificity. Precedents are available outlining the preferred
approach to more general problems or issues. The employee uses judgment in
researching, choosing, interpreting, modifying, and applying available guidelines
for adaptation to specific problems or issues.
Fact or 4-4 Complexit y
Work consists of a variety of duties that involve many different and unrelated
processes and methods pertinent to the IT field. The employee decides what
needs to be done by evaluating unusual circumstances; considering different
approaches; and dealing with incomplete and conflicting data. The employee
uses judgment and originality by interpreting data; planning the work; and
refining the methods and techniques being used.
Fact or 5-3 Scope and Ef f ect
The purpose of the position is to resolve a variety of common problems,
questions, or situations that are dealt with in accordance with established
criteria. The work affects the design, testing, implementation, operation, or
support of IT systems or the quality and reliability of IT services provided.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals or groups from outside the agency,
including consultants, contractors, vendors, or representatives of professional
associations, the media, or public interest groups, in moderately unstructured
settings. Contacts are related to technological information and developments
applicable to assigned IT projects. Contacts may also include agency officials
who are several managerial levels removed from the employee when such
contacts occur on an ad hoc basis.
Fact or 7-2 Purpose of Cont act s
The purpose of contacts is to plan, coordinate, or advise on developments and
issues in the technology specialty area(s) of the position, and/or to resolve
issues or operating problems by influencing or persuading people who are
working toward mutual goals and have basically cooperative attitudes. Contacts
typically involve identifying options for resolving problems.
Fact or 8-1 Physical Demands
The work is sedentary. Some work may require walking and standing in
conjunction with travel to and attendance at meetings and conferences away
from the work site. Some employees may carry light items such as papers,
books, or small parts, or drive a motor vehicle. The work does not require any
special physical effort.
Fact or 9-1 Work Environment
The work area is adequately lighted, heated, and ventilated. The work
environment involves everyday risks or discomforts that require normal safety
precautions. Some employees may occasionally be exposed to uncomfortable
conditions in such places as research and production facilities.
Other Significant Facts:
Actively promotes and practices Information Technology (IT) security program functions including: ensuring
appropriate use and security of IT systems; participating in IT security training opportunities; keeping the IT
Security Program Manager informed of all IT security incidents in a timely fashion; and ensuring the overall
Agency IT security goals are achieved.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C omputer Programmer
Information Technology Specialist
Software Engineer
Tasks include:
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of sources,
and applied standard analytical techniques in reviewing data and investigating
specific technology problems. For example, resolved administrative or programrelated IT issues where multiple variables and stakeholders interests were factored
into recommendations.
Selected the best approach to accomplish specific IT tasks. For example, followed
sequential steps to complete small applications development, limited LAN
Tasks include:
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning hardware,
carrying out actions for immediate remedy, or recommending cost-effective
solutions. For example, responded to all types of help desk calls.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with management
officials, staff, and employees to help further understanding of the organization's
policies and programs. For example, explained the benefits of enhancing IT
services, systems, and applications to potential customers or internal management
officials.
Selected the best approach to accomplish specific IT tasks. For example, followed
sequential steps to complete small applications development, limited LAN
administration processes, or server operations on stand-alone networks or special
data servers.
Provided support and assistance in maintaining an organization's Web site(s)
Tasks include:
Independently analyzed and troubleshot common problems, such as monitored
systems performance. Collected background information from a variety of sources,
and applied standard analytical techniques in reviewing data and investigating
specific technology problems. For example, resolved administrative or programrelated IT issues where multiple variables and stakeholders interests were factored
into recommendations.
Used basic programming languages to create applications and automate standard
management and analysis functions.
Assisted in generating programming code for applications with established code
maintenance protocols.
Presented technical facts in a persuasive manner, such as presenting formal and
informal training and assistance to customers. Initiated contacts with management
officials, staff, and employees to help further understanding of the organization's
policies and programs. For example, explained the benefits of enhancing IT
services, systems, and applications to potential customers or internal management
officials.
Selected the best approach to accomplish specific IT tasks. For example, followed
sequential steps to complete small applications development, limited LAN
administration processes, or server operations on stand-alone networks or special
data servers.
Received, responded to, and ensured the complete resolution of a variety of
customer requests for IT assistance, including examining malfunctioning software,
carrying out actions for immediate remedy, or recommending cost-effective
solutions. For example, responded to all types of help desk calls.
Collateral Duties
Factor Statements
Factor 1-6 Knowledge Required by the Position
The position requires knowledge of, and skill in applying, most of the following: IT
principles, methods, and practices in the assigned specialty area; IT systems
development life cycle management concepts; performance monitoring principles
and methods; quality assurance principles; technical documentation methods and
procedures; systems security methods and procedures; analytical methods; and oral
and written communication techniques. Performs routine and recurring assignments
in the specialty area(s). Identifies and resolves issues and problems. Prepares and
updates manuals, instructions, and operating procedures, and provides information
and assistance to customers. Evaluates established methods and procedures and
prepares recommendations for changes in methods and practices where appropriate.
Ensures the application of appropriate security measures to the assignment.
Factor 2-3 Supervisory Controls
The supervisor outlines or discusses possible problem areas and defines objectives,
plans, priorities, and deadlines. Assignments have clear precedents requiring
successive steps in planning and execution. The employee independently plans
and carries out the assignments in conformance with accepted policies and
practices; adheres to instructions, policies, and guidelines in exercising judgment to
resolve commonly encountered work problems and deviations; and brings
controversial information or findings to the supervisor's attention for direction. The
supervisor provides assistance on controversial or unusual situations that do not
have clear precedents; reviews completed work for conformity with policy, the
effectiveness of the employees approach to the problem, technical soundness, and
adherence to deadlines; and does not usually review in detail the methods used to
complete the assignment.
Factor 3-3 Guidelines
The employee uses a wide variety of reference materials and manuals; however,
they are not always directly applicable to issues and problems or have gaps in
specificity. Precedents are available outlining the preferred approach to more
general problems or issues. The employee uses judgment in researching, choosing,
interpreting, modifying, and applying available guidelines for adaptation to specific
problems or issues.
Factor 4-3 Complexity
Work consists of various duties that involve applying a series of different and
unrelated processes and methods. The employee decides what needs to be done
based on analyses of the subjects and issues related to the assignment; and
selects appropriate courses of action from many acceptable alternatives. The
employee identifies and analyzes important factors and conditions in order to
recognize and apply an understanding of interrelationships among different IT
functions and activities.
Factor 5-3 Scope and Effect
The purpose of the position is to resolve a variety of common problems, questions,
or situations that are dealt with in accordance with established criteria. The work
affects the design, testing, implementation, operation, or support of IT systems or
Equivalent Titles:
Equivalent Private Sector Titles:
Computer Programmer
Information Technology Specialist
Software Engineer
Tasks include:
Managed office operations in an organization with subordinate offices with
varying functions.
Performed administrative work in an organization with several subordinate levels
that were affected by outside conditions, such as public emergencies or new
regulatory requirements.
Dat a Collect ion and T racking Support 33%
Has primary responsibility for the collection and tracking of specialized data
organized and maintained to meet specific program or project requirements,
such as data maintained in a customized database application. Provides
assistance to staff in designing, developing, and administering the office's
automation and data processing systems for the analysis and reporting of
program or project-related data and information.
Collects and analyzes data with only general instructions from the supervisor
with regard to the scope of the work, objectives, time limitations, and priorities.
Deviates from established guidelines to satisfy assignment requirements.
Maintains an automated system of program-specific data to track suspenses on
Tasks include:
Supported administrative office or program functions, such as compiling factual
program data from a variety of sources.
Program Services and Support 33%
Applies detailed knowledge of current program requirements, projected needs,
and an awareness and understanding of ongoing programs in other units.
Independently applies comprehensive knowledge of data sources and
pertinence of the subject matter to identify, select, and abstract materials from
existing files, reports, and studies for use by others.
Independently conducts research, evaluating and validating specific data for use
in complex reports and studies authored by others. Locates, selects, and
summarizes data from several sources; and presents findings in a single
compilation. Applies thorough knowledge of subject matter and of the
techniques and methods characteristic of research work.
Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.
Collateral Duties
Factor Statements
Fact or 1-5 Knowledge Required by t he Posit ion
The position requires practical knowledge of technical methods to perform
assignments requiring substantive training and/or experience, such as carrying
out limited technical projects involving the use of specialized techniques, and
requiring analysis and developing preliminary or final conclusions; knowledge of
organization procedures and standards for completed assignments or
documents, and knowledge of the mission, functions, goals, policies, and
priorities of the agency and the organization as it affects the completion of
assignments.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by defining objectives, priorities, and
deadlines and assists the employee with unusual situations which do not have
clear precedents. The employee plans and carries out the successive steps and
handles problems and deviations in the work assignment in accordance with
instructions, policies, previous training, or accepted practices in the occupation.
Completed work is usually evaluated for technical soundness, appropriateness,
and conformity to policy and requirements. The methods used in arriving at the
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
C ustomer Service Representative
Pastor
Personnel C lerk
Production Planning Manager
Minister
Program Specialist
Assistant C haplain
Personnel Assistant
Security Program Assistant
Administrative Assistant
C lerk Typist
Human Resources Assistant
Human Resources C lerk
O ffice C lerk
Scheduler
Minister in training
Planner
Production Scheduler
Typist
Human Resources Specialist
O ffice Manager
Production Planner
Receptionist
Human Resources Manager
O ffice Assistant
C haplains Assistant
Master Scheduler
Program Assistant
Secretary
Tasks include:
Performed administrative work in an organization with a mission that affected a
wide range of operations in other agencies, a large segment of the public, or
the business community.
Performed administrative work in an organization with a mission that affected a
wide range of agency activities.
Dat a Collect ion and T racking Support 33%
Provides support and assists in the planning, review, and reporting of
data/statistical results of program or project studies. Establishes protocols for
incoming data, organizes computerized data sets, and retrieves computerized
data. Performs a basic analysis of the data and generates a variety of reports.
Maintains automated system of program-specific data to track suspenses on
items such as project milestones, progress reports, funding accomplishments,
compliance strategies, etc.
Evaluates documents. Coordinates incoming data from a variety of sources.
Receives and reviews documents, reports, and/or applications for omissions
and inconsistencies, and ensures data entry is complete and accurate. Enters
pertinent information into an automated tracking system.
Tasks include:
Supported specialized office or program functions, such as compiling factual
program data from a variety of sources.
Program Services and Support 33%
Independently completes special research requests. Exchanges and develops
information, resolves discrepancies, and makes recommendations about
conflicting program-related materials. Collects program information from
technical specialists, enters it into a variety of electronic information systems,
searches for related information, and retrieves all relevant data. Consolidates
the information into presentation format.
Tasks include:
Supported specialized office or program functions, such as compiling factual
Collateral Duties
Factor Statements
Fact or 1-4 Knowledge Required by t he Posit ion
The position requires practical knowledge of standard procedures in an
administrative or technical field, requiring extended training or experience;
knowledge to accomplish specialized office support duties, and the ability to
extract information from various sources when this requires considering the
applicability of information and the characteristics and quality of the sources.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by defining objectives, priorities, and
deadlines and assists the employee with unusual situations which do not have
clear precedents. The employee plans and carries out the successive steps and
handles problems and deviations in the work assignment in accordance with
instructions, policies, previous training, or accepted practices in the occupation.
Fact or 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have
gaps in specificity. The employee uses judgment in interpreting and adapting
guidelines such as agency policies, regulations, precedents, and work
directions for application to specific cases or problems. The employee analyzes
results and recommended changes.
Fact or 4-3 Complexit y
The work includes various duties involving different and unrelated processes
and methods. The decision regarding what needs to be done depends upon the
analysis of the subject, phase, or issues involved in each assignment, and the
chosen course of action may have to be selected from many alternatives. The
work involves conditions and elements that must be identified and analyzed to
discern interrelationships.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to resolve a variety of conventional problems,
questions, or situations in conformance with established criteria. The work
product or service affects the design or operation of systems, programs, or
equipment; the adequacy of such activities as field investigations, testing
operations, or research conclusions; or the social, physical, and economic well
being of a variety of individuals.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees in the same agency but outside the
immediate organization. People contacted generally are engaged in different
functions, missions, and kinds of work, e.g., representatives from various levels
within the agency such as headquarters, regional, district, or field offices, or
other operating offices in the immediate installation.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
C ustomer Service Representative
Pastor
Personnel C lerk
Production Planning Manager
Minister
Program Specialist
Assistant C haplain
Personnel Assistant
Security Program Assistant
Administrative Assistant
C lerk Typist
Human Resources Assistant
Human Resources C lerk
O ffice C lerk
Scheduler
Minister in training
Planner
Production Scheduler
Typist
Human Resources Specialist
O ffice Manager
Production Planner
Receptionist
Human Resources Manager
O ffice Assistant
C haplains Assistant
Master Scheduler
Program Assistant
Secretary
Tasks include:
Directed diverse organizational functions that affected critical aspects of major
agency programs.
St rat egic Management 20%
The CHOPS is the principal assistant to the RD in the development of the Region's
strategic plan, and is responsible for organizing, implementing and supervising
the strategic planning process for the Region in accordance with the agency's
strategic planning process. He/she is also responsible for recalibrating Region's
performance plans to reflect evolving agency priorities and establishing
performance goals with focused indicators and targets used to drive
performance.
The CHOPS along with Regional senior management determine long-range
direction for programs, necessary operational priorities, budgetary needs,
focus of special projects, staff development and staffing levels.
The incumbent is responsible for monitoring the Region's performance against
strategic goals and objectives through quarterly, semiannual and annual reviews,
and coordinates and supervises the review process and drafting of
performance reports.
Tasks include:
Performed analytical studies involving issues related to key agency programs
and/or programs impacting one or several major agency organizations.
Liaison Act ivit ies 15%
ln conjunction with the RD or in his/her absence, coordinates with EMA host
country ambassadors to the United States on varied matters concerning
program planning, development, operations and in keeping them fully informed
of Peace Corps activities in their countries.
Cooperates with the RD to establish and maintain quality Peace Corps
relationships with the relevant Undersecretaries and Assistant Secretaries of
State, USAID officials, concerned embassies overseas, and with other United
States, private and/or international agencies, institutions, universities, and
organizations as appropriate.
As directed by the RD, travels periodically to EMA Region host countries to study
on-going Peace Corps programs and projects; consults with and advises Peace
Corps Country Directors on programmatic and operational problems; interprets
Peace Corps/Washington policy and associated developments, advising on
methodology for effective implementation; discusses operational and
programmatic plans for future Peace Corps projects with Country Directors and
staff; and consults with appropriate host country officials and cabinet member
regarding such plans.
Contacts include those that take place in meetings and conferences and
unplanned contacts for which the employee is designated as a contact point by
higher management. They often require extensive preparation of briefing
materials or up-to-date technical familiarity with complex subject matter.
Frequent contacts are comparable to any of the following:
High ranking managers, supervisors, and technical staff at posts and
headquarters; with agency headquarters administrative support staff; or with
comparable personnel in other federal agencies;
Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
Journalists representing influential newspapers or comparable radio or television
coverage;
Congressional committee and subcommittee staff assistants below staff director
or chief counsel levels;
Contracting officials and high level technical staff of large industrial firms;
Local officers of regional or national trade associations, public action groups, or
professional organizations; and/or state and local government managers doing
business with the agency.
Tasks include:
Developed legislative communication strategies for emerging national priority
programs.
Operat ional Management 20%
The CHOPS is the principal assistant/deputy to the RD; participates fully in the
conduct and discharge of all Peace Corps activities, both programmatic and
operational, including headquarters and overseas missions in host country
governments.
In conjunction with the RD the CHOPS shares in the responsibility assigned the
Region for formulation, review, approval, and implementation of all Regional
overseas mission programs and projects including planning of Regional
programs, review of country plans, and the preparation of yearly Regional plan.,
Participates fully in the determination of policy direction and implementation of
EMA Region Peace Corps programs; evaluation of program proposals after indepth consideration of such matters as Peace Corps policy, capacity, and
political, social, and economic conditions of host countries under jurisdiction of
the Region; and determination of Peace Corps programs and projects to be
carried out in the Region through normal programming processes.
Works in consultation with General Counsel and Senior Leadership on
interpreting and enforcing Peace Corps Policies. Acts as an advisor and liaison
on policy related issues for overseas posts.
Assumes other responsibilities, as directed by the RD, in carrying out EMA
Region initiatives; and serves as Acting Regional Director with full responsibility
for administration and direction of the Region during periods of absence of the
RD.
Tasks include:
Directed a program for establishing administrative control systems for a major
agency component, such as a region, center, or major field installation.
Supervisory and/or Managerial Responsibilit ies 30%
As directed by the RD, assumes full responsibility for day-to-day direction of
Regional operations including direction and evaluation of personnel in
headquarters and overseas; determination of manpower resource needs;
establishment and management of Regional positions; identification of personnel
vacancies, evaluation of candidates and initiation of candidate recommendations
for regional positions; recommendation to the RD of Regional staff promotions,
transfers, extensions, and terminations; and for quality, performance, and
behavior of Volunteers and staff. Directly supervises Region-specific desk staff.
Implements Peace Corps personnel procedures and policies in a manner
consistent with PC guidelines and classification. Creates or maintains staffing
patterns consistent with Region's guidelines. Management style produces high
staff morale; supports and guides team-building and encourages each
employee's maximum contribution to the effectiveness of operations. Delegates
authority to staff while providing adequate direction and appropriate, moderated
oversight. Promotes staff development opportunities. Conducts annual
performance appraisals on time and provides ongoing feedback as appropriate.
Applies EEO and affirmative action principles. Adheres to Merit System
Principles per Section 2301, TITLE 5, USC. Maintains a safe working environment
and promptly addresses allegations of noncompliance.
Tasks include:
Provided final decision-making authority for the full range of personnel actions
and organization design improvements recommended by supervisors of
subordinate organizations, including the approval of long-range work plans, and
the management of major changes throughout the organization directed, such as
major changes to the structure, priorities, and content of the program directed.
Integrated the work of national or internationally-based programs that have
conflicting, incompatible, or undefined priorities, requiring that major
compromises in project goals, techniques, and methodologies be agreed upon.
Produced written products in the specialization or subject matter area of the
position. Some reports and other written products are recognized as having a
significant impact in the program area on a national or international level.
Coordinated the work of a variety of participants when there were major issues
debated on a national level in the work area, or a requirement to resolve
complex, controversial, or unusual matters of major consequence or importance
to the agency.
Analyzed industry problems, trends, and issues, and recommended or made
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of the laws, policies, and regulations of an
administrative field sufficient to apply new theories and developments to
problems not susceptible to treatment by accepted methods, and make
decisions or recommendations that significantly change, interpret, or develop
major public policies or programs; (2) Mastery of a wide range of methods for
the assessment and improvement of complex programs, processes and
systems; (3) Skill to plan, organize, and implement programs, plans, and
proposals involving substantial agency resources, or that require extensive
changes in established procedures.
Fact or 2-5 Supervisory Cont rols
As a recognized authority in the analysis and evaluation of programs and issues,
the employee is subject only to administrative and policy direction concerning
overall project priorities and objectives. The employee is typically delegated
complete responsibility and authority to plan, schedule, and carry out major
projects concerned with the analysis and evaluation of programs or
organizational effectiveness. Analyses, evaluations, and recommendations
developed by the employee are normally reviewed by management officials
only for potential influence on broad agency policy objectives and program
goals. Findings and recommendations are normally accepted without significant
change.
Fact or 3-5 Guidelines
Guidelines consist of broad administrative and program policy statements, and
basic legislation, related court decisions, or state and local laws that require
extensive interpretation. The employee uses judgment and discretion in
determining intent, and in interpreting and revising existing policy and regulatory
guidance for use by others within or outside the employing organization. The
employee is recognized as an expert in the development and/or interpretation
of guidance on program planning and evaluation in a specialized area.
Fact or 4-5 Complexit y
The employee analyzes interrelated issues of effectiveness, efficiency, and
productivity of substantive mission-oriented programs. Develops detailed
plans, goals, and objectives for the long-range implementation and
administration of programs, and/or develops criteria for evaluating the
effectiveness of the program. Decisions concerning planning, organizing, and
conducting studies are complicated by conditions, such as conflicting program
goals and objectives. Assignments are complicated by the need to deal with
subjective concepts, the quality and quantity of actions are measurable primarily
in predictive terms, and/or findings and conclusions are highly subjective and
not readily susceptible to verification through replication of study methods or
reevaluation of results. Options, recommendations, and conclusions take into
account and give appropriate weight to uncertainties about the data and other
variables which affect long-range program performance.
Fact or 5-5 Scope and Ef f ect
The purpose of the work is to analyze and evaluate major aspects of
substantive, mission-oriented programs. The employee develops long-range
program plans, goals, objectives, and milestones, or evaluates the
effectiveness of programs conducted throughout an agency, or for a significant
organizational segment of an agency, such as a regional office, Center, or major
field installation. The employee resolves problems or copes with issues which
directly affect the accomplishment of principal agency program goals and
objectives. The employee develops regulations or guidelines for the conduct of
program operations, or new criteria for measuring program accomplishments.
Study reports contain findings and recommendations of major significance to top
management of the agency, and often serve as the basis for new administrative
systems, legislative initiatives, regulations, or programs.
Fact or 6-3 Personal Cont act s
Personal contacts are with individuals outside the agency and may include
consultants, contractors, or business executives in a moderately unstructured
setting. Contacts may also include the head of the employing agency or
program officials several managerial levels above the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or
program effectiveness issues. The employee may encounter resistance due to
such issues as organizational conflict, competing objectives, or resource
problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Supervisory Factor Statements
Fact or 1-3 Program Scope and Ef f ect
Directs a program segment that performs technical, administrative, protective,
investigative, or professional work. The program segment and work directed
typically have coverage which encompasses a major metropolitan area, a State,
or a small region of several States; or when most of an area's taxpayers or
businesses are covered, coverage comparable to a small city. Providing
complex administrative or technical or professional services directly affecting a
large or complex multi-mission military installation also falls at this level.
Activities, functions, or services accomplished directly and significantly impact a
wide range of agency activities, the work of other agencies, or the operations of
OR
OR
OR
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Project Planner
Team Leader
Administrative O ffice
O fficer C oordinator
Program Analyst
Instructor
Program C oordinator
Project Manager
Training and Development C oordinator
Policy Analyst
Training and Development Specialist
Administrative Supervisor
C ustomer Service Supervisor
Management Analyst
O ffice Manager
C ustomer Service Manager
Director
Network Systems and DataC ommunications
Analysts
O fficer Supervisor
O perations Manager
Program Manager
Program Planner
Project C oordinator
Training and Development Manager
Trainer
Tasks include:
Serve as the point person for staffing policy/procedural changes. Serve as the
liaison and advocate for the PCSSOs.
Regularly collaborates and coordinates with Regional Security Advisorsto
address security matters or concerns. Receives all PCSSO reports and elevates
critical issues to Chief of Overseas Operations.
Serve as backup to field PCSSOs.
T raining and St af f Development Support 30%
Delivers non-standard security courses covering advanced subject matter areas
or technical systems. Responsible for overall maintenance of assigned courses,
including delivering training to external stakeholders. Determines and initiates
changes and updates in course content. Adapts or revises courses in response
to changes in security procedures or student needs.
Provides input and works on tasks affecting overall safety and security
management and the success of the Peace Corps program. Coordinates and
integrates the planning, programming, development, oversight, scheduling, and
overall management of resources for multi-phase projects.
Carries out safety and security information and training activities designed to
ensure that domestic and overseas staff are prepared to assume their safety
and security responsibilities. Identifies training needs and develops and
delivers non-standard security courses covering advanced subject matter areas
in collaboration with the Office's Training Administrator.
Works with the PCSSOs to collect, develop, maintain and publish security related
session plans, best practices and other resources. Responds to PCSSO and
Agency staff requests for information and technical materials, and oversees
content distribution.
Manages the PCSSO and SSC certification requirements and ensures that all staff
are current. In collaboration with Regions, ensures that CDUs and RSAs are
trained in safety and security responsibilities.
Enhances agency security practices and support through the utilization of
distance learning technologies.
Tasks include:
Assists in developing policies, procedures and safety and security instructions.
Ensures regular and routine communications are shared with the Overseas
PCSSOs.
Securit y Risk Assessment and Management 20%
Serves as a technical expert in assessing the overall safety and security
environment for Peace Corps Volunteers overseas. Assists in managing crisis
situations as they arise, and communicates with agency officials, State
Department, Embassy personnel, and private institutions and individuals as
required.
Serves as a technical expert in assessing the overall safety and security
environment for Peace Corps Volunteers overseas. Analyzes threats and
vulnerabilities to determine potential adverse effects on Volunteer well-being
and program continuity. Examines issues that could impact Peace Corps,
including natural disasters, narcotics, crime, transportation, political violence,
terrorism, transnational conflict, law enforcement effectiveness, and the local
legal climate. Utilizes multiple information channels to gather information
including CIRS reports and data, agency staff, other US government contacts,
open source resources, and classified materials. Recommends a series of
strategies to improve Peace Corps' posture in reducing and minimizing crimes
against Volunteers.
Interprets risk assessments and threat information and uses that information to
inform management decisions and mitigation strategies. The incumbent informs
supervisor of the result of these analyses, makes recommendations for
mitigation measures, provides support to affected area, and assists in managing
crisis situations as they arise.
Periodically serves as office duty officer responsible for weekend and after-hour
emergencies and performs other related duties as assigned.
Tasks include:
Monitors Department of State Classification Network and Overseas Security
Advisory Council updates. Receives all PCSSO reports and elevates critical
issues to the Chief of Overseas Operations. Reviews CIRS to identify trends and
emerging issues.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires knowledge of a wide range of security concepts,
principles, and practices to analyze and resolve difficult and complex security
problems; knowledge of a variety of state-of-the-art security equipment and
devices such as fencing variations; a variety of alarm and detection devices;
closed circuit television systems; locking devices for doors, windows, vaults,
and gates; shielding for cables carrying ADP, communications, and other
electronic impulses that might be translatable or make a facility vulnerable to
penetration; computer security software; personnel control systems such as
various visual and electronic badging systems; and other approaches that are
designed for or applied to protecting personnel, equipment, facilities,
information, processes, or signals; ability to plan program activities and apply
policy direction to specific operating requirements; skill in developing guidance
for applying security policy, procedures, techniques, equipment, and methods
to a variety of work situations and various degrees or levels of security
controls; ability to respond to problems or questions involving implementation of
security guidelines at lower levels and to inspect operating security programs
for adequacy, efficiency, and need for improvement; knowledge of security
programs of organizations supported by the local security office and skill in
interpreting policy that originated from higher organizational levels (or national
policy), and in developing local policy and implementing instructions; and
knowledge of technical security programs to identify vulnerabilities, and to
arrange for appropriate specialists to perform the technical aspects of the work
in conjunction with the personnel, physical, and other elements of new or
established security programs.
Fact or 2-4 Supervisory Cont rols
The supervisor sets the overall objectives and resources available. The
incumbent and supervisor, in consultation, develop the deadlines, projects, and
work to be done. The incumbent, having developed expertise in the particular
security area, is responsible for planning and carrying out the assignment;
resolving most of the conflicts which arise; coordinating the work with others as
necessary; and interpreting policy in terms of established objectives. In some
assignments, the incumbent also determines the approach to be taken and the
methodology to be used. The incumbent keeps the supervisor informed of
progress and potentially controversial matters. Completed work is reviewed
only from an overall standpoint in terms of feasibility, compatibility with other
work, or effectiveness in meeting requirements or expected results.
Fact or 3-3 Guidelines
Guidelines are available in the form of agency policies and implementing
directives, manuals, handbooks, and locally developed supplements to such
guides, such as building plans, survey schedules, detailed work procedures,
and directives that supplement agency directions. They relate to the
assignments but are not completely applicable, or have gaps in specificity. The
employee uses judgment in interpreting, adapting, and applying guidelines, such
as instructions for the application of security alarm and detection equipment;
access barriers (badge and pass system, fences, guard posts, etc.); variations
in security clearance levels required for portions of projects or facilities;
document control systems and storage facilities where there is some overlap or
conflict in the levels of security required and the number and clearance levels of
persons with access to a facility; and other conditions requiring the employee to
analyze and develop security plans within the intent of available guidelines. The
employee independently resolves gaps in specificity or conflicts in guidelines,
consistent with stated security program objectives. The employee analyzes the
applicability of guidelines to specific circumstances and proposes regulatory or
procedural changes designed to improve the effectiveness of efficiency of
security controls within the intent of directions concerning the level of security
required.
Fact or 4-4 Complexit y
The work typically includes varied duties requiring many different and unrelated
processes and methods such as those relating to well-established aspects of
security planning and administration. Typically, such assignments concern
several broad security program areas or, in a specialty area, require analysis
and testing of a variety of established techniques and methods to evaluate
alternatives and arrive at decisions, conclusions, or recommendations.
Programs and projects may be funded by, or under the cognizance of, different
organizations with differing security requirements or variations in ability to fund
system implementation. The implementation of established security policies,
practices, procedures, and techniques may have to be varied for a number of
locations or situations which differ in kind and level of security, complexity, and
local conditions or circumstances requiring adjustment or modification in
established approaches. Implementation of the results of analysis may have to
Equivalent Titles:
Equivalent Privat e Sect or
T it les:
Patrol O fficer
Police O fficer
Public Safety O fficer
Security Agent
Police C hief
Security O fficer
Security Specialist
Safety and Security O fficer
C ampus Security O fficer
Hotel Security O fficer
Loss Prevention O fficer
Private Investigator
Trooper
Security Guard
Security Manager
Tasks include:
Developed the structure and organization of multimedia applications, based on
meaningful information delivery.
Videography 25%
Identifies, acquires, reviews, and recommends video programs within a subject area
for acquisition and broadcast, and/or distribution around the world. The incumbent
will perform videography with adequate lighting techniques for studio and field
interviews and B-Roll. Develops thematic packages of public affairs programs in
conjunction with special program events. Screens and evaluates public affairs
programming recorded from the various national and public networks.
Recommends and/or obtains public affairs programs for posts worldwide or to
geographic areas as appropriate. Develops and maintains the widest possible
network of contacts, source archives, production and distribution outlets in the
public and private sectors to assist in identifying video materials in assigned
thematic area which could be relevant to assist posts in meeting broadcast
objectives. Conducts negotiations with senior officials of outside suppliers for
broadcast and usage rights. Develops purchasing strategies and identifies potential
usage and distribution difficulties in vendor proposals. Compiles usage reports on
'acquired' materials.
Tasks include:
Identified, acquired, reviewed, and recommended video programs within a subject
area for acquisition and broadcast, and/or distribution around the world.
Production of Written and Graphical Promotional Material 20%
Designs, develops, and produces written and graphical material for video and web
purposes, including establishing templates, choosing formats, typefaces, photos
and music.
Locates or acquires photographs, banners, and other graphic design elements from
in-house or outside sources. Prepares items for distribution including graphics for
use in promotional and web videos. Creates and implements systems for keeping
accurate records and controlling stock.
Contacts vendors to solicit bids, prepares necessary documentation for purchase of
materials needed for production.
Tasks include:
Distributed, designed, developed, and produced written and graphical material for
various purposes, including establishing templates, clip art and photos.
Operates, Calibrates and Adjusts Equipment 5%
Resolves problems involving a variety of applications programs, system software,
and interlocking equipment systems. Must have the ability to repair equipment in
house and in the field. Isolates, identifies, and devises means for resolving
problems related to software and hardware on Mac and Windows computers. Must
have knowledge of RAID systems and have the ability to troubleshoot and rebuild
when needed.
Tasks include:
Administered system improvements, scheduling, and/or quality control functions for
a specialized automated system.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
Knowledge of a wide range of concepts, principles, and practices of information
media functions, operations and programs; and skill in applying this knowledge to
difficult and complex work assignments. Knowledge of a specialized subject matter
in order to provide substantive support for research, collections, exhibits,
preservation, registration and/or education/public service.
Factor 2-4 Supervisory Controls
The supervisor sets the overall objectives and resources available. The incumbent
and supervisor, in consultation, develop the deadlines, projects, and work to be
done. The incumbent is responsible for planning and carrying out the assignment,
resolving most of the conflicts that arise, coordinating the work with others as
necessary, and interpreting policy. The incumbent keeps the supervisor informed of
progress and potentially controversial matters. Completed work is reviewed only
from an overall standpoint in terms of feasibility, compatibility with other work, or
effectiveness in meeting requirements or expected results.
Factor 3-3 Guidelines
Guidelines are available but are not completely applicable to the work or have gaps
in specificity. The incumbent uses judgment in interpreting and adapting guidelines
such as agency policies, regulations, precedents, and work directions for application
to specific cases or problems. The employee analyzes results and recommended
changes.
Factor 4-4 Complexity
The work typically includes varied duties requiring many different information mediarelated processes and methods. Decisions regarding what needs to be done include
the assessment of unusual circumstances, variations in approach, and incomplete
or conflicting data. The work requires making many decisions concerning such
things as interpretation of considerable data, planning of the work, or refinement of
the methods and techniques to be used.
Factor 5-3 Scope and Effect
The work involves treating a variety of conventional information media related
problems, questions, or situations in conformance with established criteria. The
work product or service affects the design or operation of various media programs or
the content of research conclusions.
Factor 6-3 Personal Contacts
The personal contacts are with individuals or groups from outside the agency in a
moderately unstructured setting. For example, the contacts are not established on a
routine basis; the purpose and extent of each contact is different; and the role and
authority of each party is identified and developed during the course of the contact.
Factor 7-3 Purpose of Contacts
The purpose is to influence, motivate or interrogate persons or groups. The persons
contacted may be skeptical or uncooperative. Therefore, the employee must be
skillful in approaching the individual or group in order to obtain the desired effect,
such as gaining compliance with established policies and regulations.
Factor 8-1 Physical Demands
The work is sedentary. No special physical demands are required.
Factor 9-1 Work Environment
Work is performed in an office environment.
Other Significant Facts:
Performs other duties as assigned.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Tasks include:
Planned the technical details of visual products disseminated by print or
electronic means.
Operat es, Calibrat es and Adjust s Equipment . 10%
Assists in adjusting and operating television broadcasting equipment, such as
lighting equipment for various in-studio or field programs, or videotape
recorders to record studio-originated, of air and of-line programs. Duplicates in
various formats and broadcast standards multiple copies of programs or videos
for distribution.
Interconnects the equipment as required for ease of production, and tunes,
adjusts, monitors, analyzes performance of, and makes appropriate adjustments
to the components while system is operating during a production. Determines
from oscilloscopes, vectorscopes, meters, and audio and/or video monitors
which, if any, adjustments must be made to assure a program which is both
esthetically appropriate and of the highest technical quality.
Resolves problems involving a variety of applications programs, system
software, and interlocking equipment systems. Must have the ability to repair
equipment in house and in the field. Isolates, identifies, and devises means for
resolving problems related to software and hardware on Mac and Windows
computers. Must have knowledge of RAID systems and have the ability to
troubleshoot and rebuild when needed.
Tasks include:
Assisted in adjusting and operating specifically assigned television broadcasting
equipment.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of a variety of methods, techniques, and
materials used in the design, production, and reproduction of visual products to
plan the technical details of, or produce, aesthetically composed visual
products; basic knowledge of a specialized subject matter such as medicine,
science, or technical equipment; a field peculiar to the employing organization;
or a range of general subjects relating to the work of the organization. This
knowledge is needed to understand the specifications and visual materials
provided with the assignment with little explanation or research. (Visual
materials are items to be incorporated into a visual product, such as
photographs or charts to be reproduced as part of a publication, items to be
illustrated, or artifacts to be exhibited.)
And, where the work includes hands-on production of visual products, the
position requires:
Skill in working with either a variety of art media (e.g., pen-and-ink, pencil,
tempera, wash, oils, acrylics, air brush, and computer generated graphics); a
variety of commercial or graphic art techniques (e.g., typesetting and paste-up
of copy, screen printing, building scale models, mounting photographs or
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Works closely with CHOPS and Chief Admin Officer (CAO) to plan, allocate,
control and track commitment of budgetary funds and staff within HQ and
ensures coordination and accountability for same within Regional Office
structure. Communicates and coordinates program and budgetary policies and
procedures across all Regional Recruiting Offices (through RMs) to ensure
accountability for achieving the agency's goals.
Advises AD/VRS and CHOPS on effective engagement strategies, in alignment
with recruiting goals, with leaders of state and local governments; federal
agencies; public and private sector groups; news media; and other parties
interested in furthering the mission of Peace Corps. Creates opportunities for
AD/VRS to build partnerships, make presentations and present speeches
promoting Peace Corps recruitment objectives. Upon request acts for the
Associate Director in performing these duties.
This position requires a minimum 15% - 25% travel to Regional Recruitment
Offices and National events.
Tasks include:
Provided guidance on the most challenging problems facing an agency having
responsibility for a program of national or international scope and impact, such
as justifying or settling matters involving a significant and controversial program
policy.
Developed strategies for planning and/or implementing major agency programs
of national scope and impact. Provided expert analysis and advice on agencywide programs or issues of national impact.
Supervisory and/or Managerial Responsibilit ies 25%
Manages FP-2 level supervisors who have responsibility for supervising line
employees at the FP-3 level or below. Through clear and sustained management
communications, directs, supports, evaluates, and provides on-going
performance management of the Regional Office Managers (RMs),ensuring that
they, in turn, provide effective leadership in achieving the RROs established
recruiting priorities and goals.
Communicates expectations clearly and holds the RMs accountable for
implementing plans, objectives and activities related to recruiting all Peace
Corps volunteer applicants.
Performs the administrative and human resource management functions relative
to the staff supervised. Establishes guidelines and performance expectations for
staff members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance;
demonstrates and conducts work performance critiques. Provides informal
feedback and periodically evaluates employee performance. Resolves informal
complaints and grievances.
Develops work improvement plans, recommending personnel actions as
necessary. Provides advice and counsel to workers related to work and
administrative matters. Effects disciplinary measures as appropriate to the
authority delegated in this area. Reviews and approves or disapproves leave
requests. Assures that subordinates are trained and fully comply with the
provisions of the safety regulations.
Tasks include:
Analyzed issues related to the establishment of program goals and objectives
for major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Coordinated the work of a wide variety of participants when there were
significant or major advancements or issues in the program area or subject
matter field related to the program area supervised.
Recruit ment Policy, St andard, and Regulat ion Development , Review, and
Analysis 25%
Reviews and develops new or proposed recruitment and placement policies,
procedures, and guidelines for agency-wide use. Develops the recruitment
component of PC strategies and plans to deal with significant staffing initiatives,
such as reorganizations and changes in mission.
Develops new agency policies, procedures, and guidelines when the
recruitment issues under consideration are new and have no applicable
precedent, impact significant numbers of volunteers, are highly controversial, or
are politically sensitive. Serves as an agency technical authority with respect to
development of policies and assessment of regulatory impact upon a rapidly
evolving recruitment program.
Coordinates program analysis and development efforts with concerned officials
of other government entities. Performs analyses that often materially affect the
direction and organization of the program. Identifies key policy issues and
priorities, designs analyses, evaluates alternative agency strategies, and makes
definitive recommendations to senior management.
Performs periodic reviews to ensure that Peace Corps' policies and
supplemental directives are responsive, timely, and consistent with existing
agency instructions and appropriate precedents.
Manages complex consulting projects related to volunteer recruitment activities,
programs, and projects. Presents Peace Corps' position on controversial issues
in a variety of forums.
Tasks include:
Developed new or revised recruitment policies, practices, or programs to deal
with workforce expansion, downsizing, and/or restructuring.
Advised top management on recruitment, examination, and selection processes,
regulations, and/or alternatives.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of a wide range of qualitative and/or
quantitative methods for the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems; (2) Comprehensive knowledge of the range of administrative laws,
policies, regulations, and precedents applicable to the management of one or
more important public programs; (3) Knowledge of agency program goals and
objectives, the sequence and timing of key program events and milestones, and
methods of evaluating the worth of program accomplishments; and (4) Skill to
plan, organize, and direct team study work and to negotiate effectively with
management to accept and implement recommendations where the proposals
involve substantial agency resources, require extensive changes in established
procedures, or are in conflict with the desires of the activity studied.
Fact or 2-5 Supervisory Cont rols
As a recognized authority in the analysis and evaluation of programs and issues,
the employee is subject only to administrative and policy direction concerning
overall project priorities and objectives. The employee is typically delegated
complete responsibility and authority to plan, schedule, and carry out major
projects concerned with the analysis and evaluation of programs or
organizational effectiveness. Analyses, evaluations, and recommendations
developed by the employee are normally reviewed by management officials
only for potential influence on
broad agency policy objectives and program goals. Findings and
recommendations are normally accepted without significant change. The
incumbent works under the supervision of the CHOPS for AD/VRS. Manager is
expected to handle a wide range of complex issues and to coordinate across
other sectors of the agency with minimal supervision and guidance. Work is
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Project Planner
Team Leader
Administrative O ffice
O fficer C oordinator
Program Analyst
Instructor
Program C oordinator
Project Manager
Training and Development C oordinator
Policy Analyst
Training and Development Specialist
Administrative Supervisor
C ustomer Service Supervisor
Management Analyst
O ffice Manager
C ustomer Service Manager
Director
Network Systems and DataC ommunications
Analysts
O fficer Supervisor
O perations Manager
Program Manager
Program Planner
Project C oordinator
Training and Development Manager
Trainer
Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
IT Project Planning and Management 10%
Plans and manages complex IT projects involving interrelated disciplines and
multiple stages of the systems development lifecycle. Manages IT infrastructure
projects for a division or bureau of an agency, and aligns the infrastructure with
Tasks include:
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Managed IT projects involving interrelated disciplines and multiple stages of the
system development lifecycle.
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
IT Research and Analysis Work 15%
Provides expert analysis on complex project or program-related information
technology issues or problems where new analytical techniques must be developed
to evaluate findings, such as resolving critical issues affecting configuration
changes to an agencys information technology infrastructure.
Provides expert analysis and advice on complex program related information
technology (IT) issues or problems where new analytical techniques must be
developed to identify and evaluate findings. Based on operations and changing
program requirements, identifies relevant issues. Collects relevant information from
many varied sources, some of which are difficult to access. Makes authoritative
recommendations.
Tasks include:
Tasks include:
Conducted experimental studies that result in new design guidelines.
Designed and/or directed the development of controversial or leading-edge computer
science technology, equipment, systems, mathematical algorithms, and/or computer
software to meet specific mission or program requirements.
Systems Administration 30%
Ensures the rigorous application of information security/information assurance
policies, principles, and practices in the delivery of systems administration services
for a major segment of an agency, such as a region or multi-state area. Resolves
hardware/software interface and interoperability problems.
Ensures the integration of IT programs and services, and develops solutions to
integration/interoperability issues.
Manages network rights, and agency-wide access to systems and equipment.
Manages and implements system maintenance procedures. Troubleshoots and
resolves issues affecting system availability, performance, and security
Implements security procedures and tools, and develops and documents systems
administration standard operating procedures for the Peace Corps.
Tasks include:
Planned, coordinated, or consulted on information technology (IT)-related work
efforts, such as coordinated or managed projects involving interrelated disciplines
and multiple stages of the system development lifecycle. Influenced or motivated
individuals or groups who worked toward mutual goals and who had basically
cooperative attitudes. For example, was sought out in a consultant capacity by
colleagues within and outside the agency.
Provided expert analysis and devised solutions for highly complex information
technology problems, such as resolved critical issues affecting the configurations of
the information technology infrastructure. Analyzed and developed solutions or
provided assessments of critical IT issues, such as integration/interoperability
issues, emerging technologies and their application to business processes, and
optimization of existing architecture.
Evaluated and reviewed use of resources, planned future needs, and worked with
others to combine efforts and coordinate comprehensive plans. For example,
implemented and maintained enterprise servers and systems.
Resolved hardware/software interface and interoperability problems.
Managed special projects that had a significant impact on the delivery of customer
support services. For example, planned and coordinated actions with interagency
infrastructure protection groups to ensure an integrated response to problems of a
potentially extensive nature.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish assignments
such as: develop and interpret policies, procedures, and strategies governing the
planning and delivery of services throughout the agency; provide expert technical
advice, guidance, and recommendations to management and other technical
specialists on critical IT issues; apply new developments to previously unsolvable
problems; and make decisions or recommendations that significantly influence
important agency IT policies or programs. Mastery of, and skill in applying, most of
the following: interrelationships of multiple IT specialties; the agency's IT
architecture; new IT developments and applications; emerging technologies and their
applications to business processes; IT security concepts, standards, and methods;
project management principles, methods, and practices including developing plans
and schedules, estimating resource requirements, defining milestones and
deliverables, monitoring activities, and evaluating and reporting on
accomplishments; and oral and written communication techniques. Ensures the
integration of IT programs and services, and develops solutions to
integration/interoperability issues. Designs, develops, and manages systems that
meet current and future business requirements and apply and extend, enhance, or
optimize the existing architecture. Manages assigned projects. Communicates
Equivalent Titles:
Equivalent Private Sector Titles:
Applications Analyst
Communications Center Operator
Computer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
Computer Systems Consultant
Engineer
Help Desk Analyst Computer Technician
IT Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
Communications Equipment Operator
Computer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence Officer
Professor
Project Manager
Supervisor, Network Control Operators
Systems Specialist
Computer Analyst
Computer Operator
Computer Technician
Electrical Engineer
IT Project Manager
Information Operation Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
Operations and Maintenance Technician
System Engineer
System Programmer
Computer Assistant
Computer Console Operator
Computer Programmer
IT Database Administrator
Information Systems Operations Manager
Programmer Analyst
Systems Operator
Data Communications Manager
Information Technology Specialist
Office Systems Coordinator
Systems Administrator
Business Systems Analyst
Computer Science Teacher
Computer Support Specialist
Information Technology Security Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
Computer Scientist
Computer Systems Analyst
Computer and Information Systems Managers
IT Security Specialist
IT Systems Administrator
Information Operation Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer
Tasks include:
Administered and performed a variety of fund control activities affecting limited
functional areas of an organization, such as analyzing and reconciling account
data.
Analyzed the impact of budgetary or accounting events on multi-appropriated
fund accounts, such as allocations, commitment, obligations, cost, and
disbursement.
Account ing Dat a Analysis and Reconciliat ion 50%
Tasks include:
Performed analysis and reconciliation of a variety of specialized administrative
accounts, identifying and resolving complex accounting transactions that created
out-of-balance conditions in financial reports.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
Professional knowledge of accounting theories, practices, methods, and
techniques, and knowledge of organizational practices, policies, and programs
to independently perform a variety of assignments.
Knowledge of governmental accounting operations and requirements including
those established by GAO, Department of Treasury, OMB, and the agency to
independently perform a variety of assignments.
Ability to analyze accounting systems or to modify and adapt conventional
accounting and analytical techniques to solve a variety of accounting problems.
Knowledge of automated systems design practices and limitations to describe
systems specifications and requirements to computer programmers and
software specialists.
Ability to deal tactfully with other employees to implement revised policies and
procedures, to discuss changes relating to the automated accounting system,
and/or to coordinate necessary training in connection with revised operations or
system changes.
Ability to write letters, memoranda, and operating procedures, directives,
and/or guides to convey information relating to the accounting process.
Fact or 2-4 Supervisory Cont rols
The supervisor makes assignments by outlining the overall objectives and
resources available. The accountant and supervisor discuss timeframes, scope
of assignment and possible approaches. The accountant is fully experienced in
applying professional concepts and methodologies. The accountant is
independently responsible for planning and carrying out the assignment;
resolving most of the conflicts that arise; and coordinating with system support
personnel, computer programmers, program managers and others as
necessary. The accountant independently interprets policies and regulatory
requirements and makes recommendations for improvements. The accountant
keeps the supervisor informed of progress. Completed work is reviewed for
soundness of overall approach, effectiveness in meeting requirements or
cooperative.
Fact or 8-1 Physical Demands
The work is principally sedentary.
Fact or 9-1 Work Environment
The work is usually performed in an office setting.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
C ertified Public Accountant
C ost Accountant
Financial Manager
Treasurer
Budget Analyst
Payroll C lerk C hief
Auditor
Bookkeeper
Budget Assistant
Financial Assistant
Accounting C lerk
Accountant
Accountant
Payroll C lerk
Accounting Assistant
Accounting O fficer
Budget C lerk
C ontroller
Tasks include:
Performed work associated with fund control activities for stable programs with
established and well-documented requirements, including analyzing accounting
functions to ensure appropriate recording of transactions within prescribed
deadlines.
Account ing Dat a Analysis and Reconciliat ion 50%
Validates straightforward data using well-established accounting principles and
practices. Investigates and corrects out-of-line and out-of-balance conditions.
Performs analysis and reconciliation of day-to-day accounts, such as low
volume, limited reimbursement accounts. Analyzes accounting data and
reconciles source documents to determine accuracy of all transactions. Makes
adjustments using well-established accounting practices. Participates in various
reconciliation activities to ensure that subsidiary ledgers are reconciled to
general ledger accounts by appropriation, and out of balance conditions are
resolved. Performs continuous analyses and reconciliation of transactions.
Prepares correction inputs that reflect appropriate accounting information in
accordance with legal requirements.
Tasks include:
Performed analysis and reconciliation of day-to-day accounts, such as low
volume, limited reimbursement accounts. Made adjustments using wellestablished accounting practices.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
Professional knowledge of accounting practices, methods, and techniques to
perform assignments independently using procedures and practices that are
conventional and apply to most situations encountered.
Knowledge of governmental accounting practices and procedures including
those established by the General Accounting Office, the Department of the
Treasury, the Office of Management and Budget, and the agency to ensure the
system adheres to accepted principles, regulations, and practices.
Knowledge of small business accounting systems and knowledge of their
governing regulations and fiscal practices to ensure the systems accurately
portray program operations.
Ability to deal tactfully with other employees to answer questions regarding
accounting policy and procedures.
Fact or 2-3 Supervisory Cont rols
The supervisor makes assignments by discussing possible problem areas and
defining objectives, priorities, and deadlines. The accountant works
independently, planning and carrying out assignments following accepted
accounting practices. Problems that arise are handled by the accountant in
accordance with instructions, policies, and guidelines. Controversial information
such as a possible weakness in controls is brought to the attention of the
supervisor. Completed work is reviewed for technical soundness,
appropriateness, and conformity to policies and requirements. Conclusions are
evaluated for reasonableness.
Fact or 3-3 Guidelines
Available guidelines are not completely applicable to some of the work, or have
gaps in specificity. Normally, the guidelines provide a preferred approach or
describe generally accepted requirements for recording and reporting
transactions rather than precisely delineating requirements. The accountant
uses judgment in interpreting and adapting guidelines and work directions for
application to specific cases or problems. The accountant analyzes results and
recommends changes.
Fact or 4-3 Complexit y
The work requires the application of established practices. The work
encompasses ongoing responsibility for accounting system operations where
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Tasks include:
Provided final decision-making authority for the full range of personnel actions
and organization design improvements recommended by supervisors of
subordinate organizations, including the approval of long-range work plans, and
the management of major changes throughout the organization directed, such as
major changes to the structure, priorities, and content of the program directed.
Cont ract Program Management , Oversight , Advice and Guidance 75%
Directs and coordinates the overall procurement and contract management
services for the agency. As the recognized agency procurement expert,
advises on contracting actions and agreement matters, including policy
interpretation for contracts of national scope. In conjunction with General
Counsel, represents the Agency in dealing with GAO and the Board of Contract
Appeals regarding bid protests and disputes. Makes final Contracting Officer
determinations relative to claims arising from contractual actions.
Counsels senior management, staff, and officials at multiple levels of Peace
Corps, and private sector clients and vendors on contract and agreement
related matters. Develops and presents reports for top management on all
aspects of contract operations. Directs the development and issuance of Peace
Corps Manual Sections on acquisition matters and instructions to Headquarters,
domestic field and overseas activities.
Ensures the agency's contracts are compliant, in conformance to all laws,
agency regulations, and policies regarding government procurement. Serves as
recognized agency expert for reviewing and approving procurement strategy,
plans, and techniques for major systems.
Develops, coordinates, and implements procurement plans which align with
current and forecasted agency needs to include mission, goals, objectives, and
implementation strategies. Translates management goals and objectives into
effective operations and establishes control systems and progress reporting
requirements that monitor goals or program priorities in order to evaluate
progress and results.
Identifies and proposes solutions to procurement and contracting problems
which are of major importance to planning program direction. Formulates and
implements plans to improve procurement policies, practices, methods, and
organizational structure. Assigns responsibilities for carrying out objectives,
coordinates and directs the work among several office units, sets performance
targets, and resolves differences where needed.
Builds and maintains a customer service oriented program, which meet the
needs of client offices, and works cohesively with the Chief Financial Officer and
General Counsel. Maintains up-to-date records, and creates effective tracking
Tasks include:
Developed and/or directed critical agency procurement programs essential to
the agency mission.
Developed contracting policies and procedures for guidance and control of
subordinate contracting activities within a department or agency.
Collateral Duties
Factor Statements
Fact or 1-9 Knowledge Required by t he Posit ion
The position requires either: knowledge of all pre-award and post-award phases
of the systems acquisition program, beginning with the initial strategy and
planning phase and continuing through contract negotiation, award,
administration, termination and closeout, including the merging of subsystems
and components and the meeting of scheduled goals, or mastery of
procurement functions in order to be a recognized expert responsible for
generating new procurement concepts.
Fact or 2-5 Supervisory Cont rols
The employee is delegated unlimited authority for planning and carrying out the
contractual activities required. The supervisor is available for consultation on
program objectives, budgetary constraints, and procurement policy
interpretations. Decisions and recommendations of the employee are normally
accepted as authoritative, although higher review may be necessary for some
phases of the work.
Fact or 3-5 Guidelines
Guidelines require extensive interpretation. Little or no contractual precedents
exist to guide the employee in developing and modifying procurement
strategies or agency procurement regulations or policies.
Fact or 4-6 Complexit y
The work consists of broad contracting functions and activities. Assignments are
characterized by broad and intense analysis, and involve several phases being
pursued concurrently or sequentially with the support of technical, procurement,
program, and management personnel within and outside the organization. The
specific procurement issues are largely undefined and require extensive
analysis and evaluation to identify the scope of the problems and to reach
decisions on appropriate courses of action or development of new concepts,
theories, or programs to resolve unyielding problems.
Fact or 5-6 Scope and Ef f ect
The purpose of the work is to plan, develop, and execute critical procurement
programs which are essential to the mission of the agency. Procurements or
policies have the potential for affecting the nation's general economic health and
stability. The work affects the economic health of a major industry whose
economic position generates nationwide public interest and receives scrutiny by
top agency management.
Fact or 6-4 Personal Cont act s
Personal contacts include high-ranking officials from outside the employing
agency. Contacts are characterized by problems, such as: the officials may be
relatively inaccessible; appointments or arrangements may have to be made
well in advance; or each contact may be conducted under different ground rules.
Fact or 7-4 Purpose of Cont act s
Contacts are to justify, defend, negotiate, or settle matters involving significant
or controversial issues, or problems which require escalation because
established channels and procedures have failed to resolve the problem.
Persons contacted typically have diverse viewpoints, goals, or objectives,
requiring the employee to achieve a common understanding of the problem and
a satisfactory solution.
Fact or 8-1 Physical Demands
The work is sedentary.
Fact or 9-1 Work Environment
The work is performed in an office setting.
Supervisory Factor Statements
Fact or 1-3 Program Scope and Ef f ect
Directs a program segment that performs technical, administrative, protective,
investigative, or professional work. The program segment and work directed
typically have coverage which encompasses a major metropolitan area, a State,
or a small region of several States; or when most of an area's taxpayers or
businesses are covered, coverage comparable to a small city. Providing
complex administrative or technical or professional services directly affecting a
large or complex multi-mission military installation also falls at this level.
Activities, functions, or services accomplished directly and significantly impact a
wide range of agency activities, the work of other agencies, or the operations of
outside interests (e.g., a segment of a regulated industry), or the general public.
At the field activity level (involving large, complex, multi-mission organizations
and/or very large serviced populations) the work directly involves or
substantially impacts the provision of essential support operations to numerous,
varied, and complex technical, professional, and administrative functions.
Fact or 2-3 Organizat ional Set t ing
The position is accountable to a position that is SES level, or equivalent or higher
level; or to a position which directs a substantial GS-15 or equivalent level
workload; or to a position which directs work through GS-15 or equivalent
subordinate supervisors, officers, contractors, or others.
OR
OR
OR
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Buyer
C ontract Administrator
Purchasing Agent
Warehouse C lerk
Acquisition Manager
Departmental Buyer
Engineer
Logistics Manager
Procurement Specialist
Procurement analyst
Purchasing Associate
C ontracting Manager
Logistics Planner
Logistics Specialist
Purchasing Manager
Recruiter
Recruiting Manager
Aviation Logistics Specialist
C ontract Specialist
C ontract negotiator
Procurement O fficer
C ontract Manager
Management Analysts
Procurement Manager
C ontract Negotiator
Human Resources Manager
Personnel Manager
Purchasing Agents
Business Administrator
C ontract Analyst
First-Line Supervisor
Supply Specialist
Position Description
Tasks include:
Conducted investigations with indications of potential threats to national security or
welfare.
Analyzed intelligence reports and data to make decisions or recommendations
shaping agency programs.
Conducted law enforcement investigations involving large-scale raids and seizures
throughout several states.
Developed strategies for major areas of uncertainty in domestic and international
political, social, or economic policies, trends, or situations that had potentially
significant repercussions to the agency, to the United States, or internationally.
Conducted law enforcement investigations involving one or more overseas base of
operations with many principals.
Conducted law enforcement investigations involving high profile, high impact cases.
Tasks include:
Conducted investigations with indications of potential threats to national security or
welfare.
Conducted law enforcement investigations involving high profile, high impact cases.
Conducted law enforcement investigations involving large-scale raids and seizures
throughout several states.
Conducted law enforcement investigations involving one or more overseas base of
operations with many principals.
Investigative Program Liaison Activities 10%
Serves as technical expert and exercises independent judgment to conceive,
develop, and implement new outreach strategies designed to reach and engage a
Tasks include:
Developed new outreach strategies and collaborative arrangements to reach and
engage Federal, State, and local law enforcement agencies in investigative
activities.
Developed and/or implemented short- and long-range plans for law enforcement
investigation and/or operational activities.
Conducted law enforcement investigations involving large-scale raids and seizures
throughout several states.
Conducted law enforcement investigations involving high profile, high impact cases.
Conducted law enforcement investigations involving one or more overseas base of
operations with many principals.
Evaluated new concepts in the law enforcement investigation field for incorporation
in program policies and procedures.
Conducted investigations with indications of potential threats to national security or
welfare.
Reports of Investigative Findings 5%
Prepares or directs the preparation of written materials concerning the most
controversial investigations, due to the extreme sensitivity of matters being
investigated or an exceptional difficulty encountered in establishing interrelationships
of facts or evidence.
Oversees the production of written materials such as letters, opinions, reports, and
recommendations on highly substantive investigative issues and findings.
Researches, analyzes, and develops synopses of extremely sensitive
investigations; and refers the documents to appropriate entities for administrative
action.
Tasks include:
Directed the preparation of written materials concerning the most controversial of
investigations, such as select federally regulated programs or areas.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires a mastery of organization/agency main mission laws,
regulations, precedents, court decisions, and current instructions concerning major
mission objectives. Skill in consolidating ostensibly disparate facts, events, and
other types of intelligence material and developing information, guidelines, and
techniques for application in the detection, apprehension and prosecution of criminal
activity. Skill in coordinating intelligence gathering operations on a sector-wide
basis and developing specific cases or complaints. Skill in developing continuing
sources of information. Information may relate to variety of criminal activity such as
means of travel/transportation of illegal item or person, area political conditions,
economic pressures, population changes, availability and sources of fraudulent
documents, and other factors which may have an effect on illegal activity.
Factor 2-4 Supervisory Controls
The supervisor assigns work to the investigator in a specific specialized area, e.g.,
anti-smuggling or intelligence functions for a particular geographic area. The
investigator typically has a continuing responsibility in this area of work.
Investigators plan and carry out their work independently, establishing priorities,
setting deadlines, determining the scope and intensity of their efforts based on the
needs and objectives of the Service, the limitations imposed by statute and
precedent, the resources available and the constraints imposed by time,
geographical area to be covered and alien activity. Investigators typically develop
considerable expertise in the work and their decisions and recommendations
typically are accepted as authoritative statements of fact. In most instances, the
work of the investigator is performed at locations or in situations that do not lend
themselves to supervisory oversight; consequently they must resolve problems,
even those that involve deviations from established procedures or instructions,
unfamiliar situations or unusual requirements, on their own initiative. Completed
work products, usually technical reports, digests of situations encountered, and
informative abstracts or letters are accepted as technically sound. Unusual or
controversial findings are reviewed primarily to ascertain if they are a potential basis
for modifications of operating instructions, procedures, or program emphases.
Factor 3-4 Guidelines
Guidelines consist of general policies which require considerable adaptation and/or
interpretation for application to issues and problems. General policies and
precedents provide a basic outline of results desired, but do not go into detail as to
the methods used to accomplish the projects or assignments. Within the context of
broad regulatory guidelines, the employee refines or develops investigational
breakthroughs within legal parameters.
Factor 4-5 Complexity
The work consists of investigations which require analysis of interrelated issues
involving complex planning and coordination. Decisions on how to proceed are
affected by difficult jurisdictional issues requiring sensitivity in handling the number
of variations in and level of spin-off investigations, the uncertainties involving the
outcome of the investigations, the individuals/organizations affected, or the impact
of the investigative activity and the political, social, economic results of exposure,
apprehension, and/or imprisonment of prominent persons. The investigations have
inter-regional/nationwide ties and require the anticipation and/or influencing of events
to reach successful conclusion.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Position Description
Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Analyzed trends or conditions affecting immigration and naturalization
adjudication issues.
Criminal Invest igat ive Case Work 70%
Conducts complex investigations based on modifications to established criteria
for case planning and conduct. Performs analysis of the facts or evidence to
establish interrelationship; resolves conflicts in the evidence by uncovering the
facts or reconstructing information in order to develop the case more
thoroughly; substantiates findings or conclusions; examines records to detect
links in a chain of evidence or information; and develops and uses informants to
get leads on information. For example, investigations that involve fraudulent
entitlement application, small-time counterfeiters, fraudulent document vendors,
marriage frauds, incarcerated criminal aliens, fugitives from criminal and
administrative proceedings, and other violators of laws and regulations.
Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Invest igat ive Program Liaison Act ivit ies 10%
Following established policies and procedures, performs a variety of liaison
activities in order to develop and maintain relationships within the agency. For
example, transmits inquiries or complaints, tracks the progress of the
investigation, and provides copies of the case report to all parties involved.
Establishes and maintains effective working relationships with regional program
staff, headquarters, state, and local officials. Follows guidelines and procedures
to develop communication plans in support of an agency program; reviews
program for impact and effectiveness; plans and conducts public meetings,
briefings, and other activities in support of the program. Coordinates the
development and release of key information pieces such as press releases, fact
sheets, newsletters, or other briefing materials.
Tasks include:
Conducted law enforcement investigations involving subjects/persons that were
sufficiently prominent to create the potential for local publicity.
Report s of Invest igat ive Findings 5%
Performs duties for all phases of standard non-criminal investigations, from
planning the investigation to preparing reports of findings that address the
difficulty of resolving conflicts in facts or evidence.
Conducts extensive record searches, performs interviews that might involve
Tasks include:
Prepared reports of extensive investigative findings that addressed the difficulty
of resolving conflicts in facts or evidence in areas, such as employment
suitability, Federal loans, etc.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires an extensive knowledge of laws, regulations, precedents,
court decisions, and current instructions concerning major agency mission. Skill
in consolidating ostensibly disparate facts, events, and other types of
intelligence material and developing information, guidelines, and techniques for
application in the detection, apprehension and prosecution of persons
attempting to violate laws. Skill in coordinating intelligence gathering operations
on a sector-wide basis and developing specific cases or complaints. Skill in
developing continuing sources of information. Information may relate to a
variety of conditions affecting criminal activities, such as routes and means of
transportation, area political conditions, economic pressures, population
changes, availability and sources of fraudulent documents, and other factors
which may have an effect on illegal activity.
Fact or 2-4 Supervisory Cont rols
The supervisor assigns work to the investigator in a specific specialized area,
e.g., anti-smuggling or intelligence functions for a particular geographic area.
The investigator typically has a continuing responsibility in this area of work.
Investigators plan and carry out their work independently, establishing priorities,
setting deadlines, determining the scope and intensity of their efforts based on
the needs and objectives of the Service, the limitations imposed by statute and
precedent, the resources available and the constraints imposed by time,
geographical area to be covered and alien activity. Investigators typically
develop considerable expertise in the work and their decisions and
recommendations typically are accepted as authoritative statements of fact. In
most instances, the work of the investigator is performed at locations or in
situations that do not lend themselves to supervisory oversight; consequently
they must resolve problems, even those that involve deviations from
established procedures or instructions, unfamiliar situations or unusual
requirements, on their own initiative. Completed work products, usually
technical reports, digests of situations encountered, and informative abstracts
or letters are accepted as technically sound. Unusual or controversial findings
are reviewed primarily to ascertain if they are a potential basis for modifications
of operating instructions, procedures, or program emphases.
Fact or 3-3 Guidelines
Basic and general information is provided in the various laws, regulations and
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Posit ion Tit le: Program Specialist (Gifts and Grants Management)
Classificat ion: FP-0301-4
This Version: 1.2
Most Recent Version: 1.2
Position Description
Tasks include:
Manages a specific organizational project and/or program at the field office or
comparable level.
Resolves a variety of program and /or administrative problems, including
common, immediate, unique or unprecedented issues. Manages projects
involving administrative, program and/or policy-related issues.
Tasks include:
Independently reviews, approves and troubleshoots grant application as
received from post.
Develops, implements and trains on new and/or revised methods for office
support procedures.
Resolves program support issues and problems, e.g., develops new or revised
methods and procedures for office control and administrative support systems,
such as correspondence control system, program guidance, policy updates.
.
Special Project Planning or Accomplishment 25%
Resolves unusual problems in performing a variety of duties related to special
projects involving administrative or program issues. Performs a variety of duties
related to special projects involving program issues that contain complicating
elements. Participates in task-force groups to accomplish programmatic goals.
These groups may review and update current programs, policies or
administrative guidance or develop new initiatives in various program areas.
Consults and coordinates with Peace Corps managers to make assignments and
review and discuss operations, special projects, long and short-range plans,
and other management considerations. Participates in planning meetings with
supervisory and program mangers to provide necessary information pertaining
to the program specialty.
Performs a variety of duties related to special projects involving program issues
that contain complicating elements. Extracts and assembles information. Uses analytical techniques to develop conclusions and make recommendations.
Develops written reports or oral presentations to recommend changes to
Tasks include:
Analyzes issues concerning administrative policies and management theories
that require adaptation for application to internal program issues and problems.
Performs long-range planning and/or management of a new and/or existing
program.
Administers a complex agency-wide program with oversight for the
programmatic outcomes in the Peace Corps three regions.
Represents OSP on cross-office Small Grants Working Group and with internal
and external stakeholders.
Program and Policy Advice and Guidance 30%
Modifies qualitative and quantitative analytical methods to fit a wide range of
variables, including issues, problems, or concepts that are not susceptible to
direct observation and analysis.
Communicates, interprets and provides guidance and advice concerning
program-related policies, procedures and guidance that require considerable
adaptation and/or interpretation for application. Maintains liaison and
communications with persons and groups from both within and outside Peace
Corps, speaking for the principal on routine program issues. Skillfully
approaches individuals and groups to gain compliance with established policies
and regulations, handles sensitive cases and individuals.
Provides advice and technical assistance to supervisors and managers, posts,
Volunteers, internal agency offices and the Small Grant Working Group, external
organizations or stakeholders on administrative, programmatic and technical
matters.
Conducts research, assembles information, conducts analysis, develops, writes
and edits reports, operating procedures, manuals, briefing papers,
presentations and other program-related materials.
Adapts guidance to particular requirements, such as modifying verbal
presentations to suit participant groups needs and interests.
Tasks include:
Analyzes issues concerning administrative policies and/or management theories
that required adaptation for application to internal program issues and problems.
Performs long-range planning and/or management of a new program. Monitors
established and newly created administrative requirements for an organization
with several subdivisions or functions. Creates and monitors administrative and
technical requirements. Liaises and communicates with internal agency and
external inquiries in regards to policy issues or sensitive cases (i.e. establishing
memorial funds for Volunteers who have passed away while in service and
fundraising events).
T raining 10%
Writes correspondence, memoranda, press releases or other documents
relevant to program activities; written materials are contributions to larger
documents. Independently and/or with a team, designs session plans for
Tasks include:
Independently researches and writes material that contributes to larger
documents. Independently develops and conducts generalized orientation
materials/training events for post staff.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires: (1) Knowledge and skill in applying analytical and
evaluative methods and techniques to issues or studies concerning the
efficiency and effectiveness of program operations; (2) Knowledge of pertinent
laws, regulations, policies and precedents which affect the use of program and
related support resources in the area studied; (3) Knowledge of the major
issues, program goals and objectives, work processes, and administrative
operations of the organization; (4) Knowledge and skill in adapting analytical
techniques and evaluation criteria to the measurement and improvement of
program effectiveness and/or organizational productivity; (5) Skill in conducting
detailed analyses of complex functions and work processes; and (6)
Interpersonal skills in presenting staffing recommendations and negotiating
solutions to disputed recommendations.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
of analytical methods and techniques, and reference material, instructions, and
regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-4 Complexit y
The work involves gathering information, identifying and analyzing issues, and
developing recommendations to resolve substantive problems of effectiveness
and efficiency of work operations in a program or program support setting.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Directed liaison operations for critical programs with broad public interest, such
as conveying breakthrough legislation or highly-controversial judicial decisions.
Administ rat ive Management of an Of f ice 40%
Assures that the office's administration is implemented in accordance with
Tasks include:
Directed highly complex evaluative studies to assess and/or improve agencywide administrative systems and/or services for key agency programs.
Management of Budget Operat ions 40%
Manages all financial and financially related affairs of the office, including but not
limited to budget preparation. Reviews and formulates budget policy and
guidance for use in developing an integrated budget for a significant
organizational component or to fulfill multi-year objectives for a program with
international impact.
Assimilates employment and expense estimates from management officials and
financial trends extrapolated from accounting records to facilitate budget
decisions. Develops contingency plans to allow for variables and avoid serious
adverse consequences. Reviews/negotiates estimates and justifications from
management officials. Consolidates the results and recommends the amounts to
be approved.
Evaluates relationships between major office administered program changes
and the financial state of the organization. Takes action to ensure adequate
funds for program coverage. Enters and adjusts data for the integrated agency
administered program into a wide variety of reports, forms and schedules.
Analyzes and consolidates data for viable overview of the financial status of VRS
and/or VRS operations.
Distributes funds to operating services, analyzes actual expenses as compared
to plans, makes projections, and indicates adjustments in plans necessary to
Tasks include:
Formulated budget policy/guidance for an integrated budget to fulfill multi-year
objectives for a program with national impacts.
Developed contingency plans to avoid serious adverse consequences for a
multi-year, integrated budget.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires a mastery of a wide range of qualitative and/or quantitative
methods for development and management of a major administrative program
for the assessment and improvement of program effectiveness or the
improvement of complex management processes and systems; a
comprehensive knowledge of the range of administrative laws, policies,
regulations, and precedents applicable to the administration of one or more
important public programs; knowledge of agency program goals and objectives,
the sequence and timing of key program events and milestones, and methods
of evaluating the worth of program accomplishments; and the skill to plan
organize, and direct team study work and to negotiate effectively with
management to accept and implement recommendations where the proposals
involve substantial agency resources, require extensive changes in established
procedures, or may be in conflict with the desires of the activity studied.
Fact or 2-5 Supervisory Cont rols
As a recognized authority in the analysis and evaluation of programs and issues,
the employee is subject only to administrative and policy direction concerning
overall project priorities and objectives. The employee is typically delegated
complete responsibility and authority to plan, schedule, and carry out major
projects. Analyses, evaluations, and recommendations developed by the
employee are normally reviewed by management officials only for potential
influence on broad agency policy objectives and program goals. Findings and
recommendations are normally accepted without significant change.
Fact or 3-5 Guidelines
Guidelines consist of basic administrative policy statements concerning the
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Dentist
Engineering Manager
Team Leader
Administrative O ffice
Dental O fficer
Employment Manager
Logistics Manager
O fficer C oordinator
Program Analyst
Program Specialist
Staff Assistant
Logistics Specialist
Project Manager
Administrative Assistant
O perational O fficer
Support Services Manager
Support Services Specialist
Administrative Supervisor
C ustomer Service Supervisor
Employee Relations Director
Management Analyst
O ffice Manager
Administrative Planner
C ompensation and Benefits Manager
C ustomer Service Manager
Director
Human Resources Manager
O fficer Supervisor
O perations Manager
Personnel Manager
Program Administrator
Program Manager
Program Planner
Administrative Specialist
Executive Assistant
Logistics Director
O perational Manager
Program Assistant
Project Engineer
Public Affairs O fficer
Tasks include:
Provided expertise in implementing outreach strategies to engage individuals
and groups with conflicting interests and diverse backgrounds in collaborative
efforts.
Administ rat ive Management of an Of f ice 40%
Serves as an integral part of an office's management team. Provides financial
and administrative program advice to managers. As principal advisor on all
administrative management matters associated with programs and operations,
reviews and analyzes the acquisition, utilization, disposition, and accountability
of resources consistent with program needs at all locations with the
organization. Recommends approval or disapproval of requests for resources
and reprograms as necessary to accomplish goals.
Projects office requirements through analysis of historical and current activities,
anticipated program initiatives and priorities, and manpower trends. Provides
management with accurate, timely, and meaningful financial reports, projections,
and recommendations. Prepares financial projections and the fiscal year financial
plan; manages budget accounts; and tracks interagency and multi-year funding
sources.
Coordinates implementation of new agency administrative programs and
systems within the office, such as application of new budgetary procedures, or
implementation of new safety standards.
Performs in-depth analyses in order to develop and interpret administrative
procedures and policies for effective administration operation with the office.
Provides policy guidance and direction to managers. Interprets agency
regulations. Develops and coordinates policies and procedures covering
internal operations. Formulates plans and provides advice on resolving
problems.
Tasks include:
Provided guidance on administrative management matters for a complex
organization with varied functions and programs, such as planned for additional
positions and/or equipment for new program requirements.
Management of Budget Operat ions 40%
Manages the office's budget operations, including both budget formulation and
execution. Reviews and formulates guidance for use in developing an integrated
budget. Ensures review of a variety of historical data and comparison to current
spending information and trends for a consolidated estimate covering the
complex and diverse programs administered at the facility. Utilizes the budget
system as an evaluation tool in measuring program performance and
effectiveness.
Reviews and evaluates relationships between major agency administered
program changes and the financial state of the office. Takes action to ensure
adequate funds for program coverage. Enters and adjusts data for the
integrated agency administered program into a wide variety of reports, forms
and schedules. Consolidates data for viable overview of the financial status of
operations.
Follows allotment to the office in accordance with the agency fiscal plan.
Tasks include:
Evaluated relationships between major agency administered program changes
and the financial state of the organization.
Reviewed and formulated guidance for use in developing an integrated budget.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires a mastery of a wide range of qualitative and/or quantitative
methods for development and management of a major administrative program
for the assessment and improvement of program effectiveness or the
improvement of complex management processes and systems; a
comprehensive knowledge of the range of administrative laws, policies,
regulations, and precedents applicable to the administration of one or more
important public programs; knowledge of agency program goals and objectives,
the sequence and timing of key program events and milestones, and methods
of evaluating the worth of program accomplishments; and the skill to plan
organize, and direct team study work and to negotiate effectively with
management to accept and implement recommendations where the proposals
involve substantial agency resources, require extensive changes in established
procedures, or may be in conflict with the desires of the activity studied.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the work,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Completed projects, evaluations, reports, or recommendations are reviewed by
the supervisor for compatibility with organizational goals, guidelines, and
effectiveness in achieving intended objectives.
Fact or 3-4 Guidelines
Guidelines consist of general administrative policies and management and
organizational theories which require considerable adaptation and/or
interpretation for application to issues and problems studied. Administrative
policies and precedent studies provide a basic outline of results desired, but do
not go into detail as to the methods used to accomplish the project.
Administrative guidelines usually cover program goals and objectives of the
employing organization. Within the context of broad regulatory guidelines the
employee may refine or develop more specific guidelines such as implementing
regulations or methods.
Fact or 4-5 Complexit y
Plans and implements an administrative program for an organization. Develops
detailed plans, goals, and objectives for the long-range implementation and
administration of the program, and/or develops criteria for evaluating the
effectiveness of the program. Decisions concerning planning, organizing, and
conducting work are complicated by conflicting program goals and objectives.
Assignments are complicated by the need to deal with subjective concepts, the
quality and quantity of actions are measurable primarily in predictive terms, and
findings and conclusions are highly subjective and not readily susceptible to
verification through replication of study methods or revaluation of results.
Options, recommendations, and conclusions take into account and give
appropriate weight to uncertainties about the data and other variables which
affect long-range program performance.
Fact or 5-5 Scope and Ef f ect
The purpose of the position is to plan and carry out programs in various
administrative areas, such as human resources, supply, records management,
management and program analysis, forms management, budget, etc., to provide
for the administrative support of organizations. The employee develops longrange program plans, goals, objectives, and milestones, evaluates the
effectiveness of programs conducted throughout an agency. The employee
identifies and develops ways to resolve problems or cope with issues which
directly affect the accomplishment of principal agency program goals and
objectives; develops new ways to resolve major administrative problems or
plans for the most significant administrative management aspects of complex
operations, such as professional or scientific programs; and/or develops
administrative regulations or guidelines for the conduct of major program
operations, or new criteria for measuring program accomplishments. The
services and recommendations provided are of major significance to the top
management officials of the agency, and often serve as the basis for new
administrative systems, legislation, regulations, or programs.
Fact or 6-3 Personal Cont act s
Contacts are with persons outside the agency which may include consultants,
contractors, or business executives in a moderately unstructured setting.
Contacts may also include the head of the employing agency or program
officials several managerial levels removed from the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on administrative operations. May
encounter resistance due to such issues as organizational conflict, competing
objectives, or resource problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some slight physical effort may be
required.
Fact or 9-1 Work Environment
Work is typically performed in an adequately lighted and climate controlled
office. May require occasional travel.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Dentist
Engineering Manager
Team Leader
Administrative O ffice
Dental O fficer
Employment Manager
Logistics Manager
O fficer C oordinator
Program Analyst
Program Specialist
Staff Assistant
Logistics Specialist
Project Manager
Administrative Assistant
O perational O fficer
Support Services Manager
Support Services Specialist
Administrative Supervisor
C ustomer Service Supervisor
Employee Relations Director
Management Analyst
O ffice Manager
Administrative Planner
C ompensation and Benefits Manager
C ustomer Service Manager
Director
Human Resources Manager
O fficer Supervisor
O perations Manager
Personnel Manager
Program Administrator
Program Manager
Program Planner
Administrative Specialist
Executive Assistant
Logistics Director
O perational Manager
Program Assistant
Project Engineer
Public Affairs O fficer
Tasks include:
Tasks include:
Establishes, coordinates and manages systems to oversee the workflow and
retention of all written, printed and electronic communications.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of the laws, policies, and regulations of an
administrative field sufficient to apply new theories and developments to
problems not susceptible to treatment by accepted methods, and make
decisions or recommendations that significantly change, interpret, or develop
major public policies or programs; (2) Mastery of a wide range of methods for
the assessment and improvement of complex programs, processes and
systems; (3) Skill to plan, organize, and implement programs, plans, and
proposals involving substantial agency resources, or that require extensive
changes in established procedures.
Fact or 2-4 Supervisory Cont rols
The employee supervises one FP-6 position. The supervisor and employee
setting. Contacts may also include the head of the employing agency or
program officials several managerial levels above the employee when such
contacts occur on an ad-hoc basis.
Fact or 7-3 Purpose of Cont act s
The purpose of contacts is to influence managers or other officials to accept and
implement findings and recommendations on organizational improvement or
program effectiveness issues. The employee may encounter resistance due to
such issues as organizational conflict, competing objectives, or resource
problems.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some walking, bending, or carrying of
light items may be involved.
Fact or 9-1 Work Environment
The work environment involves everyday risks or discomforts that require
normal safety precautions typical of such places as offices, meeting rooms,
training rooms, etc. The work area is adequately lighted, heated, and ventilated.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Program Analyst
Program Specialist
Staff Assistant
Program Administrator
Program Planner
Administrative Specialist
Executive Assistant
Tasks include:
Developed strategies for planning and/or implementing major agency programs
of national scope and impact.
Policy Formulat ion 15%
Participates under supervision of RD in the formulation of policy and in the
making of decisions with the Associate Director for Global Operations, the Peace
Corps Director or in collaboration with the other relevant offices within
headquarters where policy and programmatic matters cut across Regional lines.
Attends the Associate Director for Global Operations staff and other interagency meetings on behalf of the RD as needed, presenting the Regional point
of view and speaking for the RD on Regional Peace Corps policy matters.
Collaborates actively with senior leadership to ensure success of all Regional
programs, particularly in the varied programmatic areas concerned with the
selection and training of Volunteers and their logistical support.
Participates in the formulation and development of Peace Corps program
policies, and direction of operations in IAP Region and countries served by the
Region; implementation of goals and objectives determined for the Region in
conjunction with the Associate Director for Global Operations and the Peace
Corps Director; executing their policies and decisions and advising them on
policy development and program planning; collaboration with other Regional
managers in the formulation or revision of cross-cutting policies.
Tasks include:
Provided expert analysis and advice on agency-wide programs or issues of
national impact.
Operat ional Management 20%
The CHOPS is the principal deputy to the RD; participates fully in the conduct and
discharge of all Peace Corps activities, both programmatic and operational,
including headquarters and overseas missions in host country governments.
In conjunction with the RD the CHOPS shares in the responsibility assigned the
Region for formulation, review, approval, and implementation of all Regional
overseas mission programs and projects including planning of Regional
programs, review of country plans, and the preparation of yearly Regional plan.,
Participates fully in the determination of policy direction and implementation of
IAP Region Peace Corps programs; evaluation of program proposals after in-
Tasks include:
Oversaw programs that analyzed the effectiveness of agency programs with
major national missions or functions.
Liaison Act ivit ies 15%
ln conjunction with the RD or in his/her absence, coordinates with IAP host
country ambassadors to the United States on varied matters concerning
program planning, development, operations and in keeping them fully informed
of Peace Corps activities in their countries.
Cooperates with the RD to establish and maintain quality Peace Corps
relationships with the relevant Undersecretaries and Assistant Secretaries of
State, USAID officials, concerned embassies overseas, and with other United
States, private and/or international agencies, institutions, universities, and
organizations as appropriate.
As directed by the RD, travels periodically to IAP Region host countries to study
on-going Peace Corps programs and projects; consults with and advises Peace
Corps Country Directors on programmatic and operational problems; interprets
Peace Corps/Washington policy and associated developments, advising on
methodology for effective implementation; discusses operational and
programmatic plans for future Peace Corps projects with Country Directors and
staff; and consults with appropriate host country officials and cabinet member
regarding such plans.
Contacts include those that take place in meetings and conferences and
unplanned contacts for which the employee is designated as a contact point by
higher management. They often require extensive preparation of briefing
materials or up-to-date technical familiarity with complex subject matter.
Frequent contacts are comparable to any of the following:
- High ranking managers, supervisors, and technical staff at posts and
headquarters; with agency headquarters administrative support staff; or with
comparable personnel in other federal agencies;
- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Journalists representing influential newspapers or comparable radio or
television coverage;
- Congressional committee and subcommittee staff assistants below staff
director or chief counsel levels;
- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups,
Tasks include:
Provided guidance on the most challenging problems facing an agency having
responsibility for a program of national or international scope and impact, such
as justifying or settling matters involving a significant and controversial program
policy.
Supervisory and/or Managerial Responsibilit ies 30%
The highest graded non-supervisory work directed, which requires at least 25%
of this position's duty time, is the equivalent of FP-2 or higher.
Supervision and oversight involves significant and extensive coordination and
integration of a number of important projects or program segments of
professional, scientific, technical, and managerial or administrative work
comparable in difficulty to the FP-3 level. Supervision also involves major
recommendations that have a direct and substantial effect on the IAP Region and
projects managed.
As directed by the RD, assumes full responsibility for day-to-day direction of
Regional operations including direction and evaluation of personnel in
headquarters and overseas; determination of manpower resource needs;
establishment and management of Regional positions; identification of personnel
vacancies, evaluation of candidates and initiation of candidate recommendations
for regional positions; recommendation to the RD of Regional staff promotions,
transfers, extensions, and terminations; and for quality, performance, and
behavior of Volunteers and staff. Directly supervises Region-specific desk staff
within country portfolio.
Implements Peace Corps personnel procedures and policies in a manner
consistent with PC guidelines and classification. Creates or maintains staffing
patterns consistent with Region's guidelines. Management style produces high
staff morale; supports and guides team-building and encourages each
employee's maximum contribution to the effectiveness of operations. Delegates
authority to staff while providing adequate direction and appropriate, moderated
oversight. Promotes staff development opportunities. Conducts annual
performance appraisals on time and provides ongoing feedback as appropriate.
Applies EEO and affirmative action principles. Adheres to Merit System
Principles per Section 2301, TITLE 5, USC. Maintains a safe working environment
and promptly addresses allegations of noncompliance.
Tasks include:
Provided final decision-making authority for the full range of personnel actions
and organization design improvements recommended by supervisors of
subordinate organizations, including the approval of long-range work plans, and
the management of major changes throughout the organization directed, such as
major changes to the structure, priorities, and content of the program directed.
Produced written products in the specialization or subject matter area of the
position. Some reports and other written products are recognized as having a
significant impact in the program area on a national or international level.
Integrated the work of national or internationally-based programs that have
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of a wide range of qualitative and/or
quantitative methods for the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems; (2) Comprehensive knowledge of the range of administrative laws,
policies, regulations, and precedents applicable to the administration of one or
more important public programs; (3) Knowledge of agency program goals and
objectives, the sequence and timing of key program events and milestones, and
methods of evaluating the worth of program accomplishments; and (4) Skill to
plan, organize, and direct team study work and to negotiate effectively with
management to accept and implement recommendations where the proposals
involve substantial agency resources, require extensive changes in established
procedures, or may be in conflict with the desires of the activity studied.
Fact or 2-5 Supervisory Cont rols
As a recognized authority in the analysis and evaluation of programs and issues,
the employee is subject only to administrative and policy direction concerning
overall project priorities and objectives. The employee is typically delegated
complete responsibility and authority to plan, schedule, and carry out major
projects concerned with the analysis and evaluation of programs or
organizational effectiveness. Analyses, evaluations, and recommendations
developed by the employee are normally reviewed by management officials
only for potential influence on broad agency policy objectives and program
goals. Findings and recommendations are normally accepted without significant
change.
Fact or 3-5 Guidelines
Guidelines consist of basic administrative policy statements concerning the
issue or problem being studied, and may include reference to pertinent
legislative history, related court decisions, state and local laws, or policy
initiatives of agency management. The employee uses judgment and discretion
in determining intent, and in interpreting and revising existing policy and
regulatory guidance for use by others within or outside the employing
organization. The employee is recognized as an expert in the development
and/or interpretation of guidance on program planning and evaluation in a
specialized area.
OR
OR
OR
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Project Planner
Team Leader
Administrative O ffice
O fficer C oordinator
Program Analyst
Instructor
Program C oordinator
Project Manager
Training and Development C oordinator
Policy Analyst
Training and Development Specialist
Administrative Supervisor
C ustomer Service Supervisor
Management Analyst
O ffice Manager
C ustomer Service Manager
Director
Network Systems and DataC ommunications
Analysts
O fficer Supervisor
O perations Manager
Program Manager
Program Planner
Project C oordinator
Training and Development Manager
Trainer
Tasks include:
Analyzed issues related to the establishment of program goals and objectives for
major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Wrote reports in the specialization or subject matter area of the position, some of
which have been recognized by others as having an important influence in the
program area.
Coordinated the work of a wide variety of participants when there were significant or
major advancements or issues in the program area or subject matter field related to
the program area supervised.
Justified, defended, negotiated, or settled matters involving significant or
controversial issues. Participated in conferences, meetings, or presentations
involving problems or issues of considerable consequence or importance to the work
of an agency.
Had delegated authority to establish annual, multi-year, or similar long-range plans
and schedules covering the work of an organizational unit, plan for long-range
staffing needs, and implement (through subordinate organizational units or others)
the goals and objectives for an assigned program.
Policy Formulation 15%
Participates under supervision of RD in the formulation of policy and in the making
of decisions with the Associate Director for Global Operations, the Peace Corps
Director or in collaboration with the other relevant offices within headquarters where
policy and programmatic matters cut across Regional lines.
Attends the Associate Director for Global Operations staff and other inter-agency
meetings on behalf of the RD as needed, presenting the Regional point of view and
speaking for the RD on Regional Peace Corps policy matters.
Collaborates actively with senior leadership to ensure success of all Regional
programs, particularly in the varied programmatic areas concerned with the selection
and training of Volunteers and their logistical support.
Participates in the formulation and development of Peace Corps program policies,
and direction of operations in IAP Region and countries served by the Region;
implementation of goals and objectives determined for the Region in conjunction with
the Associate Director for Global Operations and the Peace Corps Director;
executing their policies and decisions and advising them on policy development and
program planning; collaboration with other Regional managers in the formulation or
revision of cross-cutting policies.
Tasks include:
Directed diverse organizational functions that affected critical aspects of major
agency programs.
Liaison Activities 15%
ln conjunction with the RD or in his/her absence, coordinates with IAP host country
ambassadors to the United States on varied matters concerning program planning,
development, operations and in keeping them fully informed of Peace Corps
activities in their countries.
Cooperates with the RD to establish and maintain quality Peace Corps relationships
with the relevant Undersecretaries and Assistant Secretaries of State, USAID
officials, concerned embassies overseas, and with other United States, private
and/or international agencies, institutions, universities, and organizations as
appropriate.
As directed by the RD, travels periodically to IAP Region host countries to study ongoing Peace Corps programs and projects; consults with and advises Peace Corps
Country Directors on programmatic and operational problems; interprets Peace
Corps/Washington policy and associated developments, advising on methodology
for effective implementation; discusses operational and programmatic plans for
future Peace Corps projects with Country Directors and staff; and consults with
appropriate host country officials and cabinet member regarding such plans.
Contacts include those that take place in meetings and conferences and unplanned
contacts for which the employee is designated as a contact point by higher
management. They often require extensive preparation of briefing materials or up-todate technical familiarity with complex subject matter. Frequent contacts are
comparable to any of the following:
- High ranking managers, supervisors, and technical staff at posts and headquarters;
with agency headquarters administrative support staff; or with comparable personnel
in other federal agencies;
- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Journalists representing influential newspapers or comparable radio or television
coverage;
- Congressional committee and subcommittee staff assistants below staff director or
chief counsel levels;
- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups, or
professional organizations; and/or state and local government managers doing
business with the agency.
Tasks include:
As a technical expert, provided guidance in areas that required extensive
interpretation for many different and unrelated program processes and methods.
Tasks include:
Developed plans for implementing short- and long-range program goals in
subordinate organizations.
Operational Management 20%
The CHOPS is the principal deputy to the RD; participates fully in the conduct and
discharge of all Peace Corps activities, both programmatic and operational, including
headquarters and overseas missions in host country governments.
In conjunction with the RD the CHOPS shares in the responsibility assigned the
Region for formulation, review, approval, and implementation of all Regional
overseas mission programs and projects including planning of Regional programs,
review of country plans, and the preparation of yearly Regional plan.,
Participates fully in the determination of policy direction and implementation of IAP
Region Peace Corps programs; evaluation of program proposals after in-depth
consideration of such matters as Peace Corps policy, capacity, and political, social,
and economic conditions of host countries under jurisdiction of the Region; and
determination of Peace Corps programs and projects to be carried out in the Region
through normal programming processes.
Works in consultation with General Counsel and Senior Leadership on interpreting
and enforcing Peace Corps Policies. Acts as an advisor and liaison on policy
related issues for overseas posts.
Assumes other responsibilities, as directed by the RD, in carrying out IAP Region
initiatives; and may be assigned to serve as Acting Regional Director with full
responsibility for administration and direction of the Region during periods of
absence of the RD.
Tasks include:
Evaluated the administrative aspects of substantive, mission-oriented programs
administered by key organizations within an agency.
Collateral Duties
Factor Statements
Factor 1-8 Knowledge Required by the Position
The position requires: (1) Mastery of a wide range of qualitative and/or quantitative
methods for the assessment and improvement of program effectiveness or the
improvement of complex management processes and systems; (2) Comprehensive
knowledge of the range of administrative laws, policies, regulations, and precedents
applicable to the management of one or more important public programs; (3)
Knowledge of agency program goals and objectives, the sequence and timing of key
program events and milestones, and methods of evaluating the worth of program
accomplishments; and (4) Skill to plan, organize, and direct team study work and to
negotiate effectively with management to accept and implement recommendations
where the proposals involve substantial agency resources, require extensive
changes in established procedures, or are in conflict with the desires of the activity
studied.
Factor 2-5 Supervisory Controls
As a recognized authority in the analysis and evaluation of programs and issues, the
employee is subject only to administrative and policy direction concerning overall
project priorities and objectives. The employee is typically delegated complete
responsibility and authority to plan, schedule, and carry out major projects
concerned with the analysis and evaluation of programs or organizational
effectiveness. Analyses, evaluations, and recommendations developed by the
employee are normally reviewed by management officials only for potential influence
on broad agency policy objectives and program goals. Findings and
recommendations are normally accepted without significant change.
Factor 3-5 Guidelines
Guidelines consist of basic administrative policy statements concerning the issue or
problem being studied, and may include reference to pertinent legislative history,
related court decisions, state and local laws, or policy initiatives of agency
management. The employee uses judgment and discretion in determining intent,
and in interpreting and revising existing policy and regulatory guidance for use by
others within or outside the employing organization. The employee is recognized as
an expert in the development and/or interpretation of guidance on program planning
and evaluation in a specialized area.
Factor 4-5 Complexity
Analyzes interrelated issues of effectiveness, efficiency, and productivity of
substantive mission-oriented programs. Develops detailed plans, goals, and
objectives for the long-range implementation and administration of the program,
and/or develops criteria for evaluating the effectiveness of the program. Decisions
concerning planning, organizing and conducting studies are complicated by
conflicting program goals and objectives. Assignments are complicated by the need
to deal with subjective concepts, the quality and quantity of actions are measurable
primarily in predictive terms, and findings and conclusions are highly subjective and
not readily susceptible to verification through replication of study methods or
reevaluation of results. Options, recommendations, and conclusions take into
account and give appropriate weight to uncertainties about the data and other
administrative functions.
Factor 2-3 Organizational Setting
The position is accountable to a position that is SES level, or equivalent or higher
level; or to a position which directs a substantial GS-15 or equivalent level workload;
or to a position which directs work through GS-15 or equivalent subordinate
supervisors, officers, contractors, or others.
Factor 3-3 Supervisory/Managerial Authority Exercised
Exercises delegated managerial authority to set a series of annual, multi-year, or
similar types of long-range work plans and schedules for in-service or contracted
work. Assures implementation (by lower and subordinate organizational units or
others) of the goals and objectives for the program segment(s) or function(s) they
oversee. Determines goals and objectives that need additional emphasis; determine
the best approach or solution for resolving budget shortages; and plan for long range
staffing needs, including such matters as whether to contract out work. Works
closely with high level program officials (or comparable agency level staff personnel)
in the development of overall goals and objectives for assigned staff function(s),
program(s), or program segment(s).
OR
OR
OR
This position manages work through subordinate supervisors and/or contractors who
each direct substantial workloads comparable to the GS-11 level.
Other Significant Facts:
Equivalent Titles:
Equivalent Private Sector Titles:
Administrative Officer
Project Planner
Team Leader
Administrative Office
Officer Coordinator
Program Analyst
Instructor
Program Coordinator
Project Manager
Training and Development Coordinator
Policy Analyst
Training and Development Specialist
Administrative Supervisor
Customer Service Supervisor
Management Analyst
Office Manager
Customer Service Manager
Director
Network Systems and DataCommunications Analysts
Officer Supervisor
Operations Manager
Program Manager
Program Planner
Project Coordinator
Training and Development Manager
Trainer
Tasks include:
Analyzed problems, trends, and issues, and recommended or made final
decisions on the formulation and implementation of region-wide policies and
programs.
Produced written products in the specialization or subject matter area of the
position. Some reports and other written products are recognized as having a
significant impact in the program area on a national or international level.
Provided final decision-making authority for the full range of personnel actions
and organization design improvements recommended by supervisors of
subordinate organizations, including the approval of long-range work plans, and
the management of major changes throughout the organization directed, such as
major changes to the structure, priorities, and content of the program directed.
Coordinated the work of a variety of participants when there were major issues
debated on a national level in the work area, or a requirement to resolve
complex, controversial, or unusual matters of major consequence or importance
to the agency.
Integrated the work of national or internationally-based programs that have
conflicting, incompatible, or undefined priorities, requiring that major
compromises in project goals, techniques, and methodologies be agreed upon.
Operat ional Management 25%
The CHOPS is the principal assistant/deputy to the RD; participates fully in the
conduct and discharge of all Peace Corps activities, both programmatic and
operational, including headquarters and overseas missions in host country
governments.
In conjunction with the RD the CHOPS shares in the responsibility assigned the
Region for formulation, review, approval, and implementation of all Regional
overseas mission programs and projects including planning of Regional
programs, review of country plans, and the preparation of yearly Regional plan.
Participates fully in the determination of policy direction and implementation of AF
Region Peace Corps programs; evaluation of program proposals after in-depth
consideration of such matters as Peace Corps policy, capacity, and political,
social, and economic conditions of host countries under jurisdiction of the
Region; and determination of Peace Corps programs and projects to be carried
Tasks include:
Oversaw programs that analyzed the effectiveness of agency programs with
major region-wide missions or function.
St rat egic Management 20%
The CHOPS is the principal assistant to the RD in the development of the Region's
strategic plan, and is responsible for organizing, implementing and supervising
the strategic planning process for the Region in accordance with the agency's
strategic planning process. He/she is also responsible for recalibrating Posts'
performance plans to reflect evolving agency priorities and establishing
performance goals with focused indicators and targets used to drive
performance; and implementation of goals and objectives determined for the
Region in conjunction with the Associate Director for Global Operations and the
Peace Corps Director.
The CHOPS, under the direction of the RD and in collaboration with other Regional
senior management officers, determine long-range direction for programs,
necessary operational priorities, budgetary needs, focus of special projects,
staff development and staffing levels.
The incumbent is responsible for monitoring the Region's performance against
strategic goals and objectives through quarterly, semiannual and annual reviews,
and coordinates and supervises the review process and drafting of
performance reports.
Tasks include:
Developed strategies for planning and/or implementing major agency programs
of regional scope or impact.
Policy Formulat ion 10%
Participates under supervision of RD in the formulation of policy and in the
making of decisions with the Associate Director for Global Operations, the Peace
Corps Director or in collaboration with the other RDs where policy and
programmatic matters cut across Regional lines.
Attends the Associate Director for Global Operations staff and other interagency meetings on behalf of the RD, as needed, presenting the Regional point
of view and speaking for the RD on AF Regional Peace Corps policy matters.
Collaborates actively with senior leadership to ensure success of all Regional
programs, particularly in the varied programmatic areas concerned with the
Tasks include:
Provided expert analysis and advice on agency-wide programs or issues of
agency-wide significance and impact.
Liaison Act ivit ies 10%
ln conjunction with the RD or in his/her absence, coordinates with AF host country
ambassadors to the United States on varied matters concerning program
planning, development, operations and in keeping them fully informed of Peace
Corps activities in their countries.
Cooperates with the RD to establish and maintain quality Peace Corps
relationships with the relevant Assistant Secretaries of State, senior USAID
officials, concerned embassies overseas, and with other United States, private
and/or international agencies, institutions, universities, and organizations as
appropriate.
As directed by the RD, travels periodically to AF Region host countries to review
on-going Peace Corps programs and projects; consults with and advises Peace
Corps Country Directors on programmatic and operational problems; interprets
Peace Corps/Washington policy and associated developments, advising on
methodology for effective implementation; discusses operational and
programmatic plans for future Peace Corps projects with Country Directors and
staff; and consults with appropriate host country officials and cabinet member
regarding such plans.
Contacts include those that take place in meetings and conferences and
unplanned contacts for which the employee is designated as a contact point by
higher management. They often require extensive preparation of briefing
materials or up-to-date technical familiarity with complex subject matter.
Frequent contacts are comparable to any of the following:
- High ranking managers, supervisors, and technical staff at posts and
headquarters; with agency headquarters administrative support staff; or with
comparable personnel in other federal agencies;
- Key staff of public interest groups (usually in formal briefings) with significant
political influence or media coverage;
- Journalists representing influential newspapers or comparable radio or
television coverage;
- Congressional committee and subcommittee staff assistants below staff
director or chief counsel levels;
- Contracting officials and high level technical staff of large industrial firms;
- Local officers of regional or national trade associations, public action groups,
or professional organizations; and/or state and local government managers
doing business with the agency.
Tasks include:
Provided guidance on the most challenging problems facing an agency having
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of a wide range of qualitative and/or
quantitative methods for the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems; (2) Comprehensive knowledge of the range of administrative laws,
policies, regulations, and precedents applicable to the administration of one or
more important public programs; (3) Knowledge of agency program goals and
objectives, the sequence and timing of key program events and milestones, and
methods of evaluating the worth of program accomplishments; and (4) Skill to
plan, organize, and direct team study work and to negotiate effectively with
management to accept and implement recommendations where the proposals
involve substantial agency resources, require extensive changes in established
procedures, or may be in conflict with the desires of the activity studied.
Fact or 2-5 Supervisory Cont rols
As a recognized authority in the analysis and evaluation of programs and issues,
the employee is subject only to administrative and policy direction concerning
overall project priorities and objectives. The employee is typically delegated
complete responsibility and authority to plan, schedule, and carry out major
projects concerned with the analysis and evaluation of programs or
organizational effectiveness. Analyses, evaluations, and recommendations
developed by the employee are normally reviewed by management officials
only for potential influence on broad agency policy objectives and program
goals. Findings and recommendations are normally accepted without significant
change.
Fact or 3-5 Guidelines
Guidelines consist of basic administrative policy statements concerning the
issue or problem being studied, and may include reference to pertinent
legislative history, related court decisions, state and local laws, or policy
initiatives of agency management. The employee uses judgment and discretion
in determining intent, and in interpreting and revising existing policy and
regulatory guidance for use by others within or outside the employing
organization. The employee is recognized as an expert in the development
and/or interpretation of guidance on program planning and evaluation in a
specialized area.
Fact or 4-6 Complexit y
Plans, organizes, and completes analytical studies involving the substance of
key agency programs. Obtains input and assistance from other analysts and
subject-matter specialists when required. Serves as team leader, assigns
segments of study to various participants, coordinates the efforts of the group,
and consolidates findings into a completed project. There is extreme difficulty in
identifying the nature of the issues or problems and in planning, organizing, and
determining the scope and depth of the study. The nature and scope of issues
are largely undefined. Difficulty is also encountered in separating the
substantive nature of programs or issues into their components and determining
the nature and magnitude of the interactions, and in discerning the intent of
legislation and policy statements and determining how to translate the intent into
program actions.
Fact or 5-6 Scope and Ef f ect
The purpose of the position is to perform very broad and extensive study
assignments related to government programs which are of significant interest to
the public and Congress. The programs typically cut across or strongly
influence a number of agencies. In many cases, the studies are of major
importance to each of several departments and agencies and there are
disagreements about which department or agency has primary responsibility for
significant aspects of the program functions. Studies involve extensive
problems of coordination in fact-finding and in reviewing and testing
recommendations in interested agencies or with outside groups.
Recommendations involve highly significant programs and policy matters, have
an impact on several departments or agencies, and result in substantial
redirection of federal efforts or policies related to major national issues. Results
of work are critical to the mission of the agency or affect large numbers of
people on a long-term, continuing basis.
Fact or 6-4 Personal Cont act s
Personal contacts are with high-ranking officials from outside the agency at
national or international levels in highly unstructured settings.
Fact or 7-4 Purpose of Cont act s
The purpose of contacts is to justify, defend, negotiate, or settle matters
involving significant or controversial issues. The persons contacted typically
have diverse viewpoints, goals, or objectives, requiring the employee to
achieve a common understanding of the problem and a satisfactory solution by
convincing them, arriving at a compromise, or developing suitable alternatives.
Fact or 8-1 Physical Demands
The work is primarily sedentary, although some slight physical effort may be
required.
Fact or 9-1 Work Environment
Work is typically performed in an adequately lighted and climate controlled
office.
Other Significant Facts:
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Project Planner
Team Leader
Administrative O ffice
O fficer C oordinator
Program Analyst
Instructor
Program C oordinator
Project Manager
Training and Development C oordinator
Policy Analyst
Training and Development Specialist
Administrative Supervisor
C ustomer Service Supervisor
Management Analyst
O ffice Manager
C ustomer Service Manager
Director
Network Systems and DataC ommunications
Analysts
O fficer Supervisor
O perations Manager
Program Manager
Program Planner
Project C oordinator
Training and Development Manager
Trainer
Tasks include:
Developed justification for use of sole-source supplier, and/or identified other
sources to meet product or service requirements.
Administered contracts with a number of special provisions.
Administered large basic ordering agreements and contracts.
Marketing Project Planning and Management 70%
The Marketing Specialist is responsible for managing of recruitment, agency, and
Tasks include:
Planned and coordinated specific project elements, such as technology costs,
logistics, or manpower estimates.
Assisted in program/project design activities, such as drafting strategies and
suggesting resolution of problems.
Tasks include:
Researched, analyzed, and reported on a wide range of information and news in
assigned area.
Collateral Duties
Factor Statements
Factor 1-7 Knowledge Required by the Position
The position requires: (1) Knowledge and skill in applying analytical and evaluative
techniques to the identification, consideration, and resolution of a wide variety of
standard technical or administrative program issues or problems; (2) Knowledge of
pertinent laws, regulations, agency policy, precedent cases, and other requirements
that affect program administration, operations, and related support resources; (3)
Interpersonal skills in presenting recommendations and negotiating solutions to
disputed recommendations.
Factor 2-4 Supervisory Controls
The supervisor and employee develop a mutually acceptable work plan that typically
includes identification of the work to be done, the scope of the project, and
deadlines for its completion. The employee, having developed expertise in the line of
work, is responsible for planning and carrying out the assignment within the
parameters of the work plan, resolving conflicts that arise, coordinating the work with
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Conducts market research.
Works closely with the Office of Contracts and Acquisitions Management.
Administered a variety of contracts.
Performed or oversaw contract administration functions.
Market ing Project Planning and Management 85%
The Marketing Specialist conducts project management of recruitment, agency,
Tasks include:
Used periodic status reports for management to indicate deviations from normal
project procedures.
Analyzed and developed solutions to standard project problems or practices of
a procedural nature, such as common administrative practices and procedures.
Planned and conducted projects according to clear and specific goals,
constraints, and approaches that were structured by others, such as preestablished project strategies, scope, schedules, budget, etc.
Assisted higher-grade employees on specific phases in the design,
implementation, and evaluation of programs and projects.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires knowledge of commonly used contract types, such as
fixed-price, cost reimbursement, or indefinite delivery, and required clauses to
plan and/or carry out the procurement; and skill in solving practical problems,
e.g., pricing matters, transportation, etc., as they relate to the development of
the specifications or delivery of supplies or services. Familiarity with business
practices and market conditions applicable to program and technical
requirements is required sufficient to evaluate such actions as bid
responsiveness, contractor responsibility, and/or contractor performance.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns work in terms of objectives and priorities. Assistance is
provided on new or unusual assignments. The employee exercises initiative and
judgment in developing and coordinating the procurement package up to final
recommendation, in accordance with standard practices and established
procedures. Recommendations are reviewed prior to signature or negotiation
for documentation, judgment, and compliance with policies and procedures.
Fact or 3-3 Guidelines
Guidelines, precedents, and written policies exist for procurements or contracts
assigned, and historical data are pertinent to the evaluation of prices and basic
elements of cost. Contractual actions, however, generally require adaptation by
the specialist. The employee uses judgment in interpreting guidelines, in
adapting procurement procedures, or in recommending approaches or solutions
for specific problems.
Fact or 4-3 Complexit y
The work includes various duties involving different and unrelated contracting
processes and techniques in a relatively standardized or controlled work
situation. The employee performs complete procurement transactions for
commodities involving few complexities as a foundation for future responsibility.
Determining what needs to be done requires substantive analysis and the
identification of interrelationships which affect the procurement.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to perform pre-award, post-award and/or staff
contracting work involved in the procurement of diverse customer requirements
covering a wide range of products, technical services, and/or equipment.
Effective policies and timely procurements or contracts administered enable the
serviced organizations to accomplish their various missions.
Fact or 6-2 Personal Cont act s
Personal contacts are with employees in the same agency but outside the
immediate organization, usually specialists representing the various disciplines
involved in the procurement process, such as technical, program, and financial.
Contacts outside the agency include sales personnel or local suppliers of
common, off-the-shelf items. The interests of the respective parties are usually
well defined.
Fact or 7-2 Purpose of Cont act s
Contacts are to plan and advise on procurement actions with requiring offices,
to coordinate actions with support offices, and to resolve related procurement
problems. Contacts outside the agency are to follow up on procurements or
resolve routine problems.
Fact or 8-1 Physical Demands
The work is sedentary.
Fact or 9-1 Work Environment
The work is performed in an office setting.
Other Significant Facts:
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Provided technical expertise and developed policies and guidelines for
customer support services. Developed service level agreements (SLAs) that
defined requirements and expectations for the delivery of customer support
services. For example, resolved issues related to the delivery of services, and
explored ways of upgrading or enhancing the level of services provided.
Provided authoritative analysis and guidance in developing solutions for
problems associated with agency-wide technology programs. Analyzed and
reconciled conflicts between agency objectives and technology requirements.
Solved difficult and unique problems requiring novel approaches and
implemented problem-solving strategies. For example, initiated design
specifications, modular top-down designs, step-wise refinement, or algorithm
development for major technical initiatives.
Acquired IT hardware and/or software, services, and/or maintenance in multiyear IT contracts.
Determined the actions to be taken in guiding the accomplishment of information
technology program objectives for a major agency organization. Determined and
Tasks include:
Provided authoritative analysis and guidance in developing solutions for
problems associated with agency-wide technology programs. Analyzed and
reconciled conflicts between agency objectives and technology requirements.
Solved difficult and unique problems requiring novel approaches and
implemented problem-solving strategies. For example, initiated design
specifications, modular top-down designs, step-wise refinement, or algorithm
development for major technical initiatives.
Provided technical expertise and developed policies and guidelines for
customer support services. Developed service level agreements (SLAs) that
defined requirements and expectations for the delivery of customer support
services. For example, resolved issues related to the delivery of services, and
explored ways of upgrading or enhancing the level of services provided.
Managed network rights and agency-wide access to systems and equipment.
Led major technology initiatives, presenting the most complex information to
members of various disciplines to coordinate business operations. For example,
coordinated and/or led integration processes of new applications, tools,
services, and technologies into an established environment.
Determined the actions to be taken in guiding the accomplishment of information
technology program objectives for a major agency organization. Determined and
employed methods to evaluate the design and functionality of the systems in
use, such as developing and implementing effective coding, design, and testing
practices. For example, applied programming knowledge and methodologies to
enhance integrated system performance and capacity levels.
IT Policy/Guidelines Development 5%
Identifies and controls all WAN hardware and software configurations. Develops
technical standards and procedures for WAN development, implementation, and
management. Establishes performance management metrics and evaluates
overall WAN performance against relevant standards.
Exercises considerable judgment to keep abreast of the rapid evolution of
networking technologies. Maintains continual vigilance against threats to
network confidentiality, integrity, and availability. Determines ways to apply
scarce resources efficiently.
Administers and manages a large, complex WAN involving integration of multiple
services across agency boundaries, such as regions or multi-state areas.
Serves as an expert in all matters related to the acquisition, installation, support,
and implementation of WAN systems, applications, and telecommunications
systems. Installs and tests all software and hardware upgrades. Ensures all
WAN software is properly licensed. Builds and maintains standard software
configurations on all WAN devices. Ensures that all WAN hardware and wiring
conform to building codes.
Implements technology upgrades, reviews new system designs, and proposes
hardware and software components. Coordinates problem resolution, and finetunes the hardware and software necessary to insure effective Wide Area
Network product development. Serves as a technical expert on agency
telecommunications systems. Develops, coordinates, and promotes interorganizational cooperative efforts in the management, utilization, and operation
of telecommunications and data processing resources.
Serves as a technical authority for an extremely complex state-of-the-art
telecommunications system that requires the integration of multiple services
(e.g., packet services, cell switches, FTS2000) in a widely distributed
communication environment. The work requires extensive analysis and
evaluation to support system needs involving varying degrees of data
transmission and the potential for numerous points of failure.
Tasks include:
Determined the actions to be taken in guiding the accomplishment of information
technology program objectives for a major agency organization. Determined and
employed methods to evaluate the design and functionality of the systems in
use, such as developing and implementing effective coding, design, and testing
practices. For example, applied programming knowledge and methodologies to
enhance integrated system performance and capacity levels.
Led major technology initiatives, presenting the most complex information to
members of various disciplines to coordinate business operations. For example,
coordinated and/or led integration processes of new applications, tools,
services, and technologies into an established environment.
Provided technical expertise and developed policies and guidelines for
customer support services. Developed service level agreements (SLAs) that
defined requirements and expectations for the delivery of customer support
services. For example, resolved issues related to the delivery of services, and
explored ways of upgrading or enhancing the level of services provided.
Provided authoritative analysis and guidance in developing solutions for
problems associated with agency-wide technology programs. Analyzed and
reconciled conflicts between agency objectives and technology requirements.
Solved difficult and unique problems requiring novel approaches and
implemented problem-solving strategies. For example, initiated design
Tasks include:
Directed the coordination of one-of-a-kind projects, applications areas, new
equipment proposals, and requirements.
Oversaw the implementation of state-of-the-art telecommunications projects to
support highly specialized or broad-range systems/operations.
Prepares T echnical Communicat ions Program and Project Plans 15%
As a technical authority, develops, directs and administers short and long-range
fiscal plans and annual budgets for all expenses necessary for agency-wide
telecommunications network support services and maintenance. Monitors the
fiscal amounts to insure that expenditures do not exceed mitigated amounts and
specifically ensures an effective and balanced budget.
Tasks include:
Directed the coordination of one-of-a-kind projects, applications areas, new
equipment proposals, and requirements.
Oversaw the implementation of state-of-the-art telecommunications projects to
support highly specialized or broad-range systems/operations.
Supervisory and/or Managerial Responsibilit ies 25%
Supervises a group of employees performing work at the GS-13 level. Provides
administrative and technical supervision necessary for accomplishing the work
of the unit.
Performs the administrative and human resource management functions relative
to the staff supervised. Establishes guidelines and performance expectations for
staff members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance;
demonstrates and conducts work performance critiques. Provides informal
feedback and periodically evaluates employee performance. Resolves informal
complaints and grievances. Develops work improvement plans, recommending
personnel actions as necessary. Provides advice and counsel to workers related
to work and administrative matters. Effects disciplinary measures as appropriate
to the authority delegated in this area. Reviews and approves or disapproves
leave requests. Assures that subordinates are trained and fully comply with the
provisions of the safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm;
refers matters that exceed the incumbents authority to higher levels of
management for decision. Complies with occupational safety and health
standards applicable to PC and with all rules, regulations, and orders issued by
PC with respect to the occupational safety and health program.
Ensures a continuing affirmative application of PC policies concerning equal
opportunity. Ensures that personnel management within the organizational entity
under supervision is accomplished without regard to race, color, religion, sex,
age, handicap, or national origin. Is responsible for keeping abreast of
developments, policy issuances, and other similar material in the equal
opportunity field, and for fully supporting PC Equal Opportunity Program.
Specifically, incumbent initiates nondiscriminatory practices and affirmative
action for the area under his/her supervision in the following: (1) merit promotion
of employees and recruitment and hiring of applicants; (2) fair treatment of all
employees; (3) encouragement and recognition of employee achievements; (4)
career development of employees; and (5) full utilization of their skills.
Tasks include:
Justified, defended, negotiated, or settled matters involving significant or
controversial issues. Participated in conferences, meetings, or presentations
involving problems or issues of considerable consequence or importance to the
work of an agency.
Analyzed issues related to the establishment of program goals and objectives
for major agency program areas supervised. Provided recommendations on the
development of program implementation, operation, and evaluation
strategies/methodologies.
Had delegated authority to establish annual, multi-year, or similar long-range
plans and schedules covering the work of an organizational unit, plan for longrange staffing needs, and implement (through subordinate organizational units or
others) the goals and objectives for an assigned program.
Coordinated the work of a wide variety of participants when there were
significant or major advancements or issues in the program area or subject
matter field related to the program area supervised.
Wrote reports in the specialization or subject matter area of the position, some
of which have been recognized by others as having an important influence in the
program area.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires mastery of, and skill in applying, advanced IT principles,
concepts, methods, standards, and practices sufficient to accomplish
assignments such as: develop and interpret policies, procedures, and
The position is accountable to a position that is one reporting level below the
first SES, or equivalent or higher level position in the direct supervisory chain.
Fact or 3-2 Supervisory/Managerial Aut horit y Exercised
In addition to elementary supervisory authorities and responsibilities, this
position plans and schedules ongoing production-oriented work on quarterly
and annual basis, or direct assignments of similar duration. Adjusts staffing
levels or work procedures within the organizational unit(s) to accommodate
resource allocation decisions made at higher echelons. Justifies the purchase of
new equipment. Improves work methods and procedures used to produce
work products. Oversees the development of technical data, estimates,
statistics, suggestions, and other information useful to higher level managers in
determining which goals and objectives to emphasize. Decides the
methodologies to use in achieving work goals and objectives, and in
determining other management strategies.
OR
Contracted work involves a wide range of technical input and oversight tasks
comparable to all or nearly all of the following:
- Plan and establish the work schedules, deadlines, and standards for
acceptable work; coordinate and integrate contractor work schedules and
processes with work of subordinates or others;
OR
Carries out at least three of the first four, and a total of six or more of the
following ten supervisory authorities and responsibilities:
OR
OR
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Applications Analyst
C ommunications C enter O perator
C omputer Specialist
Desktop Support Technician
Electrical Engineering Teacher
IT Manager
IT Security Manager
Project Planner
C omputer Systems C onsultant
Engineer
Help Desk Analyst C omputer Technician
IT Project Planner
Information Technology Manager
Network Engineer
Network Technician
Systems Engineer
C ommunications Equipment O perator
C omputer Technician
IT Data Manager
IT Systems Analyst
Information Technology Analyst
Information Technology Project Manager
Instructor
Intelligence O fficer
Professor
Project Manager
Supervisor, Network C ontrol O perators
Systems Specialist
C omputer Analyst
C omputer O perator
C omputer Technician
Electrical Engineer
IT Project Manager
Information O peration Analyst
Information Technology Security Manager
Information Technology Specialist (IT
Specialist)
O perations and Maintenance Technician
System Engineer
System Programmer
C omputer Assistant
C omputer C onsole O perator
C omputer Programmer
IT Database Administrator
Information Systems O perations Manager
Programmer Analyst
Systems O perator
Data C ommunications Manager
Information Technology Specialist
O ffice Systems C oordinator
Systems Administrator
Business Systems Analyst
C omputer Science Teacher
C omputer Support Specialist
Information Technology Security
Specialist
Network Systems Engineer
Program Manager
Telecommunications Manager
Test Engineer
Software Engineer
Systems Analyst
C omputer Scientist
C omputer Systems Analyst
C omputer and Information Systems
Managers
IT Security Specialist
IT Systems Administrator
Information O peration Planner
Information Systems Analyst (ISA)
Intelligence Analyst
Network Analyst
Network Specialist
Project Engineer
Tasks include:
Provided advice and assistance in the planning and development of a wide
variety of education or training materials such as computer-based instructional
materials.
Provided assistance in the resolution of conventional education and/or careerrelated program problems.
Volunt ary Services Program Advocacy 25%
Tasks include:
Coordinated volunteer recognition activities.
Managed the budget for a volunteer service program.
Coordinated volunteer placement, including assigning, reassigning, or
terminating volunteers.
Provided staff support.
Liaison Act ivit ies 35%
Follows established policies and procedures to assist in the development and
maintenance of relationships with various stakeholders in government, private
industry, academic institutions.
Independently maintains liaison and communications with persons and groups
from both within and outside the agency, speaking for the program on pertinent
programmatic and administrative issues.
Develops and maintains a system of communication for sharing and replication
of successful strategies and to ensure the proper application of established
processes and methods within the program for use in the affiliated offices.
Implements assigned and agreed upon communication, reporting, and
information systems.
Participates in discussions, interviews, and written communication of the various
ways in which former volunteers, community groups, and various volunteer and
professional organizations can be utilized with respect to programmatic
recruitment activity. Presents findings and makes recommendations to the
manager.
Responds to the needs and initiatives of the program by serving in special
projects as a team leader, member, or on an individual basis.
Tasks include:
Coordinated the release of information on an organization or program through
verbal briefings or public forums, or with fact sheets and newsletters.
Out reach Planning and St rat egies 15%
Identifies and addresses complex program issues related to recruitment,
outreach, and/or placement objectives, processes, techniques, and
methodologies. Applies new approaches to resolving complex recruitment
Tasks include:
Resolved complex recruitment issues, such as filling shortage category
positions or positions undergoing rapid technological changes.
Collateral Duties
Factor Statements
Fact or 1-7 Knowledge Required by t he Posit ion
The position requires: (1) Knowledge and skill in applying analytical and
evaluative methods and techniques to issues or studies concerning the
efficiency and effectiveness of program operations; (2) Knowledge of pertinent
laws, regulations, policies and precedents which affect the use of program and
related support resources in the area studied; (3) Knowledge of the major
issues, program goals and objectives, work processes, and administrative
operations of the organization; (4) Knowledge and skill in adapting analytical
techniques and evaluation criteria to the measurement and improvement of
program effectiveness and/or organizational productivity; (5) Skill in conducting
detailed analyses of complex functions and work processes; and (6)
Interpersonal skills in presenting staffing recommendations and negotiating
solutions to disputed recommendations.
Fact or 2-4 Supervisory Cont rols
The supervisor and employee develop a mutually acceptable project plan which
typically includes identification of the work to be done, the scope of the project,
and deadlines for its completion. Within the parameters of the approved project
plan, the employee is responsible for planning and organizing the study,
estimating costs, coordinating with staff and line management personnel, and
conducting all phases of the project. The employee informs the supervisor of
potentially controversial findings, issues, or problems with widespread impact.
Equivalent Titles:
There are no equivalent private sector or military titles for this position.
Tasks include:
Provided assistance with education or training analysis by gathering information,
analyzing data, developing findings, and/or making recommendations modeled
on precedents. Assisted staff in the development of standard education or
training aids, devices, or curriculums.
Provided assistance on well-precedented problems or issues regarding
education and/or career development project or program operations that were
resolved through the application of routinely accepted practices, such as
reviewing applications for tuition assistance to ensure compliance with policies
and to resolve factual discrepancies.
Advised management and students on straightforward items, such as pending
deadlines in assignments. Administered studies or analyses that resulted in
short courses or modules, portions of longer courses, or other comparable
training products.
Liaison Act ivit ies 30%
Performs straightforward and non-controversial tasks to assist in the
development and maintenance of relationships with various stakeholders in
government, private industry, and/or academic institutions. With guidance from
management, maintains liaison and communications with persons and groups
from both within and outside the agency, speaking for the program on pertinent
programmatic and administrative issues.
Assists in the development and maintainance of a communication system for
sharing and replication of successful strategies and to ensure the proper
application of established processes and methods within the program for use in
the affiliated offices. Implements assigned and agreed upon communication,
reporting, and information systems.
Participates in discussions, interviews, and written communication of the various
ways in which former volunteers, community groups, and various volunteer and
professional organizations can be utilized with respect to programmatic
recruitment activity. Presents findings and makes recommendations to the
manager.
Responds to the needs and initiatives of the program by serving in special
projects as a team leader, member, or on an individual basis.
Tasks include:
Created plans for disseminating routine information about a specific organization
or program.
Out reach Planning and St rat egies 15%
Works with management and other specialists and assists in analyzing specific
recruitment needs and/or outreach needs, such as performing analyses to
identify the type of candidates that would best serve the Peace Corps.
Participates in establishing short-term objectives for outreach that are
responsive to established recruitment and placement goals and priorities.
Keeps abreast of general recruitment and placement trends, and participates in
recruiting/outreach events with a focus on attracting applicants into volunteer
service.
Tasks include:
Assisted with analyzing specific recruitment needs and establishing short-term
objectives for internal/external staffing actions.
Volunt ary Services Program Advocacy 40%
Represents management in making public appearances to explain the volunteer
services program and other programs or issues in order to educate, gather
feedback, promote goodwill, and create interest in the program. As a team
member, researches and writes material and presents information regarding
volunteer services program activities. Writes correspondence, memoranda, or
other documents relevant to promote program activities. Plans for and makes
numerous public appearances and presentations pertaining to current issues
regarding volunteer recruitment and awareness opportunities. Plans, organizes,
coordinates, and conducts program special events.
Prepares and processes the administrative paperwork associated with advocacy
activities, to include but not limited to, travel authorizations, travel vouchers,
registrations, and requests for purchases.
Tasks include:
Researched and wrote material for assigned document, report, or publication,
such as correspondence, memoranda, press releases, or other documents
relevant to program activities.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires skill in applying analytical and evaluative techniques to the
identification, consideration, and resolution of issues or problems of a
procedural or factual nature; knowledge of the theory and principles of
management and organization; ability to use qualitative and quantitative analytical
techniques; and communication skills to obtain information and discuss issues
and operations with supervisors and employees.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns specific projects in terms of issues, organizations,
functions, or work processes to be studied and sets deadlines for completing
the work. The supervisor or higher-grade analyst provides assistance/guidance
on controversial issues or assignments for which precedent studies are not
available. The employee plans, coordinates, and carries out the successive
steps in fact-finding and analysis of issues in accordance with accepted office
policies, applicable precedents, organizational concepts, management theory,
and occupational training. Work is reviewed for conformance with overall
requirements, contribution to the study objectives, consistency of facts and
figures, choice of analytical methods, and practicality of recommendations.
Fact or 3-3 Guidelines
Guidelines consist of procedures, policies, and manuals covering the application
of analytical methods and techniques, and reference material, instructions, and
regulations covering the subjects involved. The guidelines are not completely
applicable to the work or have gaps in specificity, requiring the employee to use
judgment in choosing, interpreting, and adapting guidelines to specific issues or
subjects studied.
Fact or 4-3 Complexit y
The work principally involves dealing with problems and relationships of a
procedural nature. Projects usually take place within organizations with related
functions and objectives, although organization and work procedures differ from
one assignment to the next. Findings and recommendations are based upon
analysis of work observations, review of production records or similar
documentation, research of precedent studies, and application of standard
administrative guidelines.
Fact or 5-3 Scope and Ef f ect
The purpose of the work is to identify, analyze, and make recommendations to
resolve conventional program or organizational issues, problems, or situations.
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Tasks include:
Modifies systems and database configurations to correct problems affecting the
confidentiality, integrity, and availability of data. Coordinates the implementation
of system designs and modifications of design characteristics in response to
performance problems, changing requirements, or new design methods. Based
on an understanding of program, business practices and overall priorities,
independently identifies objectives of IT work processes. Lead tester of
recruitment functionality for all bug fixes and enhancements. When required,
works directly with Candidates at the Recruitment stage to solve persistent
Tasks include:
Uses the data in DOVE to generate and update reports for the business.
Identifies new data needs required to effectively monitor and assess recruiting
initiatives. Designs and disseminates new reports when needed. Provides
support and assists with cost effectiveness studies by collecting data and
making computations.
Represent at ion and Coordinat ion 10%
Acts as the Recruitment technical liaison to staff following well established
policies and procedures to assist in the development and maintenance of
relationships. Participates in the teleconferences, addressing technical issues
and communicating technical policies and procedures. Represents the interests
and opinions of Recruitment staff on matters related to technical systems, tools,
and resources to various Agency groups including different units with the Office
of the CIO. Collaborates with staff on processes involving the Regional
Recruitment Offices such as the Nomination calendar. Collaborates with other
Recruitment and Placement staff on a variety of recruitment support projects.
Tasks include:
Represents VRS Recruitment interests in DOVE program meetings. Coordinate
bug fixes and new requirements with the DOVE PMO.
Writ ing and Edit ing 15%
Within the context of guidelines issued by the Peace Corps and in response to
the needs of Regional and VRS/HQ offices, interprets technical information on a
variety of subjects concerning an established subject-matter field. Compiles
information, writes, and formats text for reports, correspondence, and other
documents. Produces reports, graphs, charts, project plans, and PowerPoint
presentations for VRS staff in support of office initiatives. Participates in the
management of documentation projects starting from initial planning through
writing and editing, reviewing and revising, indexing, creating graphics through
final printing and delivery to target audience. Provides support and assists in
assessing and overseeing productivity programs.
GENERAL
a. As directed by the Director of Recruitment, collaborates with other staff on
various special assignments that support Peace Corps goals and objectives.
b. As assigned, serves on committees, task forces, and/or carries out special
assignments.
c. Participates in staff meetings, training conferences, and other training
activities.
d. Responds to telephone, written and in-person inquiries.
e. Prepares administrative and programmatic documents and reports.
f. In conjunction with other agency staff, works to improve the overall
effectiveness and efficiency of the Volunteer Delivery System.
g. Implements VRS customer service standards.
Tasks include:
Assists in assessing and overseeing productivity programs, such as gathering
metrics for productivity program reports.
Collateral Duties
Factor Statements
Fact or 1-6 Knowledge Required by t he Posit ion
The position requires: (1) Skill in applying analytical and evaluative techniques to
the identification, consideration, and resolution of issues or problems of a
procedural or factual nature; (2) Knowledge of the theory and principles of
management and organization including administrative practices and procedures
common to organizations; (3) Ability to use qualitative and quantitative analytical
techniques; and (4) Skill in conducting interviews with supervisors and
employees to obtain information about organizational missions, functions, and
work procedures.
Fact or 2-3 Supervisory Cont rols
The supervisor assigns specific projects in terms of issues, organizations,
functions, or work processes to be studied and sets deadlines for completing
the work. The supervisor or higher-grade analyst provides assistance/guidance
on controversial issues or assignments for which precedent studies are not
available. The employee plans, coordinates, and carries out the successive
steps in fact-finding and analysis of issues in accordance with accepted office
policies, applicable precedents, organizational concepts, management theory,
and occupational training. Work is reviewed for conformance with overall
requirements, contribution to the study objectives, consistency of facts and
figures, choice of analytical methods, and practicality of recommendations.
Fact or 3-3 Guidelines
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Program Analyst
Business Analyst
Policy Analyst
Management Analyst
Administrative Analyst
Program Administrator
Program Planner
Tasks include:
Reviewed, advised on, and conducted complex business analyses in support of
major organizational programs, in areas where technical problem definitions,
methods, and/or data were incomplete, controversial, or uncertain.
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.
Performed long-range planning and/or management of new substantive agency
programs
Conducted analyses involving several program or mission areas that resulted in
Tasks include:
Performed long-range planning and/or management of new substantive agency
programs
Performed long-range planning and/or management of new substantive agency
programs
Devised new analytical techniques to evaluate complex program issues.
Provides Inf ormat ion, Communicat ions, and Liaison Services 20%
Serves as an authoritative source of consultation for other program managers
and program specialists. Resolves issues and provides advice on matters
where policies or decisions covering major areas of uncertainty in approach or
methodology are required and where new techniques or information must be
developed. Consults with management and planning personnel in preparing
requirements and criteria for complex or high value projects or programs.
Provides guidance and technical advice to lower-grade employees and
specialists within the organization in the performance of related assignments
and is available to those employees for consultation on assigned projects.
Tasks include:
Resolved issues and provided advice on policies or decisions covering major
areas of uncertainty in approach or methodology.
Tasks include:
Planned, developed, and implemented public affairs program strategies for
highly visible agency programs.
Supervisory and/or Managerial Responsibilit ies 20%
Supervises a group of employees performing work at the GS-11 level. Provides
administrative and technical supervision necessary for accomplishing the work
of the unit.
Performs the administrative and human resource management functions relative
to the staff supervised. Establishes guidelines and performance expectations for
staff members, which are clearly communicated through the formal employee
performance management system. Observes workers' performance;
demonstrates and conducts work performance critiques. Provides informal
feedback and periodically evaluates employee performance. Resolves informal
complaints and grievances. Develops work improvement plans, recommending
personnel actions as necessary. Provides advice and counsel to workers related
to work and administrative matters. Effects disciplinary measures as appropriate
to the authority delegated in this area. Reviews and approves or disapproves
leave requests. Assures that subordinates are trained and fully comply with the
provisions of the safety regulations.
Furnishes employee assignments and a place of employment which is free from
recognized hazards that are likely to cause death or serious physical harm;
refers matters that exceed the incumbents authority to higher levels of
management for decision. Complies with occupational safety and health
standards applicable to PC and with all rules, regulations, and orders issued by
PC with respect to the occupational safety and health program.
Tasks include:
Performed all or nearly all of the following supervisory functions: coordinated
with and advised other supervisory officials, reviewed and approved serious
disciplinary actions, planned/assigned work priorities, evaluated performance,
interviewed candidates for positions, and recommended organizational structure
improvements.
As a technical authority in a program area, summarized, interpreted, and
provided guidance to subordinates on difficult or misunderstood policy
questions.
Produced written options for agency decision memoranda and/or new guidelines
resulting from legislation, court decisions, or other program changes, requiring
mastery of the laws, regulations, and systems involved in administration of
agency programs.
Analyzed and evaluated organizational regulations, policies, and procedures.
Performed a key role in resolving issues that significantly affected the
administration or implementation of key agency programs.
Communicated with senior management, OMB, Congress, and/or other
individuals at all levels in the public and/or private sectors to justify, negotiate,
convey, or resolve complex legislation, policies, regulations, and/or
procedures.
Collateral Duties
Factor Statements
Fact or 1-8 Knowledge Required by t he Posit ion
The position requires: (1) Mastery of a wide range of qualitative and/or
quantitative methods for the assessment and improvement of program
effectiveness or the improvement of complex management processes and
systems; (2) Comprehensive knowledge of the range of administrative laws,
policies, regulations, and precedents applicable to the administration of one or
more important public programs; (3) Knowledge of agency program goals and
objectives, the sequence and timing of key program events and milestones, and
methods of evaluating the worth of program accomplishments; and (4) Skill to
plan, organize, and direct team study work and to negotiate effectively with
management to accept and implement recommendations where the proposals
involve substantial agency resources, require extensive changes in established
Equivalent Titles:
Equivalent Privat e Sect or T it les:
Administrative O fficer
Project Planner
Team Leader
Administrative O ffice
O fficer C oordinator
Program Analyst
Instructor
Program C oordinator
Project Manager
Training and Development C oordinator
Policy Analyst
Training and Development Specialist
Administrative Supervisor
C ustomer Service Supervisor
Management Analyst
O ffice Manager
C ustomer Service Manager
Director
Network Systems and DataC ommunications
Analysts
O fficer Supervisor
O perations Manager
Program Manager
Program Planner
Project C oordinator
Training and Development Manager
Trainer
Tasks include:
Planned and executed major liaison activities across departments, divisions, or
throughout a community to communicate substantive information on an
organization or program.
Program Evaluat ion 33%
Plans, schedules, and conducts evaluations of project operations, procedures,
and organizational structures, identifying problems or deficiencies and
recommending ways to improve the effectiveness and efficiency of operations
in a program or support setting. Provides recommendations to senior
management for improvements, such as enhancing productivity or improving
customer service.
Modifies or adapts analytical techniques, evaluation criteria, and methods of
measurement to provide a valid assessment of programs or related initiatives,
and predict outcomes.
Evaluates the conformance of programs and program actions to available
guides, such as pertinent laws, regulations, policies, and precedents that affect
the use of program and related resources. Interviews staff and reviews records
to determine the cause of any inconsistencies discovered.
Tasks include:
Resolved problems of a common or immediate nature.
Managed a specific organizational project and/or program at the field office or
comparable level.
Managed a specific organizational project and/or program at the field office or
comparable level.
Developed plans for implementing short- and long-range program goals.
Peace Corps Volunt eer Program Management 33%
Participates with the supervisor and primary staff in developing and organizing
policies and programs and other related concerns for program management.
Participates in the development of new plans, schedules, or methods to
accommodate changing program requirements. Identifies objectives based on
an analysis of interrelated issues of effectiveness, efficiency, and productivity of
substantive mission-oriented programs including program functions related to
project management, training, monitoring and evaluation plans, documentation,
and required reporting for programs in sectors such as water sanitation and
health, small business development, agro forestry, environment, youth
development, education, agriculture, community economic development,
municipal development, animal production, and/or Teaching English as a Foreign
Language (TEFL). Determines approach to achieve objectives, identifies specific
steps, and decides on meetings, information, and other input.
Assists in developing, organizing, and implementing functional short- and longrange program plans. Estimates resources required. Revises Volunteer program
operations for consistency with strategies and program emphasis.
Participates in general management reviews. Conducts functional studies and
analyses for compliance with policies, plans, regulations, and work planning.
Tasks include:
Identified volunteer program objectives based on an analysis of interrelated
issues of effectiveness, efficiency, and productivity of substantive missionoriented programs.
Collateral Duties
Factor Statements
Equivalent Titles:
There are no equivalent private sector or military titles for this position.