Rethinking Position Classification
One aspect of the civil service that is ripe for reform is the position classification process. People outside government struggle to understand the meaning of the hundreds of job series that are included in vacancy announcements.
They do not know the difference between a program analyst, a management analyst, a business analyst, a management/program analyst, or any of the other types of “analysts” they see advertised, or the countless other job identifiers. With the general schedule and other pay plans such as the wage grade system for trade and craft jobs, there are about 400 job series in the federal government, along with more than 100 pay grades. The result is thousands of possible job classifications.
Years ago, when most of these classification processes were created, position classification was considered to be a serious business. Classifiers did detailed analyses of jobs, often going on-site to audit positions. Those audits included interviews with managers and employees, and observations of work being done. The intent was to make certain that federal workers got the correct pay for the work they did. Job classification also included something called “position management” that was intended to make certain jobs were structured in a way that was effective and that did not waste government resources (specifically, taxpayer dollars).
Article from Federal News Radio
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