1. Is the CIPMS classification system different from the system administered by OPM?

CIPMS uses the basic structure of the OPM classification system established under Title 5 USC for positions at and below grade 15. For GS employees, CIPMS recognizes 15 grade levels and three career paths: Professional/Administrative, Technician, and Clerical. Each career path is divided into grade bands consisting of two or more consecutive grades with common levels of difficulty, responsibility and qualification requirements (e.g., Entry level, Full Performance level, Expert level). Career paths and grade bands are concepts developed to simplify classification and allow linkage to other personnel processes such as promotion, performance management, and training and development. CIPMS positions are classified using a five factor primary grading standard. DoD Classification guidance for intelligence and intelligence-related specialties has been supplemented by Army Occupational Guides (AOGs) for a number of occupations. AOGs were developed jointly by functional and personnel experts and were field tested prior to actual implementation. Published AOGs must be applied to Army CIPMS positions which fall within their scope. In 1995, HQDA issued a requirement to apply CIPMS classification to all CIPMS positions not otherwise covered by a specific AOG. Guidance for direct application of the CIPMS Primary Grading Standard to these positions was issued by ASA(M&RA) memorandum dated 31 January 1995. Two programs have been implemented for CIPMS positions above grade 15: the Senior Intelligence Executive Service (SIES) for executive leadership positions, and the Senior Intelligence Professional (SIP) program for technical experts and advisors. Separate classification guidance has been published for each of these programs.

2. Under CIPMS will I be able to appeal the classification of my position?

A CIPMS employee may appeal the pay plan, title, series, and/or grade of his/her officially assigned position at any time without fear of reprisal or future prejudice. Appeals are filed through normal command channels to HQDA, DCS, G-2, which has final classification appeal adjudication authority.

3. What CIPMS classification standards have been implemented?

The following occupation-specific AOGs have been implemented:

• GS-132 Intelligence Specialist Operations
  • April, 1991 Production
  • April, 1991 Intelligence and Threat Support
  • June,1992 Intelligence Combat Developments
  • August, 1993 - Multi-Series Guide for Scientific and Technical Positions in Intelligence Production - April, 1991
  • GS-1701/1712 Intelligence and Training Series - July, 1990
  • GS-080 Security Administration Series - June, 1991

For CIPMS series not otherwise covered by an AOG, the following standard has been implemented:

• Guide for Grade-Band Classification within CIPMS Career Paths - January 1995

4. Will my job be upgraded when CIPMS classification standards are applied?

Probably not. The CIPMS classification system is more tailored to the intelligence functions and specialties than were the OPM standards; and it recognizes new technologies and functions. Application of the CIPMS classification standards enables management and the classifier to more accurately evaluate duties and properly classify positions. For these reasons it is possible that in some cases when positions are evaluated against appropriate AOGs some upgrades could result. However, it is more likely that in most cases no upgrades will occur.

5. What is Delegation of Classification Authority (DCA)? Who has this authority?

DCA is the Army-wide policy and "process" of delegating responsibility, authority and accountability for classification of work to the lowest practical level of management. CIPMS presupposes broad management involvement in and responsibility for personnel management, and has long advocated this type of delegated authority. Budget and sound position management, not artificial restrictions, serve to control personnel management decisions. This does not exempt CIPMS from Army-, DOD-, or Federal-wide programs or initiatives to control costs. Hiring freezes and high-grade controls also apply to CIPMS. Prior to receiving DCA authorities, CIPMS managers are required to complete prescribed training in classification processes and responsibilities. The level to which DCA is delegated varies by MACOM and organization.