Position Management and Classification

NONSUPERVISORY POSITIONS

Factor A, Essential Knowledges
- Kind/nature of knowledge, experience or education needed; and
- Nature/extent of skills required to apply these knowledges to do the work.

Factor B, Guidelines
- Nature & availability of guidelines used to perform the work; and
- Degree of interpretation, including Judgment and originality, required to use the guidelines or develop new guides.

Factor C, Scope of Authority & Effect of Decisions
- Nature of the work (purpose, breadth & depth of assignments); and
- Effect of work products/services within & outside the organization.

Factor D, Work Relationships
- People, conditions and/or reasons for personal contacts; and
- Skill needed to accomplish work through work relationships.

Factor E, Supervision Received - Nature & extent of direct/indirect controls exercised by the supervisor;
- Employee's independence and responsibility for completing the work; and
- Methodology for reviewing completed work.

PRIMARY GRADING STANDARD FOR NONSUPERVISORY WORK
The following are the factor and degree descriptions for nonsupervisory work.

Factor A - ESSENTIAL KNOWLEDGES. This factor measures the nature and extent of information or facts that employees must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills needed to apply these knowledges.

DEGREE A-1 - 5 POINTS
Knowledge of simple, routine, or repetitive tasks or operations that typically includes following step-by-step instructions and requires little or no previous training or experience; and skill to operate simple equipment requiring little or no previous training or experience.

DEGREE A-2 - 15 POINTS Knowledge of basic or commonly used rules, procedures, or operations which typically requires some previous training or experience; and basic skills to operate equipment requiring some previous training or experience, such as keyboard equipment, reproduction equipment, etc.

DEGREE A-3 - 20 POINTS
Knowledge of a body standardized rules, procedures, or operations requiring considerable training and experience to perform the full range of standard clerical and non-clerical assignments and resolve recurring problems; and the skill, acquired through considerable training and experience, to operate and adjust varied equipment for. purposes such as performing numerous standardized tests or operations.

DEGREE A-4 - 30 POINTS
Knowledge of an extensive body of rules, procedures or operations requiring extended training and experience to perform a wide variety of interrelated or non-standard procedural assignments and resolve a wide range of-problems; training or experience, to perform such work as: adapting equipment when this requires considering the functioning characteristics of equipment; interpreting results of tests based on previous experience and observations (rather than directly reading instruments or other measures); or extracting information from various sources when this requires considering the applicability of information and the characteristics and quality of the sources.

DEGREE A-5 - 40 POINTS
Knowledge (such as would be required through a pertinent baccalaureate educational program or its equivalent in experience, training, or independent study) of basic principles, concepts, methodology of a professional or administrative occupation, and skill in applying this knowledge in carrying out elementary assignments, operations, or procedures; and/or in addition to the knowledge of standard procedures in Degree A-4 above, practical knowledge of technical methods to perform assignments such as carrying out limited projects which involves use of specialized, complicated techniques.

DEGREE A-6 - 60 POINTS
Knowledge of the principles, concepts, and methodology of a professional or administrative occupation as previously described that has been supplemented either by:
(a) skill gained through job experience to permit independent performance of recurring assignments, or
(b) expanded professional or administrative knowledge gained through relevant graduate study or experience, which has provided skill in carrying out assignments, operations, and procedures in the occupation which are significantly more difficult and complex than those covered by degree A-5; or
(c) practical knowledge of a wide range of technical methods, principles, and practices similar to a narrow area of a professional field, and skill in applying this knowledge to such assignments as the design and planning of difficult, but well precedented projects.

DEGREE A-7 - 80 POINTS
Knowledge of a wide range of concepts, principles, and practices in a professional or administrative occupation, such as would be gained through extended graduate study or experience, and skill in applying this knowledge to difficult and complex work assignments; and a comprehensive, intensive, practical knowledge of a technical field and skill in applying this knowledge to the development of new methods, approaches, or procedures.

DEGREE A-8 - 95 POINTS
Assignments at this level require a mastery of a professional or administrative field. Applies experimental theories and new developments to problems not susceptible to treatment by accepted methods; makes decisions or recommendations significantly changing, interpreting, or developing important policies and programs.

DEGREE A-9 - 115 POINTS
Assignments at this level require a mastery of a professional or administrative field in order to generate and develop new hypotheses and theories. The expert is a leading authority in the specialty not only within the Department or joint organization but also throughout the Defense establishment and the intelligence community.

Factor B - GUIDELINES. This factor measures the nature of the guidelines used (i.e., regulations, procedures, precedents, methods, techniques, and other guidelines which govern the work) and the degree of interpretation required of these references, including the elements of judgment and originality.

DEGREE B-1 - 10 POINTS
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.

DEGREE B-2 - 25 POINTS
Procedures for doing the work are established and a number of specific guidelines are available. The number and similarity of guidelines and work situations requires the employee to use judgment in locating and selecting the most appropriate guidelines, references, and procedures for application and in making minor deviations to adapt the guidelines in specific cases. Adaptability and versatility are required to meet changing work operations and procedures.

DEGREE B-3 - 50 POINTS
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 Activity policies, regulations, precedents, and work directions for applications to specific cases or problems. The employee analyzes results and recommends changes.

DEGREE B-4 - 70 POINTS
Administrative policies and precedents are applicable but are stated only in very general terms. Guidelines for performing the work are scarce or of limited use. The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.

DEGREE B-5 - 95 POINTS
Guidelines are broadly stated and nonspecific, e.g., broad policy statements and basic legislation that requires extensive interpretation. Employee must use judgment and ingenuity in interpreting the intent of the guides that do exist and in developing applications to specific areas of work. Frequently, the employee is recognized as an authority in the development and interpretation of guidelines.

DEGREE B-6 - 115 POINTS
Guidelines are virtually non-existent. Precedents are obscure or not available. Originality, creativity, and/or long-term experience are required to plan theoretical or experimental programs of such advanced and novel character that new concepts and methodology must be developed. Develops definitive plans and heads pioneering efforts to solve problems that require an extension of theory.

Factor C - SCOPE OF AUTHORITY AND EFFECT OF DECISIONS. This factor covers the relationship between (1) the nature of the work, i.e., the purpose, breadth, and depth of the assignment; and (2) the effect of work products or services both within and outside the organizational element. Effect also measures such things as whether the work output facilitates the work of others, provides timely services of personal nature, or impacts on the adequacy of research conclusions.

DEGREE C-1 - 15 POINTS
Employee takes or recommends actions on routine assignments or portions of special assignments where errors in decisions or commitments can be readily detected and corrected. The primary consequence is localized loss of time.

DEGREE.C-2 - 30 POINTS
Employee makes decisions on the application of established procedures and initiates actions which affect various organizational units. Errors in decisions or commitments are not immediately apparent but are revealed in subsequent operations. An error may result in loss of time in other organizational units.

DEGREE C-3 - 50 POINTS
Employee makes decisions based on the interpretation of regulations and practices, and initiates actions which affect various organizational units. Commitments that do not involve interpretation of policy or the setting of precedents may have an adverse effect upon the activities of the assigned element. Errors could prove costly in terms of delay and waste of time and resources within the element.

DEGREE C-4 - 70 POINTS
Employee makes decisions and initiates actions that involve the interpretation of policy or the setting of precedents. Makes authoritative determinations and advises on technical problems. Decisions and commitments often involve large expenditures of resources and have a strong impact on important programs.

DEGREE C-5 - 90 POINTS
Employee makes recommendations and decisions which materially affect the scope and direction of large and complex programs of Activity significance; or technical and scientific activities of crucial importance to the Activity's mission. Commitments may result in the initiation of major programs or the cancellation or modification of existing major programs.

DEGREE C-6 - 110 POINTS
Employee makes-recommendations and decisions which directly affect achievement of the Department and/or joint organization's overall mission and may result in major policy changes which affect not only this Department and/or joint organization, but other agencies as well. Employee has authority, limited only by governing policy and precedents, to commit the Department and/or joint organization to a course of action which is directly related to its overall mission.

Factor D - PERSONAL WORK RELATIONSHIPS. This factor includes contacts with persons not in the supervisory chain, and is based on what is required to make the initial contact, the difficulty of communicating with those contacted, and the degree to which the employee and those contacted recognize their relative roles and authorities. Purpose of contacts ranges from factual exchanges of information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives.

DEGREE D-1 - 5 POINTS
Person-to-person work relationships are required but are of an incidental nature and do not constitute a significant part of the work.

DEGREE D-2 - 15 POINTS
Person-to-person work relationships are a regular and necessary part of the job and are for the purpose of giving or obtaining factual information which is easy to convey and simple to understand.

DEGREE D-3 - 35 POINTS
Person-to-person work relationships are for the purpose of giving or obtaining information on problems where some explanation or interpretation of facts is required in order to render service, implement regulations and policies or maintain coordination.

DEGREE D-4 - 55 POINTS
Person-to-person work relationships are for the purpose of giving or obtaining information on non-routine problems requiring not only explanation or interpretation of facts but also discussion of implications and inferences in order to gain concurrence or cooperation to persuade to action.

DEGREE D-5 - 75 POINTS
Person-to-person work relationships are for the purpose of discussing policy matters and major changes in program emphasis in order to provide authoritative advice on their effect and feasibility, to gain necessary cooperation and support, or to persuade to action.

DEGREE D-6 - 95 POINTS
Person-to-person work relationships are for the purpose of securing acceptance or indispensable support of, or explaining and defending, policies and programs which represent the most controversial or crucial phases of the programs of the Department and/or joint organization. Personal-contacts are typically with. high-ranking officials at national or international levels, with executives of large industrial firms or with specific policy makers and senior staff of other Departments and/or joint organizations of the intelligence community.

Factor E - SUPERVISION RECEIVED. This Factor covers the nature and extent of direct or indirect controls exercised by the supervisor, the employee's responsibility, and the review of completed work.

DEGREE E-1 - 5 POINTS
Supervisor makes specific assignments that are accomplished by clear, detailed, and specific instructions. As the employee gains familiarity with the work, instructions are not detailed for repetitive tasks, but the employee's responsibilities remain clearly defined. The employee works as instructed and consults with the supervisor as required on all matters not covered in the instructions. Supervisor maintains control through review of the work for such things as accuracy, adequacy, and adherence; to instructions and established procedures.

DEGREE E-2 - 20 POINTS
Supervisor maintains control over work through checking for accuracy, adequacy, and adherence to instructions. Instructions given to the employee are well defined, but the employee may recommend modifications to these instructions if assignment is new, difficult, or unusual. The employee carries out routine assignments but unforeseen problems and unusual situations must be referred to the supervisor for help or decisions.

DEGREE E-3 - 35 POINTS
The supervisor makes assignments by defining objectives, 'priorities, and deadlines, and assists employee with unusual situations .which do not have clear precedents. The employee plans and carries out successive-steps and handles problems and deviations in the work assignment in accordance with instructions, previous training, or accepted practices in the occupation. Finished work is reviewed for accuracy, quality, and compliance with more complex instructions and guidelines.

DEGREE E-4 - 55 POINTS
The supervisor sets the overall objectives and resources available. The employee and supervisor, in consultation, develop the deadlines and projects. The employee is responsible for planning and carrying out the assignment, resolving most of the conflicts that arise, and interpreting policy in terms of established objectives. The supervisor i,: kept informed of progress and any controversial matters. Finished work and methods are reviewed for accuracy and effectiveness and for compliance with complex instructions and guidelines.

DEGREE E-5 - 75 POINTS
The supervisor generally provides only administrative direction, with assignments only in terms of broadly defined missions or functions. The employee has responsibility for planning, designing, and carrying out programs, projects, studies or other work independently. Supervisor is kept informed of significant developments. Completed work is reviewed only from an overall standpoint in terms of feasibility, compatibility, effectiveness or 'expected results, and for its contribution to the advancement of technology.

DEGREE E-6 - 95 POINTS
Assignments are made in terms of over-all Activity missions and policies. The employee selects objectives, plans and methods independent of any review. Delegated authority is complete. Broad policy questions or major problems of coordination are resolved in conference with advisors and/or personnel of other Activity elements. Recommendations for new projects and alteration of objectives are usually evaluated for such considerations as availability of funds and other resources, broad program goals, or national priorities. Results of completed work are considered as technically authoritative and are normally accepted without significant change.

DEGREE E-7 - 115 POINTS
The employee is often the most authoritative professional in a particular field within the Department and/or Joint organization. The work is generally considered to be pioneering in a particular specialty. Supervision is virtually non-existent. The independence of action inherent at this level is hampered only by the constraint of unavailability of funds and other resources, and/or major program goals and national priorities.

CIPMS GRADE CONVERSION TABLE OR NONSUPERVISORY POSITIONS
This table is used to convert total point values assigned by application of the standard to all nonsupervisory positions from grades GS-1 through GS-18.

TOTAL POINTS	GS GRADE LEVEL	BAND DESCRIPTION
0 - 19 20 - 29 30 - 44 45 - 79	1 2 3 4	Entry Level for Technician and Clerical Bands and Pre-professional Level for the Professional/ Administrative Band
80 - 104 105 - 129 130 - 159 160 - 179 180 - 204	5 6 7 8 9	Full Performance Level for Technician and Clerical Bands and Entry Level for the Professional/Administrative Band
205 - 224 225 - 244 245 - 294 295 - 339	10 11 12 13	Expert Level for Technician Band and Full Performance Level for the Professional/Administrative Band
340 - 379 380 - 424	14 15	Expert Level for the Professional/Administrative Band
425 - 469 470 - 514 515+	16 17 18	Senior Expert Level for Professional/Administrative Band