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Managing the Maze: Your Guide to Position Management
Managing the Maze: Your Guide to Position Management
Managing the Maze: Your Guide to Position Management
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Managing the Maze: Your Guide to Position Management

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Managing the Maze--Your Guide to Position Management is the third book in the series by author Susan Custard. Bringing more than 30 years of Federal human resources experience to her work, Custard helps managers and Human Resource Directors to execute highly successful programs within the Federal government executive service agencies.
A sought-after consultant, Custard is considered a thought leader and expert in key areas of Federal human capital management, leveraging her expertise to identify custom solutions to the unique and challenging situations faced by Federal agencies in today's environment. Custard shares her knowledge with this community, including providing professional development and training in partnership with Hemsley-Fraser, a global learning and development organization, to promote learning opportunities across the Federal sector.

LanguageEnglish
Release dateMay 25, 2013
ISBN9781939696052
Managing the Maze: Your Guide to Position Management
Author

Susan Custard

With 30 years of Federal human resources experience, working for several executive agencies (Navy, Interior, Energy), Susan has developed an outstanding reputation for her knowledge and expertise in executive level staffing and selection. As both a Federal Employment Manager and HR Director for several Federal agencies, Susan directly managed agency level SES selection processes, including coordinating with the Office of Personnel Management to satisfy their requirements on SES selections. Susan uses her knowledge and insight of the SES selection process to design successful and focused job search strategies and competitive application materials for each client.Susan specializes in offering customized services to clients that can include either SES ECQ consulting or SES coaching. Susan's services in SES ECQ consulting include comprehensive application development, content strategies, content analysis, discussion and brainstorming on leadership examples, competency analysis and decision-making, writing and focusing strategies. Other clients can benefit from Susan's approach to SES coaching, which includes strategic career planning and counseling, leadership task and training development focused on entering SES and CDP programs for future SES applicants. Susan excels in developing effective partnerships to coach clients to develop a comprehensive package that includes superb written application materials and interview preparation.

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    Book preview

    Managing the Maze - Susan Custard

    LEARNING OBJECTIVES

    This book will provide you with knowledge, information, case studies and recommendations that will help you:

    - Leverage position management and organizational design tools to facilitate your agency’s mission.

    - Understand the connection between position management, position classification and other human resources functions.

    - Apply organizational design tools to your own organizational structure as a learning and development exercise.

    HOW TO USE THIS BOOK

    This book was designed and written to help managers and HR specialists address the challenges found in position management and organizational design. This book is not intended to provide expertise in manpower analysis, which is a science in and of itself.

    The information provided in this book refers frequently to position classification. We are proud to offer more detailed information regarding classification in "Managing the Maze – Your Guide to Position Classification and Position Management" by Susan Custard.

    This book was developed to support the policies, enhance the tools, guidance and direction already in place from OPM or agencies in the design and execution of a position management. Most importantly, the information, recommendations and specific tools provided in this book will enhance your and management’s ability to design, evaluate and change positions and organizational structures through effective position management.

    DEFINITIONS

    Classification Act: The Classification Act of 1944, as amended, established the General Schedule. It originally set up 18 grade levels, but has since changed to 15 grade levels in 1979, Senior Leader (SL), Senior Technical (ST) and Senior Executive Service (SES) positions. The Classification Act also established OPM’s responsibility to oversee and establish requirements for position management in the Federal government.

    Classification: The systematic process of assigning the proper titles, occupational series codes, and grades to positions. The Federal Government has two main classification systems: the General Schedule (GS) classification and basic pay system, and the Federal Wage System (FWS) for trades and crafts occupations.

    Classification Standard (or Guide): A set of criteria developed by OPM relating different grade levels (as defined by law) to specific work situations, thereby providing the basis for determining the appropriate title, series, and grade for a given position.

    Consultant: A person who serves as an advisor to an individual or organizational unit.

    Employee: A person filling all appointive positions in an executive agency (5 U.S.C. 105). It does not refer to private contractors hired by the agencies.

    Expert: A person with high qualifications in a professional, scientific, or technical field.

    Federal Wage System (FWS): A job grading and pay system that applies to most trade, craft, and labor positions. Under this system, pay is adjusted according to the rates paid by private industry for similar jobs in the same geographic area; commonly referred to as Wage Grade.

    Full Performance Level: The highest grade level assignable to a particular position; the full performance level is reached when all the duties and responsibilities that the organization needs to be performed by a given position are being accomplished with the degree of independence desired by management.

    Full-Time Equivalency (FTE): A unit that indicates the workload of an employed person (or student) in a way that makes workloads comparable across various contexts. FTE is often used to measure a worker's involvement in a project or to track cost reductions in an organization. An FTE of 1.0 means that the person is equivalent to a full-time worker; while an FTE of 0.5 signals that the worker is only half-time.

    Functional Statement: The overall responsibilities and requirements of an organization and/or its subcomponents. Functional statements are good tools to use in both position management and position classification to assess the effectiveness and organization of programs, duties and responsibilities within an organization.

    General Schedule (GS): The broadest subdivision of the Federal classification system covered by Title 5; includes a range of levels of difficulty and responsibility for covered positions from grades GS-1 to GS-15. The General Schedule is the basic pay schedule established under Title 5 and adjusted by the President. A position falls under the General Schedule if its primary duties require knowledge and experience in a line of work or discipline unrelated to trade, craft, or manual labor occupations.

    Human Capital Assessment and Accountability Framework (HCAAF): A system led by senior management, typically the Chief Human Capital Officer (CHCO), that promotes alignment of human capital management strategies with agency mission, goals, and objectives through analysis, planning, investment, measurement, and management of human capital programs. Position management may be an evaluation criteria within

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