Personnel Demonstration Project (PDP): Benchmark Position Descriptions

Table of Contents
Click on a letter to go to the corresponding Benchmark Position Description:

| A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |11 |

BENCHMARK POSITION DESCRIPTION - A

A. TYPE OF WORK: Simple/Repetitive/Standardized Clerical Support

B. OCCUPATIONAL FAMILY: DK (General Support)

C. PAYBAND LEVEL: I (GS 1-4)

D. FLSA: All employees properly covered by this benchmark description are nonexempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents a range of the least complex type of general support work, performed within a framework of procedures, precedents, or instructions.

2. At the lowest range of this level, the employee performs simple, routine, or repetitive tasks, requiring little or no subject-matter knowledge. Employee works under immediate supervision with little or no latitude for the exercise of independent judgment. The instructions are clear, and the employee follows them exactly.

3. At the highest range of this level, the employee performs a full range of standard work and resolves recurring problems. The work consists of related steps, processes, or methods which require the employee to identify and recognize differences among a variety of recurring situations. Actions to be taken or responses to be made differ in nature and sequence because of the differences in the particular characteristics of each transaction or situation. In addition to knowledge of how to carry out procedures, the work requires some knowledge of an organization's programs, of a type of practice, or of a body of standardized rules, processes, or operations.

4. At the highest range of this level, work is assigned in terms of methods to follow and results expected, typically in certain recurring assignments. The employee works independently in carrying out assignments of a continuing or recurring nature according to accepted practices. Procedures for doing the work have been established but the employee must use judgment in locating and selecting the most appropriate guidelines, references, and procedures. The employee makes minor deviations to adapt the guidelines in specific cases. The supervisor or a higher graded employee is available to provide advice or assistance in unusual situations.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - B

A. TYPE OF WORK: Clerical Support Involving a Wide Variety of Interrelated or Nonstandard Procedures

B. OCCUPATIONAL FAMILY: DK (General Support)

C. PAYBAND LEVEL: II (GS 5-8)

D. FLSA: Employees properly covered by this description may be either exempt or nonexempt from the overtime provisions of the Fair Labor Standards Act. Manager with delegated position classification authority must make the determination for each employee assigned to this benchmark, and document the decision on the employee's benchmark position description cover sheet.

E. DESCRIPTION:

1. This level represents employees who perform general support work, within a framework procedures, precedents, or instructions, where there is considerable variation in processes and procedures, and evaluative judgment must be applied.

2. The work typically entails processing a wide variety of transactions for more than one type of assigned activity of functional specialization. The assignments are subject to different sets of rules, regulations, and other guidelines related to the program area assigned. This knowledge is usually attained through extensive, increasingly difficult, and practical experience in the subject matter field. The supervisor reviews completed work for conformance with policy and requirements. The employee is recognized as an authority on processing transactions or completing assignments within a framework of established procedures and guidelines, often where there are no clear precedents. This recognition typically extends beyond the immediate office or work unit to the overall organization. The employee is regarded as an expert source of information on regulatory requirements for the various transactions, and is frequently called upon to provide accurate information on short notice.

3. The work is typically assigned as an area, project, or portion of a project for which the employee has on-going responsibility. The employee works for significant lengths of time with considerable independence in planning and carrying out successive steps, resolving problems and deviations, coordinating with others, interpreting and adapting general guidelines, and so forth. The overall work, however, is typically in a narrow or highly specialized area of the overall occupation and is planned, managed, and approved by professional or administrative employees.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - C

A. TYPE OF WORK: Executive Level General Support

B. OCCUPATIONAL FAMILY: DK (General Support)

C. PAYBAND LEVEL: III (GS 9-10)

D. FLSA: Employees properly covered by this benchmark description may be either exempt or nonexempt from the overtime provisions of the Fair Labor Standards Act. Manager with delegated position classification authority must make the determination for each employee assigned to this benchmark, and document the decision on the employee's benchmark position description cover sheet.

E. DESCRIPTION:

1. This level includes positions providing executive level general support at the directorate level or above, the full range of support services administration (e.g. communications, printing, graphics, library or publication services, mail, facilities and equipment, transportation, records, forms, reports, space and property management); or management of a complete program area characterized by its breadth, complexity, scope of coverage and independent execution by the incumbent.

2. The work requires a basic foundation of administrative concepts and practices in order to foresee administrative problems and requirements sufficient to enable the incumbent to recommend changes in overall organization administrative or program policies and devise and install the procedures and practices necessary for accomplishment of the program mission. Guidelines consist of a large body of unwritten policies, precedents and practices or general rules/regulations outlining program objectives. Procedures and practices devised and implemented by the incumbent affect the entire directorate. Incumbent has an intimate grasp of a specialized and complex subject area, operates with a wide latitude of independent action, and is consulted as an expert in the field. Personal contacts involve all levels of personnel within the activity, key executives or representatives of other agencies, higher headquarters, or the private sector and are for the purpose of providing executive level administrative support or program execution.

3. Plans, organizes, and accomplishes assignments under very general supervision. Coordinates work to ensure smooth operation, proper delivery of services, and effective customer support. Resolves the problems independently, rendering expert judgments and decisions without prior approval or review by the supervisor. Work is evaluated in overall terms for general effectiveness and successful achievement of program goals.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - D

A. TYPE OF WORK: Supervisor over General Support Functions

B. OCCUPATIONAL FAMILY: DK (General Support)

C. PAYBAND LEVEL: III (GS 9-10)

D. FLSA: Employees properly covered by this benchmark description are exempt from the overtime provision of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level is for supervisors over positions in the General Support occupational family. The employee directs an organizational unit comprised of at least 25% of employees at General Support payband level I or II. The position typically is accountable to a position that is two or more levels below a position equivalent to a Senior Executive Service employee.

2. Responsibilities require coordination within the unit to ensure that timeliness, form, procedure, accuracy, quality, and quantity standards are met. Personal contacts include high ranking managers, supervisors, and staff of activities throughout the organization. Contacts are usually informal, may take place in meetings or conferences, and sometimes require non-routine or special preparation. Contacts are for the purpose of ensuring that information provided to outside parties is accurate and consistent and for planning and coordinating the work directed with that of others outside the subordinate organization.

3. The employee plans the organizational structure and staffing needs. Determines and assigns types of jobs/duties needed; requests recruitment and/or in-service placement assistance; interviews applicants referred and makes selections for appointments, promotions, etc. Provides advice and counsel to employees relative to work and administrative matters. Assists employees in preparing career plans. Develops, or participates in the development of work performance standards. Observes workers' performance and periodically evaluates employees. Identifies developmental and training needs of employees. Effects minor disciplinary measures. Hears and reviews complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor. Approves or disapproves requests for leave.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - E

A. TYPE OF WORK: Administrative (Trainee)

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: I (GS 1-4)

D. FLSA: All employees properly covered by this benchmark description are nonexempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Performs trainee level tasks in fields such as finance, personnel management, safety, security, environmental protection, contracting, resource management, logistics, planning, or government law. This level also covers work in fields such as data management, telecommunications, information sciences (audiovisual, writing/ editing, library, technical information), quality assurance, or computer systems, programming languages and networking. Works under close and detailed technical supervision. Is responsible for learning basic methods, techniques, and procedures and carries out specific tasks of limited scope and complexity. Duties typically involve routine assignments, reading and becoming familiar with the principles, rules and regulations of the specialty field, and providing support to higher level personnel. Work is reviewed in process and upon completion for conformance with instructions and established requirements.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - F

A. TYPE OF WORK: Administrative (Entry level/Developmental)

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: II (GS 5-10)

E. DESCRIPTION:

1. Positions in this band serve as entry level/developmental positions in administrative program fields such as civilian and military personnel, EEO, wellness, business process/TQM, resource management (finance, budget, accounting, auditing, management and program analysis), security, logistics (facilities, supply, inventory, base transition, transportation, traffic management, mobilization), public affairs, information management, contracting (procurement, realty, acquisition), administrative services, legal/criminal investigation, program inspection, and laboratory staff program management support. Assignments generally range from entry level to developmental, and may be portions of broader activities or complete projects. In either case, the scope of the work is limited. Tasks are structured to provide a basic learning environment and to progressively build the incumbent's understanding of the specialty field. Incumbent applies a knowledge of the body of laws, regulations, policies, procedures, practices, and techniques of the specialty field. This level represents the full performance level for certain positions whose work assignments do not naturally progress to the next higher level.

2. Carries out routine assignments requiring the application of clear and well-established methods, practices, and techniques. The work ranges from specific tasks designed to provide orientation, familiarization, and training in the specialty area to moderately complex work for which guidelines and precedents are usually applicable, but interpretation may be required. Applies limited judgment in providing services or resolving problems of a procedural or factual nature. Issues addressed involve readily observable conditions. May provide limited technical advice to customers on routine matters, referring problems involving unfamiliar methods or techniques to higher level specialists for resolution.

3. Assignment characteristics include: gathering, verifying and analyzing facts; skill in using basic tools and techniques of the field (e.g., surveys, data bases, financial systems, data collection methods); selecting and applying established methods, practices and procedures, requiring only minor changes; monitoring work activities for compliance (e.g. safety programs, physical security systems); assisting in the development of financial documents using historical data and monitoring an organization's financial status; conducting interviews with managers or employees to obtain information; applying the laws, rules and regulations of a specialty area to provide standard laboratory services in various fields (e.g., contracting, acquisition, logistics, transportation, legal, military and civilian human resource management). Assignments require analytical skill and work products are generally in written form.

4. At the lowest level of this band supervision is close and guidance is continual. As success is achieved the incumbent is assigned tasks requiring less detailed instructions, a greater use of judgment, and are carried out with more independence. However, the employee has frequent in-process discussions with the supervisor, team, or project leader who provides guidance on approaches, interpretations, and alternatives and who helps the employee to explore problems and discover solutions independently.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - G

A. TYPE OF WORK: Administrative (Journeyman)

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: III (GS 11-12)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Positions at this level perform duties associated with operating level programs. Duties involve administrative programs in such fields as civilian and military personnel, EEO, wellness, business processes/TQM, resource management (finance, budget, accounting, auditing, management and program analysis), security, logistics (facilities, supply, inventory, base transition, transportation, traffic management, mobilization), public affairs, information management, contracting (procurement, realty, acquisition), administrative services, legal/criminal investigation, program inspection, and laboratory staff program management support. Assignments require substantial training and experience in one or more specific fields; knowledge of pertinent laws, regulations, policies, and precedents; and knowledge of the major issues, program goals and objectives, and work processes.

2. Work is complex requiring critical and independent judgment in making compromises to satisfy requirements. Employee works independently within a framework of priorities, funding, and overall objectives. Participates in definition of assignments, including identification of work to be done and deadlines for completion; plans and organizes the work; interprets regulations; applies new methods; and coordinates with others as necessary. Assignment characteristics include identifying the need for resolving problems in the program area; responding to higher echelon reporting requirements; applying the laws, rules and regulations of a specialty area, making decisions involving interpretation and coverage. Guidelines consist of general policies which frequently require the development of internal methods of operation or procedures.

3. Contacts others as necessary, both within and outside the laboratory or agency, in order to accomplish objectives. Uses skill and tact to influence others to accept recommendations or decisions where resistance may be encountered due to such issues as organizational conflict, competing objectives, etc. Work is reviewed for compatibility with goals and for effectiveness in meeting objectives.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - H

A. TYPE OF WORK: First-Line Supervisor over Administrative Functions

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: III (GS 11-12)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisor over functions assigned to administrative and/or general support employees. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level II or higher of the DJ (Administrative) occupational family. Supervision at this level requires substantial coordination and integration of a number of major work assignments, projects, or program segments. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

2. Duties include typical first-line supervisory responsibilities to plan the organizational structure and staffing needs, determine and assign types of jobs/duties needed, request personnel actions, make selections for appointments, promotions, etc., advise and counsel employees relative to work and administrative matters, assist employees in career planning, develop work performance standards and periodically evaluate employee performance, approve and disapprove requests for leave. Duties may extend to some managerial responsibilities to plan and establish objectives for major program areas, establishing guidelines for subordinates, determine resource allocations, and direct overall accomplishment of program areas by making necessary adjustments, modifications, and revisions to meet objectives.

3. Contacts are usually informal and take place in meetings or conferences and sometimes require non-routine or special preparation. Contacts are usually for the purpose of ensuring consistency, resolving differences of opinions, and/or planning and coordinating the work directed with others outside the organization.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - I

A. TYPE OF WORK: Administrative (Expert level)

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: IV (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Positions at this level are encumbered by senior specialists who perform under general administrative direction with wide latitude for the exercise of independent judgment. Work is usually difficult and the employee has demonstrated technical innovation and recognized attainments. Work at this level requires extended technical training and experience which has resulted in an intimate grasp of specialized and complex subject matter in the field, and the incumbent is considered to be a technical expert within the work group and to have recognition at other activities and the headquarters level. Work projects or assignments are characterized by such factors as extraordinary urgency, priority, or constraints which create a need for judgment in making major compromises to satisfy the overall technical/management requirements. In most instances, guidelines are nonexistent or conflicting and the specialist is required to develop new interpretations and procedures which extend existing procedures and may result in precedents for others to follow. Since these new methods and/or procedures may be controversial, the specialist at this level is called upon to technically defend and support his/her ideas and proposals both within the activity and at the headquarters level.

2. This level of work may be found in administrative positions where the employee is assigned to a major activity operational project or program and/or as a technical expert with activity level recognition. In addition, incumbents of positions at this level are recognized by counterparts at the command headquarters level and their work in their specialty area may impact at the command level and/or at other field installations. Based on this expertise, the specialist may be appointed to ad hoc tasks from the headquarters command level and serve on panels and boards that are convened to recommend command-wide policies and procedures. As a team member, the specialist is the lead resource person in his/her specialty area and expected to carry out the work assignment that has little or no precedent. He/she usually directs the work of lower level specialists who, on a task team basis, may be involved in performing segments of the overall project task. As an administrative specialist, employee provides expertise to others within the group and throughout the activity on unique and controversial problems. This level of performance and expertise is recognized by management and peers as having significant impact in the specialty area of work. Work requires coordination with other specialists, project members, and other work groups at the activity, at other activities, and at the headquarters level.

3. Supervision is usually administrative in nature with the employee assigned to work for the duration of the project/program. The supervisor or peers may be contacted on a consultative basis. Work is reviewed upon completion for further use or value. Technical recommendations are almost always accepted as authoritative and technically accurate. On operational assignments, customer satisfaction together with recognized technical expertise is a prime indicator of performance.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - J

A. TYPE OF WORK: First-Line Supervisor over Administrative Functions

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: IV (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisor over functions assigned to administrative employees, and/or general support employees. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level III or higher of the DJ (Administrative) occupational family. Supervision at this level requires substantial coordination and integration of a number of major work assignments, projects, or program segments. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

2. Duties include typical first-line supervisory responsibilities to plan the organizational structure and staffing needs, determine and assign types of jobs/duties needed, request personnel actions, make selections for appointments, promotions, etc., advise and counsel employees relative to work and administrative matters, assist employees in career planning, develop work performance standards and periodically evaluate employee performance, approve and disapprove requests for leave. Duties may extend to some managerial responsibilities to plan and establish objectives for major program areas, establish guidelines for subordinates, determine resource allocations, and direct overall accomplishment of program areas by making necessary adjustments, modifications, and revisions to meet objectives.

3. Contacts take place in meetings or conferences and sometimes require non-routine or special preparation. Contacts are usually for the purpose of ensuring consistency, resolving differences of opinions, and/or planning and coordinating the work directed with others outside the organization.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - K

A. TYPE OF WORK: Second-Line (or above) Manager over Administrative Functions

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: IV (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as managers responsible for directing, through subordinate supervisors or team leaders, the work of payband I, II and III level employees included in, but not limited to, the administrative family.

2. Responsible for overseeing projects and programs, making decisions on work problems and administrative proposals, and coordinating with others within and outside the activity on program accomplishments and collaborative efforts. Assigns work to team leaders, subordinate supervisors or employees; establishes project goals and priorities; evaluates results; and maintains control through periodic reviews, briefings, reports or observations to identify where program or personnel adjustments are needed to meet the mission goals. Makes or approves selections for subordinate positions, makes entrance salary decisions, and recommends salary adjustments, awards, and bonuses. Develops or ensures the development of employee performance objectives and conducts or reviews performance evaluations. Resolves employee complaints and initiates disciplinary or performance based actions as required. Is responsible for sound personnel management, maintaining effective working relationships with employee unions, and implementation of EEO and affirmative action goals. Develops budget estimates, assesses shortages, and recommends appropriate solutions.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - L

A. TYPE OF WORK: Senior/Expert Administrative - Includes Supervisory Or Managerial Responsibilities

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: V (GS-15)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Serves as a supervisor/manager responsible for managing the administrative and/or technical work of the organizational unit. The mission of the organization involves major aspects of key activity management support or service programs. The work directed includes complex administrative or technical services that directly affect the activity as a whole or represent a major segment of a program critical to the activity's ability to manage it's mission programs. At least 25% of the work in the organization directed by first-line supervisors is carried out by employees performing at the highest level of work described for payband level IV of the DJ occupational family. Second-line supervisors direct work carried out by employees in payband level III of the DJ occupational family or those performing at the lower range of work described for employees in payband level IV of the DJ occupational family.

2. Responsible for overseeing projects and programs, identifying and shaping the goals of the organization, making decisions on work problems and administrative proposals, and coordinating with others within and outside the activity on program accomplishment and collaborative efforts. Assigns work to team leaders, subordinate supervisors or employees; establishes project goals and priorities; evaluates results; and maintains control through periodic reviews, briefings, reports or observations to identify where program or personnel adjustments are needed to meet mission goals. Makes or approves selections for subordinate positions. Recommends salary adjustments, awards and bonuses. Develops or ensures the development of employee performance objectives and conducts or reviews performance evaluations. Resolves employee complaints and initiates disciplinary or performance based actions as required. Is responsible for sound personnel management, maintaining effective working relationships with employees, and implementation of EEO and affirmative action goals. Develops budget estimates, assesses shortages, and recommends appropriate solutions. Makes decisions on costly training and approves expenses such as travel and equipment.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - M

A. TYPE OF WORK: E&S Technicians (Entry level/Aid)

B. OCCUPATIONAL FAMILY: DE (E&S Technicians)

C. PAYBAND LEVEL: I (GS 1-4)

D. FLSA: All employees properly covered by this benchmark description are nonexempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level includes engineering and scientific aids. Assignments are structured to provide a basic learning environment and to progressively build the incumbent's practical experience within an engineering or scientific area. Technical aids are involved in learning basic methods, techniques, and procedures. They perform work of limited scope and complexity. Some training, experience, or working knowledge of special subject matter may be required. Technical aids develop a basic understanding of specialized technical practices and they provide assistance to higher level personnel performing routine and repetitive tasks in accordance with specific instructions and direction. Supervision is frequently of a tutorial nature and is given both in progress and upon completion of assigned tasks.

2. Entry level technicians develop a basic understanding of engineering/technical practices and procedures and become familiar with and able to use and understand simple test equipment, instruments or computer hardware/software used by scientists and engineers. They provide assistance to higher level personnel by replacing components, taking test readings, making simple measurements, setting up test equipment, or making computations, all in accordance with specific instructions and direction. They become familiar with the operation, design, characteristics, and maintenance procedures and standards of equipment. Assignments are often repetitive and routine and intended to build experience, skills, knowledge, and understanding. At the entry level, work is given a careful review in progress and upon completion for accuracy, conformance to instructions, and completeness. Contacts are generally with higher level technicians and professionals within the work unit.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - N

A. TYPE OF WORK: E&S Technicians (Developmental/Intermediate)

B. OCCUPATIONAL FAMILY: DE (E&S Technicians)

C. PAYBAND LEVEL: II (GS 5-8)

E. DESCRIPTION:

1. This level includes developmental and intermediate engineers and scientists technicians. Assignments are structured to provide an environment where incumbent's knowledges and skills are utilized to demonstrate familiarity with assigned phases of projects.

2. Developmental technicians apply the knowledges, skills, and experiences acquired in earlier assignments to a broader variety of projects and/or to more difficult or non-routine tasks. Technicians apply standard technical practices and a variety of standard references, guides, and recurring precedents to select and adapt methods and procedures to complete task assignments and to obtain needed information. Generally procedures have been established, but may not be completely standardized requiring the incumbent to make modifications. Employee performs such tasks as preparing test items, adjusting and operating equipment, recording instrument readings, or adapting and carrying out established tests or calculations, and recording results. Recognizes errors, inconsistencies, and other deficiencies, makes corrective adjustments or refers problems to higher level personnel.

3. Normally intermediate employees receive assignments which require considerable latitude in the exercise of independent judgment. Technicians plan and accomplish moderately complex work for which guidelines and precedents are usually applicable but some interpretation is usually required. They may participate in sub-tasks of large projects as members of a task team. Technicians may also suggest new ways to accomplish objectives and to adapt existing techniques and equipment to new users. Work at this level requires thorough and fundamental training, background knowledge, and skills in a specific field. Contacts are normally with working level personnel within and outside the activity to exchange information and to resolve problems of moderate complexity.

4. Routine work is usually assigned in terms of objectives to be achieved without explicit instructions as to methods, except in the initial stages of the employee's development. Non-routine work is assigned with direction as to approach and a higher level employee is available to answer questions on unusual situations. Finished work is reviewed for completeness, accuracy, use of proper methods and procedures, and adequacy of end results. Contacts include co-workers, higher level technicians and professionals, and contractors within or outside the immediate organization.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - O

A. TYPE OF WORK: E&S Technicians (Journeymen)

B. OCCUPATIONAL FAMILY: DE (E&S Technicians)

C. PAYBAND LEVEL: III (GS 9-11)

D. FLSA: Employees properly covered by this benchmark description may either be exempt or nonexempt from the overtime provisions of the Fair Labor Standards Act. Manager with delegated position classification authority must make the determination for each employee assigned to this benchmark, and document the decision on the employee's benchmark position description cover sheet.

E. DESCRIPTION:

1. This is the typical full performance level for technicians within the laboratory. Technicians at this level perform work of broad scope and complexity requiring the ability to interpret, select, adapt, and apply many guidelines, precedents and engineering principles and practices which relate to the area of specialization. Plans and accomplishes complete projects or studies of a conventional nature or major portions of larger projects involving less conventional methods. Each assignment differs considerably from previous work and typically involves ingenuity and creative thinking in order to devise new ways of accomplishing objectives and in adapting existing methods or techniques to solve the problems at hand. Work requires practical knowledge of scientific and engineering principles, design characteristics, maintenance requirements, troubleshooting techniques, laboratory processes, and the peculiarities of various methods and techniques used. Most of the work requires substantial judgment, initiative, skill and experience in selecting, installing and using complex instruments or devices; in modifying and adapting such instruments to obtain desired results; and in observing and noting significant trends in data. Some assignments involve mentoring work performed by contractors and incumbent may serve as a Contracting Officer's Technical Representative. May direct lower level technicians who are assigned portions of projects.

2. Participates in design studies on the feasibility, suitability, adaptability, and operational utility of methods and techniques. Conceives, develops, and implements new or improved techniques in a technical specialty area using primarily conventional methods, and approaches. Plans approaches and details and conducts various projects in support of a specific technical area. Meets with supervisor, team leader or customers to plan scope of the project, discuss objectives, plan methods for accomplishing objectives, identify potential problem areas and recommend alternatives to resolve conflicting requirements. Identifies equipment and material needs, prepares cost estimates if required, conducts tests, collects and reduces data, and ensures data are within expected parameters. Prepares reports, outlining background and predictions, methods used, data obtained, causes of unusual variations, results achieved, and provides results to customers.

3. Employee works independently, often without the availability of immediate supervisory guidance. Applies experienced judgment in determining when supervisory assistance is required to resolve particularly unusual or controversial problems. Keeps the supervisor advised of progress, but receives little review during progress of typical assignment. Contacts include laboratory personnel, external customers from other government agencies, and contractors and are for the purpose of clarifying work requirements, to exchange information, resolve problems, and coordinate work and personnel.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - P

A. TYPE OF WORK: First-Line Supervisor over E&S Technicians

B. OCCUPATIONAL FAMILY: DE (E&S Technicians)

C. PAYBAND LEVEL: III (GS 9-11)

D. FLSA: Employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisors over functions assigned to employees in the E&S Technicians occupational family. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level I and II of DE (E&S Technicians) occupational family. Supervision at this level requires coordination within the unit to ensure that procedures, quality and quantity standards are met in individual cases. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

2. Duties consist of assigning and reviewing work, assuring that production and accuracy requirements are met, approving leave, and recommending performance standards and ratings.

3. Contacts are usually informal and occur in person at the workplace of those contacted, in routine meetings, or by telephone. Contacts are usually for the purpose of exchanging factual information.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - Q

A. TYPE OF WORK: E&S Technicians (Senior Technicians)

B. OCCUPATIONAL FAMILY: DE (E&S Technicians)

C. PAYBAND LEVEL: IV (GS 12-13)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Positions at this level represent senior technicians who perform, under general administrative direction with wide latitude for the exercise of independent judgment, work unusual difficulty and responsibility which has demonstrated technical innovation and recognized attainment. Work requires extended technical training and experience which has resulted in an intimate grasp of a specialized and complex subject matter where the incumbent is considered a technical expert within the organization. Projects are characterized by extraordinary urgency, priority, or other constraint, creating a need for critical judgment in making major compromises to satisfy the overall technical requirements. In most instances guidelines are either nonexistent and the technician is required to develop new methodology and procedures which extend the existing knowledge and result in precedents for others to follow, patents, or otherwise overcome technical barriers previously considered significant obstacles to further progress in the field. Since these new methods and/or procedures may be controversial, the technician may be called upon to technically defend and support his/her ideas and proposals. Methods, techniques and approaches used may be conventional in nature, but are applied in very unique or innovative ways that may push the state-of-the-art. Incumbent may be requested to speak before technical groups, present findings to decision makers outside of the laboratory, or to serve on task groups or committees to identify technical problems, investigate system failures, or plan/develop improved future systems.

2. Employees are usually assigned to major projects or programs and/or functions as technical experts with laboratory level recognition. As a project team member, the employee is usually the lead resource in his/her specialty area. The incumbent may also serve as a team leader of a group of lower graded employees. Incumbent may be assigned as a Contracting Officer's Technical Representative. As a technical expert, provides expertise to others within the group and throughout the division/laboratory on unique and controversial problems. This level of performance and technical contributions is recognized by management and peers as having significant impact in the specialty area of work. Duties require coordination with other specialists, project members and other work groups. Contacts are similar to those found at the next lower level, but are often more significant due to the critical nature of projects assigned, the level of decision makers, or the controversial nature of findings or approaches.

3. Supervision is administrative in nature with the specialist assigned to work for the duration of the project/program. The supervisor and peers may be contacted on a consultative basis. Work is reviewed primarily for purposes of keeping the supervisor informed of progress. Technical decisions made by the incumbent are almost always accepted as authoritative.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - R

A. TYPE OF WORK: First or Second-Line Supervisor over E&S Technician functions - May Include Some Managerial Responsibility

B. OCCUPATIONAL FAMILY: DE (E&S Technicians)

C. PAYBAND LEVEL: IV (GS 12-13)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first or second-line supervisor over functions assigned to E&S Technicians. Responsibilities may include some managerial functions as well. Employees at this level typically direct an organizational unit where at least 25% of subordinate E&S Technicians employees are at payband level DE-III. Supervision at this level requires substantial coordination and integration of a number of major work assignments, projects, or program segments. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

2. Supervisory and managerial duties range from:

a. first-line supervisory responsibilities to plan the organizational structure and staffing needs, determine and assign types of jobs/duties needed, request personnel actions, make selections for appointments, promotions, etc., advise and counsel employees relative to work and administrative matters, assist employees in career planning, develop work performance standards and periodically evaluate employee performance to,

b. second-line supervisory or managerial responsibilities to plan and establish objectives for major program areas, establish guidelines for subordinates (including subordinate supervisors or team leaders), determine resource allocations, and direct overall accomplishment of program areas by making necessary adjustments, modifications, and revisions to meet objectives, and include authority to approve or disapprove requests for leave.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - S

A. TYPE OF WORK: Student/Trainee

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: I (GS 1-4)

D. FLSA: All employees properly covered by this benchmark description are nonexempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees involved in learning basic methods, techniques, and procedures along with the performance of work of limited scope and complexity. Students/trainees on work-study programs in an engineering or scientific area are at this level.

2. Performs trainee tasks under close and detailed technical supervision, using equipment, instruments, or software related to a professional field. Is responsible for learning basic methods, techniques, and procedures and carrying out specific tasks of limited scope and complexity that are generally minor phases of a larger project or assignment. The employee develops basic understanding of engineering and scientific principles and becomes familiar with performing such assignments as analyzing, presenting, and extracting data from a variety of non-standard sources, recognizing errors which are readily apparent in documents and performing a variety of standardized tests. The employee provides assistance to higher level personnel and becomes familiar with the operation, design, characteristics, and maintenance procedures and standards of equipment.

3. Works under close supervision receiving explicit instructions on non-routine assignments, carrying out tasks as directed. Supervision is frequently of a tutorial nature for acceptability and conformance in progress, and upon completion, for conformance to established requirements and standards. Supervisor is available to answer questions and check work in progress as well as upon completion.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - T

A. TYPE OF WORK: Engineer or Scientific Professional (Intern to Journeyman)

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: II (GS 5-12)

D. FLSA: Employees properly covered by this benchmark description may be either exempt or nonexempt from the overtime provisions of the Fair Labor Standards Act. Manager with delegated position classification authority must certify determination for each employee assigned to this benchmark, and document the decision on the employee's benchmark position description cover sheet.

E. DESCRIPTION:

1. This level represents employees who range from entry level interns to those who perform independent engineering and/or scientific work requiring a basic knowledge of engineering and/or scientific fundamentals usually obtained through a bachelor's degree program. Assignments range from specific, often unrelated tasks that relieve experienced employees of detailed but simple work to those requiring the application and adaptation of a variety of subject matter principles, guidelines and practices to conventional assignments.

2. Work at the higher level normally covers independent assigned projects. These employees investigate and recommend new ways of accomplishing the desired objectives specified. Higher level assignments include those requiring practices and procedures that advance the state-of-the-art or involve emerging technologies.

3. Assignments typically begin with defined and well controlled segments of larger projects involving standard methods and techniques where there are ample precedents. Successive assignments are intended to build on earlier ones and are characterized by progressively increasing breadth, difficulty, and professional judgment. As experience and maturity are gained, the level of supervision gradually decreases. Earlier assignments usually involve the more conventional aspects of complex projects and offer limited opportunities for choices, but the incumbent is expected to recognize the problem areas, and offer ideas on how to resolve them. As success is achieved the incumbent is assigned tasks requiring a greater use of judgment in the application or adaptation of equipment, test procedures, methodology, models, and/or simulations for assignments that contain some unconventional characteristics. These latter assignments also require less detailed instructions and guidance and are carried out with more independence. However, the employee has in-process discussions with the supervisor and project leader who provide professional guidance on approaches, discuss alternatives, and help the employee to explore problems and discover solutions independently. When assignments involve advanced methods and techniques or emerging technologies, incumbent's level of independent action is reduced and professional judgments and recommendations receive a more careful review for technical soundness and adequacy.

4. Presents findings and results, in writing or orally, for higher level review or publication. Work products may take the form of new or modified equipment, research conclusions, systems analyses, computer code, or simulations. Contacts at the entry and intermediate levels are usually limited to co-workers and managerial personnel within the immediate organization. As the assignments become more difficult and responsible, contacts expand outside the organization with counterparts in other laboratories, organizations, or with contractors. The primary purpose of these contacts is to obtain and exchange information, coordinate work efforts and to maintain awareness of advancements in the field.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - U

A. TYPE OF WORK: Engineering or Scientific Professional - Involved in Design, Development, Test, and/or Evaluation

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: III (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents work of engineers and scientists engaged in design, development, test and/or evaluation functions relative to providing medical solutions for military requirements to protect and sustain the force. Work includes performing independent studies or assignments for complex programs or projects.

2. The incumbent is considered the technical expert responsible for the application of advanced theories, concepts, principles and processes for assigned area of responsibility (i.e. subject matter, function and/or equipment). The work may include design, development, testing, and/or monitoring contractors. Assignments typically contain a combination of a significant number of complex features which involve serious or difficult-to-resolve conflicts between engineering and management requirements. There is a continuing need for compromises between the most desirable application of engineering or scientific principles and the exigencies of costs, priorities, schedules, and other factors.

3. The supervisor provides assignments in terms of broadly defined objectives. Results of work are considered technically authoritative and normally accepted without significant change. Completed work is reviewed for feasibility in relation to requirements, and for conformance with overall policy and program objectives.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - V

A. TYPE OF WORK: Engineering or Scientific Professional Personally Performing Research and/or Experimental Development

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: III (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This is the expert level of work for engineers and scientists personally performing research and/or experimental development work related to defense. Employees are responsible for technically defending and supporting ideas and proposals for concepts that are often controversial or novel. Contributions are recognized by management and peers as having significant impact on ongoing projects and reflect originality and creativity. Attends and presents papers at conferences or professional society meetings, serves on technical committees within the agency, and coordinates with other professionals when working on collaborative efforts.

2. Employees performing investigation and analysis work (formulating hypotheses, performing theoretical analyses, experimenting to validate hypotheses, etc.) are responsible for a problem of considerable scope in a specialty area. Technical guidelines and precedents are inadequate and contain critical gaps. Existing methods, designs, are of limited usefulness or are lacking for major portions of the work. A high degree of originality, judgment, and ingenuity is required. Employees must make significant modifications of existing theories, designs, concepts, and methodologies. The supervisor provides assignments which are broad in scope and completed work is reviewed for feasibility and conformance with overall policy and fulfillment of program objectives.

3. Employees performing regularly and recurring research work (personally performing research primarily for the purpose of gaining knowledge and understanding where the work has a broad application and/or is generic in a sense and assignments require formulating hypotheses, performing theoretical analysis, experimenting to validate hypotheses, etc.) are responsible for assignments of considerable scope where the objectives are to seek solutions to important problems presenting unprecedented and/or novel aspects. Regularly authors publications and may obtain patents of considerable interest and importance as evidenced by favorable reviews. The incumbent is sought out for consultation by colleagues who are, themselves, professionally mature researchers. The supervisor assigns a broad problem area; the incumbent is allowed substantial freedom in identifying, defining and selecting specific problems for study and is responsible for determining what appears to be the most fruitful investigations.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - W

A. TYPE OF WORK: First-Line Supervisor over Engineers and Scientists Functions

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: III (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisors over functions assigned to engineers and scientists employees, E&S technicians, administrative and/or general support employees. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level II or higher of the DB (Engineers and Scientists) occupational family. Supervision at this level requires substantial coordination and integration of a number of major work assignments, projects, or program segments. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - X

A. TYPE OF WORK: Second-Line (or above) Manager over Engineers and Scientists Functions

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: III (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as managers responsible for directing, through subordinate supervisors or team leaders, the work of payband I, II and occasionally payband III level employees included in, but not limited to, the engineers and scientists occupational family.

2. Responsible for overseeing projects and programs, making decisions on work problems and administrative proposals, and coordinating with others within and outside the laboratory on program accomplishments and collaborative efforts. Assigns work to team leaders, subordinate supervisors or employees; establishes project goals and priorities; evaluates results; and maintains control through periodic reviews, briefings, reports or observations to identify where program or personnel adjustments are needed to meet the mission goals. Makes or approves selections for subordinate positions, makes entrance salary decisions, and recommends salary adjustments, awards, and bonuses. Develops or ensures the development of employee performance objectives and conducts or reviews performance evaluations. Resolves employee complaints and initiates disciplinary or performance based actions as required. Is responsible for sound personnel management, maintaining effective working relationships with employee, and implementation of EEO and affirmative action goals. Develops budget estimates, assesses shortages, and recommends appropriate solutions.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - Y

A. TYPE OF WORK: Senior Engineering or Scientific Professional Personally Performing Research and/or Experimental Development - May Include Supervisory Or Managerial Responsibilities

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LVEL: IV (GS-15)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This is the senior level of work for engineers and scientists who personally perform research and/or experimental development functions for defense. This level represents the advanced level for scientists and engineers carrying out research and development activities involving pioneering work of outstanding scope, difficulty, and complexity in unexplored or heretofore unpromising areas of investigation. This level may also include a range of supervisory or managerial responsibilities.

2. Employees conceive, plan, and conduct projects considered to be of primary importance in achieving new concepts, configurations and performance characteristics and may result in establishing new theories and a deeper understanding of phenomena. Assignments involve responsibility for research and development programs that are so broad and complex they must be further divided into a series of complete and conceptual studies and manageable segments. Employees have demonstrated highly significant technical achievement and leadership in a specialized field. Is a recognized authority whose ideas often form the basis for research and development efforts of others. In most instances, experimental data are nonexistent or controversial requiring the incumbent to develop interpretations and procedures to extend or supplant existing knowledge/methodology. In addition to developing, planning and coordinating far-reaching programs and projects, incumbent sells these proposals to high level management officials to obtain support, interest, resources, and time. Serves as a spokesperson and/or principal investigator for the organization in the specialty field.

3. Employees demonstrate marked technical leadership in a specialized field requiring a high degree of technical competence in order to gauge the extent to which the state-of-the-art can be pushed. Accomplishments may include identification of the technological gaps which need to be bridged between imaginative and futuristic concepts and practical materials, hardware and processes and/or the methods for closing such gaps. Employees are sought out to serve on special task forces and committees, perhaps on matters extending beyond the incumbent's immediate specialty area. These groups develop new programs, evaluate various proposals, lay out long-range research and development plans, evaluate highly controversial issues, or investigate critical difficulties, failures, and obstacles in important and extensive programs. Sought as a consultant by other specialists in the field and receives invitations to address national professional organizations and technical symposia. Work results are of such significance that incumbent has received favorable reviews and numerous citations in the work of others.

4. Employees who perform experimental development work (personally performing experimentation and investigative duties to develop new/improved equipment requiring formulating hypotheses, performing theoretical analyses, experimenting to validate hypotheses, etc.) are responsible for a broad or intensive area of specialization requiring subdivision into separate phases and typically serves as a team leader. Regularly produces important publications describing the broad application of theories, design concepts, etc., and may obtain patents. Technical guidelines and precedents are inadequate and contain critical gaps. Employees are recognized by others as experts in their field, and their advice is sought by other individuals. Results of the work are reviewed primarily in terms of attainment of objectives and impact on the overall project.

5. Employees who perform regular and recurring research work (personally performing research primarily for the purpose of gaining knowledge and understanding where the work has a broad application and/or is generic in a sense and assignments require formulating hypotheses, performs theoretical analyses, experimenting to validate the hypotheses, etc.) are responsible for research where the problems have been recognized as critical obstacles to programs and the solution would represent a major advance, opening the way for extensive related development. Projects could also be so extensive that they require employee to function as a team leader for attacking problems of such scope and complexity as to require subdivision into separate phases of which each phase would exceed considerable scope. Regularly authors important publications and may obtain patents of considerable interest and importance. Employees are sought out for consultation by colleagues who are, themselves, professionally mature researchers. Supervision received is nominal and consultative in nature, and is generally limited to approval of staffing, funds, broad agency policies, etc.

6. Supervisory and managerial duties, if assigned, range from:

b. second-line supervisory (or above) or managerial responsibilities to plan and establish objectives for major program areas, establish guidelines for subordinates (including subordinate supervisors or team leaders), determine resource allocations, and direct overall accomplishment of program areas by making necessary adjustments, modifications, and revisions to meet objectives, and include authority to approve or disapprove requests for leave.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - Z

A. TYPE OF WORK: Senior Engineering or Scientific Professional With Program Or Team Leader Responsibility in Design, Development, Test and/or Evaluation - May Include Supervisory Or Managerial Responsibilities

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: IV (GS-15)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This is the senior level of work for engineers and scientists who have program responsibility or team leader authority relative to design, development, test and/or evaluation functions. This level may also include a range of supervisory or managerial responsibilities.

2. Employee typically serves as expert advisor ranging from being responsible for extensive development efforts of two or more broad program areas to being responsible for conceiving, planning and conducting work of outstanding scope, difficulty and complexity in achieving new equipment with previous unattainable capabilities that have major impact on Army's programs. Due to the above, typical assignments require serving as a team leader, supervisor, or manager.

3. Assignments involving project management range from being responsible for two or more major elements of a system to being responsible for overall development effort. The projects have no closely related precedents and full reliance is placed on the employee as a recognized authority. There is typically a technical and managerial situation that results in a substantial element of uncertainty and risk as to the foreseeable outcome of the development effort including the possibility that the total development effort could be in jeopardy due to exceptionally difficult and complex factors. Level of responsibility ranges from having authority to start and stop programs to being recognized as final technical authority.

4. Supervisory and managerial duties, if assigned, range from:

a. first-line supervisory responsibilities to plan the organizational structure and staffing needs, determine and assign types of jobs/duties needed, request personnel actions, make selections for appointments, promotions, etc., advise and counsel employee relative to work and administrative matters, assist employees in career planning, develop work performance standards and periodically evaluate employee performance to,

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 1

A. TYPE OF WORK: First-Line Supervisor over General Support

Functions

B. OCCUPATIONAL FAMILY: DK (General Support)

C. PAYBAND LEVEL: II (GS 5-8)

D. FLSA: All employees properly covered by this benchmark

description are exempt from the overtime provisions of the Fair

Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisor over functions assigned to general support employees. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level I or II of the DK (General Support) occupational family. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 2

A. TYPE OF WORK: First-Line Supervisor over Administrative Functions

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: II (GS 5-10)

D. FLSA: All employees properly covered by this benchmark

description are exempt from the overtime provisions of the Fair

Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisor over functions assigned to administrative employees, and/or general support employees. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level I or II of the DJ (Administrative) occupational family. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 3

A. TYPE OF WORK: First-Line Supervisor over E&S Technicians

B. OCCUPATIONAL FAMILY: DE (E&S Technicians)

C. PAYBAND LEVEL: II (GS 5-8)

D. FLSA: Employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisors over functions assigned to employees in the E&S Technicians occupational family. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level I or II of DE (E&S Technicians) occupational family. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

2. Duties consist of assigning and reviewing work, assuring that production and accuracy requirements are met, approving leave, and recommending performance standards and ratings.

3. Contacts are usually informal and occur in person at the workplace of those contacted, in routine meetings, or by telephone. Contacts are usually for the purpose of exchanging factual information.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 4

A. TYPE OF WORK: First-Line Supervisor over Engineers and Scientists Functions

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: II (GS 5-12)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first-line supervisors over functions assigned to engineers and scientists employees, E&S technicians, administrative and/or general support employees. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level I or II of the DB (Engineers and Scientists) occupational family. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 5

A. TYPE OF WORK: Senior Level Expert Administrative

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: V (GS-15)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This is the senior level of work for expert administrative employees who have program responsibility and authority relative to overseeing projects and programs, identifying and shaping the goals of the organization, making decisions on work problems and administrative proposals, and coordinating with others within and outside the activity on program accomplishment and collaborative efforts.

2. Employee typically serves as expert advisor ranging from being responsible for extensive efforts in broad program areas to being responsible for conceiving, planning and conducting work of outstanding scope, difficulty and complexity.

3. Positions at this level are encumbered by senior experts who perform under broad administrative direction with wide latitude for the exercise of independent judgment. Work is highly complex and the employee has demonstrated a high degree of originality, ingenuity, and creativity. Work projects are characterized by such factors as extraordinary urgency, priority, or constraints which create a need for a high degree of judgment in making major compromises to satisfy the overall requirements. In most instances, guidelines are nonexistent or conflicting and the employee is required to develop new interpretations and procedures which extend existing procedures and may result in precedents for others to follow. A high degree of abstraction is required to make existing methods/procedures relevant. Since these new methods and/or procedures may be controversial, the employee at this level is called upon to serve as an expert consultant to colleagues within and outside the Government.

4. Essentially no technical supervision is given. Interpretations are considered technically authoritative and used as a basis for administrative action. Supervisor is kept informed, but employee has full responsibility for formulating plans of action. Mission accomplishment, together with recognized technical expertise, is a prime indicator of performance.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 6

A. TYPE OF WORK: Engineering or Scientific Staff Professional (Expert Level) (May include Supervisory or Managerial Responsibilities)

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: III (GS 13-14)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This is the expert level of work for engineers and scientists who have program responsibility and authority related to overseeing advanced level engineering and science projects and programs, identifying and shaping the goals of the organization, making decisions on work problems and administrative proposals, and coordinating with others within and outside the activity on program accomplishments and collaborative efforts. This level may also include a range of supervisory or managerial responsibilities.

2. Employees are responsible for defending and supporting ideas and proposals for concepts that are often controversial or novel. Contributions are recognized by management and peers as having significant impact on ongoing projects and reflect originality and creativity. Serves on committees and coordinates with other professionals when working on collaborative efforts. Employee is sought out for consultation by colleagues.

3. Employee is responsible for a program of considerable scope where the objectives are to seek solutions to important problems presenting unprecedented and/or novel aspects. Guidelines and precedents are inadequate and contain critical gaps. Existing methods and designs are of limited usefulness or are lacking for major portions of the work. A high degree of originality, judgement, and ingenuity is required.

4. Supervisor provides assignments which are broad in scope and completed work is reviewed for feasibility and conformance with overall policy and fulfillment of program objectives. Technical recommendations are almost always accepted as authoritative and technically accurate and used as a basis for engineering or scientific action.. Results of the work are reviewed primarily in terms of attainment of objectives and impact on overall project and programs.

5. Supervisory and managerial duties, if assigned, range from:

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 7

A. TYPE OF WORK: Senior Level Expert Engineering or Scientific Staff Professional (May include Supervisory or Managerial Responsibilities)

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: IV (GS-15)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This is the recognized technical authority and primary scientific or engineering advisor to top management in a specialty area. Incumbent has program responsibility and authority related to overseeing advanced level engineering and science projects and programs of outstanding scope, difficulty, and complexity; identifying and shaping the goals of the organization; making decisions on work problems and administrative proposals; and coordinating with others within and outside the activity on program accomplishments and collaborative efforts. This level may also include a range of supervisory or managerial responsibilities.

2. Employee typically serves as senior level expert advisor solving major problems in a broad specialty field or several narrow specialty fields. He/she is intimately familiar with all major pioneering work in the specialty field being performed both within and outside of the agency. Develops new concepts and plans and evaluates long-range programs and projects that accomplish the organization's mission which has impact throughout the agency and are often of intense interest to congress and the general public. Provides advice and guidance to top agency management on matters of such difficulty and controversy that leading experts disagree as to the proper approach or probable outcome of significant and far-reaching efforts. The work is typically of such major importance and scope as to affect technical policies at the agency level, have a significant bearing on legislation, or involve equivalent implications. As such, the work involves high levels of uncertainty and the balancing of conflicting interests of extreme intensity. Employee serves as a spokesperson for the organization regarding engineering and science projects and programs. Employee is sought out to serve on special task forces and committees concerned with planning agency and interagency programs as authoritative expert in the specialty areas.

3. Positions at this level are encumbered by senior engineers or scientific experts who perform under broad administrative direction with wide latitude for the exercise of independent judgement. Programs managed are highly complex and the employee has demonstrated a high degree of originality, ingenuity, and creativity. Work projects are characterized by such factors as extraordinary urgency, priority, or constraints, which create a need for a high degree of judgement in making major compromises to satisfy the overall requirements. In most instances, guidelines are nonexistent or conflicting and the employee is required to develop new interpretations, policies and procedures that extend existing methods and may result in precedents for others to follow.

4. Essentially no technical supervision is given. Interpretations are considered technically authoritative and used as a basis for engineering or scientific action. Supervisor is kept informed, but employee has full responsibility for formulating plans of action. Mission accomplishment, together with recognized technical expertise, is a prime indicator of performance. Results of the work are reviewed primarily in terms of attainment of objectives.

5. Supervisory and managerial duties, if assigned, range from:

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 8

A. TYPE OF WORK: Senior Engineering or Scientific Professional -- Nationally Recognized Authority and Leader in an Area of Widespread Scientific Interest and Investigation.

Includes Non-Supervisory, Supervisory and Managerial Responsibilities

B. OCCUPATIONAL FAMILY: DB (Engineers & Scientists)

C. PAYBAND LEVEL: V (Exceeds GS-15 Equivalency)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Serve as the recognized outstanding DoD authorities and primary DoD consultants in their research fields. Research in their field is extraordinarily difficult, is crucial to the Army DoD, will advance understanding in the total field, shape program goals and significantly impact on the activities of numerous scientists and national and international organizations involved in this type of research. In this capacity, they serve on a continual basis as the top-level of the DoD, Surgeon General and other federal agencies. As recognized international and national leaders and scientists in their research fields, they serve as U.S. and DoD chairpersons or representatives to various research study groups and panels. They maintain liaisons with learned societies and institutions, colleges and universities to advise and consult. International and national scientific reputation of the incumbent is supported by open-literature publications and government reports with a significant number as senior author. They participate in and address scientific conferences, and are involved in professional society committees.

2. Relying on broad interdisciplinary knowledge and experience, these senior level engineers and scientists conceptualize research to solve military problems in frontier areas of critical importance to major national programs. Their work is characterized by the application of such unusual productivity, creativity, and depth of insight into the fundamental nature of phenomena and their relationships as to produce a substantial variety of new methods and techniques, of new approaches to formerly intractable problems, of identification of new problems to be attacked, and of important new concepts and discoveries. They formulate programs to implement objectives, making intensive explorations to define major problem areas for long-term investigations. They study long-range and strategic plans and program requirements involving coordination with other agencies. These individuals prepare intricate authoritative and comprehensive reports based on their own extensive expert knowledge and results of Institute/Laboratory research. They develop and recommend overall program and budget needs on a long-range and annual basis; and, insure proper budget execution. Based on research programs and results, they recommend and implement project schedule changes or organizational and procedural changes to insure maximum utilization of Institute/Laboratory manpower capabilities and resources.

3. The assignment and leadership exercised influence the shaping of agency program goals, advancement of programs and understanding in the total field, and the planned activities of numerous scientists in government, academic institutions, and private industry. These individuals are given great freedom to pursue basic and experimental investigation. Conclusions and recommendations are readily sought and furnished to scientist throughout the world without technical review. As the DoD/Army's representatives on national and international committees, recommendations and decisions have a major impact on the agency as well as the total scientific community.

4. Supervisory duties, if assigned:

a. These engineers and scientists typically serve as the rater (first-line supervisor) of employees at the DB-IV level.

b. These individuals typically serve as the senior rater (second-line supervisor) of engineers and scientists at the DB-III level.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 9

A. TYPE OF WORK: Administrative (Advanced Journeyman Level)

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: III (GS 11-13) (USAMRAA 1102 and 1103 series only)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Positions at this level perform duties associated with pre-award and post award functions involving highly specialized procurements of significant importance to the Agency. Requirements involve systems or programs such as: Research, development, and production of extensive, specialized medical solutions and procedures, equipment, or systems for which there is little meaningful experience or precedent data available. Performs procurement planning. Develops procurement objectives in terms of competition and price range, and constructs the contractual vehicle including use of pricing agreements, subcontracting policy, best set-aside policies, oversight of Government Industrial Property in the hands of contractors, and similar considerations. Prepares determinations and findings and solicitation documents. Performs detailed analyses of all elements of cost in contactor proposals. Issues necessary Modifications to clarify questions concerning such topics as: specification changes, language ambiguities, or clarification of contract clauses. Explore new or innovative contracting approaches to arrive at equitable contract management. Plans the negotiation strategy and leads negotiations. Performs contract administration. Responsibilities typically include incremental funding, redirection of effort, incorporation of change orders, preparation of rate and cost adjustments, management of industrial property control systems, inventory verification and plant disposal, and closeout. Assignments require substantial training and experience in one or more specific fields; knowledge of pertinent laws, regulations, policies, and precedents; and knowledge of the major issues, program goals and objectives, and work processes. Extensive judgment and originality are required in planning the procurement strategy for complex, large scale acquisition programs or systems, in structuring the contract to provide economic incentives and flexibility for future contract changes, and in resolving complex administrative problems which arise during the life of the contract. The employee frequently develops new approaches and writes new conditions or clauses to resolve specific situations.

2. Work is complex requiring critical and independent judgment in making compromises to satisfy requirements. Employee works independently within a framework of priorities, funding, and overall objectives. This involves developing new approaches or innovative acquisition plans, source selection plans, negotiation strategies, and contract terms, conditions, or financial arrangements which may serve as models for future major acquisitions. The employee’s recommendations are accepted as models for future major acquisitions, serving as the basis for committing the agency or activity to courses of action on projects which are of multiyear duration and set precedents. Defines assignments, identifies work to be done and deadlines for completion. Assignment characteristics include resolving problems in the program area; responding to higher echelon reporting requirements; applying the laws, rules and regulations of a specialty area; and making decisions involving interpretation and coverage. The employee frequently develops new approaches and writes new conditions or clauses to resolve specific situations.

3. Contacts are to negotiate with industry officials and to resolve problems which arise during the performance of the contract. Contacts within the agency are to analyze complex procurement issues and advise officials of procurement procedures, and ensure a proper and supportable course of action. Contacts with higher level organizations are to clarify issues surrounding procurements. Uses skill and tact to influence others to accept recommendations or decisions where resistance may be encountered due to such issues as organizational conflict, competing objectives, etc. Work is reviewed for compatibility with goals and for effectiveness in meeting objectives.

Performs other duties as assigned.

BENCHMARK POSITION DESCRIPTION - 10

A. TYPE OF WORK: Administrative (Expert level)

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: IV (GS-14) (USAMRAA 1102 and 1103 series only)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. Positions at this level are encumbered by expert specialists who perform under general administrative direction with wide latitude for the exercise of independent judgment. Work is usually difficult and the employee has demonstrated technical innovation and recognized attainments. Work at this level requires mastery of procurement regulations and contracting principles, including the sophisticated procedures and techniques sophisticated for cost and pricing analysis, sufficient to plan, develop, implement, and administer all contractual aspects of complex programs. Develops innovative contracting approaches, techniques, and contractual language (e.g., terms & conditions, clauses, CLIN structure) and serves as contractual authority and advisor on contract matters. Recognized by other activities and the headquarters level as the expert authority for all contractual matters. Work projects or assignments are characterized by a breadth and intensity of effort and involves several phases operating concurrently or sequentially with the support and partnership of others within and outside the organization. Decisions required include largely undefined issues and elements requiring extensive probing and analysis to determine the nature and scope of the problems. The work requires continuing efforts to establish concepts, theories, or complex professional approaches to resolve persistent problems. Develops new interpretations and procedures which extend existing procedures and may result in precedents for others to follow. Since these new methods and/or procedures may be controversial, the specialist at this level is called upon to technically defend and support his/her ideas and proposals both within the activity and at the headquarters level.

2. This level of work may be found in administrative positions where the employee is assigned to a major activity operational project or program and/or as a technical expert with activity level recognition. In addition, incumbents of positions at this level are recognized by counterparts at the command headquarters level and their work in their specialty area may impact at the command level and/or at other field installations. Based on this expertise, the specialist may be appointed to ad hoc tasks from the headquarters command level and serve on panels and boards that are convened to recommend command-wide policies and procedures. As a recognized expert, the specialist is the lead resource person in his/her specialty area and expected to carry out the work assignment that has little or no precedent. He/she usually directs the work of lower level specialists who, on a task team basis, may be involved in performing segments of the overall project task. As an expert administrative specialist, employee provides expertise to others within the group and throughout the activity on unique and controversial problems. This level of performance and expertise is recognized by management and peers as having significant impact in the specialty area of work. Work requires coordination with other specialists, project members, and other work groups at the activity, at other activities, and at the headquarters level. The work is essential to the mission of the Agency and affects large numbers of people on a long-term and continuing basis.

BENCHMARK POSITION DESCRIPTION - 11

A. TYPE OF WORK: First or Second-Line Supervisor over Administrative Functions

B. OCCUPATIONAL FAMILY: DJ (Administrative)

C. PAYBAND LEVEL: IV(GS-14) (USAMRAA 1102 and 1103 series only)

D. FLSA: All employees properly covered by this benchmark description are exempt from the overtime provisions of the Fair Labor Standards Act.

E. DESCRIPTION:

1. This level represents employees who serve as first or second-line supervisor over functions assigned to expert employees, advanced journeymen, administrative employees, and/or general support employees. Supervisors at this level typically direct an organizational unit where at least 25% of subordinate employees are at payband level III or higher of the DJ (Administrative) occupational family, and may involve supervising expert employees or subordinate supervisors of the same payband as the supervisor. Supervision at this level requires substantial coordination and integration of a number of major work assignments, projects, or program segments. The position is typically located two or more organizational levels below a position equivalent to a Senior Executive Service employee. Directs a segment of a professional, highly complex technical and administrative program.

2. Duties include typical first or second-line supervisory responsibilities to plan the organizational structure and staffing needs, determine and assign types of jobs/duties needed, request personnel actions, make selections for appointments, promotions, etc., advise and counsel employees relative to work and administrative matters, assist employees in career planning, develop work performance standards and periodically evaluate employee performance, approve and disapprove requests for leave. Duties may extend to some managerial responsibilities to plan and establish objectives for major program areas, establish guidelines for subordinates, determine resource allocations, and direct overall accomplishment of program areas by making necessary adjustments, modifications, and revisions to meet objectives.

3. Contacts include frequent meetings with influential individuals or organized groups from outside the employing Agency, such as executive level contracting and other officials of major Defense contractors. Contacts include preparing and giving presentations, information papers, and reports to SES, Flag Level, and General Officers. Contacts frequently take place in face-to-face meetings, Video Teleconferences, or conferences. Contacts are usually for the purpose of providing professional advice, problem solving, ensuring consistency, resolving differences of opinions, and/or planning and coordinating the work directed with others outside the organization.

4. Supervisory and managerial duties range from:

a. First-line supervisory responsibilities - plan the organizational structure and staffing needs, determine and assign types of jobs/duties needed, request personnel actions, make selections for appointments, promotions, etc., advise and counsel employees relative to work and administrative matters, assist employees in career planning, develop work performance standards and periodically evaluate employee performance.

b. Second-line supervisory responsibilities – plan and establish objectives for major program areas, establish guidelines for subordinates (including subordinate supervisors or team leaders), determine resource allocations, and direct overall accomplishment of program areas by making necessary adjustments, modifications, and revisions to meet objectives, and include overarching authority to approve or disapprove requests for leave.

Performs other duties as assigned.