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The following is a sample non-supervisory position description in FWS format:
Introduction
Explain the organizational location of the position
Describe the major functions of the organization
Explain the overall purpose of the job
For example:
This position is located within Great Views National Park, Maintenance Division, Facilities Management Branch, Auto/Mower Shop. The Auto/Mower Shop is responsible for (refer to functional statements). The primary purpose of this position is to repair a variety of automotive vehicles.
DUTIES AND RESPONSIBILITIES
Duties and responsibilities are a critical part of the position description. Each duty plays a significant role in recruiting qualified employees for the position and evaluating an employee’s performance once the position is filled.
The order in which duties are listed may vary. The first duty paragraph should normally be the one that constitutes a majority of the employee’s time (by percentage) and/or which is the highest level of work being performed (by grade level, if known). If the position is supervisory, the first duty should address supervisory responsibilities.
Normally, four to seven duties will be sufficient. Remember, only significant duties and responsibilities should be described, not every task the employee must accomplish.
The duty paragraph should begin with a short sentence that summarizes the paragraph. This sentence may serve as a performance element to be used when an employee’s performance is being appraised.
The remainder of the paragraph should describe the supporting tasks of the duty in greater detail and should include all information necessary to meet the classification standard of adequacy. Use active verbs, such as repairs, adjusts, drives, troubleshoots, operates, etc. If incidental duties are described, explain how often they occur, such as "once a month, as requested, etc."
EXAMPLE OF DUTY 1:
Repairs a variety of automotive equipment such as cars, trucks, buses and tractors. Removes, replaces, adjusts, and/or cleans defective parts or components including complete assemblies. Adjusts brakes, transmission linkages, engine idle, and valves. Replaces spark plugs, brakeshoes, belts, hoses, and mufflers.
If a supervisor needs assistance with developing or writing the duties of this position, (s)he should contact the appropriate personnel specialist within his/her servicing personnel office.
SKILL AND KNOWLEDGE
This area covers the nature and level of knowledge, skill and mental application required to perform in this position. The following questions will help establish the skills and knowledge required by the position: What kind of knowledge or skill is required of the incumbent of this position? What is the depth of the knowledge or skill requirement? How is the knowledge or skill used? How often is it used? How extensively is it used?
Elements to consider when addressing this area are:
- knowledge of work practices, methods, processes and their levels of difficulty
- knowledge of shop mathematics
- practical knowledge of the principles underlying the work (for example, principles of
electricity)
- knowledge of other trades
- skill in specific trade operations and the degree of manual dexterity or precision required
- ability to read and write and to interpret blueprints, work instructions and other technical guides of varying degrees of complexity
- ability to use or operate tools, equipment or machines of varying difficulty
- mental abilities needed, such as memory, judgment and ingenuity
- mental application required to plan and lay out work, to maintain alertness and concentration, or to maintain a certain degree of muscular and visual coordination
EXAMPLE OF SKILL AND KNOWLEDGE:
Thorough knowledge of the makeup, operation, and installation of complex major
systems and assemblies to troubleshoot, repair or rebuild a variety of gasoline or diesel engines, automatic or manual transmissions, electrical and electronic systems and other systems of similar complexity. Must be able to determine how far major components should be torn down, which parts should be repaired and which ones replaced, and the type and extent of adjustment and alignment required. Must have the ability to interpret and apply manufacturers' repair manuals, engineering drawings, safety manuals and other guides. Must have skill in using hand and power tools common to the trade.
RESPONSIBILITY
This area identifies the amount of responsibility the incumbent of this position has and can be addressed by considering the following questions:
How is the work assigned? Supervisors control work by making assignments, giving instructions, setting priorities and deadlines, and defining objectives and boundaries.
What is the employee’s responsibility for carrying out the work? To what extent is the employee expected to develop the sequence and timing of various aspects of the work, to modify or recommend modification of instructions, or to refer work not covered by instructions to a supervisor or higher-graded worker?
How is the work reviewed? What is the nature and extent of the review of work? There may be a close and detailed review of the work during each phase of the assignment, detailed review of the finished work, spot-checks of finished work, or reviews only for adherence to accepted trade practices.
What guidelines are used in doing the work? Guides may be technical orders, oral and written instructions, blueprints, operating procedures, and accepted trade practices. Individual positions vary in the degree to which the guidelines are specific, applicable to the work, and available for doing the work.
How much judgment is needed in using the guidelines? The existence of specific instructions, procedures, and policies may limit the opportunity of the employee to interpret or adapt the guidelines. On the other hand, the absence of a method for a phase of work may require the employee to use considerable judgment in researching related methods to develop a new one or decide between alternatives.
EXAMPLE OF RESPONSIBILITY:
The supervisor assigns work through work orders which indicate the nature of the
problem. The employee independently selects tools, parts, techniques, and specifications for routine work. The supervisor or higher- graded worker is available for assistance when standard procedures fail to correct the problem or when more complex repairs are assigned. Completed work is checked for compliance with instructions and standard shop practices. Guidelines include manufacturer’s specifications and manuals, oral and written instructions and standing shop practices which generally cover the work assigned.
PHYSICAL EFFORT
Federal Wage System positions vary in the physical effort exerted in performing assigned work. In this area of the position description, describe the physical effort of the position and address the following:
Physical exertion: Actions such as lifting, pushing, pulling or carrying objects. Indicate the weight of the objects lifted and carried on a regular basis. If there is an occasional requirement to lift and carry greater weights, indicate that as well.
Physical effort: Movements such as walking, running, bending, crawling, and climbing.
Strain: This relates to lack of movement such as standing in one place, crouching or stooping for extended periods of time.
EXAMPLE OF PHYSICAL REQUIREMENTS:
Work requires standing and working in awkward positions for long periods of time, bending, crawling under vehicles, and working in tight places. The employee frequently lifts and carries items weighing up to 40 pounds and occasionally moves heavier objects with assistance or mechanical devices.
Remember, for most Federal Wage System positions, a new employee is required to pass a physical examination designed specifically for the position. The information placed here will help ensure the examination accurately evaluates the employee’s physical ability to do the job and may help reduce or eliminate on-the-job injuries.
WORKING CONDITIONS
Describe the hazards, physical hardships and working conditions to which the employee will be regularly exposed. Some elements to consider in this section are:
- lighting, heating, and ventilation in the work area
- weather conditions when working outdoors
- extreme temperatures in the work area
- exposure of skin and clothing to dust, grease, soil
- noise and vibrations
- gases, fumes, and chemicals
- working on ladders, around moving equipment and cutting tools
EXAMPLE OF WORKING CONDITIONS:
Work is usually performed inside with exposure to drafts, noise, fumes, dirt, dust, and grease. The employee is subject to burns, chemical irritations, shocks, bruises, cuts and strains. Safety equipment includes safety shoes, glasses and respirators.
Other significant facts pertaining to this position are: List other important facts about the position such as temporary duty (TDY), travel requirements, rotating shifts, uncommon tours of duty, etc. If there are no additional facts worth mentioning, list "None." For example:
Work requires assignment to rotating shifts.
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