Section 6-B1109. PROGRAM MAINTENANCE

 

1109.1Positions are classified by occupational group, series, class, and grade according to similarities and differences in duties, responsibilities, and qualification requirements.

 

1109.2Positions are first sorted into occupational groups and each of these groups divided into series of classes. Each series is then divided into classes and each class placed in its appropriate grade which has a salary range provided by law.

 

1109.3The D.C. Office of Personnel establishes policies for placement of positions in the appropriate class and grade level, investigates and reviews classification decisions of servicing personnel offices and determines the effectiveness with which the District Classification System is administered.

 

1109.4The servicing personnel officers have general authority for administering the classification system with their respective clusters. This is accomplished either through individual desk audits, representative sampling of identical additional positions, or planned annual reviews of positions so that all positions are reviewed at least once in every three years.

 

1109.5Draft standards are circulated by the D.C. Office of Personnel to all personnel officers for an impact assessment of the proposed standards on currently established positions and other related positions.

 

1109.6Reorganizations or realignment proposals are developed by management and submitted to the servicing personnel officer with definitive position information, organizational charts, book reports, and proposed staffing patterns. The servicing personnel officer shall review the proposal for propriety of staffing pattern, identify overlaps or duplication of functions and investigate possible measures for minimizing the adverse impact of the reorganization upon its employees i.e., reduction in force, downgrading and reassignment.

 

1109.7Position descriptions are developed by the supervisor and/or the employee (with the necessary assistance of the servicing personnel officer) for each authorized position. The narrative form shall be used unless the position is covered by a Factor Evaluation System (FES) Standard in which case the FES format has to be used. All newly established or re-written nonsupervisory position descriptions will be in the FES format.