# Presentation: 733178

## GSA Classification Streamlining Efforts, August 2001

- Joseph Demeo
- GSA National Classification Program Manager

## Why Streamline?

- The goals are:
- 1)  to simplify one of the more time-consuming and frustrating HR responsibilities that management currently has;
- 2) set up a library with broader jobs to give management more flexibility in their use; and
- 3) provide greater time for HR to consult more with management and provide greater support in strategic planning for the future.

## Will all jobs be simplified?

- This project is taking on those occupations/positions which feature the largest number of employees for nonsupervisory positions at grades GS-5-->GS-13.
- The positions included  are typically what we consider the mission-essential General Schedule jobs of the Agency.

## Getting This Project Off of the Ground

- _Timeframes_:  We have been talking about streamlining pds in GSA for at least 4 years.  Over the current calendar year though, the project finally took shape.
- _Buy-in_:  We attribute the project gaining momentum now as being related to resource issues, with HR offices exploring how best to use the staffs they have.  With the increase in HR generalists, the existence of highly trained specialists (including classifiers) is becoming more of a luxury, potentially lengthening the timeframes for pd development for both HR and management.

## What jobs will be covered in GSA?

- This initiative includes:
- GS-343 (program/mgmt analyst)
- GS-560 (budget analyst)
- GS-08XX (architect/engineer)
- GS-1101 (asset and/or project management)
- GS-1102 (contract spec)
- GS-1104 (property disposal)
- GS-1170 (realty)
- GS-1176 (building mgmt)
- GS-2003 (supply mgmt/sys anal) and
- GS-2150 (transportation operations)

## Future Series?

- With the issuance of the new IT standard in June, computer specialists are also being included in this effort.
- HR is also developing a progression of jobs in the GS-2210 series to allow for movement of many GS-391 telecommunications specialists into the new series as well.
- We are open to other series for development and are working with our Federal Protective Service to develop jobs covering many of their key positions as well.

## GSA Population and This Initiative

- Total GSA General Schedule Population as of 7/14/01:  12,494
- Non-supervisory GS Population:           10,815
- Employees potentially covered by this project:    5,825
- This initiative corresponds to 54% of nonsupervisory GS positions.

## Where are we now?

- Out of 12,494 non-supervisory employees, we have over 12,000 position descriptions established for use throughout GSA.
- Presently, we have 500 GS employees already on standard pds.
- Many pds in use are extremely lengthy (5 or more pages) and very specifically tailored to individual employees.

## How does this project impact pds? 

**Less jobs**
- With **45** simplified pds, we will cover over one-half of the GS non-supervisory employees base (approximately 5,825 employees)
- In that same group now, we have over **5,000** distinct position descriptions.
**Briefer pds**
- Most of the streamlined pds will be no more than 3 pages long.

## What This Means to Management

- We believe implementation of these pds will significantly lessen the time that management now has to spend on classification issues.
- Coupled with the HR STAR (quick-hire) initiative, we believe the timeframes between the recognition of a position need, selection of a pd from the GSA PD Library, and then the use of the automated recruiting process should result in the presentation of qualified candidates for critical vacancies more expediently.

## What This Effort Means to HR

- As HR organizations continue to get more streamlined, opportunities like this initiative will allow us to continue to provide a high level of customer service and focus more strategically with management on position management, organizational structuring and future business needs.
- We also hope this effort will also us to work more closely with management on improving performance measurements.

## The Look and Feel of the PD Library

**Used Lotus Notes Technology to develop the PD library. **
- User friendly/point-and-click technology – HR staffs already familiar with Lotus Notes and capabilities
- Matter of copying and pasting PD text into the PD library
**PD Library is currently available to our HR staffs across the nation.  Once the library is filled, we will open portions of the library to our managers.  **

## The Look and Feel of the PD Library

## The Look and Feel of the PD Library

## Next Steps 

- Move forward to finalize position descriptions developed to date.
- Populate the PD library.
- Determine additional jobs/series that may lend themselves to this effort.
- Look at streamlining job analysis worksheets and crediting plans as well and loading them into the library.