U.S. Office of Personnel Management
 Office of Merit Systems Oversight and Effectiveness
 Classification Appeals and FLSA Programs

 Dallas Oversight Division
 1100 Commerce Street, Room 4C22
 Dallas, TX 75242-1027

Classification Appeal Decision
Under section 5112 of title 5, United States Code

	Appellant:		[appellants name]

	Agency classification:	Vocational Rehabilitation Specialist
				GS-1715-9

	Organization:		[name of appellants team]
				Mental Health and Behavioral Science
 				Service Line
				[name of a specific] Veterans Affairs
 				Health Care System
				Department of Veterans Affairs
				[location]

	OPM decision:		Vocational Rehabilitation Specialist
				GS-1715-11

	OPM decision number:	C-1715-11-01

 /s/ Bonnie J. Brandon
 _____________________________
 Bonnie Brandon
 Classification Appeals Officer

 December 3, 2001
 _____________________________
 Date

As provided in section 511.612 of title 5, Code of Federal
Regulations, this decision constitutes a certificate that is
mandatory and binding on all administrative, certifying, payroll,
disbursing, and accounting officials of the government. The
agency is responsible for reviewing its classification decisions
for identical, similar, or related positions to ensure
consistency with this decision. There is no right of further
appeal. This decision is subject to discretionary review only
under conditions and time limits specified in the Introduction to
the Position Classification Standards, appendix 4, section G
(address provided in appendix 4, section H).

Since this decision changes the classification of the appealed
position, it is to be effective no later than the beginning of
the fourth pay period after the date of this decision (5 CFR
511.702). The servicing personnel office must submit a
compliance report containing the corrected position description
and a Standard Form 50 showing the personnel action taken. The
report must be submitted within 30 days from the effective date
of the personnel action.

Decision sent to:

[appellant's name and address]

[name of and address for appellant's designated representative]

Shared Service Center
Department of Veterans Affairs
3401 SW. 21st Street, Building 9
Topeka, KS 66604

Chief, Compensation and Classification Division (051)
Human Resources Management
Department of Veterans Affairs
810 Vermont Avenue, NW.
Washington, DC 20420

Deputy Assistant Secretary for Human Resources Management (05)
Department of Veterans Affairs
810 Vermont Avenue, NW., Room 206
Washington, DC

Introduction

On April 6, 2001, the Dallas Oversight Division of the U.S.
Office of Personnel Management (OPM) accepted an appeal from [the
appellant]. We received his agency's administrative report on
June 19, 2001. We later suspended the appeal awaiting the
availability of the appellant and his clinical team coordinator
for telephone interviews and the receipt of additional
information that we requested from the appellant and his clinical
team coordinator. The appellant's position is currently
classified as Vocational Rehabilitation Specialist, GS-1715-9,
with the [name of the appellant's team], Mental Health and
Behavioral Science Service Line, [a specific] Veterans Affairs
Health Care System, Department of Veterans Affairs, [location].
The agency reclassified the appellant's position from Vocational
Rehabilitation Specialist, GS-1715-11, to Vocational
Rehabilitation Specialist, GS-1715-9, in January 2001, after
local agency officials reviewed the workload and determined that
there was no need for a higher level specialist at the facility.
In his appeal to OPM, the appellant stated that his position
should be classified as Vocational Rehabilitation Specialist, GS-
1715-11. We have accepted and decided his appeal under section
5112 of title 5, United States Code (U.S.C.).

To help decide this appeal, an Oversight representative held
telephone conversations with the appellant, his former
supervisor, and his clinical team coordinator. In reaching our
decision, we have reviewed information gained from these
conversations and all material of record furnished by the
appellant and his agency, including the appellant's official
position description [number].

General issues

The appellant makes various statements about his agency and its
evaluation of his work. In adjudicating this appeal, our only
concern is to make our own independent decision on the proper
classification of the appellant's position. By law, we must make
our decision solely by comparing the appellant's current duties
and responsibilities to OPM standards and guidelines (5 U.S.C.
5106, 5107, and 5112). Therefore, we have considered the
appellant's statements only insofar as they are relevant to
making that comparison.

The appellant also believes that the position classification
standard for the Vocational Rehabilitation Series, GS-1715, is
outdated. However, the adequacy of grade-level criteria in OPM
standards is not appealable (section 511.607 of title 5, Code of
Federal Regulations).

Position information

The interim manager for the Mental Health and Behavioral Science
Service Line certified to the accuracy of the appellant's
official position description. However, the appellant indicated
that his official position description is not accurate and
provided examples of duties he performs that are not included in
his position description. Those duties involve conducting
psychometric testing and evaluation, developing curriculum for
and teaching a vocational recovery workshop, providing
administrative support and assistance for veterans (including
veterans referred from other medical or professional sources),
and providing instruction in the computer learning lab (for
example, teaching basic keyboarding). The position description
states that the employee may be assigned oversight of specific
vocational programs such as Compensated Work Therapy and
Incentive Therapy. The appellant has no oversight responsibility
for those two programs.

The appellant is a member of a multidisciplinary team that
consists of two clinical psychologists (GS-180-13), one social
worker (GS-185-11), one psychology technician (GS-181-9), three
addiction therapists (GS-101-9), two vocational rehabilitation
specialists (GS-1715-9), one rehabilitation coordinator (VN-610-
3), and one health technician (GS-640-5). The team addresses the
psychosocial rehabilitation needs of inpatient veterans in a
hospital setting. The team assesses, admits, and treats those
veterans who are not coping well in life because of mental
illness or disability, physical handicap, substance abuse and
addiction, chronic employment issues, criminal history,
personality issues, or behavioral issues, which result from any
of the former conditions or a combination of those conditions.
Some patients' situations are complicated by their lack of
education or basic job skills as a result of having a
disadvantaged background or an abusive childhood. The team
determines if patients have the potential to improve their life
situations by receiving the medical, mental health, vocational,
addiction, recreation, or dietetic therapies that the VA system
can provide.

The majority of the veterans the appellant counsels are
inpatients in a 90- to 120-day residential rehabilitation program
(domiciliary care) at the hospital. He provides a vocational
rehabilitation assessment and treatment plan for incorporation
into the overall individual treatment plan for the veteran. He
determines the patients' level of skill and interest and their
ability and motivation to perform in work situations. The
appellant provides training and counseling to help the inpatient
veterans cope and become productive members of society upon
discharge from the VA rehabilitation program. He also provides
counseling regarding vocational assessment, training, and
placement needs to veterans who are "walk-ins" or outpatients
referred by other mental health or medical professionals.

The appellant's position requires knowledge of vocational
rehabilitation, including occupational information relating to
problems faced by physically, mentally, and emotionally disabled
veterans. The position also requires the ability to apply
counseling techniques and use a wide range of methods or tools to
identify training needs and develop vocational rehabilitation
plans.

Series, title, and standard determination

The appellant's duties fall within the type of work covered by
the Vocational Rehabilitation Series, GS-1715, which includes
positions requiring the application of knowledge of training
programs and occupational information in relation to vocational
rehabilitation problems of the physically or mentally disabled,
or of other individuals whose background or lack of job skills
impairs their employability. The work also involves the
application of counseling techniques and methodology in
motivating individuals and helping them to adjust to the training
or work situation; however, full professional counseling
knowledge is not required.

The field of vocational rehabilitation is generally recognized as
including provision of services to individuals whose
employability or job adjustment is impaired by (a) a physical,
mental, emotional, or other disability or (b) a lack of basic
education and job skills or other disadvantaged background
condition. Vocational Rehabilitation Specialist is the
appropriate title for nonsupervisory positions, such as the
appellant's, that serve those disabled by a physical, mental,
behavioral, or other impairment as well as those disadvantaged by
lack of basic education and job skills or other background
condition.

The appellant administers, scores, and interprets standardized
psychometric testing to every inpatient he sees. This work is
regular and recurring; therefore, we used the Psychology Series,
GS-180, standard to evaluate this portion of the appellant's
work. We used the grading criteria in the GS-1715 standard to
evaluate the other areas of the appellant's work.

Grade determination

Evaluation using the GS-180 standard

Some positions in the GS-180 series have standardized testing,
scoring, and interpretation as an inherent part of their
assignments. Similar to those positions, the appellant uses
various types of testing to evaluate and assess the veteran's
skills, aptitudes, and areas of interest. He administers,
scores, and interprets the following vocational tests.

- Diagnostic Analysis of Reading Errors. This test identifies
 learning difficulties that are usually associated with learning
 disorders.
- Wide Range Interest and Opinion Test. This test identifies
 occupational strengths and interests. It can be administered to
 veterans with limited or better reading abilities.
- Slosson Intelligence Test. This intelligence test is used
 as a reliable indicator of the veteran's "standard" intelligence
 score.
- Differential Aptitude Test. This is an eight-part battery
 of tests that help to identify weaknesses or strengths in
 multiple academic categories. The test is time limited and
 principally used to provide the veteran with occupations and
 school subjects of interest. The DAT is helpful in determining
 training or academic plans that will assist veterans in achieving
 their employment goal.
- Slosson Oral Reading Test. This is a word recognition test
 that has grade level and age equivalents. This test is used to
 determine the veteran's potential/capacity for learning and
 cognitive levels.
- Career-Decision Making System. This is a self-
 directed/administered test that identifies possible career fields
 of interest. The test is also used to acquaint the veteran with
 reference materials that will be helpful during his/her career
 search, such as the Dictionary of Occupational Titles, Guide for
 Occupational Exploration, Occupational Outlook Handbook, etc.

The appellant also uses the results from the Self-directed Search
test in the development of veterans' vocational rehabilitation
plans. The test is self-administered, self-scored, and self-
interpreted career counseling tool and inventory that is used to
investigate potential careers and to explore the relation of
occupational activities, competencies, and self-estimates to
occupational clusters.

The grading criteria in the GS-180 standard states that GS-7
psychologists administer and score a wide range of standardized
group and individual tests. The GS-9 psychologist's assignments
differ from the GS-7 level in that the GS-9 makes preliminary
interpretations of the validity and significance of the data. GS-
9 psychologists also provide factual data to clients concerning
their aptitudes, interests, abilities, and achievement levels as
revealed by objective tests, information concerning occupational
characteristics and requirements, job opportunities, relative
salaries, etc., and information regarding appropriate educational
institutions, their programs and requirements. As at the GS-9
level, the appellant interprets results of tests to determine
whether the veteran should pursue new or additional training in
order to enter a new field of employment or whether the veteran
can enhance present skills for reentry into the workforce in a
previous career field. The appellant's duties and
responsibilities for administering, scoring, and interpreting
test results fully meet but do not exceed the intent of the GS-9
level as described in the GS-180 standard.

Evaluation using the GS-1715 standard

The GS-1715 standard uses two broad categories to reflect major
differences in difficulty of types of cases assigned: regular
procedures and special procedures.

 Regular procedures cases are those that involve handicaps
 that do not pose difficult problems insofar as successful
 training, placement, and adjustment are concerned. The kinds
 of services needed are more clearly apparent, and existing
 instructions readily provide guidelines.

 Special procedures cases involve individuals so severely
 handicapped as to present difficulty in motivation, training,
 placement, or adjustment. The impairments require closer
 study and supervision of the case by the specialist and the
 application of special means and ways of resolving the
 problems. Serious problems may stem from such impairments as
 serious orthopedic impairments; psychiatric disorders
 requiring especially understanding supervision; disabilities
 about which there is public misunderstanding, further
 handicapping the individual, (e.g., blindness, epilepsy,
 etc.); serious emotional disability, with an offender record;
 and major deficiencies in basic education and job skills,
 with serious problems of adjustment because of a
 disadvantaged background.

The standard states that some special procedures cases can be
ranked as regular procedures cases when no serious problems of
training, placement, or adjustment are expected. For example,
the individual possesses a high degree of emotional stability in
combination with a superior intelligence level, good motivation,
and an occupational objective.

The GS-1715 standard uses two classification factors to evaluate
positions: Characteristics of the assignment and Level of
responsibility. Our evaluation with respect to these factors
follows.

Characteristics of the assignment

This factor measures the difficulty of the assignment. It takes
into account the complexity of the problems involved; the
knowledge, originality, and judgment required; and other
qualifications to perform the work. Generally, as cases involve
impairments of increased severity, in relation to the work
demands, difficulty of the specialist's position increases.
GS-9 positions involve responsibility for completely carrying
through assigned cases. Typically, the cases assigned to GS-9
specialists are of the regular procedures type, carried out under
general supervision. The GS-9 specialist may also handle
selected phases of special procedures cases, under close
technical supervision. In contrast, the GS-11 specialist
independently carries out a wide range of difficult cases
involving special procedures. Case assignments at the GS-11
level are more difficult and require more extensive knowledge of
disabilities or other employment handicaps, and of occupational
information, in relation to the more complicated problems
involved in the training and job placement of the severely
handicapped.

The emphasis at the GS-9 level is generally on training and
fitting disabled individuals to the requirements of regularly
established kinds of work that they can perform despite their
disability. In most cases, there are established training
facilities and institutions approved for use by the program which
are adequate for the needs of trainees. The GS-9 specialist
evaluates and selects employment sites and training facilities in
terms of the limitations of the handicapped individual and the
demands the environment may make. GS-9 specialists may also
negotiate contracts with training facilities for training that
will meet the individual's needs and the rehabilitation agency's
requirements. They are usually able to adapt existing plans to
fit the particular training needed. The GS-9 specialist's
supervision of the individual while in training and/or adjustment
to the job involves counseling and helping the trainee to resolve
personal problems. If the specialist determines that the
individual needs professional help, the specialist is responsible
for arranging for such services and for getting the person to
accept help. GS-9 assignments may include special procedures
cases, but such assignments usually do not involve the full range
of specialist functions as a regular and continuing
responsibility.

While the major functions of the GS-11 are similar to those for
the GS-9 specialist, the GS-11 specialist's work is more
difficult because of the need for more individualized programming
and substantial adjustments in the training or job environment.
GS-11 case assignments require the specialist to apply a more
intensive knowledge of the mental and physical disabilities or
other handicaps, in terms of the practical effects of such
handicaps on work tolerances, motivations, adjustment to
training, and difficulty in employment placement. GS-11 cases
involve serious impairment, characterized by the severe
limitations that the disability places on an individual's
capacity to participate in any type of gainful employment. The
cases demand that the specialist use considerable ingenuity and
persuasiveness to meet the limitations. GS-11 specialists
closely follow progress and evaluate findings. They must then
make a judgment regarding the need for further adjustments to
accommodate the vocational objective of the individual.

The GS-11 specialist must develop the training program around the
residual capacities of the individual. In doing so, the
specialist must assure that the program does not exceed the
reduced work tolerances of the individual. In addition to the
primary training and placement services that the specialist
provides, the individual may need some basic remedial work in
education or in attitudes toward work before, during, or after
certain phases of job training. The specialist must be able to
recognize and determine the extent of those needs and provide
necessary training. Cases at the GS-11 level typically involve
more difficult problems of emotional and economic adjustment for
the individual than cases at the GS-9 level. As a result, the
individual is more dependent upon the specialist. To counteract
this, the GS-11 level requires greater skill, ingenuity, and
knowledge to encourage and motivate the individual to become self-
sufficient.
Most of the appellant's cases involve inpatient veterans who are
deaf, blind, missing limbs, mentally disabled, mentally ill, or
hard to employ because of a history of being abused,
impoverished, or homeless. Many of the patients have multiple
issues that complicate their recommended vocational
rehabilitation plan because of the resulting effects on their
employability. A number of the patients are only employable when
they are actively taking medications to control their behavior.
The clinical team coordinator (a psychologist) for the
appellant's team provided an analysis of the problems of 49
current inpatient veterans seen by the appellant. The analysis
does not include veterans who are more than 65 years old or are
realistically not able to avail themselves of intensive
vocational rehabilitative services. A description of the
complexity of problems presented by the 49 veterans and the
number of veterans with those problems follow.

- 39 (80 percent) have a criminal history. This means that
 they have been convicted of felonies or have served significant
 jail time. Types of crimes include attempted murder, assault
 with a deadly weapon, sale or possession of illegal drugs, fraud,
 burglary, and repeated instances of driving under the influence
 of alcohol or other drugs.
- 43 (88 percent) have chronic employment issues. Some of
 those veterans have long periods of unemployment, some have a
 history of taking jobs below their skill level, and some have had
 multiple jobs (for example, more than 50 jobs in the last
 decade).
- 19 (39 percent) have physical handicaps. Those veterans
 have multiple handicaps. Included are diabetes, heart disease,
 severe respiratory disorders, back injuries, amputations, high
 blood pressure, peripheral vascular disorder, blindness,
 deafness, and seizures. Some of the veterans are wheelchair-
 bound.
- 38 (78 percent) have some form of mental illness. Included
 are bipolar, schizophrenia, major depression, dysthymia, post
 traumatic stress disorder, organic brain disorders, adult
 attention and hyperactivity disorder, and learning disorders.
- 28 (57 percent) have personality issues. Those conditions,
 which include sociopathy, passive aggressiveness, dependency, and
 narcissism, are frequently severe and have contributed
 substantially to chronic employment issues for the veterans.
 Such personality issues represent a long-standing, usually life-
 long, perceptual and interactive stance with the world that is
 difficult to address and change.
- 45 (92 percent) have a substance abuse history. Those
 veterans suffer from chronic addictive problems, such as alcohol,
 methamphetamine, cocaine, heroin, and pain narcotics. Overall,
 this category represents 95 percent of the hospital's
 rehabilitation program patient load.
- 33 (67 percent) have behavioral issues. Many of the other
 issues described here contribute to the daily behavior of
 veterans. Behavioral issues involve isolation, tardiness, poor
 grooming and hygiene, and inadequate interpersonal skills.

The appellant is usually brought into these cases once the
veterans are deemed "work ready." That is, they have reached a
point in their therapy that allows them to start being re-
introduced to the community and the world of work. The nature
and complexity of the veteran's problems require the appellant to
have intensive knowledge of mental and physical disabilities and
occupational information as they relate to providing appropriate
training and employment opportunities for the veterans. He must
be able to recognize and evaluate to what extent the veterans'
problems will affect their vocational rehabilitation potential or
capabilities. An example that illustrates the complexity of the
types of cases that the appellant deals with is a veteran with
Post-Traumatic Stress Disorder. The veteran had many of the
significant issues associated with that disorder such as night
terrors, emotional instability, and anger issues at work. To
help resolve these issues, the appellant conducted extensive job
coaching and discussions with employers and supervisors. This
resulted in long-term employment in a suitable and appropriate
occupation that minimized the potential for violent and
aggressive behavior. The appellant's responsibility for
monitoring and evaluating the veteran's progress and making
judgments regarding any necessary adjustments to the veteran's
vocational rehabilitation plan is fully comparable to the GS-11
level. At that level, the specialist closely follows progress,
evaluates findings, and judges whether further adjustments are
needed to accommodate the individual's vocational objectives.
The appellant's case assignments and the knowledge required are
consistent with the GS-11 level where specialists apply an
intensive knowledge of mental and physical disabilities or other
handicaps in terms of the practical effects on work tolerances,
motivations, adjustment to training, and difficulty in job
placement.

In the clinical setting, the appellant meets individually with
each veteran in the domiciliary on a weekly basis. In some
cases, he meets more often with the veteran. Consistent with
positions at the GS-11 level, the appellant adjusts the veteran's
vocational rehabilitation plan when changes occur in the
veteran's other treatment areas, for example, when a veteran
experiences a psychotic break that results in the psychosocial
rehabilitation team reevaluating the whole treatment plan. The
appellant regularly follows up with the veterans during their
treatment and after their dismissal from the hospital to monitor
their progress and success. He also monitors outpatients and
walk-in veterans on a regular basis.

The appellant uses his interpretation of test results in
developing the veteran's vocational rehabilitation plan, which is
incorporated into the veteran's overall vocational rehabilitation
plans. He may recommend that the veteran pursue training at a
vocational school or other educational facility, such as a junior
college, or return to school to gain additional skills or degrees
needed to achieve the vocational objective. The plans also
describe the ultimate vocational goal and timeframe for
achievement. The appellant initiates each stage of the plan with
the veteran. Like the GS-11 specialist, the appellant must make
sure the recommended program does not exceed the abilities and
work tolerances of the individual. The appellant utilizes the
local state employment office, junior colleges, trade schools,
America's Job Bank, and employment-based Internet Web site
information to assist veterans with their job searches. Because
of the geographical location of the VA hospital and its
surrounding communities with limited employment opportunities,
the appellant must be creative and resourceful when recommending
vocational training and employment options to veterans in the
program. Similar to the GS-11 level, the appellant's use of
these sources is tailored to the needs of the individual veteran
and requires careful selectivity because of the difficulty of
placement for the veterans.

The appellant helps veterans pursue vocational opportunities that
will allow them to be productive members of society. He designs,
conducts, and modifies a two-week vocational skills course. This
is an intensive course that helps the inpatient veterans develop
the skills needed to write a rsum, look for employment, and
interview with prospective employers and learn techniques for
problem solving, conflict resolution, and handling job
situations. The course also includes sessions on motivational
skills, self-esteem, and positive self-presentation and provides
information on how to balance work and personal life. In
addition to the two-week course, the appellant meets with
veterans on an individual basis to help them write their rsums
and develop their computer skills. As veterans progress in their
rehabilitation, the appellant may recommend inpatient veterans
for temporary employment in the Compensated Work Therapy or
Incentive Therapy programs. These are part-time employment
programs used to help the veteran attain a feeling of self-
sufficiency and build self-esteem during therapy. Comparable to
the GS-11 level, the appellant is expected to recognize and
determine the extent of the veteran's needs and be able to
provide the necessary training to address those needs.

The appellant assists veterans who are too disabled to work in
applying for their respective disability program benefits. He
also provides assistance in finding appropriate vocational
situations that may give partially-disabled veterans an
additional source of income without jeopardizing the level of any
benefits to which they may be entitled and that do not exceed
their abilities. Such assistance is similar to the GS-9 level
where the specialist must fit disabled individuals to the
requirements of regularly established kinds of work that they can
perform despite their disability.

Overall, the characteristics of the appellant's assignments fully
meet the intent of the GS-11 level. The appellant's work does
not exceed the criteria described at the GS-11 level.

Level of responsibility

This factor measures the extent of supervisory instruction and
review received and the extent of independence of action
exercised by the specialist in carrying out assignments. It
takes into consideration the scope and nature of the person-to-
person work contacts involved and includes consideration of
responsibility for negotiations and arrangements with prospective
employers and officials of training facilities.

At the GS-9 level, contacts with training and employment sources
are largely with well-established facilities that have been
previously used by the program. The GS-9 independently develops
training plans or employment arrangements for regular procedures
type cases. The GS-9 specialist's recommendations are highly
relied upon by the supervisor, but more complicated situations
involve consultation with and subsequent checking by the
supervisor. Supervision on regular procedures type cases is
general in nature, and the specialist keeps the supervisor
informed of problems through regular progress reports. On
special procedures type cases, where the GS-9 specialist performs
a partial range of case coverage, a specialist at a higher grade
or the supervisor gives close technical review and guidance.

In contrast, contacts at the GS-11 level may involve
nonstandardized sources. The GS-11 specialist may be responsible
for finding and negotiating with individual instructors to
provide the necessary skills training to meet the individuals'
needs. The supervisor relies heavily upon the GS-11 specialist's
decisions, arrangements, and recommendations. While the GS-9
specialist may independently make decisions regarding training
and employment, the decisions and recommendations of the GS-11
involve considerably more complex situations calling for greater
knowledge and judgment.
In general, GS-11 specialists receive and carry through the full
range of difficult special procedures cases assigned to them,
typically without supervisory guidance. If a case is
exceptionally complex, the specialist consults with the
supervisor. In contrast, GS-9 specialists operate with similar
independence of action only in the regular procedures cases.
Special procedures case assignments at the GS-9 level are limited
by closer supervision or a partial range of case coverage.

Progress reports, decisions, and recommendations of GS-11
specialists are subject to supervisory review for information or
formal approval or for discussion of any questions raised by the
specialist where there is need for a joint decision on matters
that may serve as precedent, present potential public relations
problems, or otherwise require specific attention. Periodic
supervisory review is made to evaluate quality and continuing
effectiveness of performance.

As at the GS-11 level, the appellant currently handles regular
procedures type cases as well as the full range of special
procedures cases with little or no supervision. The
rehabilitation program at the appellant's hospital has been
structured to deal with veterans who suffer from the full range
of afflictions that fit the description for special procedures
type cases. Although the appellant's special procedures cases
typically involve inpatient veterans and represent the majority
of his case load, he performs the same counseling and program
development services for outpatients and walk-ins. In that
capacity, the appellant independently develops and carries out
the vocational rehabilitation plans for outpatients and walk-ins.
For inpatient veterans, the appellant develops the vocational
rehabilitation plan and recommends it to the psychosocial
rehabilitation team as part of the veteran's overall
rehabilitation plan. The appellant initiates the plan as the
veteran reaches the appropriate stage of rehabilitation. The
psychosocial rehabilitation team relies heavily upon the
appellant's decisions, arrangements, and recommendations. In
cases that are extremely complex, the appellant draws upon the
expertise of the psychosocial team to provide guidance, e.g.,
psychologists, addiction therapists, social workers. He consults
with the service line supervisor when there is a question of
agency policy. The clinical team coordinator provides feedback
to the service line supervisor on the appellant's performance as
a team member with regard to inpatient care. The service line
supervisor assesses the appellant's performance in terms of
quality and continuing effectiveness. The guidance given to the
appellant and his level of independence are comparable to the GS-
11 level where specialists typically carry through the full range
of difficult special procedures cases without supervisory
guidance and the supervisory review is for evaluation of quality
and effectiveness of performance.

To help veterans in getting appropriate training or other
assistance, the appellant contacts Federal, State, and local
agencies for employment, education or training, and disability
program information. He works closely with many outside
agencies, such as the [state] Department of Employment Services
Job Service in discussing potential training programs with
private employers that might be offered, usually in trades
occupations such as carpentry or construction. He also has
regular contact with other outside local and State agencies,
e.g., Job Training Partnership Act participants, [a certain area
of a state] Council of Governments, [a state's name] State
Vocational Rehabilitation Offices, and private organizations that
provide training or work sites for the disabled and
disadvantaged. While the GS-1715 standard indicates that GS-9
and GS-11 specialists may negotiate contracts for training or
employment, that function is not mandatory. Although the
appellant does not have the authority to make contracts with
outside agencies, the overall level of his outside contacts is
equivalent to the level described for a GS-11 specialist in a
contract negotiating role.

The appellant's level of responsibility and independence fully
meet and do not exceed the intent of the GS-11 level.

Summary

The characteristics of the appellant's assignments and the level
of responsibility fully meet but do not exceed the GS-11 level.

Decision

The position is properly classified as Vocational Rehabilitation
Specialist, GS-1715-11.