In the classification appeals process, the appeal package must include a copy of the official position description along with a statement by the employee and the supervisor certifying the accuracy of the position description. For example , minor discrepancies and insufficient elaboration, while undesirable, are not valid reasons for nonacceptance of an appeal. There is documented evidence of reasonable effort between the appellant, supervisor and civilian personnel office to resolve discrepancies. This may be evidenced by a documented desk audit of the position or use of the administrative or negotiated grievance procedure. Management certifies the accuracy of the position description but the appellant does not.
Management is responsible for assigning duties and responsibilities to a position.
However, when the employee can substantiate claims of work performed and there is a reasonable expectation of tacit consent, i.e., the supervisor knowingly allows the work to be performed, the appeal will be adjudicated on the basis of the work actually performed . There are circumstances when the accuracy of the position description has been certified by the appellant and management officials but factfinding reveals the position description is incomplete or inaccurate in its portrayal of the duties and responsibilities of the position. For example, the position description includes verbatim wording from a classification standard or benchmark that is not representative of the work being performed. The servicing civilian personnel office will be directed to revise the position description to completely and accurately portray the duties and responsibilities of the position. Formal grievance procedures to resolve position description accuracy are ongoing.