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CIPS/IPMO UPDATE No. 2007-1                                       29 DECEMBER 2006

(HQDA, G-2 POC can be reached by e-mail at mailto:dcips@us.army.mil or by phone at DSN225-3719.  If sending e-mail, please put in your “subject line” – “Civilian Position Sensitivity”)

    D.  The Importance of an Accurate Job Description:  It is extremely important that managers and administrative officers review position descriptions prior to their submission to the Civilian Personnel Operations Center to ensure that the duties and factors are accurate for the work that the manager expects to the incumbent to perform.  Use of an inaccurate job description can result in a wrong classification of the position, failure to find qualified candidates to perform the work of the position, placement of candidates who are not qualified through mandatory placement programs, inability to support performance based actions and other significant impediments to mission accomplishment.  Some of the important uses for the job description:

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Determination of the appropriate title, series and grade of the position.

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Determination of the status under the Fair Labor Standards Act (FLSA).

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Determination of the competitive level, which in turn determines incumbents’ standing during reduction-in-force.

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Determination of career program coverage.

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Description of conditions of employment such as TDY, drug testing,  and security clearance requirements, etc.

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Description of screen out criteria known as selective placement factors such as a license or language requirement.

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Determination of qualifications for placement into the position.

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Determination of the criteria (skills) to distinguish the best qualified candidates (those to be referred).  There MUST be a nexus between the duties and knowledges described in the job description and the skills used to determine who will be referred.

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Determination of PPP candidates’ qualification for placement into the position.

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Development of performance standards, assessment of performance and the taking of  performance based actions.

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Identification of job-related training requirements.

(IPMO POC can be reached by e-mail at mailto:dcips@us.army.mil or by phone at DSN225-2443.  If sending e-mail, please put in your “subject line” – “Job Descriptions”.)

III.  FUNCTIONAL MANAGEMENT OF INTELLIGENCE WITHIN ARMY - CAREER PROGRAM 35 (INTELLIGENCE AND SECURITY)

     A.  Central Funding for Intelligence Training and Development is Still Available at HQDA G-2.  Career Program 35, Intelligence and Security, has received $600K in Army Civilian Training, Education and Development System (ACTEDS) funds FY07 for competitive training and development.  Under the current Vice Chief of Staff restrictions on spending for training, “essential” training can still be pursued.  If local funds are not available, these ACTEDS funds are available, on a competitive basis, for funding all or part of the expenses.   Careerists and their supervisors are therefore urged to submit requests for funding for “essential” training and development that cannot be funded locally for 3rd

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