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Publications - Classification Issuances - Issuance #6

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Animal and Plant Health Inspection Service
Marketing and Regulatory Programs Business Services
Human Resources Division
Program Development and Classification Policy Branch

USE OF NON-FEDERAL GOVERNMENT WORKERS IN THE POSITION CLASSIFICATION PROCESS AND DELEGATIONS OF AUTHORITY TO POSITION CLASSIFICATION SPECIALISTS

I. INTRODUCTION

This issuance outlines the Human Resources Division's procedures with regard to the use of contractors in the classification process (primarily as it relates to signatory authority on official government actions) and the granting of delegations of authority to mission area Human Resources Specialists.

II. REFERENCE

Part 2, Federal Acquisition Regulation, Subpart 2.101, defines "inherently governmental function," as "a function that is so intimately related to the public interest as to mandate performance by Government employees."

Part 7, Federal Acquisition Regulation, Subpart 7.5, Inherently Governmental Functions, 7.503 (a) states that "contracts shall not be used for the performance of inherently governmental functions." Subpart 7.503 (c) states "The following is a list of examples of functions considered to be inherently governmental functions or which shall be treated as such ... (1) "the approval of position descriptions ... for federal employees," and (17) "the ... disbursement of ... public funds ..."

III. COVERAGE

These procedures apply to all non-Federal Government workers (i.e., "contract" employees), and all human resources specialists in the mission area, who effect any position classification determinations (i.e., identification of pay plan, occupational series, title, and grade level).

IV. PROCEDURES

Use of Non-Federal Government Workers in the Position Classification Process

It is the policy of the Human Resources Division to acquire the services of a non-Federal Government worker through a contract or other similar mechanism to perform position classification activities for the mission area where it is practicable and feasible to do so to promote the efficiency of Division operations. Any non-Federal Government worker acquired for this purpose is precluded from signing any official personnel-related document which is used in the obligation-of-funds process (consistent with the provisions of the Federal Acquisition Regulation, see Section II, Reference, above). Documents covered by this preclusion include, but are not limited to, the AD-332, Position Description Cover Sheet, (or its equivalent), SF-52, Request for Personnel Action, and position classification evaluation statements.

The use of non-Federal Government workers in the mission area's position classification process is limited to providing advisory services and performing the full range of position classification processes up to and including making recommendations on position classification final determinations. Acceptance/Rejection of the non-Federal Government workers' recommendations, and final signatory authority, is the responsibility of a Federal employee with delegated position classification authority.

Delegations of Position Classification Authority to Human Resources Specialists in the Mission Area

It is the policy of the Human Resources Division that any Federally-employed Human Resources Specialist in the Division who, at the discretion of the appropriate Branch Chief, has acquired the knowledges, skills and abilities to independently render final classification determinations, and who is required to make such determinations as part of their official duties, be granted position classification signatory authority. This authority will be used to effect final position classification actions, including the authority to sign funds-obligating documents including the AD-332, Position Description Cover Sheet, (or its equivalent), and other documents such as the SF-52, Request for Personnel Action, and position classification evaluation statements.

This delegation of classification authority will only be granted to human resources specialists at no lower than the GS-9 level and who have, at a minimum, one year of experience in applying position classification theories, principles, and practices.

/s/
MaryLynn Horst
Director
Human Resources Division