General Schedule Position Classification Standard		Classification Programs Division
Draft Job Family Standard for Administrative Work in the Investigation, Enforcement, Inspection, and Compliance Group, GS-1800
Release Date:  December 2001 - DRAFT		Section Fourteen of Thirty-One

Contents

FACTOR 3 GUIDELINES

This factor covers the nature of guidelines and the judgment employees need to apply them. Individual assignments may vary in the specificity, applicability, and availability of guidelines; thus, the judgment employees use similarly varies. The existence of detailed plans and other instructions may make innovation in planning and conducting work unnecessary or undesirable. However, in the absence of guidance provided by prior agency experience with the task at hand or when objectives are broadly stated, the employee may use considerable judgment in developing an approach or planning the work. Here are examples of guidelines used in administrative work in the Investigation, Enforcement, Inspection, and Compliance Group:

• Agency regulations, legislation, and requirements covering program operations
• Governing policies and procedures of the agency
• State and local laws
• Civil Rights Act
• Established investigation and examination procedures
• Fair Labor Standards Act
• Precedent judicial cases
• Administrative policies and precedents
• North American Free Trade Agreement
• Harmonized Tariff Schedule of the United States
• Americans With Disabilities Act
• Illegal Immigration Reform and Immigration Responsibility Act of 1996 (IIRIRA)
• Immigration and Naturalization Act
• U.S. Warehouse Act
• Federal Mine Safety and Health Act of 1977

Do not confuse guidelines with the knowledge described under Factor 1 - Knowledge Required by the Position. Guidelines either provide reference data or impose certain constraints on applications. For example, in some of the functional areas covered by this standard, there may be several generally accepted methods of accomplishing work, perhaps set forth in an agency operating manual. However, in a particular office, the policy may be to use only one of those methods; or the policy may state specifically under what conditions the office may use each method. The primary components of this factor are: Guidelines Used and Judgment Needed.

Level 3-1, 25 Points

Guidelines Used The employee uses specific and detailed guidelines that cover all aspects of the work.

Judgment Needed The employee works in strict adherence to available guidelines, which require little or no judgment. The supervisor or designated employee must authorize any deviations from the guidelines.

Level 3-2, 25 Points

Categories/Series

Guidelines Used The employee uses a number of established procedures and guidelines that are directly applicable to assignments. The employee receives on-the-job training in the interpretation of Federal laws, the Code of Federal Regulations, other related Federal, State and local laws, court decisions, service manuals, policies, and directives.

Judgment Needed The employee is familiar with many written guidelines, oral instructions, and other reference material and exercises judgment in selecting and applying the most appropriate. The employee determines when minor deviations from the existing guidelines are appropriate.

Level 3-3, 275 Points

Categories/Series

Guidelines Used The employee uses a variety of guidelines, manuals, and standard reference materials; however, they are not completely applicable to the work or have gaps in specificity.

Judgment Needed The employee applies guidelines quickly and accurately to both enforce the laws and regulations, and articulate the reasons for application of specific guidelines to unusual situations. The employee is fully aware of the effects of applying different guidelines, possible inconsistency in how they are applied by other staff or agencies, and the constant need to address new and novel circumstances by obtaining clarification of the guidelines.

Level 3-4, 450 Points

Categories/Series

Guidelines Used The employee uses administrative policies and precedents that are applicable but are stated in general terms. Guidelines for conducting new or innovative investigations or inspections are scarce or of limited use.

Judgment Needed The employee uses initiative and resourcefulness in deviating from established methods to:

• treat specific issues or problems;
• research trends and patterns;
• develop new methods and criteria; and/or
• propose new policies and practices.

Updated 21 January 2002