Handbook of Occupational Groups and Families		Classification Programs Division
Release Date:  August 2001		Section Six of Sixty-six

    GS-0200 - HUMAN RESOURCES MANAGEMENT GROUP   

This group includes all classes of positions the duties of which are to advise on, administer, supervise, or perform work involved in the various phases of human resources management.

Throughout the following information, an asterisk (*) stands for series with a published standard and a double asterisk (**) stands for series with a published flysheet.

Series in this group are:

GS-0201 - Human Resources Management Series*

This series covers two-grade interval administrative positions that mange, supervise, administer, advise on, or deliver human resources management products or services.

This series includes, but is not limited to, the following specialties:

Information Systems: Work that involves developing, delivering, managing, and maintaining HR information systems when the paramount knowledge requirement is human resources management, rather than information technology.

Military: Work that involves administering, delivering, maintaining, advising on, and adapting basic concepts, principles, and theories of military HR to the unique organizational, management, and mission requirements of military departments or organizations.

Classification: Work that involves position evaluation, establishing and maintaining a position classification program to determine appropriate pay system, occupational grouping, title and grade of positions, and advising on position and organization design.

Compensation: Work that involves analyzing, interpreting, developing, and/or implementing laws, regulations, policies, and/or guidance involving subject matter areas within compensation administration (e.g., pay and/or leave administration) and advising management on the use of compensation flexibilities to help recruit, manage, and retain employees.

Recruitment & Placement, or Recruitment, or Placement: Work that involves recruiting, examining, selecting and placing employees; performing job analysis; workforce planning and analysis; and advising management in identifying, attracting, and retaining a high-quality and diverse workforce that is capable of accomplishing the organization's mission.

Employee Benefits: Work that involves providing guidance and consultation to agencies, employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation.

Human Resource Development: Work that involves planning, administering, or evaluating programs designed to develop employees and manage learning in the organization.

Performance Management: Work that involves assisting managers and supervisors in establishing, maintaining, and monitoring effective performance management programs to plan, monitor, develop, rate, and reward employee performance, and services that support formal and informal award programs to provide employee incentives and recognition.

Employee Relations: Work that involves providing advice and assistance to employees and managers, program administration, research, and case management in matters related to conduct, performance, attendance, and dispute resolution.

Labor Relations: Work that involves establishing and maintaining effective relationships - including the use of non-traditional collaborative approaches - with labor organizations that represent Federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters.

GS-0203 - Human Resources Assistance Series*

This series covers one-grade interval administrative support positions that supervise, lead, or perform human resources (HR) assistance work requiring substantial knowledge of civilian and/or military HR terminology, requirements, procedures, operations, functions, and regulatory policy and procedural requirements applicable to HR transactions. The work does not require the broad knowledge of Federal HR systems or the depth of knowledge about HR concepts, principles, and techniques that are characteristic of the recognized HR specialist positions in the Human Resources Management Series, GS-0201.

This series includes, but is not limited to, the following specialties:

Information Systems: Work that primarily involves entering and extracting data from HR information systems.

Military: Work that involves support of military HR programs and functions.

Classification: Work that involves support of position classification programs and functions.

Recruitment & Placement, or Recruitment, or Placement: Work that involves support of recruitment, selection, placement, job analysis, and workforce planning and analysis.

Employee Benefits: Work that involves support of employee guidance and consultation to agencies, employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation.

Human Resource Development: Work that involves support of human resource development programs and functions.

Performance Management: Work that involves support of performance management programs and/or employee awards programs.

Employee & Labor Relations, or Employee Relations, or Labor Relations: Work that involves support of employee relations programs in matters related to conduct, performance, attendance, and dispute resolution; and/or work involved in maintaining effective relationships with labor organizations that represent Federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters.

GS-0241 - Mediation Series*

This series includes all positions that involve providing mediation assistance to labor and management in the settlement or prevention of industrial labor disputes connected with the formulation, revision, termination, or renewal of collective-bargaining agreements. The paramount qualification requirement of all positions in this series is ability and skill in applying the techniques of mediation in dealing with the parties to a dispute. The application of these techniques in the settlement of industrial labor disputes requires knowledge of the field of labor-management relations, particularly of collective bargaining principles, practices, and processes; understanding of economic, industrial, and labor trends, and of current developments and problems in the field of labor relations; and knowledge of applicable labor laws and precedent decisions.

GS-0243 - Apprenticeship and Training Series*

This series includes positions that involve the administration, supervision, or performance of work primarily concerned with: (1) the promotion of apprenticeship and other on-the-job training programs and standards to meet the needs for skilled manpower in industry; and (2) providing technical advice and assistance on methods for improving and obtaining more effective utilization of worker skills on the job. This work includes obtaining the cooperative support of, providing consultative services to, and coordinating with management and labor, educational, community, and other groups, and governmental agencies at local, State, and Federal levels. Positions in this series basically require knowledge of the principles and practices of apprenticeship, ability to analyze industrial processes and operations in order to identify the manpower and training problems involved and to advise on solutions, and knowledge of related industrial relations practices and problems. Also classifiable to this series are positions requiring application of the same basic knowledge and abilities in supervising or performing work primarily involving the review of apprenticeship standards and training agreements for conformance with basic national standards.

GS-0244 - Labor Management Relations Examining Series*

This series includes positions that involve the administration, supervision, or performance of work in the investigation, evaluation and resolution of cases involving charges of unfair labor practices or collective bargaining representation issues or disputes that arise under the National Labor Relations Act. Work in this series requires a knowledge of the field of labor-management relations, of collective bargaining processes, of applicable labor laws and precedent decisions, and of the regulations, policies and practices of the National Labor Relations Board. It also requires the ability to apply investigative techniques, and to negotiate constructively and persuasively. This series excludes positions the duties of which primarily involve the mediation of labor-management disputes arising out of the formulation or revision of collective bargaining agreements; such positions are classifiable in the Mediation Series, GS-0241.

GS-0249 - Wage and Hour Compliance Series**

This series covers positions that involve performing or supervising: (1) on-site efforts to obtain compliance by employers with wage and hour and related laws; or (2) the establishment, revision, and interpretation of wage and hour program policies and guidelines or the evaluation of enforcement operations. The work requires: (1) thorough knowledge of the laws enforced; (2) ability to apply the varied techniques used to obtain compliance, including investigation, negotiation and conciliation, education and persuasion, and litigation; and (3) understanding of business organization, records systems, and practices related to the laws administered.

GS-0260 - Equal Employment Opportunity Series*

This series includes positions primarily concerned with developing, administering, evaluating, or advising on the Federal Government's internal equal employment opportunity program within various Federal agencies when the position requires knowledge of Federal equal employment opportunity regulations and principles; compliance and enforcement skills; administrative, management, and consulting skills; and knowledge of Federal personnel administration. This includes managers or coordinators of special emphasis programs designed to solve the specialized employment problems of women, minorities, veterans, the handicapped, persons over age forty, and others as they relate to Federal employment.

GS-0299 - Human Resources Management Student Trainee Series

See the series definition for the General Student Trainee Series, GS-0099.