Washington, D.C.

U.S. Office of Personnel Management
Classification Appeal Decision
Under section 5112 of title 5, United States Code

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Kimberly A. Steide, DPA
Principal Deputy Associate Director
Agency Compliance and Evaluation
Merit System Accountability and Compliance

08/28/2025

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Date

Introduction

The appellant’s position is classified as Park Ranger (Protection), GL-0025-09, however, the appellant believes it should be placed into the General Inspection, Investigation, Enforcement, and Compliance, 1801 series and graded at the GS-11 level. The position is assigned to the Lake Meredith Recreation Area of the National Park Service (NPS) in Fritch, TX. We have accepted and decided this appeal under section 5112 of title 5, United States Code (U.S.C.).

General issues

In 2022, the appellant was selected as an emerging leader by the Washington Area Support Office Law Enforcement Staff to attend the Chief Rangers Conference in Washington, DC. Attendees were tasked with bringing attention to issues and brainstorming solutions related to the National Park Service (NPS) as field level law enforcement officers. The appellant’s research associated with the task led him to believe his position is classified in contradiction to 5 U.S.C 51, Classification. Although an agency level appeal was not filed, the agency did update the appellant’s position description (PD) to a standardized PD due to what the appellant describes as a “prerequisite for this [OPM] appeal”. The appellant then filed a classification appeal with OPM.

The appellant references an appeal certificate issued in 2016 related to a GS-0025 series position within the Fish and Wildlife Service, which was found to be accurately classified into the GS-1801 series, citing that although NPS determined that the certificate issuance did not have an impact on the classification of their GS-0025 positions, he believes their decision would not hold up upon appeal of his position. The appellant has also indicated he believes the primary work of his position is covered by the General (GS-1810) and Criminal (GS-1811) Investigation occupations within the 1800 job family, and as such is more consistent with the GS-1801 series. Due to the Law Enforcement nature of the work, GS would be converted to GL if the requirements for inclusion to the GL pay system are warranted; the appellant does not disagree.

By law, we must classify positions solely by comparing their current duties and responsibilities to OPM position classification standards (PCS) and guidelines (5 U.S.C. 5106, 5107, and 5112). Since comparison to the PCS and guidelines is the exclusive method for classifying positions, we cannot compare the appellant’s current duties to other positions as the basis for deciding this appeal. Although appeal certificates are issued and should be applied to similar, like, or identical positions, each appeal and position is to be reviewed in comparison to the PCS and codified guidelines independently, within the context of the position’s own unique duties and responsibilities.

Like OPM, NPS must classify positions based on comparison to OPM’s PCS and guidelines. Under 5 CFR 511.612, agencies are required to review their own classification decisions for identical, similar, or related positions to ensure consistency with OPM certificates. Consequently, NPS has primary responsibility for ensuring its positions are classified consistently with the context of OPM appeal decisions. Established standard PDs are to be used only when the integrity of the position’s major duties and responsibilities and the applicability of the standard PD content are maintained. If the appellant believes his position is classified inconsistently with another, even when a standard PD is used, then he may pursue this matter by writing to the human resources office of their agency’s headquarters. The appellant should specify the precise organizational location, series, title, grade, and responsibilities of the position in question. The agency should explain to the appellant the differences between his position and the other or classify the position in accordance with any referenced appeal decision.

The appellant and position’s supervisor believe that the PD, #7545-N005100, is accurate. A PD is the official record of the major duties and responsibilities assigned to a position by an official with the authority to assign the work. A position is the duties and responsibilities that make up the work performed by an employee. Classification appeal regulations permit OPM to investigate or audit a position and decide an appeal based on the actual duties and responsibilities currently assigned by management and performed by the employee. An OPM appeal decision classifies a real operating position, and not simply a PD. This decision is based on the work currently assigned to and performed by the appellant.

Our review of the position has shown the PD does not adequately describe the investigative services performed, with the appellant involved in more in-depth criminal investigations than the PD describes. The PD is a standardized PD and is potentially accurate for other NPS positions, however, it does not adequately reflect the standard of adequacy in the Introduction for this appellant’s position. Therefore, the appellant’s agency must assign him to a PD which meets that standard.

Position information

The National Park Service (NPS) is responsible for preserving natural and cultural resources for the enjoyment, education, and inspiration of this and future generations. Lake Meridith Recreation Area (the Area) is nestled within the Texas Plains and serves as an oasis amid the vast, arid grasslands. Over centuries, the Canadian River has sculpted 200-foot canyons—known as breaks—that now encircle the lake. These secluded coves create diverse ecosystems, supporting seven distinct habitats that sustain a rich array of wildlife, including migratory birds. The Area has a patrol jurisdiction of approximately 80,000 acres open year-round 24 hours a day unless otherwise prohibited by NPS staff or policy to limit use. Specific activities such as hunting, boating, fishing, etc. are restricted to designated times/seasons, etc., and structures such as Park Headquarters and Alibates Flint Quarries National Monument Visitor Center have designated visiting hours. The Area is affected by a multitude of provisions which apply to the lands and waters within its boundaries. These provisions are concerned with public use areas on land and water, structures, hunting or fishing areas with associated weapons, traps, nets, etc., preservation of natural, cultural, and agricultural resources, wildlife protection, camping and associated fires, animals of wild and domestic nature, permits, personal watercraft, parking areas, and other recreational and natural tools and resources. Each provision is designed with the purpose of preserving resources, preventing loss and/or contamination, or other conservation of resources naturally found within the Area’s boundaries.

To protect these resources, the NPS has employed Park Rangers with various specialties of service. Park Rangers tasked with protection of property and law enforcement duties are Commissioned Officers requiring a Type I Law Enforcement Commission for full time employment, or Type II Commission for seasonal employment. There are locations across the country where individuals can attend a law enforcement academy specifically designed for and by the NPS. These schools are called Park Ranger Law Enforcement Academy Training Programs (PRLEA). The basic training classes are designed to prepare individuals for a career as an NPS law enforcement park ranger.

The appellant serves as a Type I Commissioned Officer: a full-time Park Ranger performing law enforcement and protective duties. Law enforcement duties assigned to the appellant center on the proactive methods to ensure both visitor and park resource protection. The appellant is involved in uncovering a wide range of illegal activities, e.g., selling and/or possessing illegal drugs, theft of timber or other natural resources, or the use of recreational events to conceal illegal activity. He is responsible for law enforcement field operations which include strategic patrol, investigations, law enforcement program management, and hazardous response which includes providing firefighting services, marine and land-based search and rescues, and emergency medical services (EMS). With respect to strategic patrol, the appellant has the authority to set patrol according to his own judgement, including increasing or decreasing the frequency of patrol, setting the area and method of patrol to the most effective manner to identify, mitigate, and prevent violations.

The appellant uses ingenuity in his approach, for example: he has constructed a mapping system application which overlays areas of historic crime with the Area’s trails, historically and culturally significant areas, and those areas he believes to be potential crime areas (natural resources at quarry and other locations), to provide a more effective patrol for resource protection. These assigned duties are also reflected in the employee’s performance plan, which requires the ability to apply a superior degree of expertise and mastery in aspects of resource protection and marine enforcement, along with identifying natural and cultural resources at risk and taking proactive actions to mitigate those risks. His patrol planning and manner of handling incidents are based upon general Area policies, legal definitions, and his direct knowledge of activities for the time of year and what protections and precautions should be made accordingly. When the Area is in season and open to public hunting allowances, patrols must be centered on those animals most likely to be taken or poached after hours; summer season focuses on lake crowds where the instances of driving under the influence (DUIs), methamphetamine and/or heroin use, overnight littering/loitering, and public intoxication tend to be present. Certain holidays like Easter have their own campgrounds and off-road investigation peaks, and the appellant’s experience along with research into trends guide the law enforcement approach utilized to mitigate disruption to visitor enjoyment, and resource destruction. These patrols often result in investigations related to crimes against persons, wildlife, or environmental factors.

The NPS has delegated a portion of law enforcement investigations to their Investigative Services Branch (ISB), which is not housed locally to the Area. Should instances related to those delegated crimes occur, the ISB takes on responsibility for the investigation, however, the appellant must continue the investigation until such time as the ISB can either be onsite or act in an investigative capacity. The appellant collects and analyzes facts, determines whether violations of law, regulation or policy may have occurred, and prepares or suggests resolutions to a variety of problems. These problems range from less complex and recurring, such as traffic violations, to more complex problems such as trafficking, sexual assault, and intent to distribute illicit drugs. He must be aware of related laws, supporting regulations and policies, primarily those of the NPS, but also the State of Texas. The Area’s Park Rangers have arrest and investigative authority delegated by the state of Texas.

The state of Texas is dependent upon the Area’s Park Rangers for law enforcement, criminal and other investigations, evidentiary transfer to their attorneys, and any court or post-incarceration processes, such as appeals. The appellant is expected to investigate encounters or suspected crimes, obtain evidence, detain suspects, draft warrants for approval by the appropriate justice/state official, and make arrests. The appellant regularly encounters instances which would apply to both state and Federal cases, requiring him to investigate along the lines of state laws and coordinate with state agents. As an example: a large-scale off-road event led to arrests of a group of individuals under 36 CFR for removing geological samples. Suspects were smashing protected resources and putting geological specimens into their vehicle. Evidence gathered at the scene included not only the protected resources, but also methamphetamines, needles, and possession of other substances of a criminal nature. This meant the visitors faced violations of not only Federal but also state crimes.

The appellant must formulate his own plan for investigating crimes, including ensuring the legality of his approach, sufficient evidentiary support, and properly documented chain of custody procedures for evidence. The appellant investigates actions of those found under direct observation or reasonable suspicion of offenses of all applicable Federal and state laws, along with Federal regulations pertaining to the Area’s use. He determines which law(s) or regulation(s) were affected, and if the NPS should pursue an investigation into the action(s). Investigations may take time to fully examine and for the appellant to ensure the corresponding evidence is sufficient for NPS and/or state pursual of charges. The appellant examines the impact of the actions and pursues building evidentiary case files to fully support any legal actions taken by the NPS or the State of Texas to hold those individuals accountable for their lack of compliance, expanding investigations where needed to fully substantiate any action taken.

Where the State of Texas is impacted, the appellant must also ensure the analysis to determine state violations is sound and accurately accounted. The appellant writes out warrants describing the circumstances where the actions require, for the investigation to fulfill all legal impacts. The warrants are sent to the US or state entities for signature prior to executing, procuring evidence, and making arrests. In all eventualities, the investigation and subsequent pursuit of charges against suspects, the appellant’s work must be impermeable to legal scrutiny. As described above, all such legal documents are subject to review/approval by the appropriate judicial consent for the jurisdiction at hand. Cases which result in court appearances may require the appellant to appear in court to present testimony regarding the investigation and legal implications.

Law enforcement program management duties include service as the Evidence Administrator, ensuring all evidence collected during investigations, traffic stops, and any other incident, are documented, accounted for, and stored securely to ensure use during legal proceedings related to the crime/citation. Separately, the evidence produced by body camera is stored within a computerized program. Access to all body camera footage is restricted to the appellant and supervisor, who are responsible for the data and IT transfer of body cam footage related to stops/any interaction which legally requires body cameras to be used.
In reaching our classification decision, we have carefully reviewed all information provided by the appellant and his agency, including but not limited to the official PD, agency evaluation decision, and historical documentation provided by appellant and the NPS HR department. In addition, to gain more information about his work, we conducted separate telephone interviews with the appellant and his supervisor.

Series, title, and standard determination

The agency classified the appellant’s position in the Park Ranger Series, GS-0025, which includes positions the duties of which are to supervise, manage, and/or perform work in the conservation and use of Federal Park resources. This involves functions such as park conservation; natural, historical, and cultural resource management; and the development and operation of interpretive and recreational programs for the benefit of the visiting public. Duties characteristically include assignments such as: forest and structural fire control; protection of property from natural or visitor related depredation; dissemination to visitors of general, historical, or scientific information; folk art and craft demonstrations; control of traffic and visitor use of facilities; enforcement of laws and regulations; investigation of violations, complaints, trespass/encroachment, and accidents; search and rescue missions; and management activities related to resources such as wildlife, lakeshores, seashores, forests, historic buildings, battlefields, archeological properties, and recreation areas. The agency also indicated the position is a mixed series position with aspects of several series including Park Ranger GS-0025, Police GS-0083, and Criminal Investigation GS-1811, however, no other standard was used to support the position’s classification.

When the work of a position matches more than one job family or occupational group, the following guidelines are applied: paramount knowledge required (the most important type of subject matter knowledge or experience required to do the work), reason for the position’s existence (the primary purpose of the position or management’s intent in establishing the position is a positive indicator for determining the appropriate series), organizational mission and/or function (positions generally align to the organization to which they are assigned), and recruitment source (supervisors and managers can help by identifying the occupational series providing the best qualified applicants to do the work).

The requested series, GS-1801 covers positions which supervise, lead, or perform inspection, investigation, enforcement, or compliance work. The series is applicable when the work of the position is covered by two or more administrative occupations in the 1800 group, and no one occupation predominates, or when the work is consistent with this group but not covered by an established series in the group. Neither of those coverage statements apply to this position; the potentially applicable series within the 1800 group have been ruled out above. Therefore, the GS-1801 series is not the appropriate series for this position.
Series GS-1810 was also raised as a potential series by the appellant, however, that series is specific to managing investigations which do not involve criminal investigations of Federal law. As the appellant’s work includes the investigation into criminal matters which are violations of Federal law rather than solely focusing on administrative action, sanctions, or penalty decisions, the GS-1810 series is not the appropriate series for the appellant’s position.

Similar to series GS-1811, the work requires knowledge of criminal investigative techniques, rules of criminal procedures, laws, and precedent court decisions concerning the admissibility of evidence, constitutional rights, search and seizure, and related issues in the conduct of investigations. However, series determination requires review of the position as a whole. The GS-1811 series covers positions which supervise, lead, or perform work involving planning, conducting, or managing investigations related to alleged or suspected criminal violations of Federal laws. The work involves: recognizing, developing, and presenting evidence to reconstruct events, sequences, time elements, relationships, responsibilities, legal liabilities, and conflicts of interest; conducting investigations in a manner meeting legal and procedural requirements; and providing advice and assistance both in and out of court to the U.S. Attorney’s Office during investigations and prosecutions. Work in this series primarily requires knowledge of criminal investigative techniques, rules of criminal procedures, laws, and precedent court decisions concerning the admissibility of evidence, constitutional rights, search and seizure, and related issues in the conduct of investigations. The work requires the ability to utilize a full range of investigative techniques which cannot be applied if certain investigative functions are delegated to other components within the agency. 

The existence of the ISB and its GS-1811 Criminal Investigation positions within NPS who are delegated investigative functions on all NPS sites prohibits the appellant from performing these full investigative duties. Additionally, the criminal investigation work is not the paramount reason for the existence of the position, which is to protect visitors and natural resources; although its purpose may include criminal investigations, it is not limited to those investigations. As such, the GS-1811 Criminal Investigation series is not the appropriate series placement. It should be noted that although a primary concern of the appellant was a referenced appeal certificate which placed a seemingly similar position at a different bureau into the GS-1811 series, OPM certificate decisions may not automatically be applied to similar positions but must be reviewed for applicability when considering the context under which the appeal was decided. The referenced appeal was a position responsible for supervising employees classified to the GS-1811 series, performing primarily investigative work. Contextual differences in positions can exist between different agencies, or within agencies when conditions exist to alter its context and prevent series application.

The position holds elements of the GS-0083 series, whose primary mission in the Federal service is to maintain law and order. In carrying out this mission, police officers protect life, property, and the civil rights of individuals. They prevent, detect, and investigate violations of laws, rules, and regulations involving accidents, crimes, and misconduct involving misdemeanors and felonies. They arrest violators, assist in the prosecution of criminals, and serve as a source of assistance to persons in emergency situations. These elements only describe one portion of the work being performed by the appellant. Although the GS-0083 series describes the law enforcement basics, it does not include the specialized requirements of natural resource protection required by the position as a critical assignment of performance expectations. As such, the GS-0083 series is not the appropriate series.

The primary purpose of the GS-0025 Park Ranger series is to perform duties that vary from one park or resource to another because of operating requirements, differing types of parks or resources, the seasonality of operations (e.g., during the "slow" season higher grade level rangers may, of necessity, perform some tasks usually associated with lower grade level ranger work), the availability of staff with specialized knowledge, and other related or similar considerations. The series is an amalgamation of different duties and responsibilities undertaken to ensure those operating requirements, resources, and operations are fulfilled. Duties range from preserving wilderness to operating urban parks; from protecting natural forests and historical buildings to safeguarding people on crowded recreational beaches or lakes; from patrolling back country areas to delivering interpretive talks in parks, community centers, schools, and similar establishments; from fighting forest fires to controlling large crowds; from overcoming encroachments on public lands to encouraging people to use properly and enjoy park facilities.

Generally, the work falls into three broad functional areas, two of which apply to this position: Visitor Protection and Services and Resource Management. Visitor Protection and Services involves activities such as operation of campgrounds, marinas, picnic areas, and other recreation facilities; search and rescue or other emergency services; boat, road, or other patrol activities for enforcement and inspection purposes; traffic control; and fee collection. Resource Management involves the protection, management, and conservation of the natural, historical, and other characteristics of the area through activities such as forest, wild land, and structural fire prevention and suppression; boundary encroachment and land-use activities; fish and wildlife management; preservation of natural, cultural, and/or historical structures and objects; and flood control activities. This position, although it is a law enforcement and investigative focused position, has the unique requirement of its recruitment and primary purpose to serve and protect both the visitors and the cultural and natural resources of the Area.

This position’s primary purpose is the protection of visitors and natural resources within the boundaries of the Area, which often requires investigation. The appellant uses assigned resources to develop, analyze, implement, and perform proactive field law enforcement operations to protect resources, property, visitors, and staff within their assigned jurisdiction. The reason for the position’s existence is to enforce US laws and NPS regulations tied to its mission in preserving natural and cultural resources for the enjoyment, education, and inspiration of this and future generations. To attain this mission, the position must protect its visitors and natural/cultural resources by way of patrolling, law enforcement, and program management. The organizational placement of the position is within the Visitor and Protective Services Unit, and the recruitment sources include those individuals who are educated on law enforcement and investigative duties specifically related to National Park Commissions.

After careful consideration, the appellant’s position is properly classified to the GS-0025 series. The appropriate evaluation standard is the Position Classification Standard (PCS) for Park Ranger series, GS-0025. The authorized title for GS-0025 positions is Park Ranger. OPM has not established parenthetical titles for this series, therefore the agency may supplement the official title with a parenthetical designation at their discretion.

Grade determination

The Park Ranger PCS uses narrative-based classification criteria, where positions are evaluated in terms of the classification criteria presented at various degrees for the grade level listed. Two factors together provide the basis for classifying Park Ranger positions: Nature of the Assignment (which includes the knowledge required, and complexity of work) and Level of Responsibility (which includes the supervisory controls, guidelines, and contacts). To warrant a given level, the position must fully equate to the overall intent of the factor level description.

This series is a one-grade interval series through GS-5 and a two-grade interval series above that grade. The standard does not include grade level criteria for grades GS-6, GS-8, and GS-10; however, the absence of those criteria does not preclude classification of positions at these levels when appropriate, and it is acceptable to reference a factor evaluation standard to classify a position if needed for clarity purposes. Additionally, the lack of illustrative material relating to a particular kind or aspect of Park Ranger work at any given grade level does not mean that the specific work cannot be found at that level. Similarly, the inclusion of a particular kind or aspect of work at a particular grade level and/or its lack of inclusion at a higher/lower grade level does not mean that such work is confined exclusively to that level where it is described. All aspects of a particular grade level including, but not limited to, illustrative material should be reviewed and used when applying this standard.

The appellant’s PD is written in Factor Evaluation System (FES) format but was not evaluated using those factors; therefore, the use of an FES standard may provide a clearer link to the evaluation criteria used to classify the job, and the position’s appropriate grade. The Classifier’s Handbook states that FES standards, except the Primary Standard, may be used with narrative standards for cross reference comparison where appropriate to classify positions. The Classifier’s Handbook also states when using a standard for cross series comparison, to select standards that cover work as similar as possible to the work you’re evaluating with respect to: the kind of work process, function, or subject matter involved; the qualifications (knowledge, skills, and abilities) required; the level of difficulty and responsibility; and the combination of classification factors that have the greatest influence on the grade level. The appellant is responsible for law enforcement, investigations, program management, and incident response for an environmentally and culturally diverse national park. The position requires the use of subject matter knowledge of resource management and protective practices to safeguard resources. The 1800 group is a similar kind of work process; similar required qualifications exist; the level of difficulty and responsibility are akin; and the combination of classification factors that have the greatest influence on the grade level are both two-grade interval. Therefore, in addition to evaluating the position under its own narrative position classification standard, we will also cross reference the Job Family Position Classification Standard for Administrative Work in the Inspection, Investigation, Enforcement, and Compliance Group, 1800 as an FES standard for two-grade interval series related to law enforcement work.

Evaluation using the Position Classification Standard (PCS) for Park Ranger Series

Nature of Assignment

This factor measures the complexity/difficulty and scope of the assignment, and the knowledge and skills required to carry out the assignment. At lower grade levels, the ranger may assist other rangers and may be assigned work primarily for developmental purposes. At GS-9 and above, assignments typically include some administrative and planning work.

Park Rangers, GS-9, apply resourcefulness, judgment, and ingenuity in the accomplishment of tasks such as the formulation and execution of park resource and interpretive plans and programs; the promotion of environmental, conservation, and public use programs; the planning and execution of resource management analyses concerning the level and types of uses of resources, deterioration in resources, and changes needed in operating programs or type of use; the planning and execution of management analyses concerning the effectiveness and visitor appeal of the interpretive programs and literature; and the development of necessary program improvements, including the selection of new media or techniques. GS-9 rangers may be responsible for overseeing the development and execution of programs, including
coordination of the work of other rangers or may serve as staff specialists providing advice and guidance agencywide. The following assignments are illustrative:

- Drafts plans for operations, including resource management and seasonal staffing priorities. Compiles evaluation reports and makes recommendations on specific management problems, including scenic easement, special use permits, and visitor use and safety. Develops training programs and prepares new or revised guidelines and operating procedures that deal with matters such as regulatory or law enforcement activities, wildland and structural fire control, and search and rescue problems. Makes periodic inspections of campgrounds, picnic areas, Government buildings, trails, roads, lakeshores, and parking areas, to determine quality of operations and services, and uses this information to develop improvements in diverse areas such as added employee training, requests for new facilities, and changes in concessionaire operation.

- Coordinates development and implementation of a variety of cultural history projects that include subject areas such as ethnic history, local folklore, historical sites and buildings, possible demonstration projects, and interpretive efforts regarding park history. Prepares portions of the interpretive planning and budgeting program documents. Identifies local cultural or historical sites and structures; recommends preservation, restoration, and/or maintenance needs. Develops portions of a cultural history resource management plan. Develops training materials and programs and provides direction and training to rangers in the implementation and utilization of interpretive materials. Monitors walks, talks, and cultural history demonstrations conducted by lower graded rangers, critiques these activities, and recommends individual or program improvements.

- Coordinates the development and implementation of plans, such as the burro, back country, river, wildlife, fish, and vegetation management plans. Provides advice and guidance to ranger staff and management on the environmental impact of potential or proposed activities. Coordinates preparation of base maps and overlays for ecosystems of the area and assembles data files for use of rangers. Establishes a routine to monitor ecological processes, to identify incipient problems, and to develop and recommend corrective projects or programs. Reviews and analyzes new construction or other development proposals, including concession activities, to assure adequate preservation and appropriate use of all park resources. Coordinates programs for the protection of rare and endangered plant and animal species with staff within the agency and in other Federal, State, and local agencies and institutions.

Park Rangers, GS-11, receive assignments that typically consist of diverse complex technical and/or administrative problems. They independently, on a regular and recurring basis, identify the nature of the problem and the kinds of information, criteria, and techniques needed to arrive at a solution. Typical assignments at the GS-11 level require consideration of and selection from several alternative approaches or solutions to problems and sometimes require substantial adaptation of standardized guides and criteria. Park Rangers, GS-11, are required to have substantial knowledge and understanding of the impact that the management of historical, cultural, and/or natural resources may have on communities and other interested groups, e.g., conservation and historical associations. The work situation is characteristically one where development and planning are only partially completed, or if completed, require substantial modification to accommodate different characteristics than previously anticipated, such as a significant increase in visitor loads; a loss of visitor facilities or services due to vandalism, fire, or other similar circumstances; an increase in size of the land area to be managed; or a significant increase in organized and critical public interest in resource management plans. The following assignments are illustrative:

- Plans, develops, coordinates, and directs programs related to visitor services and resource management, such as search and rescue, recreation, hunting, trespass and traffic control, soil erosion control, fire management and suppression, and protection of historic or prehistoric sites. Determines type, amount, and location of work to be accomplished for each activity; calculates cost of each activity based on staffing, equipment, supplies, and material requirements; and drafts and submits for approval the annual budget and operating program. Revises program activities to conform to approved and available funds and implements and oversees annual operating program. Assesses condition and type of use of various recreational areas, including a major campground and a lengthy trail system. Develops recommendations for revisions to these areas, including modification in type of use and additions or deletions to the trail system. Leads studies concerning visitor service operations to assess the impact of visitor use on developed and undeveloped areas; recommends changes in use due to revision in estimated carrying capacity and/or actual or potential damage to resources. Controls visitor impact on back country and other key areas through the use of permits, reservations, or other suitable procedures. Develops plans for the safety of visitors and for appropriate search and rescue operations. Formulates standard operating procedures for all assigned functions and develops basic guidelines and procedures to follow in emergencies or unusual situations.

- As a staff specialist, plans, organizes, or oversees studies and surveys on administrative, visitor, interpretive, and resource management problems. Recommends methods, procedures, and equipment needed to conduct studies, and, where appropriate, identifies persons or institutions qualified to assist in or carry out the projects. Drafts project plans for resource management activities, such as planning the steps necessary to prevent destruction of outstanding and irreplaceable historic structures and resources due to natural phenomena, problems caused by visitors, or other activities that would have an impact on the area's resources. Reviews proposals that may have an impact on park resources and prepares or coordinates the preparation of environmental assessments or environmental impact statements.

The position fully meets the GS-9 description for formulation and execution of park resource and interpretive plans and programs. The appellant formulates his own approach to law enforcement needs and resource protections within the Area. By way of ensuring the protection of visitors and natural resources, he is fulfilling the requirement of promotion of environmental, conservation, and public use programs. His planned execution of patrols is not simply assigned but rather formulated from a standpoint of resource protection considering factors such as expected and unexpected visitors, the potential types of uses of resources, the potential for deterioration in resources if action is not taken, and general changes needed in patrol, stakeout, and apprehension. The planning and execution of those protective actions require a level of management analyses concerning the effectiveness of past practices along with new approaches given the amount of visitor misconduct. Improvement of patrols and results of investigations facilitate necessary program improvements, including the selection of new surveillance techniques.

Similarly to the GS-11 level, the appellant is independently, and on a regular and recurring basis, identifying or anticipating illicit behaviors and the kinds of information, criteria, and techniques needed to arrive at an arrest or other solution to the problem at hand. The appellant is required to have substantial knowledge and understanding of the impact that the management of historical, cultural, and/or natural resources may have on visitors and the Native American community whose burial grounds and petroglyphs are housed within the Area. The Area is also of particular interest to conservation and historical associations. The work situation does require development and planning which may be partially completed, but the appellant is not required to substantially modify procedures on a regular basis to accommodate different characteristics than previously anticipated, such as a significant increase in visitor loads; a loss of visitor facilities or services due to vandalism, fire, or other similar circumstances; an increase in size of the land area to be managed; or a significant increase in organized and critical public interest in resource management plans. These changes may occur on a seasonal basis, but those seasonal changes are predictable year to year rather than significant and requiring a substantial modification to the season’s planning as envisioned at the GS-11 level. The appellant’s supervisor is tasked with handling any substantial adaptations of guides and criteria should the need arise. The position exceeds GS-9 and does not fully meet GS-11.

This factor is evaluated at the GS-10 level.

Level of Responsibility

This factor takes into account the judgment exercised, the supervision and guidance received, and the review of the work – either during the course of the work or upon completion. At the lower grade levels, the ranger generally uses standard methods, techniques, and practices and receives detailed supervision; numerous routine public contacts are typical. At higher levels, the assignments require the ability to plan and lead or execute park program activities. At these higher grade levels, public contacts often involve situations whereby the use of resources generates high public interest regarding controversial management issues.

At the GS-9 level, the supervisor outlines major objectives, critical deadlines, and the overall nature of expected results. The Park Ranger, GS-9, independently plans the detailed steps necessary to complete assignments, including recommending changes in operating plans when necessary. When unexpected and unusual conditions or work situations are encountered that might engender significant controversy, the GS-9 ranger discusses proposed actions with the supervisor before implementation. The Park Ranger, GS-9, works with guides that are generally applicable but not specific to onsite conditions or problems. The GS-9 ranger must select from alternative methods or approaches that appear to be appropriate to the existing situation and make or recommend compromises required to meet objectives. Completed work, whether routine or nonroutine, is reviewed for overall adequacy, consistency, and correlation with related activities, programs, and objectives.

At the GS-11 level, the supervisor specifies the objectives and the general scope of the assignment. Park Rangers, GS-11, are generally free to develop work plans, to devise techniques covering both routine and nonroutine operations and activities, and to select, modify, and use the techniques for carrying out assignments. Supervisory personnel may provide advice and assistance in the implementation of new or revised policies and procedures or in making a choice between several equally complex and rational approaches to work planning and execution. The GS-11 ranger is expected to recognize critical trends in park use and operations, to evaluate their significance, and to plan and implement changes in park programs and operations. Completed work is usually reviewed on a spot check basis for sound approach and accomplishment of program objectives. Management plans are usually reviewed in draft prior to adoption. At the GS-11 level, rangers have considerable contacts with community officials, various interest groups, and other groups and individuals regarding matters such as the negotiation of agreements, investigation and resolution of complaints, and reconciliation of conflicting viewpoints.

The position fully meets the GS-11 level of responsibility. The appellant’s supervisor provides only the overall objectives of the mission. The appellant must develop work plans, decide upon techniques for accomplishing both routine patrol duties and nonroutine operational support, surveillance, warrants, and other law enforcement activities. When investigating circumstances, the appellant must select, modify, and use the techniques for carrying out the investigation, ensuring the rights of individuals are taken into account along with the laws and regulations being considered. The appellant must identify critical trends in park use and operations, to evaluate their significance, and to plan and implement changes in how his law enforcement duties must change in order to protect the Area, its visitors, natural/cultural resources, and operations. The appellant’s supervisor reviews for a sound approach and accomplishment of the law enforcement and protection objectives. Any proposals for changes to law enforcement policies made by the appellant are reviewed in draft by the supervisor. The appellant has regular and considerable contacts with US District Attorneys, state justices, and other individuals regarding investigations, evidentiary support, resolution of complaints, and reconciliation of law proceedings.

This factor is evaluated at the GS-11 level.

Grade Determination

The Nature of Assignment has been evaluated at the GS-10 level. The Level of Responsibility has been evaluated at the GS-11 level. The higher factor level cannot control the grade of the position unless specifically instructed. No such instruction exists in the GS-0025 standard. The GS-0025 standard states the absence of grade level criteria for grade GS-10 does not preclude classification of positions at that level, as appropriate.

The position is therefore graded at the GS-10 level.

Evaluation using the FES Classification Standard: Job Family Position Classification Standard for Administrative Work in the Inspection, Investigation, Enforcement, and Compliance Group (AWIECG), 1800. The AWIECG, 1800, JFS is applied below to support our evaluation of all Factors by cross-reference to an appropriate FES position classification standard.

Factor 1, Knowledge Required by the Position

This factor measures the nature and extent of information or facts an employee must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and extent of the skills necessary to apply that knowledge. To be used as a basis for selecting a level under this factor, knowledge must be required and applied.

Level 1-6 requires knowledge of, and skill in applying, inspection, investigation, enforcement, and/or compliance principles, concepts, and methodologies; laws, regulations, guidelines, and precedent decisions; requirements of various legal jurisdictions; and practices common to industries and entities regulated by applicable programs. These acquired knowledges and skills must be sufficient to independently perform duties such as: identify significant sources of information to detect illegal activity and document issues or probable cause; conduct inspections to determine if violations have occurred; conduct investigations using accepted methodology and problem solving techniques; take statements from witnesses, third parties, and other knowledgeable persons; research, analyze, interpret, and evaluate data and information to make appropriate recommendations; and prepare reports and technical information.

At Level 1-7, the position requires knowledge of, and skill in applying, a wide range of complex inspection, investigation, enforcement, and/or compliance principles, concepts, and practices; criminal and case law precedents; administrative and legal procedures; requirements of various legal jurisdictions; and a broad range of advanced research methodologies. This knowledge is sufficient to perform duties such as coordinate investigative activities with Federal, State, and local law enforcement officials; conduct sophisticated surveillance; ensure criminal cases are supported by evidence; develop supportable cases for presentation and/or prosecution; conduct inspections and investigations where significant difficulties are encountered; select, adapt, and apply investigation and negotiation techniques; recognize and resolve discrepancies and/or inconsistencies among findings; obtain and/or reconstruct missing or withheld documents and information; overcome obstacles to gather and interpret evidence; collect and confirm information from a variety of sources and methods such as court records, databases, the Internet, newspapers, periodicals, and financial reports; and prescribe corrective action or remediation in difficult and complex work assignments.

Level 1-6 is met; the appellant’s law enforcement duties require knowledge of and skill in applying investigation, enforcement, and compliance principles, concepts, and methodologies. Knowledge of laws, regulations, guidelines, and precedent decisions are necessary for proper enforcement of NPS regulations, federal, and state laws. Use of the appellant’s position as not only a US law enforcement professional, but also as law enforcement for the state of Texas requires the use of various legal jurisdictions. By applying these skills, the appellant carries out his duties to independently identify significant sources of information to detect illegal activity and document issues or probable cause; conduct inspections to determine if and which violations have occurred; conduct investigations using accepted methodology and problem solving techniques; take statements from witnesses, third parties, and other knowledgeable persons; research, analyze, interpret, and evaluate data and information to make appropriate recommendations on updated procedures to his supervisor; and prepare reports and technical information such as warrants.

Level 1-7 is not met. While the appellant’s duties do include many of the aspects of 1-7: knowledge and skill of a wide-range of complex enforcement principles and practices is required, along with administrative and legal procedural knowledge and various legal jurisdictions, a broad range of advanced investigative techniques, and these are coupled with duties to coordinate with other law enforcement officials, ensure cases are supported by evidence, developing cases for prosecution or presentation, selecting and adapting investigation techniques, the appellant is not responsible for applying a broad range of advanced research methodologies (complex surveillance activities coordinated with other investigators, etc.) to warrant application of factor 1-7. The appellant also does not have a need for business practices common to regulated entities to prescribe corrective action or remediation services.

Factor 1 is therefore evaluated at Level 1-6; 950 points are assigned.

Factor 2, Supervisory Controls

This factor covers the nature and extent of direct or indirect controls exercised by the supervisor or another individual over the work performed, the employee’s responsibility, and the review of completed work.
At Level 2-4, the supervisor: outlines overall objectives and available resources; discusses with the employee the projects and timeframes; and determines the parameters of the employee’s responsibilities. The employee: determines the most appropriate avenues to pursue; decides the practices and methods to apply in all phases of assignments including the approach to take, and the depth and intensity needed; interprets policy and regulations and resolves most conflicts as they arise; coordinates projects or cases with others as necessary; and keeps the supervisor informed of progress and potentially controversial matters. The supervisor does not normally review the methods used, but reviews completed work for: soundness of overall approach; effectiveness in producing results; feasibility of recommendations; and adherence to requirements.

At level 2-5, the supervisor provides general administrative direction for assignments in terms of broad program objectives and resources of the agency. The employee: is responsible for a significant program, project, or investigation; independently plans, organizes, and carries out the work to be done; and analyzes objectives or interprets policy promulgated by senior authorities and determines their effect on the agency’s program. The supervisor: reviews the work for potential impact on broad agency policy objectives and program goals; usually evaluates the employee’s recommendations for new systems, methods, projects, or program emphasis in light of the availability of funds and personnel, equipment capabilities, and agency priorities; and normally accepts work as technically authoritative and rarely makes changes to the employee’s work.

Level 2-4 is met. The appellant’s work is performed within the parameters of the NPS regulations; however, the employee decides the practices and methods to apply in all phases of assignments including the approach to take, and the depth and intensity needed to move investigations forward, and to patrol the areas effectively. The appellant must also interpret policy and regulations to ensure the legality of searches and patrols in complex cases and resolve most conflicts as they arise. The appellant coordinates cases with others, including district attorney and state representatives as necessary. The supervisor is kept informed of progress and potentially controversial matters. The methods used in investigations are delegated to the employee, with the supervisor reviewing reviews completed work for: soundness of overall approach; effectiveness in producing results; feasibility of recommendations; and adherence to NPS requirements.
Level 2-5 is not met. The appellant’s work is performed within the parameters of the NPS regulations, and while he may change his approach to investigations, create specialized patrol parameters, and recommend changes to program requirements, he is not in a position which analyzes objectives or interprets policy promulgated by senior authorities and determines their effect on the agency’s program. His position is focused on the Area, and effective law enforcement operations of the Area. Policy recommendations are reviewed for approval and/or further approval by the supervisor.

Factor 2 is evaluated at level 2-4, and 450 points are assigned.

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.
Level 3-3 requires the employee to use a variety of guidelines, manuals, and standard reference materials; however, they are not completely applicable to the work or have gaps in specificity. The employee uses judgment in interpreting, adapting, applying, and deviating from guidelines. The employee analyzes the results of such adaptations and recommends changes in established methods and procedures.

Level 3-4 requires the employee to use administrative policies and precedents which are applicable but stated in general terms. Guidelines for performing the work are scarce or of limited use. The employee uses initiative and resourcefulness in deviating from established methods to: address specific issues or problems; identify and research trends and patterns; develop new methods and criteria; or propose new policies and practices.

Level 3-3 is met. The appellant primarily utilizes policies and precedents in making arrests and furthering investigations. Crimes which are regular and recurring including theft, traffic offenses, and violence require resourcefulness in deviating from established methods to address specific issues, identify and research trends and patterns, especially in resource protection, and develop new methods to approach those offenses; changes in established methods and procedures are brought to the attention of his supervisor for approval for implementation.

Level 3-4 is not met. Although the employee applies new methods to approaches to his investigations and strategic patrol, guidelines do exist for the appellant to follow. These guidelines may be missing pieces of applicability or have some gaps in specificity to ensure proper alignment to the various NPS stations. While the appellant uses initiative and resourcefulness to interpret, apply or modify guidelines to determine appropriate actions, he does not, on a regular and recurring basis, use initiative and resourcefulness to deviate from traditional methods or research trends and patterns to develop new methods, criteria, or proposed new policies.

This factor is evaluated at Level 3-3, and 275 points are assigned.

Factor 4, Complexity

This factor covers the nature, number, variety, and intricacy of tasks, steps, processes, or methods in the work performed; the difficulty in identifying what needs to be done; and the difficulty and originality involved in performing the work.

At Level 4-4, the work consists of a variety of assignments involving many different and unrelated procedures to resolve situations and problems. The employee: analyzes data from a variety of sources, considering the impact, interrelationships, and complex patterns; confirms the accuracy and authenticity of information, and resolves issues of contradictory, missing, or inconclusive data; or resolves unusually complex jurisdictional issues through extensive coordination efforts. The employee exercises judgment in planning and prioritizing the sequence, direction, and progress of the work. The employee must evaluate and interpret information from various sources and vary the approach to each assignment by adapting established practices and precedents.

Level 4-5 involves work which consists of the most significant and complex issues in areas of changing and/or conflicting policy or program requirements. The employee makes decisions and recommendations in situations complicated by uncertainty in approach, methodology, and/or interpretation due to: extreme sensitivity (e.g., subjects of an investigation may be well-recognized, high profile individuals or organizations); the existence of few or no precedents to follow; significant unresolved legal or regulatory issues; intense and widespread public, media, or congressional interest; emerging and innovative methods and patterns of non-compliant or criminal activity; sophistication of networks involved; and/or issues of multi-jurisdictional authority. The employee must develop innovative strategies, approaches, or methods to serve as precedents or models for similar situations in the future.

Level 4-4 is met. The appellant’s work is performed within the parameters of the NPS regulations. The work consists of a variety of assignments: strategic parole, investigations, program management, and hazardous response actions. Different and unrelated procedures to resolve those situations and problems; the appellant must hold commission for law enforcement, operation of watercraft, fire suppression, etc. The appellant also must analyze data from a variety of sources – witnesses, subject matter experts, suspect statements, state and other government records, etc., and consider the impact to the investigations. Interrelationships and complex analysis are required to ensure a complete and thorough investigation which can resolve issues of contradictory, missing, or inconclusive data. The employee exercises judgment in planning and prioritizing the sequence, direction, and progress of the work. The appellant must evaluate and interpret information from various sources and vary the approach to each assignment by adapting established practices and precedents or applying new methodologies.

Level 4-5 is not met, as the majority of the appellant’s decisions regarding what needs to be done in this position do not involve major areas of uncertainty in approach, methodology, or interpretation and evaluation processes resulting from continuing changes in the law enforcement program, unknown phenomena, or conflicting requirements. While the appellant may take new approaches to the investigative work to be performed, or some of the investigations may lead to new areas of law not initially expected, for example: a traffic stop may result in a methamphetamine discovery. That level of unexpected outcome is not equitable to the uncertainty in law envisioned at level 4-5, where the appellant is uncertain as to the legality of certain acts or discoveries. Additionally, the appellant’s position does not have the responsibility of developing innovative strategies, approaches, or methods to serve as precedents or models for similar situations in the future. The appellant uses new methods and approaches for investigations and may recommend changes to policy for later approval by others; he is not delegated that task as a regular and recurring duty.

Factor 4 is evaluated at Level 4-4; 225 points are assigned.

Factor 5, Scope and Effect

This factor covers the relationship between the nature of the work (i.e., the purpose, breadth, and depth of the assignment), and the effect of the work products or services both within and outside the organization. Effect measures such things as whether the work output facilitates the work of others, provides timely services of a personal nature, or impacts on the adequacy of research conclusions. The concept of effect alone does not provide sufficient information to properly understand and evaluate the impact of the position. The scope of the work completes the picture and allows consistent evaluations. Only the effect of properly performed work is to be considered.

At Level 5-3, work involves independently conducting and completing typical inspections, investigations, enforcement activities, or compliance evaluations. This includes responsibility for resolving a variety of conventional problems and situations by applying known solutions. Effect of the Work – Work contributes to the effective administration and/or enforcement of pertinent laws and regulations and to the prevention and detection of illegal or unsafe activities.

At Level 5-4, work involves: planning and conducting multi-agency, multi-state, or international studies, reviews, or investigations; developing operational criteria, plans, and bulletins; or investigating or analyzing a variety of unusual situations. Work efforts result in the disruption of large-scale organized illegal activity and/or result in changes to business practices or procedures that promote the health, safety or fair treatment of a large group or whole class of people. Work may also result in improved planning and operational aspects of agency programs.

Level 5-3 is met.

Level 5-4 is not met, as the appellant’s work primarily affects investigations into the acts of individuals entering and visiting the park. Large-scale organized crime is not apparent at a regular and recurring rate of impact to the appellant’s position. The appellant’s work is important to the health and safety of the Area’s visitors and natural resources. However, the work does not affect business practices to the extent envisioned at Level 5-4. Illustrative of this factor are work involving a federal task force of law enforcement agencies working in surveillance for offshore bank accounts, or lead agents meeting with security and diplomatic officials of foreign governments as well as Embassy officials to coordinate operational requirements for work which effect investigations of intelligence leads which identify attempted attacks or bodily harm before they actually occur.

Factor 5 is evaluated at Level 5-3; 150 points are assigned.

Factor 6, Personal Contacts / Factor 7, Purpose of Contacts

These two factors are interdependent. The relationship between Factors 6 and 7 requires that the same contacts be evaluated under both factors. These factors cover the type and level of contacts made in performing the work, and the reasons for those contacts. Under the AWIECG, 1800, JFS, they are evaluated separately, but a combined point credit is established by determining where the selected levels assigned intersect in the chart in the JFS.

Factor 6, Personal Contacts

Level 6-3 describes individuals or groups from outside the agency in moderately unstructured settings, on a non-routine basis. The extent of each contact is different. Typical contacts at this level are with investigators from other agencies, district attorneys, witnesses, informants, complainants, public interest groups, and the news media.

Level 6-4 describes high-ranking officials outside the agency at national or international levels in highly unstructured settings (e.g., officials may be relatively inaccessible, or each contact may be conducted under different ground rules). Typical contacts at this level are Members of Congress, leading representatives of foreign governments, presidents of large national or international firms and organizations, State governors, mayors of large cities, or nationally recognized representatives of the news media.
Level 6-3 is met. The appellant has regular and recurring contact with individuals and groups from outside the agency in moderately unstructured settings, on a non-routine basis. The extent of each contact is different, depending upon the offenses and circumstances of each alleged crime or infraction. Contacts include district attorneys, witnesses, informants, complainants, and other Area visitors.

Level 6-4 is not met. The appellant’s contacts may be at higher echelons than the appellant, but they are not high ranking to the extent of national or international levels.

Factor 6 is evaluated at Level 6-3.

Factor 7, Purpose of Contacts

At level 7-c, the purpose of contacts is to influence, persuade, interrogate, or control people or groups. The people contacted may be fearful, skeptical, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation or gaining information by establishing rapport with a suspicious informant.

At level 7-d, the purpose of contacts is to justify, defend, negotiate, or settle matters involving significant or controversial issues and/or programs. Work at this level usually involves active participation in conferences, meetings, hearings, or presentations about problems or issues of considerable consequence or importance. Persons contacted typically have diverse viewpoints, goals, or objectives requiring the employee to achieve a common understanding of the problem and a satisfactory solution by convincing them, arriving at a compromise, or developing suitable alternatives.

Level 7-c is met. The appellant must influence, persuade, interrogate, or control people or groups to be in compliance with the laws and regulations surrounding the safe use and protection of natural resources. The people contacted may be fearful, skeptical, uncooperative, or dangerous, as there are a multitude of persons who use or intend to abuse the Area’s visitors or natural resources. Therefore, the appellant must be skillful in approaching the individual or group to obtain the desired outcome: compliance with the Area’s established policies and regulations, or by persuasion to gain information via establishing rapport with a suspicious individual.

Level 7-d is not met. The appellant may need to justify or defend actions taken while in court, however, this does not reflect a regular and recurring action which can be credited for classification purposes. The appellant does not have the availability within his law enforcement position to develop suitable alternatives while actively participating in conferences, meetings, hearings, or presentations about problems or issues of considerable consequence or importance.

Factor 7 is evaluated at Level 7-c.

Factors 6 and 7 are evaluated at Level 6-3 and 7-c, and by application of the chart in the AWIECG, a total of 180 points is assigned.

Factor 8, Physical Demands

This factor covers the requirements and physical demands placed on the employee by the work assignment. This includes physical characteristics and abilities (e.g., agility or dexterity requirements) and the physical exertion involved in the work (e.g., climbing, lifting, pushing, balancing, stooping, kneeling, crouching, crawling or reaching). The frequency or intensity of physical exertion must also be considered. For example, positions requiring prolonged standing involve more physical exertion than a job requiring intermittent standing.

Level 8-2 involves long periods of standing and recurring stooping and bending. The work can require frequent and recurring surveillance in which there is a considerable amount of walking, stooping, bending, and climbing. The employee may be required to remain in one location for many hours without relief. The work may also include frequent lifting of moderately heavy objects such as luggage or boxes in cargo containers. describes work involved in planning, organizing, and performing assignments to address the most complex problems or initiatives crossing a range of program areas. Work efforts result in the detection and resolution of threats or challenges to the well-being of substantial numbers of people; cause changes in business practices of large important institutions; or serve as the basis for changes in the direction of major agency initiatives or in long-standing agency practices.

Level 8-3 requires considerable and strenuous physical exertion, such as long periods of standing, walking, and running over rough, rocky, uneven, and hazardous terrain; crawling in restrictive areas such as culverts; climbing fences, walls, and freight train ladders; and driving all-terrain vehicles cross country and over rough terrain. Employees must also be prepared to protect themselves or others from physical attacks at any time and without warning, and to use firearms, as required by the position, only as a last resort.
Level 8-2 is met, as the appellant must spend long periods of time walking, stooping, bending, or climbing, and to be in one location for many hours without relief. Strenuous exertion is frequently required in law enforcement, along with other search and rescue operations such as firefighting, boating, medical, and related emergency activities. Lifting or carrying equipment weighing over 50 pounds is required. The appellant’s work efforts directly affect the well-being of substantial numbers of people visiting and otherwise using the Area’s resources.

Level 8-3 is not met. The position does require the employee to be prepared to protect himself or other from physical attacks at any time without warning, and to use firearms as a last resort. However, while much of the appellant’s work is law enforcement with physical exertion over terrain and on water and the work includes investigations into rough, rocky, uneven, and hazardous terrain, and long periods of standing, walking, and running, it does not occur at a rate required to impact classification (regular, recurring at least 25% of the time).

This factor is evaluated at Level 8-2, and 20 points are assigned.

Factor 9, Work Environment

This factor considers the discomfort and risk of danger in the employee’s physical surroundings and the safety precautions required. Although safety regulations and techniques can reduce or eliminate some discomfort and dangers, they typically place additional demands upon the employee.

At Level 9-2, the work involves moderate risks and requires special safety precautions or protective clothing or gear. It is mostly performed in settings such as: outdoors, on land or at sea, in all types of weather; at dockside on fishing vessels during catch-landing operations; at fish processing houses; on board aerial or surface patrol craft; at ports of entry; or at cold storage facilities and warehouses. The work involves exposure to such conditions as: moderate discomfort, high noise levels, dust, auto and aircraft exhaust, or adverse weather, such as hot, cold, wet, or dry climates; people and animals with contagious diseases, such as tuberculosis, hepatitis, or HIV/AIDS; and hazardous chemicals, herbicides, carcinogens, or pesticides used in packaging and preservatives used for international shipment; potentially dangerous machinery, equipment, and products; or areas with high crime rates.

At Level 9-3, the work involves: high risk of exposure to potentially dangerous and stressful situations such as high-speed vehicle pursuits or boarding moving trains and vessels; involvement in physical altercations or the use of lethal weapons while attempting to arrest suspects; assignments alternating between extremely cold, mountainous terrain and extremely hot, arid deserts; or risk of falling from rooftops, or exposure to fires, explosions, and noxious gases.

Level 9-2 is met, as the appellant must utilize specialized safety precautions and protective gear for both land and sea safety. The Area is an outdoor area, the appellant must patrol and investigate scenes on both land and sea in all types of weather. The work involves exposure to moderate discomfort, dust, auto exhaust, adverse hot and cold weather; people and animals with contagious diseases, and hazardous chemicals such as illegal methamphetamines and other narcotics.

Level 9-3 is not fully met. While much of the appellant’s work is dangerous law enforcement with encounters meeting level 9-3, those encounters are not a continuous presence which would expose the appellant to the type of high-risk stressful situations envisioned at that level. Lethal weapon use is present and certainly a potential hazard but does not occur at a rate required to impact classification (regular, recurring at least 25% of the time).

This factor is evaluated at Level 9-2, and 20 points are assigned.

Summary

 

Table 1: Grade Determination 

 

Factor	Level	Points
Knowledge required by the position	1-6	950
Supervisory Controls	2-4	450
Guidelines	3-3	275
Complexity	4-4	225
Scope and Effect	5-3	150
Personal Contacts	3c	180
Purpose of Contacts
Physical Demands	8-2	20
Work Environment	9-2	20
Total Points		2270

 

​​A total of 2270 points places this position in the GS-10 range on the grade conversion tables provided within Job Family Standard for Administrative Work in the Inspection, Investigation, Enforcement, and Compliance Group, 1800.​ 

Decision

 

​​The appellant’s position is properly classified as Park Ranger, GS-0025-10. Pay Plan GL may be applied at the agency’s determination of appropriateness. Parenthetical title at agency discretion.​ 

 

 

 

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