Rating:

Park Ranger (I) SPD Implementation Training for Affected Employees

Full Transcript

[Please stand by for realtime captions.]
Thank you for standing by. Today’s conference will begin momentarily. Again, thank you for standing by. Today’s conference will begin in just a moment.
Welcome and thank you for standing by. Today’s conference of course you may also have questions during the Q&A session and you can press*one on your phone and of course we’re going to turn it over to Ms. Katie Bliss. You may begin.
Hello folks this is Katie manager for interpretation and education at the training center and I will be assisting Naomi Poissant who is classification specialist will be doing a presentation and I will be monitoring the chat throughout the webinar so if you have questions I’ll be looking through those and answering what I can but also curing them up for Naomi and at the end, the presentation will be time for you to join in on the line by joining and pressing start your*zero and asking questions if they have not already been addressed during the presentation. If you select all participants in the chatbox everyone will be able to see those and if you select all panelists only the panelists will be able to see those. I think we will get started.
Hello everyone I am Naomi Poissant and I am currently a human resource specialist and classification with the human resources operations center and I want I am one of three primary classifiers that have worked on this SPD implementation so Park Ranger and those other two classifiers are Kara Platt and someone from the Intermountain region might be familiar with her and I also have Casey Colonius who is new to the National Park Service but not new to the Department of Interior she came to us from the Environmental Protection Agency recently some happy to have her with me in the room today. What we will be talking about is their brand-new park ranger interpretation SPD and I’m really happy to be able to give this presentation today because I cut myself was a Park Ranger interpreter position for the seasonal and temporary at the very beginning of my federal career so I’m very connected personally and invested personally in the interpretation program of the National Park Service and it been a privilege for me to work on this particular project. First and foremost we will cover an overview of the previous SPD which some of you may have indeed sat on yourself and will be doing an overview of the newly established SPD and I will go through a live demonstration and show you a few of the resources available to your as National Park Service employees that might help you answer some questions now and in the future in relation to position classification and position management. And then will go through the timeline for implementation and of course who to contact for help or if you have additional questions. Let’s talk about those old SPD. You might be wondering or you might already know why these new SPD were needed and the previous SPD were issued in 1995 and i don’t know about each of you but I was around 12 years of age around that time so they’re pretty darn old and we did an analysis of how this old SPD was currently being used throughout the National Park Service and we found that the point that time that we did the analysis there was 608 encumbered GS 0025 grade 9 Park Rangers throughout the National Park Service and those are positions in our personal system which is called the federal personnel payroll system showed that out of those 608 only 11 were documented officially as sitting on and using the SPD that were from 1995. We realize that that is probably not the full picture because there is likely positions that were sitting on the SPD that were not documented but needless to say it very much illustrated the need for these SPD to be looked at, evaluated, and reissued so they would be more applicable to the work actually being performed by you in the field. So how were these new SPD’s developed? There was a lot of people involved and it was quite a bit of time involved to develop these SPD . The initial planning team started off with 12 members and those 12 members included representatives from the Washington office both interpretive programmatic representative and human resources programmatic managers and there’s also representation at the regional level for program managers as well as human resources specialists in position classification and recruitment which will be here at the human resource operations center as well as human resources specialist located in your servicing and human resource office those would be those specializing in recruitment and placement. We also have Park level interpretive chiefs and Park level interpretive staff. In addition over 40 interpretive personnel across the entire National Park Service that participated in an extremely helpful review process to help refine and correct issues that were discovered as these SPDs are being developed so to give you an idea of all the participants that helped throughout this entire process is that initial planning team got started in FY 16, quite a few years ago and it was an ongoing process and I was brought in in early FY 17 as an assistant to the lead at that point who was Carla Cook and overtime I took over the leadership responsibility for getting these out and into the field. There have been several different phases of development so there was an initial planning team process that surveyed and analyzed as many position descriptions as we possibly could from throughout the entire National Park Service and there were PD’s rotated in every single region to get an idea of the spectrum of work that was currently being assigned and in addition the collateral duties that were currently being assigned. The intention in doing that analysis was to create a SPD that could be applicable and flexible to as many different National Park Service sites as possible. There was an initial review period and that was from FY 17 to FY 18 and there was a more formalized review period in the summer of FY 18 and then that brought us to FY 19 when we actually established the implementation team that would be responsible for issuing the policies that accompanied the SPDs themselves. There has been a lot of people involved and every single one of these individuals deserves some credit for participating in this process and making those SPDs better. So what’s going to be in the new SPDs? You might notice some differences. First and foremost if you look at the introduction section of the position description you will see that that section explains the primary intent and purpose of interpretation. There is a lot of discussion as to what was going to be in this particular area of the SPD but there was intent to make sure that this mirrored well with the current manual and practices of interpretation as represented in the field itself. In addition the introduction has key criteria to distinguish between grade levels and that’s to help facilitate a supervisor knowing the differences between what a GS 5 does to a GS 7 two a GS 9, the full performance level. When you go to major duty section again there are clear differences between each occupational duty that show what changes over time between those different grade levels. When you go to the factors that are applicable to make those grades different there also going to show differences that correlate directly to the major duties represented. In addition you will notice that factor 1 does not have any professional requirements listed. When I say professional that means positive education or a degree and the reason why is because the park ranger occupational series, 0025 series is not identified by the office of personnel management as a professional occupation under their terms of how they define professional. What it is defined is as an administrative occupation, and administrative occupation do not require the agrees to qualify. They require a combination of education and experience but not explicitly degrees so examples of professional occupation that meet OPM criteria would be positions such as archaeologists or historian or engineer or architect, those types of positions. In addition to that factor 1 does not have any type of knowledge requirement that would violate competitive hiring policies and procedures. It is very important that our positions do not require specific qualifications that can only be obtained within the National Park Service. That’s to ensure that there is equal opportunity for folks to apply and qualify for our park ranger positions. Other things that are different once you move past the body of the PD in the factor section you will get to a section is titled the selective factors checklist and this checklist is used identify whether or not your position requires specific language requirements and this can be found in positions that are closed to the Mexican border as well as positions that are in certain other parts of the country and outside of our boundaries of our country where there is that specific language need for Park Ranger interpreter positions. Other things that the selective factors checklist shows is whether or not a commercial drivers license is required prior to the appointment in order for the position to drive visitors around in motor vehicles and not all positions require a CDL. The CDL requirements are based off of the state laws in which the position resides. Those CDL requirements are different but it’s important that we document whether or not that’s a requirement prior to appointment and most physicians will not have that requirement. Some other positions however may need to carry a firearm and this is not just applicable to park ranger protection because they are interpretive and resource-based park ranger positions that carry weapons in the field to protect themselves purely from a standpoint of protecting from bears and other large wild animals. So that’s what the selective factors are it’s used identify things that are required prior to appointment. Then you have the conditions of employment and these are things that are required once you are appointed. These are going to be things such as drug testing. Your position may be drug tested if you operate motor vehicles, if you operate small crafter boats, if you have direct contact with black powder. The Department of Interior identifies those positions as explosive handler because they are handling and explosive material. Other things that might cause your position to be drug tested is carrying and using a firearm, diving underwater, performing search and rescue or participating in wildland or structural fire. Other things listed in implement checklist that may be applicable to a Park Ranger interpretive position including a requirement to obtain a CDL after appointment so that distinguish us from the selective factors prior to appointment. Also whether or not your position requires a drivers license as a condition of employment or whether or not your position is required to travel from one location to another. We have positions out there that are working multiple park sites are multiple sites within a very large Park and that does require to move from location to the other and that’s important to document that and that can be included in the announcement when the position is advertised. Also whether or not your position is required to lift heavy objects. When we surveyed park ranger positions we found some positions are required to carry pretty heavy objects to get tense in boxes and backpacks out into the field to set up certain programs for interpretation or education. That was something we took note of. Additionally the collateral duty checklist is used to — sorry, this is a different section. We are moving from the conditions of employment and this is a section that follows the conditions of employment section, the collateral duty checklist. I can speak from personal experience as a Park Ranger as can my husband who was also a Park Ranger that collateral duties are extremely common in the National Park Service and the reason why this is is because the mission of each park is unique, and different and based upon that mission there are different needs that that park has and park rangers as the very forefront staff of the national Park are going to have some of those duties assigned to them to meet the mission of that particular Park. The collateral duty checklist is used to capture what are the most common collateral duties assigned to SPD interpretive positions so that the supervisor do not have to keep adding what we call position amendments. It is a form that’s called the eye 625 and in having the collateral duty checklist included as part of the body of the position description the intent is to allow the supervisor the flexibility to add collaterally assigned non-great controlling duties up to 20% of the time to a position. Things that could be added might be volunteer park coordination or a level of assistance or coordination with the education programs assisting with cultural resources, work within the sea collection program. Those collateral duties are not common to all positions but are common to some positions so that needs to be that flexibility given to the supervisor to be able to assign them. So how this collateral duty checklist is used by a supervisor is they will indicate the percentage of time that you perform that particular collateral duty keeping in mind that the total duties assigned via that checklist cannot exceed 20% of the duties of the position and it’s also important to take note that some collateral duties, those that are listed here in the collateral duty checklist and those that may be added in the future by your supervisor may have impacts to such things as drug testing requirements, whether or not you have to be drug tested, background investigation requirements, meaning how intensive is a background investigation, is it just a normal background investigation or something that takes a lot more time and Cybersecurity coding requirements. Cybersecurity something is very new and it came out of a recent OPM breach, data breach that was an impetus for the federal government to start looking at positions for risk to cyber security and information technology and the standard position description does not include anything that would elevate the Cybersecurity coding but if you would perform I.T. related duties, that could be potentially something that would change.
Naomi, there is a couple of questions in the chat but I think we can address them before you move on. One is on the drug testing section is the list complete or is it just the 7 examples or are there more items?
There definitely could be more. If the particular individual wants a link to the explicit policy that governs whether or not a position as drug tested I’m happy to provide that off-line but that’s not an exclusive list. Those are the list of things that are most common to Park Ranger interpreter positions.
Joel has a question about how many DI 625 can be used ?
There is still currently a human resource bulletin issued by the National Park Service that limits the amendments to 2. That’s the reason why the collateral duty checklist is so long to be able to extend the lifespan of the position description as long as possible without having to keep adding DI 625 .
Great questions.
That’s it for now.
We will go through the scenarios which may or may not be applicable to your position but is just one example and let’s say you have a Park Ranger GS 9 position that needs to be assigned collateral duties that involve a combination of visual information and I.T. related work. What does the supervisor do? He’s asserting that on the position description these duties will only occupy 20% of the positions time and the outcome of that scenario is that most of the visual information duties that we analyzed and found common to a Park Ranger position are already included in the body of the major duty section titled interpretation communication. That does not mean that there is nothing additional to that. The supervisor could choose to select the collateral duty area titled interpretive media/visual information production and we did not find common to most park ranger positions but some. In addition to selecting that as a collateral duty in identifying percentages for that the supervisor could choose to add an additional collateral duty that is not already described but can be added under the section other non-great controlling duties and he could describe what those I.T. duties are. Keep in mind that electively all of the collateral duties could not exceed 20%. There may be a possibility at the Cybersecurity code assigned to that position will change because of the information technology duties assigned. The supervisor wants to consult with their service and human resource office and maybe even the classification team to find out whether or not any of the codes needed to be changed on the position description. You might be asking yourself why were these SPDs issued as mandatory? There’s several reasons. First and foremost it was to ensure consistency and compatibility of assigned interpretive duties throughout the entire National Park Service. When I say consistency that refers to positions needing to be assigned at least 25% of interpretation responsibilities and not duties that would fall under completely different occupational areas. It was also to bring interpretive work into the National Park Service into the 21st century. Clearly these old SPDs lasted for almost 25 years and that was pretty long time for things to change and there has been a lot of work that’s been done over the last few years to issue guidelines and handbooks and manuals and training to try to bring interpreter work into the 21st century. This project was intended to pair with that work that was being done. It was also to ensure equal pay for equal work at each of the grade levels within the career ladder itself. These position descriptions were designed so that even the collateral duties are at the grade level that the position is classified to which means if you’re on AGS 9 SPD the collateral duty listed are also at the GS 9 level. It was to ensure that those supervisors and employees understood what a GS 5 and one AGS 9 does. It was also to ensure that antiquated classifications that were 10 to 30 years of age were replaced with a classification that is consistent with current OPM, DOI, and NPS policies. There’s been a lot of policy change happening over the last 2 to 3 years and our previous classifications for this field were not compliant with those specific policies. In addition, we needed to track the usage of these SPDs across the National Park Service. You might be asking yourself the previous SPDs had a mechanism to track usage and yes, we did. That was through an optional field within the personal system SPDs that was called the position agency use code and when a supervisor would use a SPD the processor would have entered that position agency use code into FPPS for that particular position however, I have a ready demonstrated to you through the first graph I showed you that that was not happening. Offices were simply not entering the field because it was optional so the only way for us to know for sure how many positions are sitting on this SPD was to issue a prefix that was mandatory to the position number. For example if you are sitting in a park that has an organizational code of 3408 and you’re currently sitting on it interpretive position that was I 00083 so that I represents interpretation and 83 is the position number as the permanent position your position number would change once migrated to the new SPD to be 3408 NSI national standard and interpretation and 0083 to indicate that you’re still a permanent position because the actual PD numbers themselves vary depending upon appointment type . So how do you know or how would your supervisor know that these SPDs are applicable to the position you sit on? First and foremost these SPDs are not applicable to turn positions, temporary or seasonal positions or education positions. There is a reason why. First and foremost term positions require specific criteria and justification to be classified and that’s a new policy from OPM and the Department of Interior that we have to justify when we appoint a term position and the language needs to be in the position description itself. For temporary and seasonal positions the nature of the work is different and these position descriptions were issued to be a career ladder from a 52 7 to 9 or if they wanted to hire just a 7 and 9. Education positions had a completely different primary intent and purpose. The primary intent and purpose is not interpretation, it is education which makes them classified to completely different occupational series.
A lot of times here in HR we will get requests to amend a position description for it a whole variety of different reasons and I wanted to make sure that we communicated that many of these reasons do not change the classification of the position and therefore there is no need to waste your time, supervisors time, our time in submitting these amendments and so the classification of a position is not impacted by who the supervisor is, where the position is duty station, what park the position resides in, the volume of work performed by the position, financial need of the incumbent, quality of work performed and also the employee performance and the employee length of service or difficulty in recruiting or more commonly than not duties performed in the absence of another employee. This one is really important because oftentimes, and I speak from experience, we are asked to act on behalf of the supervisor on behalf of a vacant position. Those duties we are performing are fully credited underneath those other positions and we cannot double dip so that means those duties you are performing in the absence of another employee do not impact the classification of your position because they are fully credited to another position and that does not mean though that the supervisor should not be careful in assigning those types of duties because if they become permanent you’re talking about a situation where it could impact the classification.
We have a number of questions in the chat. The first one is going back to clarifying operating motor vehicles and the drug testing section. Does that mean all ranges will be tested if they need to operate a vehicle?
No. The drug testing requirement is tied to whether or not the position has a commercial drivers license.
So it is the CDL.
Yes. That’s a very good question.
We have a number of questions around collateral duties and duties assigned to park guide and also duties around 20% so I don’t know if you want to hop over into the chat and we have one that’s only to the panelists that says how does the 20% maximum take into account job which are heavily seasonal and which will be doing more than 20% collateral duty during off-season and if is 20% collateral [Indiscernible – muffled]
The determination of what percentage to assign under the collateral duty checklist is a supervisory decision so under the law to supervisor retains the authority to the assignment of work. When the supervisor is looking at the SPD they are going to be looking at that position holistically over the course of the year and determining that percentage. It is not under classification authority to refute that unless there is something within the organizational chart or something that seems to indicate there might be an issue but that’s under the supervisor’s authority so it’s not on their hours so you want to talk your supervisor about the assignments of those collateral duties.
I think this is also getting into the seasonal nature work where they lead might be doing 20% more than 20% supervision during the season and [Indiscernible] off-season.
We will be talking about the lead in the supervisory work and slides that are coming up so does my answer that persons question.
Next question we have is can or should a GS 009005 be assigned GS 9 collateral duties?
My husband was a park guide and he was performing some duties that could be assigned at the GS 9 levels I appreciate this question. Collateral duties do not impact the classification unless they exceed 25% of the positions time and that’s based on OPM policy so there is getting documents the classifiers use to classify positions and it’s very clear in those guidance document that in order for a duty to change the title series and grade of the position it must occupy at least 25% of the positions time so that’s what the supervisor is limited to so yes, a park guide can perform GS 9 level duties but not to the point where it exceeds 25% of the time.
The follow-up question is are guides are seasonal can they do she is 9 collateral duties?
There park guide are he said career seasonal? Yes. Think about it from this perspective. How does the position gain the knowledge and experience and qualifications to move up. They do so by having higher level duties gradually assigned to them, that’s how you gain the skills to be able to qualify for administrative occupation based off of experience so if we were to eliminate the ability for supervisors to assign any type of higher graded work that would negatively impact a candidate’s ability to compete for the higher level position. It’s completely appropriate for supervisors to assign higher grade work just not to the point where changes the classification.
Another question is who indicates the collateral duties in the checklist and when does this happen?
That’s entirely up to supervisor and remember the supervisor retain the authority for the assignment of work and they can make that decision to augment or change collateral duty assignments at any time and that fully within their legal authority.
If a collateral duty requiring less than 20% is not been checklist and reviewed the other section does the PD need to be reviewed by anyone outside the park .
Another great question. There is no [Indiscernible] that says it must however they are encouraging that supervisors talk to their [Indiscernible] and if you talk to HR classification if they are unsure if a specific collateral duty assignment is going to affect the classification and I’m not just speaking specifically to the title series and grade of the position but to all those other coding determinations such as background investigation, Cybersecurity, drug testing at address so if there’s questions that the time to reach out for some answers.
I have a couple more here. Can a park GS 5 level be converted to the GS 5 new PD as this best reflects their work. And I know the answer but you go had an answer.
These are not in isolation so —
The intent of this particular set of SPD is for color your latter positions or positions who are already sitting on a full performance GS 9. If you’re sitting on a GS 5 that had a full performance level identified at the 9 level then yes, you would be migrated over to the new SPD . And then enter the career ladder.
There is no GS 0025 Park Ranger.
Not permanent and that has to do with the Ranger career policy that was implemented in 1994 which is right around the time when those old SPDs were issued . Just clarifying somebody still confused by the question asking about changing a GS 5 two a park guide to a Park Ranger.
Those are completely different occupational series.
When the temporary collateral duty and a higher GS level become permanent? Two Wendy temporary collateral duties become permanent?
That’s a good question. I feel like that’s still under supervisors discretion that would be my guess in responding to that. It is not up to classification to tell his supervisor that their duty is permanent. It’s up to the supervisor to determine what duties are temporary a and what duties are permanent however, we can look and talk to the manager from a classifying position and ask a series of questions that may indicate that that particular assignment is permanent but if it’s being performed in lieu of a vacant position that’s been classified as on the books still that’s definitely not a permanent duty. Definitely.
I think we are good.
Okay. How will my supervisor make these SPDs fit my specific position? Of the supervisor is going to review the collateral duty section very carefully to ensure that already addressed collateral duties cannot be applied. They may choose to use the other non-great controlling duties under the collateral duty section to identify additional collateral duties. Your supervisor who talk to your SHRO and or HR classification to make sure that the collateral duties do not impact the title or grade level of the position and if the SHRO has an idea that it might impact the title or grade your supervisor submit the request through the SHRO that would come to us your HR classification to add a DI 625 of that position amendment form to at the duties and the classification would analyze the classification to make sure that those changes would not impact the classification of the position. And in the very rare where events that the SPD does not cover 80% of the work assigned and at the very last resort your supervisor could choose to submit a waiver request to your region and your regional chief would afford that on to Washington and Washington would the director would approve or not approved and that approval would be part of the classification package submitted to us here in HR so we as classifiers would know that it’s okay for us to proceed with the classification. So what if you perform supervisory or lead duties as a GS 9. These SPD do not apply to supervisory or lead positions. That means positions that are already classified as a supervisory Park Ranger interpretive GS 9 or a lead Park Ranger interpretive GS 9. These SPDs do not apply and the reason why is because the Department of Interior explicitly prohibits both supervisory and lead positions from the developmental in nature so these SPDs are developmental which means we cannot apply them to supervisory and the positions they have to be compliant with that DUI policy. Only the GS 9 SPD can be used in conjunction with DI-625 to reflect supervisor or lead work but that type work cannot change the position title or grade. That’s a very important distinction so positions that fully meet the criteria to be classified as a supervisor or as a lead the DI-625 is not appropriate in that case. This does not mean that lower-level Park Ranger interpretive positions can perform supervisory or lead work is just that they might need some real analysis to make sure they’re classified correctly and the position as being a properly paid. So why? The leader supervisory duties have the potential to change both the title and grade of the position. It is unlikely that the series will change from Park Ranger 0025 but if the lead duties meet OPM criteria to be officially classified as a leader you can change the grade level and elevated and it can change the position title to lead Park Ranger and similarly supervisory duties can do the same if they meet OPM criteria and that can elevate the level and change the position title to supervisory Park Ranger (I). But that does not mean that all positions will be classified that way. Each position needs to be analyzed on its own to see if that’s the case or not. What if my supervisor what is my supervisor supposed to do that perform other duties not listed in the SPD? I think we might have already addressed this several times but again they’re going to use the collateral duty section and then they’re going to consult with the SHRO and the other things that can change besides the things we have Artie talked about title, grade, drug testing composition sensitivity and risk that’s what feeds into your background investigation level and your FLS a determination can impact grade whether a position is exempt from the fair labor standard act. Bargaining unit your union some positions in the National Park Service including Park Ranger interpretive are within unions and some are not. Cybersecurity and here telework eligibility. What is your role throughout this process? We did a separate presentation for SHRO and supervisors which went into detail about their responsibilities but mainly your role is to read your PD carefully and ask for it and make sure you get it and have a legal right to it and talk to your supervisor about any type of training or developmental monitoring you need to gain the skills listed in the SPD and work with your supervisor on the development or revision of your IEP to help you through this process. You can choose son is not a mandatory requirement but you can choose to sign want to reviewed your position description you can sign the OS 8 Sumter supervises it’s up to them whether they want their employees to sign that but that’s something that you may do as well.
I will show you some of the resources that you may or may not be aware of and there’s a lot of different sites out there so we will run through the so you know where information exists in relation to position classification, position management, interpretation, training and development etc. First and foremost I want to show you this website. This website is managed and owned by the department of the interior and this is basically their human resources management portal. This is where the DOI post all the policies related to HR and the resources that are specific for classification which actually has departmental issued SPDs and some which are mandatory and some of which are not. Also enlists the classification appeal decision that has been submitted to the department so those are the sections that are applicable to classifications. If you were to go to the HR policy section there is a lot there, lots of interesting reading but the manual that really guides what I do in the National Park Service classification program is this bulletin in handbook right here it’s the personal bulletin 1803 and the accompanied handbook that governs position management and position classification. When I’m talking about SPDs and classification needing to be compliant with new policies and procedures this is one of those that’s been pivotal to the National Park Service and this was issued recently in 2018 and updated in May of 2018 so —
What are you falling right now?
That link is the DOI human Castle crossroad homepage.
Okay. Because you are not sharing your screen.
This is the human capital crossroad and this is where HR policies are listed and over here under resources is where the DOI classification appeal decision and section for classification is also listed there as well. When you go to HR policies the manual I was referencing is under the section titled classification and its bulletin 1803 and here is that accompanied handbook. I think it’s a really important read whether you are a supervisor employee, SHRO, think it’s applicable to all of us. ‘s so the other links I wanted to show you include on inside NPS which has a link to human resource policy and this is under the employee center so here is where the National Park Service workforce and inclusion will post the most recent human resources policies. There are some policies within this list that do conflict with each other and in addition because the department has been so aggressive in issuing policies recently there is a few policies in here that have not been updated to be compliant. First and foremost you want to start at the top with OPM and then go down to DOI and then look at NPS.
Do you mind grabbing that URL from up above and post that into the chat box? The crossroads because I’m not able to do it.
Do they want just the home page or the specific policy page?
Probably the specific policy page would be more useful.
I think I have to stop sharing to get back to the chat. Posted and then we will go back and share my desktop. Other links you may or may not be aware of is the Park service (I) has its own site and we also have direct links to the standard position description library and keep in mind that right now there are two different locations for the SPD library . One of which is house through inside NPS and one of which is housed through Google drive and the reason for that is because the department instructed us to add Cybersecurity coding to all existing SPDs and we did not have access at that time to the inside NPS library so we were post them to a temporary library to be compliant with DUI policy. Google cooperation services are going away with a new I.T. contract within the next few months and our group is actively working on a plan to migrate all of our information to just one librarian once we know which platform is going to be housed on it and looks like it’s going to be Microsoft but we don’t know if it will be SharePoint or another platform. We are still waiting to find out. In addition you will find links to the DUI standard position description which will take you back to the crossroad page and fire positions issued by DOI as well. There is training here in FAQs here and this site was established about 2.5 years ago and had a lot of robust activity at that time. Went through about three years of extreme vacancies and classification with prevented us to managing this site but now that we are finally back to full staff we are giving this a lot more attention to try to make sure that what we have here is still compliant with this new policy and guidelines coming out from OTM OPM. Other things you obviously are already aware of are the common learning portal because you use that to sign up for the training. You may or may not be aware that Katie posted some FAQs that our team developed to help with this implementation and those FAQs are available in a variety of places including the director site as well as the new portal but if you have a question you want to see added these FAQs we can scroll down to the bottom and there’s a way for you to ask your question and write a review.
At the top there’s a link to the webinar the recorded webinar from the last one two weeks ago for the supervisors managers and SHRO representatives and if you go back to the common learning portal and put in SPD you’ll be able to find all the resources that refer to this work. Folks were asking and I cannot give you a link to this resource because we are making it right now so that’s how you’ll find it.
Thank you. Katie deserves a lot of credit for recording this and making this available. Lastly there is a page I’m hoping you all are already aware of which is your directorate homepage and this is where you may find additional resources, training links, opportunities especially as you scroll through the different program areas covered underneath the interpretation education volunteer directorate. Those are some of the resources that are available to you and I hope you will find them helpful. Let’s go back into our training and timeline. These were implemented in August and the policy was issued with a 120 day deadline so positions needed to be migrated over by no later than December 12 and the supervisors have a lot of work to do so please be patient with them and with your SHRO it is not easy to implement a change like this and they’re going to have questions and they will reach out to us and we will do our best to help them through this process and help you through this process and the be personal action that will be processed to move your position in your position number will change and the new SPD once completed by the supervisor will be uploaded into the OPS and if you have not received a copy of your SPD your position description you want to talk to your supervisor make sure you get that and make sure you’re given an opportunity to ask for an opportunity to provide feedback into the development which will undoubtedly change as a result of these. You might have some peers in your parking they might be asking if you got SPDs why am I not getting a SPDs? We are working actively on SPDs and I was the core Nader for this specific implementation of Park Ranger interpretive and I was brought in because I was a Park Ranger interpretive myself but there’s a group of employees my peers my fellow classifiers that have very courageously agreed to tackle some of the other programs that need SPDs to be developed so we have stuff that’s ongoing for Park Ranger protection , for Park planning facility and land for a seasonal park ranger interpretive and seasonal park ranger protective and education technician specialist and I think the education technicians nationalist based on some feedback we received through a recent human resources meeting across the service I was feeling that might be elevated a little higher on the list as a result of the feedback we got. So who to contact for help if you have a question and you don’t know where to go to first and foremost on with your supervisor and if your supervisor does not know he is probably going to contact your SHRO and if your SHRO does not know he’s probably going to contact us. Again, I was the coordinator for this very civic SPD project for Park Ranger interpretive but if you are the primary coordinator moving forward there’s two other staff members that have also volunteered to help out and that’s Teresa and Sherry Smith so better to try our best to make as much progress as we can in revising and editing correcting some of the problems that are within the SPD library. That’s all the questions and all the information I want to provide today. Looks like we are pretty close to the end of the time you want to see if there’s more questions are how would you like to recede?
There’s a few questions in the chat and will hopefully get through some of them. We have a question from Stacy, does elite have to be officially coded? Two I’m not exactly sure what she means by lead.
Is a leading real title or [Indiscernible] supervisor is not an option?
There are two different standards issued by the office of personnel management that have different criteria to determine whether or not a position can be classified as a lead or as a supervisor. There’s separate standards entirely so when looking at a position and we see leadership duties in that position we are going to the specific guide that governs lead work and we are applying that guide to see if it meets the criteria to receive the official prefix title and in addition if it does meet that criteria the great can change. I’m hoping that answers her question.
I have been told that elite Park Ranger PD does not currently exist however OPM leads list a lead Park Ranger OPD.
They might be asking whether elite Park Ranger SPD might be in development. There are certainly lead Park Rangers throughout the Park service and there’s quite a few of them but a SPD I believe does not currently exist. I would need to survey our directory to make sure that has never been considered in the past. My involvement only has been over the last few years and there may have been one of the past that was abolished but it’s important to know that it can be challenging to classify SPD for lead positions in supervisory positions because that additional criteria is required and the positions was possibilities are so varied across the service that that makes it very difficult to say that all National Park Service positions that would be lead would have this specific set of circumstances or all National Park Service Park Ranger positions that are supervisors are only going to supervise this specific subset of employees. That’s a very difficult assumption to make because it is so variable across the service.
Adamson I am a leader and as a GS 9 with it DI 625 indicating these duties. There is another question which is is a DI-625 reflects a supervisory code number 4 on the OPD to the have to change to the new SPD?
If they are coded as 4 that means there for specific position was previously classified and identified as position with supervisor responsibilities but not enough to meet the GSS G requirement general schedule supervisory requirement to officially receive that prefix title of supervisory. In that case the SHRO should be working with us to make sure that since that previous position was classified however old it is, that the organization has not changed and the responsibilities have not changed to where the GSS G requirement could be met and you classification is a snapshot in time and things change over time which is why the Department of the Interior is not requiring that all PD’s be reviewed every five years within the five-year timeframe and it’s to make sure that things have not changed to the point where an employee is being assigned duties and responsibilities that exceed the grade level of their position.
There’s a potential need for reclassification.

Description and Objective

This recorded webinar is intended to provide affected employees throughout the NPS with the opportunity to learn about the implementation of the new Park Ranger (I) Standard Position Descriptions and the potential impact to their own positions.

The webinar was delivered and recorded on September 26, 2019.

Target Audience

All permanent and encumbered GS-0025-09 Park Ranger (I) employees located throughout the NPS.

Still Have Questions?

See the FAQ on the Park Ranger (Interpretation) Standard Position Description where you can view frequently asked questions and submit your own to the classification team.

 

Write a Review

Arrow pointing upwards. Click this icon to go back to the top of the page.