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Park Ranger (I) SPD Implementation Training for Supervisors, Managers and SHRO Representatives

Full Transcript

Welcome. Thank you for standing by. At this time, all participants are in a listen mode only enter the question and answer section of the car. At that time if you like to ask a question, please press *1. I would now like to turn the meeting over to Naomi Poissant . You may now begin.
Hello, everyone. The purpose of this training is to talk about the brand-new park ranger interpretation SPDs that were recently brought online on August 16. This training is targeted specifically for supervisors, managers , and SHRO representatives. There is a second training that will be held this month on the 26 meant for employees that are affected by these new SPDs, but this training is meant for supervisors, managers, and SHRO representatives. My name is Naomi Poissant. I am a human resources specialist in classification with the human resources operation center. I served as the lead for the implementation of these SPDs. In addition, I had some help from two of my coworkers. Kara Platt and Casey Colonius. They are also HR specialists here in classification and it is important to note that Kara and Casey have both kindly volunteered to take on the role of SPD coordinator’s moving forward. I am the coordinator for this specific implementation, but they are going to be moving forward with the implementation of forthcoming SPDs in the future.
I also would like to recognize some of the other folks involved in this process pick some of them are on the line with me today. First and foremost it is Katie Bliss, who has been heavily involved in this process as a representative of the Mather training center and I also want to recognize some other keep players of Angela Hargrove, Jason, Crystal Gales, and Tom Richter. They have all been very involved in the development of these SPDs . If you have any questions through the training, we will have some time at the end to hopefully respond to those and I will give you some of the places where you can ask questions and get resources that you may need so let’s go ahead and get started. Today we are going to be covering a few things. We will be covering an overview of the previously issued SPDs, the newly established SPDs, I will go through a demonstration to walk you through some of the resources available to you as managers and SHRO representatives and will go through a brief timeline for implementation and then give you some points of contact where you can go for help. We will start off with their previous SPDs. Some of you may recognize me as being a past Park Ranger interpreter myself, as was my husband. I remember having quite a few conversations with him about how outdated our SPDs were park ranger interpretation. To give you an idea about their usage across the National Park Service, and analysis was done that showed out of 608 permanent 00259 Park Ranger interpretive positions across the National Park Service in our personnel system, only 11 of them were documented as actual using and sitting on the path issued trend SPD issued in 1994 so it is 25 years of age at this point in time which was a very telling portrait of how effective it actually was across the National Park Service to get information that is shown on this particular graph is the distribution of permanent Park Ranger interpretive positions across the National Park Service . You can see the Northeast region is strongly represented as is the Intermountain region and then these Pacific West and Southeast as well.
So how are these new SPDs developed? This has been an ongoing process. That has lasted a couple of years. There has been a lot of different participants pick some of them have already named who were involved in this process. There was a core group of 12 members. These 12 members include Washington level interpretive and human resource program managers in both policy and in classification. It also included regional level interpretive program managers. Human resources specialists and position classification of which I am one as well as recruitment and basement. Those are representative from the SHROs. Also Park level interpretive chiefs and staff. In December 2018, these SPDs were reviewed by over 40 different interpretive personnel at different levels to refine and correct any issues at that time. You might be asking how did these new SPDs benefit my organization? Our goal in issuing these SPDs is the first and foremost reduce the time that it takes to fill vacant and or newly established positions. Secondly, it is to provide very clearly defined and well defended competencies for your Park Ranger positions and provide clearly defined differences in the major duty areas between the grade levels within the career ladder itself. Lastly, it is to ensure equal pay for equal work at each grade level. Let’s go ahead and start talking about these newly established SPDs . What is different between what was previously used and what is in these actual documents? First and foremost, when you look at the introduction in the SPDs themselves, there is language that explains the primary intent and purpose of interpretation. In addition to that, there are key criteria to help you as a supervisor or as a SHRO representative distinguish between the different grade levels. Within the major duties section, the major duty area clearly shows differences between the differing grade levels . When you go to the factors section of the SPDs, the factor I does not lift any professional, which means positive education requirements. The reason for this is because the occupational series 0025 is not identified by the office of personnel management as a professional occupation. It is recognized as an in Bennett Street of occupation. Administrative occupations do not have positive educational requirements such as would be required by an engineer or architect or historian. In addition, the factors list in factor I it lists the specific knowledge requirements. None of those knowledge requirements are in violation of any competitive hiring policies and procedures. Often times we will repeat receive a description in which the factor one list the knowledge requirement that is only obtainable within the National Park Service. We had three very careful about that because that will prevent somebody from outside the National Park Service from qualifying on that particular certificate. The after the factors section in the SPD has a section devoted to selective factors. The selective factors to help you identify does your position require a specific language requirement such as Spanish for some of the border parks or Russian? Some of the parts in Alaska might require that. In addition, you can identify whether or not your position requires a commercial drivers license. This can happen if your Park Ranger position is required to drive a passenger van to transport visitors to site locations. In addition, this section allows you to identify does your position need to require a firearm to carry a firearm in the park to protect themselves in the field from wild animals? This is applicable to our parks in Alaska and in the Intermountain region. The next section of the SPD covers conditions of employment. In this section, it is used to it and by whether or not your position requires drug testing. There is a variety of reasons why a position might require drug testing. There is direct content with black powder. They call those explosive handlers covered underneath the DOI drug testing policy. In addition, reasons may be because the position requires a commercial drivers license as a result of operating motor vehicles or operating a small craft to transport visitors. It may be carrying and using a small firearm. The position may be diving underwater, performing search and rescue, or participating in fire activities. All of those are valid reasons to require drug testing. The conditions of employment checklists is also used to identify whether or not your position must obtain a CDL after appointment, whether or not it requires a drivers license, whether or not your position is required to travel from one part to another, or whether or not your position is required to lift heavy objects like backpacks, tents, boxes, etc. Those will typically be more than 50 pounds.
In addition, the next section of the SPDs is called the collateral duty checklist. This part is used to identify collaterally assigned non-grade controlling duties to your position. It is recognized that Park Ranger positions do a lot in the National Park Service . They are a core position and depending upon the individual mission of the park in which they reside there could be a good number of collateral duties assigned to them. When the SPDs were being drafted there was a great deal of research that went into analyzing descriptions across the entire surface to identify the collateral duties, and between each region, Park, and across the entire Bureau. When you’re using the collateral duty checklist , you need to indicate the percentage of time for the position. How much time they are spending performing that collateral duty , the total duties assigned using the checklist cannot exceed 20%. If you reach beyond 20%, that is when a potential collateral duty can be grade controlling to the position. Sometimes even title controlling to the position so it is important that the total duties assigned did not exceed 20%. It is also important to note that some collateral duties that are less than 20% do have impact to certain determinations made for the position that a documented. Those determinations include drug testing requirements, background investigation levels, and cyber security coding requirements.
Let’s walk through a scenario. Her you have a typical GS Park Ranger interpreter position at the level that needs to be assigned collateral duties that involve a combination of visual information and information technology or I.T. related work. The supervisor asserts that these duties will only occupy up to 20% of the time. So what do you do as a manager or supervisor? Most of those types of duties related to visual information are already covered in the major duty area with in the SPD body itself. But the supervisor may choose to select an additional collateral duty area with visual information production, to document those additional duties. In addition, the supervisor can use a portion or section of the collateral duty checklist titled other to add those I.T. specific related duties under that specific area at the supervisor should be aware that in adding those I.T. duties and has the potential to change cyber security coding assigned to the position from being 000 two other sub security codes. You might be asking why have these SPDs been issued as mandatory? Some of you may be already aware that the Department of the Interior is issuing SPDs , and some of them have been issued as mandatory years. Issuance for the Park service be mandatory is somewhat new. The reasoning behind this is to ensure consistency and compatibility of assigned interpretive duties throughout the entire service, to bring interpretive work in the National Park Service into the 21st century, to ensure equal pay for equal work at each grade level within the career ladder itself, to ensure antiquated classifications from 10 to 30 years old are placed with a classification that is consistent with policies. There is a policy the department has issue that depletes every description needs to be reviewed and recertified every five years. It is having these positions on a classification from 1984 that was in clear violation of the policy. Lastly, they are been issued to track usage of these SPDs across the Park service . This next slide talks about how we are going to be tracking that usage. Historically, the National Park Service used agency position use codes to track the usage of SPDs across the service. These agency use codes are optional field in FPPS. That may have contributed to that calculation at the beginning of this presentation only showing 11 positions out of 608 were sitting on the SPD . It is highly number highly likely that number is higher but because that field is optional, and not been entered into FPPS and therefore there was no way for us to track that it was sitting on a SPD . We hope to be able to track usage across the National Park Service in a more effective manner. The complete position numbering system for these SPDs starts off with the organizational code. And then the two digits that follow are NS, for national standard. The next is to indicate that this is an interpretive SPD and that is why it is the letter “I.” the left is to continue using the previous numbering sequences and the reasoning behind this is because we recognize that the last four digits of the number I used to document appointment times and specific regions really wanted to retain that capability to be able to easily track the appointment type by the position number.
You might be asking yourself how do I know if these SPDs are applicable to my position? These are not going to be applicable to any term positions or temporary or seasonal positions or education positions. Those are classified to the 1702 1701 occupational series. You might be asking why they are not applicable to term positions. The department has come down pretty hard on the National Park Service’s use of appointments and in a recent audit they found that we were in noncompliance with the policy in relation to use of term positions using the appointment type to identify developmental work and that is an explicit prohibited by the opium. That is the reason why these are not applicable. If you need to establish a term position, there is certain criteria that is required in order to explain why the work is not permanent, and why the term work is needed. There is ongoing work right now to develop SPDs or seasonal park ranger positions. But at this time, these SPDs are not applicable to those . There is also work I’m going to start the process of developing educational specialists as well.
So our team developed kind of a quick guide a decision tree to help you determine whether or not the SPD is applicable to your position . And it may be difficult for you to review this, but we do have this accessible in a variety of locations. I am hoping that Katie might be able to post a link to it within the chat window.
It is in the chat.
Fantastic. So the first question you can ask yourself is what is the appointment type of my position? Automatically these do not apply. If it is permanent regardless of the work schedule and it is permanent part-time or full-time or seasonal, these can still apply to your position. The next question you ask yourself is what is the primary intents and purposes of my position? Is it interpretation or is it education? Because those are very different occupational areas. Sometimes you may have a position in which both of those functionalities are present. You really want to think about what skill set is most important to my position. What is paramount? Typically there will be one skill set that is more important. You can use the collateral duty checklist to identify educational work that is being performed by a Park Ranger. If you answered that question and said yes my positions primary purpose then you can move on to ask yourself does my position perform supervisory or lead work? And if it does, then these SPDs may or may not apply depending on the percentage of time the position spends performing supervision. If you have a position that is spending less than 20% of the time performance provision, then it can be amended to documents that. You can still use these SPDs for that. If it is not perform the lead work then you need to use these SPDs because they are mandatory. Hopefully that guide will be helpful to you to identify whether or not you need to migrate your positions over to these new SPDs or not . It is important to note that we do get requests here to amend position descriptions, including SPDs, based off of the factors that are identified here on this slide. The classification of the position that identifies titles, series, and grade of the position, is not impacted. That includes who is supervisor is, where the position is duty station, what part the position resides in, the volume of work performed by the incumbent, the financial need of the incumbent, the performance level, the length of service, whether or not it is difficult to recruit for the position, and any duties performed in the absence of another employee. None of those responsibilities or factors impact the title series and grade of the position, so there is no need for you to submit a request through your SHRO to add a 25 to document these elements.
How can you make these SPDs fit your specific needs of your Park ? First and foremost, we recommend that you review the collateral duty section checklist very carefully to ensure that already addressed collateral duties that are listed in the checklist cannot be applied pick secondarily, you have the other section within the collateral duty checklist to identify additional duties that are needed. You can consult with your SHRO or directly with HROC classification to make sure it does not impact the grade level of the position. If in the event either the SHRO or HROC determines the title a great could be impacted come you’d want to submit a request for your SHRO to HR classification to add a position amendment form also known as a DI-625 which is a Department of the Interior form to add the duties needed to your position. And that extreme, rare event that the position description does not cover at least 80% of the work assigned, you would want to submit a waiver request to your respective regional chief for interpretation and education. That regional chief would forward it on to the Washington chief for a review and potential approval. It will be needed prior to submitting the request for the HROC classification to classify the position. Will be checking for that approval document.
So what do you do? We kind of touched on this earlier. What do you do if your Casey nine position is a supervisor or elite? Is SPDs to not apply automatically to supervisor positions without a DI-625 . It is not subject to the waiver restrictions identified. There is established Department of the Interior policy, which prohibits supervisory and lead positions from being developmental. That is the reason why the complete career ladder was not classified to apply to supervisory or lead positions. Only the GS-9 SPD can be used in conjunction with the DI-625 to reflect supervisor or lead work assigned making note that these additional responsibilities cannot change the position title or grade. This does not mean lower-level temporary park ranger positions can perform supervisory or lead work. You might be asking why don’t these SPDs apply ? It is because when you are assigning leader supervisory work, that word has the potential to change the title and the grade of the position. For example, if you aside lead duties in the standard for GS positions it can elevate the grade level and potentially change the position title documented to lead Park Ranger a parenthetical I. The same thing goes with supervisory. If you have a position that is performing duties and they meet the OPM criteria into supervisory work, that can elevate the grade level and also change the position title to supervisory Park Ranger. It is important to note that just because they perform the work that work and not necessarily meet the criteria to be qualified as a leader supervisor. If you have questions and are not sure if you’re position meets the criteria, you can reach out to your SHRO or HROC and we will assist you in making the determination. What do you do? If you’re position performance leads work, first and foremost consult your SHRO and HROC classification team to see if it could impact the title or grade . If it meets the criteria to be classified as a lead it can stay on the previously classified as long as the following things happen. First and foremost, the supervisor needs to recertify for accuracy and the SHRO or HROC to ensure all of the code are accurate like the code for testing designation position background investigation and bargaining unit status code. The OF-8 needs to reflect the official titling as lead Park Ranger I and that means the official documented title in SHROs. The SHRO needs the original evaluation statement on hand. If your lead Park Ranger position has changed since the last time it was qualified, you need a new position and that is when a request needs to be submitted to the HROC because in that case it is possible it is not going to be able to be used. If it fails to meet the criteria to because I’d as a leader, your position can be determined by the HROC to see if it may apply. Some of you may want to do that. It is a way for you to go about doing that. What do you do if your position performs supervisory work? Same kind of rules. Ask for advice to see if it can impact your title or grade and it distinguishes supervisory work from lead work so if you’re position performs supervisory duties more than 25% of the time, your position can stay on the old PD as long as the same requirements. The SHRO ensures accuracy of all codes reflecting the official titling and still has the original evaluation statement. It you are previously classified as the park ranger position has changed since last time, and I have seen quite a few extremely old park ranger classifications out there. This may be applicable to your position or you need to establish a new position, submit a request to the HROC . If you’re position performs supervisory duties that do not constitute 25% or more, it can be moved in conjunction with the 65 are adding supervisory work at less than 25% of the time. What do you do if your position performs other duties not listed? At the very end of that section document those duties. It is important to note and be aware that additional duties have the potential to impact coding determinations associated with your position. If you want to bring in the SHRO or HROC into the conversation to find out if these additional duties impact my title. To the impact the position sensitivity levels and the risk level which speeds into the background investigation levels? Do they change the fair labor standards act to exempt? To they change the bargaining unit status of the position? To they change the security coding and remove the eligibility or change the telework eligibility of the position? This has the addition to change.
What is the role of the supervisor? You want to make sure you are documenting the position number in the position number includes the prefix of NS. Fill out the employing office location as well as the duty station. These are both going to be cities and states. You are going to be filling out black 18 Block 18. You will see that the agency is already filled out but he wanted by which region and Park and division and branch and also document whether or not the position is telework eligible and so this is a requirement that is new and is a requirement that is listed in the departmental manual for position management and classification and descriptions identify whether or not the position is eligible. It is to at invite whether or not they are eligible. This supervisor needs to review the certification statement. When you are signing that document in Block 20 , that is something that is done with the actual oath written above it. The same thing goes for classifiers asserting under a legal oath that the grade and the title and the series of the position are correct authorizing the federal government to pay the employee based on that determination. It is important to read that very carefully before you sign on the dotted line. It is not required or mandatory but that is optional if you want to document it and the supervisors should also assess if the duties support the assignment of one or more of the selected factors and or conditions of employment. If they do, you make that determination and write the justification to be verified by the SHRO. The supervisor should also assess if any of the collateral duty assignments listed in the checklist apply and ensure once again that those combined collateral duties do not exceed 20% of the time. You are going to determine whether or not the position performs emergency medical services, fee collections, or safety demonstrations. Those have been identified here specifically because they change certain coding. We need to determine if the position is required to perform supervisory work or lead work, ensure that it does not impact the title position. Also make sure the officially signed duties accurately match for all covered employees. Let’s talk about the SHRO representatives rolled. It is going to apply these SPDs for all permanent positions. Regardless of the schedules and intermittent, it applies to all. The SHRO is responsible for implementing the use of these SPDs for new appointments and to oversee and manage the integration for current employees to ensure that they receive the man was adverse impact to them. The SHRO should review all assignments like the position sensitivities and position risk level, etc., prior to processing new appointments that we tried to make it easier for both the supervisors and SHROs to make them fillable and I hope you find that a useful feature. In addition, the SHRO needs to ensure the applicability because of questions, they can reach out to HROC classification and those include Block 10 , Block 13 , which identifies the area code. If a SHRO representative does not know how to do this they can reach out for the documents they need and also Block 24 is the status. At that point the SHRO should be initiating 52 to change and update the appropriate data field in the FPPS system and upload the completed and signed description into the employee OPS. Please do make sure that it is used when reassigning positions to the SPDs that have been just established. Please ensure that the selected factors and conditions are justified. Please do review the actual position tables with these established positions to make sure that the appropriate modifications are made to document the changes and also collaborate with supervisors, and managers, to ensure any collateral duty assignments are applied. So what I would like to be right now is to share my desktop and try to walk you through and show you some of the resources. You can go to Quickstart.
It is. Thank you. So first and foremost you may or may not be aware that for the last two years or so, the Department of the Interior has been maintaining a portal page for human resources management across the entire department they call it the DOI human capital crossroads page. Within that overall page, there is a specific sub page devoted to policies. These policies are categorized and sorted by different subject areas including staffing and here is classification, compensation, labor relations, performance management, reasonable accommodation, worker compensation, worklife. There is a lot here. The policies that guide the work that I do of these SPDs is the section for classification . In 2018 in February they issued the manual specific with position classification. This handbook is applicable for the National Park Service. I kind of use that as my Bible at this point because it is very clear about the responsibilities in relation to position management for supervisors and managers and also as to specific criteria that needs to be met and there is established supervisory to employee ratios for the department. There is a lot of really good information in this handbook which looks like this. Also it is through the system as well. It is specific to the National Park Service only and it is the human resources bulletin page and these are the HR policies that govern HR work in the National Park Service. Some of the policies that are applicable to you or work that are going to include the interim guidance for position descriptions as well as the time-limited term appointments.
Declassification group here at the HROC has our own page. Here you will find classification news. It is how to get changes in classification and you can see access to standard position descriptions. It is important to note that we are maintaining two different libraries. The first listed here was established with adding cyber security coding and this is the library they should really be going to first because it includes the forms that are mandated by the Department of Interior but we also do have another SPD library, which you are probably more familiar with. While the Department of Interior transitions away from the Google platform to Microsoft over the next six months, we are going to be working very hard to create a new site within the platform and also to consolidate these libraries into one so that we do not continue to maintain two. There are other libraries that you can access. The position library is hosted on the human capital crossroads page I already showed you as well as libraries for DOI fire positions which may or may not be applicable to your organization and a library for standard PD amendments to add supervisory duties that less than 25% of the time to your position.
Naomi, can I get Casey to be the crossroads link in the chat?
Yes. Let’s see here. Casey, are you able to do that? She is going to go for it . If you have the link to our homepage, then you can still access all of these references. There classification training modules that you can take. These were developed 2.5 years ago prior to losing several employees. Now that we are back to fully staffed, we are going to be working really hard to update these to be compliant. Is also a section for classification frequently asked questions and HR bulletins that are applicable to classification. It is important to be aware that there are specific points of contact within classifications. I am your primary point of contact. This doesn’t mean that we are only signing for your region. It does mean that if you have a specific question, you can feel free to reach out to me and you will see all of the different regions with the specific at least one or two points of contact that they can call directly.
I want to make sure that you are aware of that, and then in addition there are some other resources that are available to you as well. There is the interpretation, education, and volunteer directorate homepage that is hosted. To have also recently added this post in about these new permanent park ranger positions. In addition, you are likely aware of the alerting portal that that is another resource available to you. You can tell your employees if they want to sign up for the training, this is where they would go to do that. There is also some FAQs provided. There’s also a hard copy of these that was issued with the actual HR policies that came out. If you find that these FAQs do not address your question , you can go back to the bottom and put in specific questions and comments, or you can send me an email and we will try to address those as they come up. So those are just some of the resources that are available to you. Hopefully, you will find those helpful and useful. If you need links to them, the links are provided right here to each of those different resources. Or you can send me an email and I can send them to you directly.
Let’s talk about timeline for implementation. How long do you have to implement these SPDs ? These SPDs were issued August 16 with the intention that the deadline for implementation would be 120 days so it is December 12. To accomplish this, please work with your SHROs to ensure that the personal actions are processed and to document the new PD numbers within the deadline. Make sure they are uploaded into the eOPFs for each affected employee and provide a copy of their description and give them an opportunity to provide feedback if the development.
We recognize in the development of these SPDs as a team that some currently encumbered park ranger positions when and how some of the skill sets identified with the new SPDs. We want to help those employees get to that place . We recommend that you work directly with the employees to develop individual development plans and provide mentorship opportunities. Give them links to take opportunities that are available to them to build those missing skill sets. It is our goal that all permanent park ranger positions be able to perform those duties outlined in the SPDs within one calendar year . These newly established SPDs hopefully will provide you the flexibility and the capability to select a variety of different collateral duties so they apply to all of the permanent park rangers out there. We recognize that there is inherent differences across the National Park Service between park ranger work. There is a desire for us to establish standardized job analyses and assessment questionnaires in conjunction with these newly issued SPDs to further expedite the hiring process . We hope to be able to accomplish that. And recognizing the different situations across the service, the capability doesn’t exist within HR classification to establish those at this time. We are hoping that we can do that in the future for you.
You are probably asking now that we have issued these SPDs, what is coming next? There is ongoing efforts within different areas of the National Park Service to develop SPDs covering park ranger protections, covering the interdisciplinary program manager Hunter Park planning facilities and lions to cover maintenance worker positions. There is pre-existing SPDs for missions workers and we noticed that we are getting a lot of requests for classification because those previous SPDs on is really doing the job that they need to be doing. Other ones are seasonal park ranger and education technician specialists. Your program has a very good advocates who are advocating for these different types of classifications to be put to the forefront to help your program. Who should you contact for help and additional information? There is my name of front and center. Feel free to give me a call or send an email. I’m at invite as the coordinator for this specific implementation only, but if you have questions about other SPDs to be developed in the future you can feel free to reach out to my coworkers Kara Platt and Casey Colonius. You can also use that contact list that I showed you on the HROC classification homepage to reach out to your region or if you cannot reach them just read out to any of us. We try our best to be as helpful as we possibly can. We serve you. We are public servants and also we serve the supervisors and employees of the National Park Service. Also reach out to your SHROs as well as they are incredible resource.
We have a few questions and want to emphasize that while you guys are incredibly helpful and try to make yourself available, you also have a tremendous workload. I would encourage folks to go to the FAQs and the resources sent first and also use your SHROs as a resource because let’s try to avoid having you answering individual questions as much as possible.
I appreciate that.
Let’s go to some questions really quickly and then we will see what else might come into the line. I believe it will be *1 if we have time for them.
Not a problem.
Bradley asks we’ve been asked about including a selective factor basically been able to fit through a specific base for the caving tour. With this piece of the more appropriate for conditions of employment? As you answer this, trying to, we have three or four questions we are going to try to be quick .
What really distinguishes this is is it is something that is required upon appointment of the position? So that should be a skill set that the position needs to happen when they apply what is the condition of employment can be something that is obtained after they are employed. So decision is to be made by the supervisor or manager as to whether or not either of those two apply and then there is a line underneath each section in which you can identify requirements.
This sounds like a selective factor because it needs to be met upon hiring.
Definitely.
Great. Next question is from Lori Smith uses why is there a difference between permanent and seasonal 0025?
Okay. I am trying to get a better understanding of what she might be asking for. When you go to the SPD library, you’ll find list of the old SPDs up for seasonal work and the intention is for you to be able to use those until they are placed. We have gotten a lot of feedback that they want to see the SPDs mirror that of permanent work and so much that they identify the differences at each grade level and provide those competencies that are comparable. That is something that we will be working on.
And I have two related questions. One is for Robert to says I have a GS-9 non-supervisor who is the daily lead on days when I’m on annual leave. If one of them is the lead for two days that is requiring a DI-625 and then the related question from Candace is is there an official definition of a lead?
First and foremost, in relation to whether or not that particular manager needed a DI-625 , I would say no because one of the things that is not impact classification of the position or duties assigned in the absence of other managers. In this case the supervisor is assigning the lead duties because they are out of the office and not present and they do not impact the classification but they can use the collateral duty checklist to document that those duties are being assigned.
Great. And then the definition of a lead.
So the definition of a lead is established in the OPM classification standard for a lead. I’m going to pull it up right now as quickly as I possibly can and give you that definition. There is specific coverage requirements to be considered a lead. Most positions in the National Park Service who are leads to positions who is a regular and recurring part of the assignment lead three or more employees in clerical or other occupations in the general schedule for coverage of Park one or they may alternatively as a regular and recurring part of their assignments and occupying at least 25% of their duty time lead a team of general schedule employees in accomplishing two great integral work. One criteria is if the position is supervising integral work and that would be a park guide. Visitor use assistance are one grade interval. Or alternatively if there supervising all park rangers that is level to grade interval were covered under part two. Does that answer the question? Katie?
Sorry. I was on mute. Hopefully they will type in the chat if that answers the question. I have received many questions about whether these slides will be provided. I think probably the best strategy is to go ahead and send it to this list of participants so we can do that. We have some folks who are still confused about the lead definition so perhaps in this material we can also provide a link to that. Have also gotten some requests for just maybe a simple by the checklist. I believe that some of that went out already, but we can double check and send that out with this package as well. What are the things you need to do and what other things that your SHROs need to do? Bucket is built into the implementation guidance attached to the HR policy.
Hopefully that can help clarify and as you continue to work through this and as you have questions, I encourage you to use the frequently asked questions page to ask your questions because then that allows everyone to see the responses that is going one by one. We also have from Veronica Mullins who says just for your information, OPM has given different definitions in their audit to the SHROs. Perhaps we can follow up with Veronica and get clarification.
Thank you, Veronica.
Right. We have got maybe two minutes. Do we have any questions?
I’m not sure that we have any questions at this time. If and when you would like to ask a question come you can press *1. Give me 10 seconds to come through and I am more than happy to put those questions through.
Great. And I do see a question. Any estimated time on the specialist SPDs? How can you be asking this, Laura? You were on the team that built it. You know how long this takes.
One of the reasons why this process was delayed is because of the vacancy level of HR classification over the next two years. We are supposed to have 12 classifiers and two assistants and one supervisor and we were down to four for a long time. That is what contributed to the backlog and our inability to get these projects done. That will allow us to develop more resources and in terms of specific date, that is not been set yet.
Gotcha. Okay. So this presentation was recorded. We will have that up on the website hopefully by the afternoon on Monday, at which time we will send out this PowerPoint with a link to the recording and any other questions. So I do see that there are still some questions about getting a simple playlist, and if you can post that in the common learning portal, then we can address it there for the benefit of everyone. If you’re not sure how to do that, then go ahead and send me an email directly and I can walk you through the process so that we can do our best to collect these responses in a public forum so that everyone can benefit.
Thank you so much, Katie, for giving us the opportunity to have this training.
Thank you for putting this together. Thank you, everyone. Will be sending materials out to everyone who is registered. You have a great day.
This concludes today’s conference. All lines may disconnect. Speakers, please stand by for your post conference.

Description and Objective

This webinar is intended to provide supervisors, managers, and human resources specialists located throughout the NPS the necessary tools and information to effectively implement the new Park Ranger (I) Standard Position Descriptions within their respective interpretive programs.

The webinar was delivered and recorded on September 12, 2019.

Target Audience

Supervisors that provide administrative and/or technical supervision over permanent Park Ranger (I) positions located throughout the NPS.  Managers of interpretive programs and divisions located throughout the NPS.  SHRO HR Specialists tasked with staffing and supporting interpretive programs and divisions 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.

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