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CAPS Operating Procedures Manual - II. Human Resources Systems ----- A. Position Classification --------- 2. CLASSIFICATION SYSTEM

Supervisors are required to use the ACS to classify positions while creating PDs.

a. Automated Classification System

Supervisors are the authorized users of the ACS.
Supervisors classify positions as they create PDs through the menu-driven ACS and get approval for the classifications in accordance with the Operating Persom1el Management Board (OPMB) delegations of authority. The PD created through the ACS contains the classification of the position.
In addition to creating new PDs, the ACS stores PDs in a local user database and allows users to create a new PD based on one in the database; to revise, review, print, and copy PDs; or to review and report on the PDs in the database in their entirety or by one or a combination of career path, series, band, title, function, organization, action number, incumbent name, specialty descriptor, author name, date of creation or date of validation.
The ACS prompts for classification and PD data in the following sequence of screens:

(a) Principal Objective
(b) Career Path (Descriptor Review Screen)
(c) Series (Series Definitions Review Screen)
(d) Pay Band (Standards Review Screen)
(e) Official Position Title (multiple-title series only)
(f) Function (ZP career path only)
(g) Specialty Descriptors
(h) Position-Specific Key Phrases
(i) Supervision Exercised
(j) Employee Name
(k) Motor Vehicle Operation (YIN)
(l) Financial Disclosure (YIN)
(m) Physical Requirements (YIN)
(n) Position Sensitivity

b. Position Descriptions

Users classify positions and create PDs through the menu-driven ACS.
The term position retains the Office of Personnel Management (OPM) meaning of the work performed by a single employee.
The ACS produces a two-page PD based on the user's responses to screen prompts.
Validation of classified PDs must be accomplished by the servicing HR office. Validation is accomplished by reviewing the PD to ensure that the content (i.e., principal objective, specialty descriptors, and key phrases) is consistent with the classification and by signing and dating item #30 on the reverse side of the form CD-516, "Classification and Performance Management Record." Once verified, the servicing HR office must validate the position description in ACS using the validation feature. This process requires the HR advisor to determine whether the position is covered or not covered by the Fair Labor Standards Act (FLSA) based on the actual duties of the position as follows:

(a) A mandatory FLSA determination drop-down box will appear. The HR advisor will select the FLSA criteria from the drop down box.
(b) If a non-exempt option is selected, then a default message will appear in the "FLSA Basis" dialogue box.
(c) If an exempt option is selected the basis for the FLSA determination must be entered into the mandatory dialogue box that supports the determination.

After the FLSA determination is made, the HR advisor certifies that all parts of the classification action have been completed; that the action is signed by an authorized official; and that the action is ready for entry into the National Finance Center (NFC) payroll/personnel System.

The HR advisor adds the following two numbers, which together constitute the official position number:

(a) MR# (Master Record Number)
(b) IP# (Individual Position Number)

The servicing HR office manages the central storage of validated PDs.

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CAPS Operating Procedures Manual - II. Human Resources Systems ----- A. Position Classification --------- 2. CLASSIFICATION SYSTEM

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CAPS Operating Procedures Manual - II. Human Resources Systems ----- A. Position Classification --------- 2. CLASSIFICATION SYSTEM

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