1) As a human resource specialist, I have the ability to independently gather, organize, and analyze data using position classification standards. I can then clearly present this data in reports to evaluate programs and solve problems, helping achieve organizational goals. 2) A key responsibility is performing position classification standards to classify positions properly. This involves assessing job duties, skills, and knowledge requirements according to the Office of Personnel Management's guidelines. 3) Data analysis and reporting helps evaluate the effectiveness of human resource programs in achieving the objectives of the Federal agency.

1. Instructions
Competency 1 and 2 has already been researched just put each
one in your own words.
Competency 3 –I need a paragraph answering my
ability to gather, organize, analyze, and clearly present data to
be utilized for reports, surveys, problem solving, etc. as (Human
resource specialist).
Human Resources Specialist (Classification & Compensation)
Competency 1 – Knowledge of pay administration, position
classification, and position management objectives, principles,
and procedures
The Office of Personnel Management (OPM) provides
leadership on pay administration for civilian Federal employees.
We accomplish this by developing and maintaining Government
wide regulations and policies on authorities such as basic pay
setting, locality pay, special rates, back pay, pay limitations,
premium pay, grade and pay retention, severance pay, and
recruitment, relocation, and retention incentives. Ultimately,
each Federal agency is responsible for complying with the law
and regulations and following OPM's policies and guidance to
administer pay policies and programs for its own employees.
Position Classification
is the systematic categorizing of positions based on duties and
responsibilities in accordance with guidelines provided by the
State Office of Human Resources. The classification process

2. involves an assessment of the job duties, skill level of work
performed, and the overall knowledge requirements of the
position. A pay range is established for each classification, and
positions that are substantially similar in nature are allocated to
the same job classification.
Performance management is the systematic process by which an
agency involves its employees, as individuals and members of a
group, in improving organizational effectiveness in the
accomplishment of agency mission and goals.
Employee performance management includes:
planning
work and setting expectations,
continually
monitoring
performance,
developing
the capacity to perform,
periodically
rating
performance in a summary fashion, and
Rewarding
good performance.
Competency 2 - Knowledge of, and the ability to interpret and
apply, regulations, policies, and other guidelines related to pay
administration, position classification, and position management
This
Introduction to the Position Classification Standards
provides background information and guidance regarding the
classification standards for General Schedule work. It describes

3. the fundamental policies which Federal managers, supervisors,
and personnel specialists need to understand in using
classification standards to determine the series, titles, and
grades of positions
In order to determine employee’s
locality rate, increase the employee's "scheduled annual rate of
pay" by the locality pay percentage authorized by the President
for the locality pay area in which the employee's official
worksite is located.
"Scheduled Annual Rate of Pay"
An employee's "scheduled annual rate of pay" consists of -
The General Schedule (GS or GM) base rate for the employee's
grade and step (or relative position in the rate range), excluding
additional pay of any kind such as locality payments or special
rate supplements;
A special base rate for GS law enforcement officers (LEOs) at
grades GS-3 through GS-10 under section 403 of the Federal
Employees Pay Comparability Act of 1990 (Public Law 101-
509); or
For an employee in a category of positions described in 5
U.S.C. 5304(h)(1) for which the President (or designee) has
authorized locality payments under 5 U.S.C. 5304(h)(2), the
annual rate of pay fixed by law or administrative action,
exclusive of any locality-based adjustments (including
adjustments equivalent to local special rate supplements under 5
CFR 530, subpart C) or other additional pay of any kind.
Pay Entitlement
An employee must receive the greatest of the following rates of
pay, as applicable:

4. The scheduled annual rate of pay payable to the employee;
A locality rate under 5 CFR part 531, subpart F, or a similar
rate under other legal authority;
A special rate under 5 CFR part 530, subpart C, or a similar rate
under other legal authority (e.g., 38 U.S.C. 7455); or
A retained rate under 5 CFR part 536 or a similar rate under
other legal authority.
Basic Pay
A locality rate is basic pay for the purpose of computing the
following, as applicable:
Retirement deductions and benefits
Life insurance premiums and benefits
Premium pay and premium pay limitations
Severance pay
Advances in pay
Lump-sum payments for accrued and accumulated annual leave
Post differentials under 5 U.S.C. 5925(a) and danger pay
allowances under 5 U.S.C. 5928 for an employee temporarily
working in a foreign area when the employee's official worksite
is located in a locality pay area
Post differentials under 5 U.S.C. 5941 and 5 CFR part 591,
subpart B, for an employee temporarily working in a nonforeign
area when the employee's official worksite is located in a
locality pay area”--with “Nonforeign area cost-of-living
allowances and post differentials under 5 U.S.C. 5941 and 5
CFR part 591, subpart B
Recruitment, relocation, and retention incentives, supervisory
differentials, and extended assignment incentives
Performance-based cash awards when such awards are computed
as a percentage of an employee's rate of basic pay
GS pay administration provisions (e.g., promotions) to the
extent provided in 5 CFR part 531, subpart B
Pay administration provisions for prevailing rate employees

5. which consider rates of basic pay under the GS pay system in
setting pay (except as otherwise provided in 5 CFR part 532),
subject to the requirement that, if the employee's actual locality
rate would not apply at the official worksite for the prevailing
rate position, that locality rate must be converted to a
corresponding rate on the locality rate schedule for that official
worksite; and
Grade and pay retention to the extent provided in 5 CFR part
536
A locality rate is basic pay for other provisions as specified in
other statutes or OPM regulations, and payments or benefits
equivalent to those listed above under other legal authorities, as
determined by the head of the agency or other authorized
official responsible for administering such payments or
benefits. (See 5 U.S.C. 5304(c)(2) and 5 CFR 531.610.)
Following are definitions of basic terms relating to position
classification standards.
1.
General Schedule
⎯
The broadest subdivision of the classification system covered
by title 5. It includes a range of levels of difficulty and
responsibility for covered positions from grades GS−1 to
GS−15. It is designated by “GS” for supervisory and
nonsupervisory positions at all of these grade levels. (Most
positions above grade GS−15 are included in the Senior
Executive Service (SES) which is outside the General
Schedule.)
2.

6. Occupational Group
⎯
A major subdivision of the General Schedule, embracing a
group of associated or related occupations; e.g., the Accounting
and Budget Group, GS−500; the Engineering and Architecture
Group, GS−800; the General Administrative, Clerical, and
Office Services Group, GS−300).
Series
⎯
A subdivision of an occupational group consisting of positions
similar as to specialized line of work and qualification
requirements. Series are designated by a title
U.S. Office of Personnel Management
3
Introduction to the Position Classification Standards TS-134
July 1995, TS-107 August 1991 Revised: August 2009
and number such as the Accounting Series, GS−510; the
Secretary Series, GS−318; the Microbiology Series, GS−403.
4.
Grade
⎯
The numerical designation, GS−1 through GS−15, which
identifies the range of difficulty and responsibility, and level of
qualification requirements of positions included in the General
Schedule.

7. 5.
Class of Positions
⎯
All positions that are classified to the same schedule, series,
and grade (e.g., GS−510 −12) and are sufficiently alike to
warrant like treatment in personnel processes such as testing,
selection, transfer, and promotion.
6.
Position
⎯
The duties and responsibilities which make up the work
performed by an employee.
7.
Position Description
⎯
The official description of management's assignment of duties,
responsibilities, and supervisory relationships to a position.
8.
Classification Standard
⎯
Issued by OPM to relate the grade level definitions in title 5 to
specific work situations and thereby provide the basis for
assigning each position the appropriate title, series, and grade.

8. Competency 3 - Ability to gather, organize, analyze, and clearly
present data to be utilized for reports, surveys, problem solving,
etc.
A human resource specialist should have ability
to independently gather,
organize
, and perform
position classification standards
on the required assignments with the aim of achieving the
organization’s targets and objectives. Mostly, the Office
of Personnel Management's
is usually evaluated to ascertain its effectiveness in achieving
the stated objectives of the
Federal Position
organization.