collective bargaining agreement contract between - Bureau of Indian ...

Article 20Position DescriptionsSection 1. Position DescriptionsThe Position Description, commonly referred to as the PD, briefly describes the key or major duties andresponsibilities of a position or a number of positions. The primary use of the PD is for classificationand pay purposes. However, a PD also serves as the basis for preparing an employee’s performanceplan/objectives, preparing a formal training plan, or reviewing and evaluating employee’s current orprior work experience. Since a supervisor determines work assignments for the employee he/shesupervises, it follows that the supervisor should have responsibility for ensuring that job descriptionsaccurately describe the duties and responsibilities required and performed. The assignment of duties toemployees is not limited to the content of the position description. However, supervisors will avoidassigning employees incidental duties that are inappropriate to their positions and qualifications. Eachemployee is entitled to an accurate position description that clearly reflects the employee’s duties, title,series, and grade. The position description will be reviewed annually.Section 2. Change to Position DescriptionA position description is an item of record that should be clearly understood by the employee whenhe/she is hired into a position. If an employee is assigned to special or new duties on a recurring orregular basis, Management agrees to amend the employee’s existing position description.Section 3. Classification Appeal OptionsA. If an employee believes his or her position description does not accurately describe the workbeing performed, the employee is strongly encouraged to discuss this with the supervisor. Sincethe supervisor certifies the accuracy of the position description, the supervisor should be able togive an explanation of its contents.B. An employee may appeal the pay plan, occupational series, grade, and sometimes, the title of hisor her position through the following options:(1) General Schedule (GS):a. Employees may appeal at any time with the bureau/office or directly to theDepartment (DOI). When an employee receives an appeal decision from eitherthe bureau/office or Department, the right of appeal within Interior is exhausted.If dissatisfied with the bureau/office or Department decision, the employee mayfile a subsequent appeal to the Office of Personnel Management (OPM). Thisoption affords the maximum number of reviews.b. An employee may file an appeal with OPM through either the bureau/office or theDepartment. The administrative level to which the employee files an appeal has71