Common use of Employee Awareness of Assigned Duties Clause in Contracts

Employee Awareness of Assigned Duties. 1. A position description (PD) describes, for purposes of pay and classification, the major duties, responsibilities, and supervisory relationships for a given position as required by the mission. PD’s do not list every duty or task an employee may be assigned, but reflects those duties which are pay plan, series, and grade-controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor in coordination with the employee is responsible for ensuring that the duties and responsibilities of the current PD accurately reflect the work being performed by the employee. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a current copy of their PD. 3. Employees concerned that they could be performing duties outside the scope of their position description (either higher or lower graded duties) may request a desk audit of their position. Employees concerned that their position is not classified correctly may request a classification appeal. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate with XXXX-Classification to determine whether the PD will require pen and ink changes, position review, or a new PD. If a pen and ink change is needed, it must be approved by XXXX-Classification before implementation. When a PD is changed, the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluations. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee and will review the changes with the employee.

Employee Awareness of Assigned Duties. 1. A position description (PD) describes, for purposes of pay and classification, the major duties, responsibilities, and supervisory relationships for a given position as required by the mission. PD’s do not list every duty or task an employee may be assigned, but reflects those duties which are pay plan, series, and grade-controlling. Each employee's signed PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor in coordination with the employee is responsible for ensuring that the duties and responsibilities of the current PD accurately reflect the work being performed by the employee. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a current copy of their PD. 3. Employees concerned that they could be performing duties outside the scope of their position description (either higher or lower graded duties) may request a desk audit of their position. Employees concerned that their position is not classified correctly may request a classification appeal. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate with XXXXHRO-Classification to determine whether the PD will require pen and ink changes, position review, or a new PD. If a pen and ink change is needed, it must be approved by XXXX-Classification NGB/TN Branch before implementation. When a PD is changed, the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluations. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee and will review the changes with the employee. 6. The Agency will continually monitor Position Description Release notices (a.k.a., CRA’s) by NGB that communicate the update, replacement, and/or abolishment of PD’s to ensure that employees have the most current version of their assigned duties, especially as it relates to pay and classification. 7. Whenever NGB releases a CRA that modifies an employee’s PD and/or pay, series, and grade, the Agency will notify the Union and provide a copy of that CRA and all documents that accompany the release no later than thirty (30) days after the CRA’s effective/release date. The Agency will follow the procedures in Section 6.2 to ensure that the changes outlined in the CRA are implemented within the validation window specified in all NGB CRA’s, usually one-hundred and twenty (120) days. When the Agency fails to implement a CRA within the specified window, especially one that provides a pay increase to the employee’s affected on or before the implementation-window specified, the Agency will be responsible for retroactive implementation of the delayed CRA to a date not earlier than the one-hundred and twenty-first (121) day after the effective release date of the CRA in question.

Employee Awareness of Assigned Duties. 1. A position description (PD) describesidentifies, for purposes of pay and classification, the major duties, responsibilities, and supervisory relationships for a given position as required established by the missionOPM and NGB. PD’s PDs do not list every duty or task an employee may be assigned, but and an employee is also not required to perform any portion of the duties listed for any specific amount of time to receive compensation. Rather, a PD reflects those duties which are pay plan, series, and grade-grade- controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor in coordination with the employee is responsible for ensuring The Agency will ensure employees are aware of their assigned duties and that the duties and responsibilities of the current PD accurately reflect the work being performed by the employeeperformed. Supervisors will review the PD with the employee on an annual basisbasis IAW Appendix F, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire Newly hired employees will be provided review and sign a current copy of their PDofficial PD during their initial orientation/briefing. Signing their PD serves as record and acknowledgement that they have reviewed and understand their assigned duties. Employees will also receive a copy of their PD for their personal record and reference. 3. Employees concerned that they could be performing duties outside the scope of their position description (either higher or lower graded duties) may request the Agency conduct a desk audit review of their position, through their supervisor. Employees concerned that their not satisfied with the results of the position is not classified correctly review may file a classification appeal with OPM. GS employees can opt to forgo a position review and file a classification appeal directly with OPM. FWS employees must first request a classification appealposition review by the Agency before filing an appeal with OPM. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate with XXXX-Classification to determine whether the PD will require pen and ink changes, position review, or a new PD. If a pen and ink change is needed, it must be approved by XXXX-Classification before implementation. When a PD is changed, the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluations. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee and will review the changes with the employee. 5. The Agency will continually monitor NGB Position Description Release (PDR) notices (or their equivalent) for updates and/or abolishment of PDs to ensure that employees have the most current version of their assigned duties, especially as it relates to pay and classification. Upon request, the Agency will provide the Union with copies of NGB PDRs. 6. Whenever NGB issues notice of a modification or change to an employee’s PD that affect conditions of employment, the Agency will notify the Union and provide a copy of the notice and all documents that accompany the release within thirty (30) days after the effective/release date. The Agency will follow the procedures in Section 6.2 (Conditions of Employment not Covered by this Agreement) to ensure that the changes outlined in the notice are implemented within the validation window specified, usually one-hundred and twenty (120) days.

Employee Awareness of Assigned Duties. 1. A position description (PD) describes, for purposes is a statement of pay and classification, the major duties, responsibilities, responsibilities and supervisory relationships for a given position as required by the mission. PD’s do not list every duty or task an employee may be assigned, but reflects those duties which are pay plan, series, and grade-controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor supervisor, in coordination with the employee employee, is responsible for ensuring that the duties and responsibilities of the current PD accurately reflect the work being performed by the employee. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a current copy of their PDPD at their orientation briefing. 3. Employees concerned that they could be performing duties outside the scope of their position description (either higher or lower graded duties) may request the Agency conduct a desk audit of their position, through their supervisor. 4. Employees concerned that their position is not classified correctly may request a classification appeal. An employee considering filing a classification appeal shall first discuss the matter with their supervisor. A Union representative may be present at the meeting if the technician so desires. The employee may present the classification appeal or may select a representative of his own choosing to assist in preparing the written appeal. The Agency shall advise and assist technicians on procedural aspects of filing classification appeals. 45. When a PD is determined to be inaccurate, is changed or updated updated, the supervisor will coordinate with XXXXsubmit a written request to the HR-Classification Specialist to determine whether the PD will require pen and ink changes, position review, or a new PD. If a pen and ink change is needed, it must be approved by XXXX-Classification before implementation. When Any of the aforementioned changes to a PD is changed, will be provided to the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluationsaffected employee(s). 56. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee employee, and will review the changes with the employeeemployee so that he/she is aware of the modifications to the PD.

Employee Awareness of Assigned Duties. 1. A position description (PD) describes, for purposes of pay and classification, the major duties, responsibilities, and supervisory relationships for a given position as required by the mission. PD’s do not list every duty or task an employee may be assigned, but reflects those duties which are pay plan, series, and grade-controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor in coordination with the employee is responsible for ensuring that the duties and responsibilities of the current PD accurately reflect the work being performed by the employee. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a current copy of their PD. 3. Employees concerned that they could be performing duties outside the scope of their position description (either higher or lower graded duties) may request a desk audit of their positionposition through their supervisor. Employees concerned that their position is not classified correctly may request a classification appeal. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate with XXXXHRO-Classification to determine whether the PD will require pen and ink changes, position review, or a new PD. If a pen and ink change is needed, it must be approved by XXXX-Classification NGB/TN Branch before implementation. When a PD is changed, the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluations. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee and will review the changes with the employee. 6. The Agency will continually monitor Position Description Release notices (a.k.a., CRA’s) by NGB that communicate the update, replacement, and/or abolishment of PD’s to ensure that employees have the most current version of their assigned duties, especially as it relates to pay and classification. 7. When the Agency receives notice from NGB that a CRA which modifies an employee’s PD and/or pay, series, and grade has been released, the Agency will notify the Union and provides a copy of that CRA and all documents that accompany the release within thirty (30) days of receiving notice. The Agency will follow the procedures in Section 6.2 to ensure that the changes outlined in the CRA are implemented within the validation window specified in all NGB CRA’s, usually one-hundred and twenty (120) days. Failure to observe the timelines specified in this paragraph shall permit the Union to file a grievance IAW Section 12.7, Step 2, the Adjutant General Review.

Employee Awareness of Assigned Duties. 1. A position description (PD) describes, for purposes is a statement of pay and classification, the major duties, responsibilities, responsibilities and supervisory relationships for a given position as required by the mission. PD’s do not list every duty or task an employee may be assigned, but reflects those duties which are pay plan, series, and grade-controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor in coordination with the employee is responsible for ensuring that the duties and responsibilities of the current PD accurately reflect the work being performed by the employee. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a current copy of their PDPD at their incoming briefing. 3. Employees concerned that they could be performing duties outside the scope of their position description (either higher or lower graded duties) may request a desk audit of their position. Employees concerned that their position is not classified correctly may request a classification appeal. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate with XXXXHR-Classification Specialist to determine whether the PD will require pen and ink changes, position review, or a new PD. If Any of the aforementioned changes to a pen and ink change is needed, it must PD will be approved by XXXX-Classification before implementationprovided to the affected employee(s). When a PD is changed, the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluations. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee employee, and will review the changes with the employeeemployee so that he/she is aware of the modifications to the PD.

Employee Awareness of Assigned Duties. 1. A position description (PD) describes, for purposes is a statement of pay and classification, the major duties, responsibilities, responsibilities and supervisory relationships for a given position as required by the mission. PD’s do not list every duty or task an employee may be assigned, but reflects those duties which are pay plan, series, and grade-controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalentfolder in accordance with CNG FPR 293. 2. A supervisor in coordination with the employee is responsible for ensuring that the duties and responsibilities of the current PD accurately reflect the work being performed by the employee. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a current copy of their PDPD at their incoming briefing. 3. Employees concerned that they could be performing duties outside the scope of their position description (either higher or lower graded duties) may request a desk audit of their positionposition through their supervisor. Employees concerned that their position is not classified correctly may request a classification appealappeal IAW applicable regulations. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate with XXXXHR-Classification Specialist to determine whether the PD will require pen and ink changes, position review, or a new PD. If Any of the aforementioned changes to a pen and ink change is needed, it must PD will be approved by XXXX-Classification before implementationprovided to the affected employee(s). When a PD is changed, the supervisor Supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluations. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee employee, and will review the changes with the employeeemployee so that he/she is aware of the modifications to the PD.

Employee Awareness of Assigned Duties. 1. A position description (PD) describesidentifies, for purposes of pay and classification, the major duties, responsibilities, and supervisory relationships for a given position as required established by the missionOPM and NGB. PD’s PDs do not list every duty or task an employee may be assigned, but and an employee is also not required to perform any portion of the duties listed for any specific amount of time to receive compensation. Rather, a PD reflects those duties which are pay plan, series, and grade-grade- controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor in coordination with the employee is responsible for ensuring that the The Agency will ensure employees are aware of their assigned duties and responsibilities of the current PD will ensure that PDs accurately reflect the work being performed by the employeeperformed. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a A current copy of an employee’s PD will be kept in their PDwork folder (or equivalent record normally maintained by their supervisor). Newly hired employees will review and sign a copy of their official PD during their initial orientation/briefing. Signing their PD serves as record and acknowledgement that they have reviewed and understand their assigned duties. Employees will also receive a copy of their PD for their personal record and reference. 3. Employees will review their PD on an annual basis at the beginning of their yearly appraisal period IAW Appendix I. The review required herein shall be acknowledged by the employee and recorded in their work folder (or equivalent record normally maintained by their supervisor). 4. Employees concerned that they could be performing their assigned duties outside the scope of do not reflect their position description PD (either higher or lower graded duties) may request that the Agency perform a desk audit. Employees not satisfied with the results of a desk audit of their positionmay file a classification appeal with OPM. Employees concerned that their position is not classified correctly may GS employee can opt to forgo an audit and file a classification appeal directly with OPM. FWS employees must first request a classification appeal. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate desk audit before filing an appeal with XXXX-Classification to determine whether the PD will require pen and ink changes, position review, or a new PD. If a pen and ink change is needed, it must be approved by XXXX-Classification before implementation. When a PD is changed, the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluationsOPM. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee and will review the changes with the employee. 6. The Agency will continually monitor NGB Position Description Release (PDR) notices (or their equivalent) for updates and/or abolishment of PDs to ensure that employees have the most current version of their assigned duties, especially as it relates to pay and classification. Upon request, the Agency will provide the Union with copies of NGB PDRs. 7. Whenever NGB issues notice of a modification or change to an employee’s PD and/or pay, series, and grade, the Agency will notify the Union and provide a copy of the notice and all documents that accompany the release within thirty (30) days after the effective/release date. The Agency will follow the procedures in Section 6.2 to ensure that the changes outlined in the notice are implemented within the validation window specified, usually one-hundred and twenty (120) days. When the Agency fails to implement changes or modifications within the specified window, especially one that provides a pay increase to the employee’s affected on or before the implementation-window specified, the Agency will be responsible for retroactive implementation to a date not earlier than the one-hundred and twenty-first (121) day after the effective release date of the notice in question. 8. Upon request, the Agency will provide the Union with the most current version of NGB’s master compatibility table for dual-status positions as well as NGB’s dual-status position description index.

Employee Awareness of Assigned Duties. 1. A position description (PD) describesidentifies, for purposes of pay and classification, the major duties, responsibilities, and supervisory relationships for a given position as required established by the missionOPM and NGB. PD’s PDs do not list every duty or task an employee may be assigned, but and an employee is also not required to perform any portion of the duties listed for any specific amount of time to receive compensation. Rather, a PD reflects those duties which are pay plan, series, and grade-grade- controlling. Each employee's PD will be maintained in the Supervisor's Work folder, or its equivalent. 2. A supervisor in coordination with the employee is responsible for ensuring that the The Agency will ensure employees are aware of their assigned duties and responsibilities of the current PD will ensure that PDs accurately reflect the work being performed by the employeeperformed. Supervisors will review the PD with the employee on an annual basis, usually in conjunction with their performance appraisal, or as requested by the employee. New-hire employees will be provided a A current copy of an employee’s PD will be kept in their PDwork folder (or equivalent record normally maintained by their supervisor). Newly hired employees will review and sign a copy of their official PD during their initial orientation/briefing. Signing their PD serves as record and acknowledgement that they have reviewed and understand their assigned duties. Employees will also receive a copy of their PD for their personal record and reference. 3. Employees will review their PD on an annual basis at the beginning of their yearly appraisal period. The review required herein shall be acknowledged by the employee and recorded in their work folder (or equivalent record normally maintained by their supervisor). 4. Employees concerned that they could be performing their assigned duties outside the scope of do not reflect their position description PD (either higher or lower graded duties) may request that the Agency perform a desk audit. Employees not satisfied with the results of a desk audit of their positionmay file a classification appeal with OPM. Employees concerned that their position is not classified correctly may GS employees can opt to forgo an audit and file a classification appeal directly with OPM. FWS employees must first request a classification appeal. 4. When a PD is determined to be inaccurate, is changed or updated the supervisor will coordinate desk audit before filing an appeal with XXXX-Classification to determine whether the PD will require pen and ink changes, position review, or a new PD. If a pen and ink change is needed, it must be approved by XXXX-Classification before implementation. When a PD is changed, the supervisor will take into consideration any new duties for which the employee is not already qualified when conducting evaluationsOPM. 5. A supervisor will immediately notify an employee of any changes to their PD. They will also provide a copy of the changes to the employee and will review the changes with the employee.