Office of the Deputy Chief of Staff G1, Eisenhower Ave Letterhead
DAPE-CPD 10 MAR 2008


MEMORANDUM FOR SEE DISTRIBUTION
Subject: Delegation of Position Classification Authority for Nonappropriated Fund (NAF) Positions



  1. Classification authority for NAF positions is hereby delegated to Army Commands/ Army Service Component Commands/Direct Reporting Units Commanders with authority to further delegate to the lowest practical level. The authority may be exercised by managers/supervisors of NAF employees or it may be delegated to the servicing NAF Human Resources Divisions. Where the authority is delegated to the servicing NAF Human Resources Division, the authority will include all serviced positions unless otherwise restricted by the command. The Family and Morale, Welfare and Recreation Command is the Child and Youth Services (CYS) proponent and retains classification authority for CYS positions. Intrinsic in this authority is the responsibility for managers and supervisors to correctly classify NAF position descriptions in accordance with Office of Personnel Management, Department of Defense, and Department of the Army guidance and instruction.
  2. The mandatory use of standardized NAF position descriptions is highly encouraged but no longer required. Certified managers and supervisors responsible for classifying positions will enter all newly developed position descriptions into the Fully Automated System for Classification, or may continue to use current established procedures to develop standardized position descriptions. The administrative process for exercising NAF position classification authority is enclosed for implementation.
  3. The point of contact for this action is Ms. Sandra G. Curran, Chief, NAF Policy and Program Branch, (703) 325-7762, e-mail: sandra.curran@us.army.mil.




Nancy J. Hill                                
Acting Chief, Policy and Program
Development Division                  


Encl



DISTRIBUTION:
ADMINISTRATIVE ASSISTANT TO THE SECRETARY OF THE ARMY
ARMY COMMANDS
US ARMY FORCES COMMAND
US ARMY TRAINING AND DOCTRINE COMMAND
US ARMY MATERIEL COMMAND
ARMY SERVICE COMPONENT COMMANDS
US ARMY EUROPE
US ARMY CENTRAL
US ARMY NORTH
US ARMY SOUTH
US ARMY PACIFIC
US ARMY SPECIAL OPERATIONS COMMAND
US ARMY SPACE AND MISSILE DEFENSE COMMAND/ARMY STRATEGIC COMMAND
EIGHTH US ARMY

DIRECT REPORTING UNITS
US ARMY NETWORK ENTERPRISE TECHNOLOGY COMMAND/9TH SIGNAL COMMAND
US ARMY MEDICAL COMMAND
US ARMY INTELLIGENCE AND SECURITY COMMAND
US ARMY CRIMINAL INVESTIGATION COMMAND
US ARMY CORPS OF ENGINEERS
US ARMY MILITARY DISTRICT OF WASHINGTON
US ARMY TEST AND EVALUATION COMMAND
US MILITARY ACADEMY
US ARMY RESERVE COMMAND
US ARMY ACQUISITION SUPPORT CENTER
US ARMY INSTALLATION MANAGEMENT COMMAND

CF
DIRECTOR
HQ CIVILIAN HUMAN RESOURCES AGENCY

DEPUTY CHIEF OF STAFF FOR INTELLIGENCE, ATTN: DAMI-CP

OFFICE, ASSISTANT SECRETARY OF THE ARMY (MANPOWER AND RESERVE AFFAIRS), AnN: SAMR-HR (MS. WARD)
OFFICE OF THE GENERAL COUNSEL, AnN: SAGC (MS. JOHNSON)
OFFICE OF THE JUDGE ADVOCATE GENERAL, ATTN: DAJA-LE (MS. NUGENT)




NONAPPROPRIATED FUND (NAF) CLASSIFICATION AND
ADMINISTRATION AUTHORITY

1. INTRODUCTION.

1-1. Purpose. To provide the Department of the Army (DA) implementing guidance for delegating NAF position classification and administration authority to Army managers and supervisors through Army Commands/Army Service Component Commands/Direct Reporting Units (ACOM/ASCC/DRU) command channels.

1-2. Applicability. This document applies to all military and civilian DA managers and supervisors of NAF employees.

2. AUTHORITY.

2-1. Delegation of Classification Authority.

  1. Authority to classify NAF positions. In accordance with Army policy, commanders of ACOM/ASCC/DRU are delegated classification and administration authority. Classification authority may be further delegated through command channels to managers or supervisors who have been trained and certified in NAF Classification by a certified representative of the Civilian Personnel Advisory Center (CPAC) NAF Division. All delegations of authority will be in writing and current, and a copy will be maintained by the servicing CPAC NAF Division.
  2. The Family and Morale, Welfare and Recreation Command is the Child and Youth Services (CYS) proponent and retains classification authority for all CYS positions. Commanders may, further limit the classification authority to other positions at their discretion.
  3. The authority above applies to positions subordinate to the official exercising classification. Supervisors will not classify their own position or other positions that may impact the grade, pay band level or classification of their own position. Those classifications must be performed by the Human Resources (HR) specialist or another official higher in the supervisory chain who is certified in NAF classification.
  4. Classification authority will not be delegated to someone on temporary assignment or detail. Redelegations must be in writing and follow the chain-of-command. A sample is at Appendix 1.
  5. When commanders choose not to delegate position classification authority to their subordinate managers and supervisors, the authority to classify NAF positions may reside solely within the CPAC NAF Division. The CPAC NAF staff must be trained by the Civilian Human Resources Agency (CHRA) NAF Division. When the authority rests with the servicing NAF HR Division, the authority will include all serviced positions unless otherwise indicated by the command.

2-2. Exercise of Delegated Classification Authority.

  1. Commanders are encouraged to establish internal procedures within their delegated classification authority policy that provide for systematic reviews. In order to maintain the integrity of the classification program, continuous review and monitoring will be conducted by the CPAC NAF Division and the CHRA NAF Division.
  2. The Civilian Personnel Evaluation Agency (CPEA), accompanied by the Policy and Program Development Division (PPDD) NAF Branch and the CHRA NAF Division, may conduct periodic evaluations of the position management and classification program. Upon discovery of deficiencies in classification, corrective measures will be implemented and may include the withdrawal of delegated classification authority. The Command will take such measures as necessary to implement a corrective plan of action and remedy the deficiencies noted.
  3. A withdrawal of position classification authority of a manager or supervisor will also result in the withdrawal of the redelegation of authority to subordinate supervisors and managers. The delegation procedures must be repeated in order for the authority to be restored.

3. RESPONSIBILITIES.

3-1. PPDD NAF Branch will:

  1. Develop policy and related guidance on position management and classification.
  2. Conduct evaluations of the position management and classification program; mandate corrective action as necessary.
  3. Provide program direction on the DA position management and classification objectives, policies and overall program operation.

3-2. CHRA NAF Division will:

  1. Provide technical advice and assistance on classification issues and instructions in the use of the Fully Automated System for Classification (FASCLASS).
  2. Develop and conduct NAF specific classification training.
  3. Maintain the certification program for CPAC NAF Division.
  4. Monitor the classification program through reports and analysis.
  5. Notify the CPAC NAF Divisions of new classification standards, updates, and other related information.
  6. Maintain current delegation of classification authority files.

3-3. ACOM/ASCC/DRU Commanders will:

  1. Establish policy and delegate authority to subordinate commanders, managers and supervisors in accordance with Office of Personnel Management (OPM), Department of Defense (DoD), and Army regulations, objectives and additional guidelines contained in this document.
  2. Assure managers and supervisors receive required training and certification, and that installations develop accountability measures for position classification delegations.
  3. Take appropriate action to promptly correct inaccurate classification, misassignment of employees to inappropriate position descriptions (PDs), or other classification discrepancies within 90 days of discovery or notification.
  4. Assure labor union bargaining and notification obligations are fully met.

3-4. Managers and supervisors will:

  1. Attend training and exercise delegated classification authority in accordance with applicable position classification standards; OPM, 000, and DA regulations, procedures, and policy guidance; and statutory requirements.
  2. Make full use of existing standardized PDs in FASCLASS.
  3. Fulfill responsibilities to recognized labor unions and appropriate negotiated agreements.
  4. Apply the most current position classification standards to positions when exercising delegated authority.
  5. Utilize the FASCLASS to create PDs in accordance with command policy, and forward to the CPAC NAF Division for review and verification, when delegated position classification authority.

3-5. CPAC NAF Division will:

  1. Provide continuing advice and assistance to commanders, managers and supervisors regarding general procedures and requirements of classification such as PO format; location of guidance under the Civilian Personnel On Line (CPOL) website on types of classification standards and their uses; how to use the FASCLASS to produce a PO; and how to apply OPM, 000, and DA directives and requirements.
  2. Coordinate training requirements, arrange for facilities and training devices, announce training and provide training and certification to managers and supervisors on classification and the use of the FASCLASS and other modernization tools related to classification.
  3. Notify the CHRA NAF Division of managers with delegated classification authority and any subsequent changes.
  4. Exercise position classification authority for the Commander, when delegated, in accordance with applicable position classification standards; OPM, 000, and DA regulations, procedures, and policy guidance; and statutory requirements.
  5. Notify managers and supervisors of any classification updates and ensure application of new standards and guides are applied.
  6. Make FLSA determinations in accordance with applicable laws and 000 and DA guidance. Review and verify PDs from management in FASCLASS.
  7. Provide assistance to commanders, managers and supervisors on the interpretation and application of position classification standards and job grading standards. In situations related to potentially controversial or other unusual conditions provide a written advisory opinion on the classification of a position.

4. ACCOUNTABILITY.

  1. Commanders, CPAC NAF Division, managers, and supervisors are ultimately responsible for the integrity of the NAF position classification program. Delegation and exercise of classification authority must comply with applicable position classification standards; OPM, 000, and DA regulations, procedures, and policy guidance; and statutory requirements.
  2. Commanders, managers and supervisors are expected to establish procedures for assessing program trends and maintaining awareness of special situations associated with classification decisions by subordinate managers and supervisors. Particular attention should be given to cases which may
    1. Be precedent setting in nature,
    2. Result in inconsistent grading when compared to substantially identical positions, or
    3. Disrupt sound alignment of pay levels/grades.
  3. The commander is expected to ensure that binding evaluation decisions by OPM, DoD and DA are observed and that errant situations are corrected promptly, to include revocation of classification authority if necessary. Trends indicating failure to conform to legal and/or regulatory requirements will result in withdrawal of NAF position classification authority from the commander, manager and/or supervisor until such time as training and other corrective measures assure there will be adequate compliance.

5. TRAINING.

  1. Prior to exercising position classification authority commanders, managers and supervisors must be trained in all legal and regulatory responsibilities prior to delegation of authority. Under no circumstances will classification authority be delegated until appropriate training has been completed.
  2. At least one representative from each CPAC NAF Division will trained and certified by the CHRA NAF Division. This formal training provides knowledge of the basic principles, theories, concepts, processes and procedures of position management and classification.
    This training includes instruction on:

    (a) Job characteristics that impact classification;
    (b) Basic structure of the NAF Payband and Federal Wage systems;
    (c) Occupational groups and series;
    (d) Classification standards, supplemental guides:
    (e) Writing position descriptions;
    (f) Position analysis and evaluation;
    (g) Classifying supervisory and leader positions;
    (h) Using available tools such as FASCLASS and CPOL, to include the Personnel Management Information and Support System (PERMISS);
    (i) Defining temporary assignments, details and permanent changes in assignments;
    (j) Recognizing position management conditions that impact c1assification such as senior grade control, supervisory ratios, outside pressure to upgrade;
    (k) Fair Labor Standards Act (FLSA) determinations;
    (l) Qualifications and conditions of employment (licenses and security checks)
  3. Managers and supervisors may obtain refresher training in the use of FASCLASS and other automation tools in the classification process from their local CPAC NAF Division.

6. EVALUATION.

  1. CHRA NAF Division will monitor use of modernization tools such as the FASCLASS.
  2. CPEA, accompanied by PPDD NAF and CHRA NAF Division, may conduct periodic evaluation of the position management and classification program. Evaluation measures will include an assessment of classification accuracy, position description adequacy and FLSA determinants to evaluate the classification authority provided to commanders in accordance with the Army objectives and guidelines contained in this document.
  3. Commanders, managers and supervisors are responsible to implement and periodically evaluate the position management and classification program. Evaluation measures will include an assessment of position classification accuracy, position management, position description adequacy, and incidence of misassignment, and the impact on Equal Employment Opportunity (EEO) and labor-management relations. Commanders, managers and supervisors must meet the Army objectives for avoiding misassignment and attaining job description and classification accuracy.



APPENDIX 1 -SAMPLE DELEGATION MEMORANDUM



(Office Letterhead) DATE


MEMORANDUM FOR (Classifier's Name and Title)
Subject: Delegation of Position Classification Authority for Nonappropriated Fund (NAF) Positions



  1. Reference (Command Policy, AR 215-3, and this memorandum subject as above).
  2. You have completed the required training and are delegated authority to classify NAF positions under your supervisory control to the appropriate pay plan, title, series, and grade. This delegation carries with it the responsibility to assure that all such classifications made by you are in accordance with Office of Personnel Management (OPM) position classification standards, Department of Defense (DoD) and Department of the Army (DA) classification guidance and procedures, and OPM, DoD, and DA decisions resulting from grievances or advisories. This authority does not extend to your own position or other positions that may impact the grade, pay band level or classification of your own position..
  3. This delegation of authority is effective . It will be terminated if you leave your position, if you fail to execute this authority properly, or if warranted by other extenuating circumstances.




COMMANDER
(Signature Block)