Sistema de qualificação de trabalho para trades e mão-de-obra profissional

Gerentes de construção.
O que os gerentes de construção fazem.
Gerentes de construção planejam, coordenam, orçamentam e supervisionam projetos de construção do início ao fim.
Ambiente de trabalho.
Muitos gerentes de construção têm um escritório principal, mas passam a maior parte do tempo trabalhando em um escritório de campo em um local de construção, onde monitoram o projeto e tomam decisões diárias sobre atividades de construção. A necessidade de cumprir os prazos e responder a emergências muitas vezes exige que os gerentes de construção trabalhem muitas horas.
Como se tornar um gerente de construção.
Os gerentes de construção geralmente devem ter um diploma de bacharel e aprender técnicas de gerenciamento através do treinamento no local de trabalho. As grandes empresas de construção preferem cada vez mais candidatos com experiência em construção e um diploma de bacharel em um campo relacionado à construção.
O salário médio anual para gerentes de construção foi de US $ 89.300 em maio de 2016.
Job Outlook.
O emprego de gerentes de construção deverá crescer 11% entre 2016 e 2026, mais rápido do que a média para todas as profissões. Espera-se que os gerentes de construção sejam necessários para supervisionar o aumento antecipado da atividade de construção na próxima década. Aqueles com um diploma de bacharel em ciência da construção, gerenciamento de construção ou engenharia civil, juntamente com a experiência de construção, terão as melhores perspectivas de emprego.
Dados de estado e área.
Explore recursos para emprego e salários por estado e área para gerentes de construção.
Ocupações similares.
Compare os deveres do trabalho, educação, crescimento do emprego e remuneração dos gerentes de construção com ocupações similares.
Mais informações, incluindo links para o * NET.
Saiba mais sobre os gerentes de construção visitando recursos adicionais, incluindo O * NET, uma fonte sobre características-chave de trabalhadores e ocupações.
O que gerentes de construção fazem sobre esta seção.
Gerentes de construção planejam, coordenam, orçamentam e supervisionam projetos de construção do início ao fim.
Os gerentes de construção geralmente fazem o seguinte:
Preparar estimativas de custos, orçamentos e horários de trabalho Interpretar e explicar contratos e informações técnicas para outros profissionais Informar o progresso do trabalho e o orçamento interessa aos clientes Colaborar com arquitetos, engenheiros e outros especialistas em construção Selecionar subcontratados e agendar e coordenar suas atividades Responda aos atrasos de trabalho, emergências e outros problemas Cumprir os requisitos legais, os códigos de construção e segurança e outros regulamentos.
Os gerentes de construção, muitas vezes chamados de empreiteiros gerais ou gerentes de projetos, coordenam e supervisionam uma grande variedade de projetos, incluindo a construção de todos os tipos de estruturas públicas, residenciais, comerciais e industriais, bem como estradas, memorials e pontes. Ou um empreiteiro geral ou um gerente de construção supervisiona a fase de construção de um projeto, mas um gerente de construção também pode consultar o cliente durante a fase de projeto para ajudar a refinar os planos de construção e os custos de controle.
Gerentes de construção supervisionam empreiteiros especializados e outros funcionários. Eles agendam e coordenam todos os processos de construção para que os projetos atinjam as especificações de projeto. Eles asseguram que os projetos sejam concluídos no tempo e dentro do orçamento. Alguns gerentes de construção podem ser responsáveis ​​por vários projetos ao mesmo tempo - por exemplo, a construção de vários edifícios de apartamentos.
Os gerentes de construção trabalham em estreita colaboração com outros especialistas em construção, como arquitetos, engenheiros civis e uma variedade de trabalhadores comerciais, incluindo pedreiros, eletricistas e carpinteiros. Os projetos podem exigir especialistas em tudo, desde aço estrutural e pintura até paisagismo, pavimentação de estradas e locais de escavação. Dependendo do projeto, os gerentes de construção podem interagir com advogados e funcionários do governo local. Por exemplo, ao trabalhar em edifícios urbanos ou municipais, os gerentes de construção às vezes confiam com os inspetores da cidade para garantir que todos os regulamentos sejam atendidos.
Para projetos muito grandes para serem administrados por uma pessoa, como edifícios de escritórios e complexos industriais, um gerente de construção de alto nível contrata outros gerentes de construção para se encarregar de diferentes aspectos do projeto. Por exemplo, cada gerente de construção supervisionaria uma fase específica do projeto, como fundação estrutural, encanamento ou trabalho elétrico, e escolha subcontratados para concluí-lo. O gerente de construção de alto nível então colaboraria e coordenaria com os outros gerentes de construção.
Para maximizar a eficiência e a produtividade, os gerentes de construção geralmente realizam as tarefas de um estimador de custo. Eles usam software especializado de estimativa de custos e planejamento para mostrar como alocar tempo e dinheiro para completar seus projetos. Muitos gerentes de construção também usam software para planejar a melhor maneira de obter materiais para o site de construção.
Ambiente de trabalho Sobre esta seção.
Os gerentes de construção ocuparam cerca de 403.800 empregos em 2016. Os maiores empregadores de gerentes de construção eram os seguintes:
Muitos gerentes de construção têm um escritório principal, mas passam a maior parte do tempo trabalhando em um escritório de campo no local de construção, onde monitoram o projeto e tomam decisões diárias sobre atividades de construção. Para aqueles que gerenciam vários projetos, é necessária uma viagem freqüente entre sites.
Horários de trabalho.
A maioria dos gerentes de construção trabalha em tempo integral. No entanto, a necessidade de cumprir os prazos e responder a atrasos e emergências muitas vezes exige que os gerentes de construção trabalhem muitas horas adicionais. Muitos gerentes de construção também podem estar ligados as 24 horas do dia. Cerca de 1 em cada 3 gerentes de construção trabalharam mais de 40 horas por semana em 2016.
Como se tornar um gerente de construção sobre esta seção.
Os gerentes de construção geralmente devem ter um diploma de bacharel e aprender técnicas de gerenciamento através do treinamento no local de trabalho. As grandes empresas de construção preferem cada vez mais candidatos com experiência em construção e um diploma de bacharel em um campo relacionado à construção. Embora alguns indivíduos com um diploma do ensino médio e muitos anos de experiência em um comércio de construção possam ser contratados como gerentes de construção, esses indivíduos são normalmente qualificados para se tornar empreiteiros gerais independentes.
Embora existam várias maneiras de entrar nesta ocupação, está se tornando cada vez mais importante para os gerentes de construção ter um diploma de bacharel em ciência da construção, gerenciamento de construção, arquitetura ou engenharia. À medida que os processos de construção se tornam mais complexos, os empregadores estão atribuindo maior importância à educação especializada.
Mais de 100 faculdades e universidades oferecem programas credenciados de licenciatura em ciência da construção, construção de ciência ou engenharia de construção. Estes programas incluem cursos de controle e gerenciamento de projetos, design, métodos e materiais de construção, estimativa de custos, códigos e padrões de construção e administração de contratos. Cursos em matemática e estatística também são relevantes.
Mais de cinquenta faculdades de 2 anos oferecem programas de gerenciamento de construção ou tecnologia de construção. Um diploma associado combinado com a experiência de trabalho é típico para gerentes que supervisionam projetos menores.
Algumas universidades oferecem programas de mestrado em gerenciamento de construção.
Os candidatos a emprego com um diploma do ensino médio e vários anos de experiência de trabalho relevante podem se qualificar para se tornar um gerente de construção, embora a maioria seja qualificada para se tornar empreiteira geral independente.
Gerentes de construção nova geralmente são contratados como assistentes e trabalham sob a orientação de um gerente experiente. Este período de treinamento pode durar vários meses até vários anos, dependendo da empresa.
Experiência profissional em uma ocupação relacionada.
Se a educação típica não for obtida, a experiência de construção prática é importante para os candidatos a emprego, porque reduz a necessidade de treinamento inicial no local de trabalho. Estágios, programas de educação cooperativa e trabalhos anteriores no setor da construção podem fornecer essa experiência. Alguns gerentes de construção se qualificam exclusivamente através de uma extensa experiência em construção, passando muitos anos em carpintaria, alvenaria ou outras especialidades de construção.
Licenças, Certificações e Inscrições.
Embora não seja necessário, a certificação é valiosa porque pode demonstrar que uma pessoa ganhou conhecimento e experiência.
A Associação de Gestão da Construção da América atribui a designação do Gerente de Construção Certificado (CCM) aos trabalhadores que possuem a experiência requerida e que aprovam um exame técnico. Recomenda-se que os candidatos a esta certificação completem um curso de auto-estudo que cubra o papel profissional de um gerente de construção, questões legais, alocação de risco e outros tópicos relacionados ao gerenciamento de construção.
O Instituto Americano de Construtores premia as designações do Construtor Associado (AC) e do Construtor Certificado Profissional (CPC) aos candidatos que atendem aos requisitos e aprovam os exames de construção adequados.
Alguns estados exigem licenciamento para gerentes de construção. Para obter mais informações, entre em contato com o seu conselho de licenciamento estadual.
Qualidades importantes.
Habilidades analíticas. Os gerentes de construção planejam estratégias de projetos, lidam com problemas e atrasos inesperados e resolvem problemas que surgem ao longo do projeto. Além disso, muitos gerentes utilizam o programa de estimativa de custos e planejamento para determinar custos e materiais e tempo necessários para concluir os projetos.
Habilidades de negócio. Os gerentes de construção abordam questões orçamentárias e coordenam e supervisionam os trabalhadores. Escolher pessoal competente e estabelecer boas relações de trabalho com eles é fundamental.
Habilidades de atendimento ao cliente. Os gerentes de construção estão em contato constante com proprietários, inspetores e o público. Eles devem formar boas relações de trabalho com essas pessoas e garantir que suas necessidades sejam atendidas.
Competências de tomada de decisão. Os gerentes de construção escolhem pessoal e subcontratados para tarefas específicas e empregos. Muitas vezes, essas escolhas devem ser feitas rapidamente para cumprir prazos e orçamentos.
Iniciativa. Os gerentes de construção autônomos geram suas próprias oportunidades de negócios e devem ser proativos na busca de novos clientes. Eles muitas vezes comercializam seus serviços e oferecem empregos, e eles também devem aprender a realizar projetos especiais de melhoria de casa, como instalar telhas de mosaico, lixar pisos de madeira e casas isolantes.
Habilidades de liderança. Os gerentes de construção devem efetivamente delegar tarefas para os trabalhadores da construção civil, subcontratados e outros gerentes de nível inferior.
Habilidades de fala. Os gerentes de construção devem dar ordens claras, explicar informações complexas aos trabalhadores da construção civil e clientes e discutir detalhes técnicos com outros especialistas em construção, como arquitetos. Os gerentes de construção autônomos devem obter seus próprios projetos, por isso a necessidade de vender seus serviços para potenciais clientes é crítica.
Habilidades técnicas. Os gerentes de construção devem conhecer métodos e tecnologias de construção e devem poder interpretar contratos e desenhos técnicos.
Habilidades de gestão do tempo. Os gerentes de construção devem cumprir prazos. Eles asseguram que as fases de construção sejam concluídas a tempo, de modo que a próxima fase possa começar conforme previsto. Por exemplo, a base de um edifício não pode ser construída até que a terra seja completamente escavada.
Habilidades de escrita. Os gerentes de construção devem escrever propostas, planos e orçamentos, bem como documentar o progresso do trabalho para clientes e outros envolvidos no processo de construção.
Pagar Sobre esta seção.
Gerentes de construção.
Salários anuais médios, maio de 2016.
Nota: Todas as profissões incluem todas as ocupações na economia dos EUA.
Fonte: Departamento de Estatísticas do Trabalho dos EUA, Estatísticas do Emprego Ocupacional.
O salário médio anual para gerentes de construção foi de US $ 89.300 em maio de 2016. O salário médio é o salário pelo qual metade dos trabalhadores em uma ocupação ganhou mais do que esse montante e metade ganhou menos. Os 10% mais baixos ganharam menos de US $ 53,740, e os 10% mais altos ganharam mais de US $ 158,330.
Em maio de 2016, os salários médios anuais para gerentes de construção nas principais indústrias em que trabalhavam eram os seguintes:
Além dos salários, os gerentes de construção também podem ganhar bônus. Os ganhos deles são altamente dependentes da quantidade de negócios que eles geram.
A maioria dos gerentes de construção trabalha em tempo integral. No entanto, a necessidade de cumprir os prazos e responder a atrasos e emergências muitas vezes exige que os gerentes de construção trabalhem muitas horas adicionais. Muitos gerentes de construção também podem estar ligados as 24 horas do dia. Cerca de 1 em cada 3 gerentes de construção trabalharam mais de 40 horas por semana em 2016.
Job Outlook Sobre esta seção.
Gerentes de construção.
Variação percentual no emprego, projetada 2016-26.
Nota: Todas as profissões incluem todas as ocupações na economia dos EUA.
Fonte: U. S. Bureau of Labor Statistics, Employment Projections program.
O emprego de gerentes de construção deverá crescer 11% entre 2016 e 2026, mais rápido do que a média para todas as profissões.
Espera-se que os gerentes de construção sejam necessários à medida que a atividade de construção geral se expande. Durante a próxima década, o crescimento da população e do negócio resultará na construção de novas residências, prédios de escritórios, lojas de varejo, hospitais, escolas, restaurantes e outras estruturas. Além disso, a necessidade de melhorar partes da infra-estrutura nacional pode estimular o crescimento do emprego, já que as estradas, as pontes e os sistemas de tubulação de esgoto são atualizados ou substituídos.
Além disso, uma crescente ênfase na modernização de edifícios para torná-los mais eficientes em termos energéticos deve criar empregos para empreiteiros gerais, que são mais propensos a gerenciar a renovação e modernização de edifícios do que supervisionar novos projetos de construção em grande escala.
Para garantir que os projetos sejam concluídos no prazo e sob o orçamento, as empresas exigem que os gerentes de construção os supervisionem. Além disso, os processos de construção e tecnologia de construção estão se tornando mais complexos, exigindo uma maior supervisão e demanda estimulante para o pessoal de gerenciamento especializado.
Perspectivas de trabalho.
Espera-se que as oportunidades de emprego para os gerentes de construção sejam boas. Especificamente, os candidatos a emprego com um diploma de bacharel em ciência da construção, gerenciamento de construção ou engenharia civil, juntamente com a experiência de construção, terão as melhores perspectivas de emprego.
Além do crescimento do emprego criando muitos novos empregos, espera-se que os gerentes de construção se aposentem ou abandonem a ocupação em números substanciais na próxima década, resultando em novas oportunidades de emprego.
O emprego de gerentes de construção, como o de muitos outros trabalhadores da construção civil, é sensível às flutuações da economia. Por um lado, os trabalhadores da indústria da construção podem experimentar períodos de desemprego quando o nível geral de construção cai. Por outro lado, os períodos de pico da atividade de construção podem produzir abundantes oportunidades de trabalho para os gerentes de construção.
FONTE: Departamento de Estatísticas do Trabalho dos EUA, Programa de Projeções de Emprego.
Dados de estado e área Sobre esta seção.
Estatísticas de emprego ocupacional (OES)
O programa de Estatísticas de Emprego Ocupacional (OES) produz estimativas de empregos e salários anualmente para mais de 800 profissões. Essas estimativas estão disponíveis para a nação como um todo, para estados individuais e para áreas metropolitanas e não metropolitanas. O (s) link (s) abaixo vão para mapas de dados OES para emprego e salários por estado e área.
Projecções Central.
As projeções de emprego ocupacional são desenvolvidas para todos os estados por meio da Informação do mercado de trabalho (LMI) ou de escritórios individuais de projeção de emprego. Todos os dados das projeções do estado estão disponíveis em projectionscentral. A informação neste site permite que o crescimento do emprego projetado para uma ocupação seja comparado entre estados ou seja comparado dentro de um estado. Além disso, os estados podem produzir projeções para áreas; existem links para sites de cada estado em que esses dados podem ser recuperados.
CareerOneStop.
CareerOneStop inclui centenas de perfis ocupacionais com dados disponíveis por área estatal e metropolitana. Existem links no menu do lado esquerdo para comparar o emprego ocupacional por salários estaduais e profissionais por área local ou área metropolitana. Existe também uma ferramenta de informações salariais para procurar salários por código postal.
Ocupações similares Sobre esta seção.
Esta tabela mostra uma lista de ocupações com funções de trabalho semelhantes às dos gerentes de construção.
Arquitetos.
Arquitetos planejam e projetam casas, fábricas, escritórios e outras estruturas.
Gerentes de Arquitetura e Engenharia.
Os gerentes de arquitetura e engenharia planejam, dirigem e coordenam atividades em empresas de arquitetura e engenharia.
Engenheiros civis.
Os engenheiros civis conceber, projetar, construir, supervisionar, operar, construir e manter projetos e sistemas de infra-estrutura no setor público e privado, incluindo estradas, edifícios, aeroportos, túneis, barragens, pontes e sistemas de abastecimento de água e esgoto.
Estimadores de custo.
Os estimadores de custos coletam e analisam dados para estimar o tempo, dinheiro, materiais e mão-de-obra necessária para fabricar um produto, construir um edifício ou prestar um serviço. Eles geralmente se especializam em um determinado produto ou indústria.
Arquitetos de paisagens.
Arquitetos paisagistas projetam parques e espaços exteriores de campi, instalações recreativas, empresas, residências particulares e outras áreas abertas.
Contatos para obter mais informações sobre esta seção.
Para obter mais informações sobre a certificação do gerente de construção, visite.
Para obter mais informações sobre gerenciamento de construção e certificação de gerente de construção, visite.
Para obter mais informações sobre programas educacionais credenciados de ciência e gestão, visite.
Citação sugerida:
Bureau of Labor Statistics, Departamento de Trabalho dos EUA, Occupational Outlook Handbook, Gerentes de Construção,
Data da última modificação: terça-feira, 24 de outubro de 2017.
O que eles fazem.
A guia "O que eles fazem" descreve os deveres e responsabilidades típicos dos trabalhadores na profissão, incluindo quais ferramentas e equipamentos eles usam e quão perto eles são supervisionados. Esta guia também abrange diferentes tipos de especialidades ocupacionais.
Ambiente de trabalho.
A guia Ambiente de trabalho inclui o número de trabalhos ocupados na ocupação e descreve o local de trabalho, o nível de atividade física esperado e as horas típicas trabalhadas. Também pode discutir as principais indústrias que empregaram a ocupação. Esta guia também pode descrever oportunidades para trabalho a tempo parcial, quantidade e tipo de viagem necessária, qualquer equipamento de segurança que seja usado e risco de lesões que os trabalhadores possam enfrentar.
Como se tornar um.
A guia Como se tornar uma guia descreve como se preparar para um trabalho na ocupação. Esta guia pode incluir informações sobre educação, treinamento, experiência profissional, licenciamento e certificação e qualidades importantes que são necessárias ou úteis para entrar ou trabalhar na profissão.
A guia Salário descreve ganhos típicos e como os trabalhadores na ocupação são remunerados - salários anuais, salários por hora, comissões, dicas ou bônus. Dentro de cada ocupação, os ganhos variam de acordo com a experiência, responsabilidade, desempenho, posse e área geográfica. Para a maioria dos perfis, esta guia tem uma tabela com salários nas principais indústrias que empregam a ocupação. Não inclui o pagamento de trabalhadores independentes, trabalhadores agrícolas ou trabalhadores em agregados familiares privados porque estes dados não são recolhidos pelo inquérito das Estatísticas de Emprego Ocupacional (OES), fonte de dados salariais da BLS no OOH.
Estado & # 38; Dados da área.
A guia Dados do estado e área fornece links para dados ocupacionais do estado e da área do programa de Estatísticas de Emprego Ocupacional (OES), dados das projeções estaduais da Central de Projeções e informações ocupacionais do CareerOneStop do Departamento de Trabalho.
Job Outlook.
A guia Job Outlook descreve os fatores que afetam o crescimento do emprego ou o declínio na ocupação e, em alguns casos, descreve a relação entre o número de candidatos a emprego eo número de apostas.
Ocupações similares.
A guia "Ocupações semelhantes" descreve as profissões que compartilham tarefas, habilidades, interesses, educação ou treinamento semelhantes com a ocupação coberta no perfil.
Contatos para mais informações.
A guia Mais informações fornece os endereços da Internet de associações, agências governamentais, sindicatos e outras organizações que podem fornecer informações adicionais sobre a ocupação. Esta guia também inclui links para informações ocupacionais relevantes da Rede de Informações Ocupacionais (O * NET).
Pagina mediana de 2016.
O salário em que metade dos trabalhadores na ocupação ganhou mais do que esse montante e metade ganhou menos. Os dados salariais médios são da pesquisa BLS Occupational Employment Statistics. Em maio de 2016, o salário médio anual para todos os trabalhadores era de US $ 37.040.
Treinamento no local de trabalho.
Treinamento adicional necessário (postemployment) para atingir a competência nas habilidades necessárias nesta ocupação.
Educação de nível básico.
Nível de educação típico que a maioria dos trabalhadores precisa para entrar nesta profissão.
Experiência profissional em uma ocupação relacionada.
Experiência de trabalho comumente considerada necessária pelos empregadores, ou é um substituto geralmente aceito para tipos mais formais de treinamento ou educação.
Número de Empregos, 2016.
O emprego, ou tamanho, desta ocupação em 2016, que é o ano base das projeções de emprego 2016-26.
Job Outlook, 2016-26.
A porcentagem de mudança percentual no emprego de 2016 a 2026. A taxa média de crescimento para todas as ocupações é de 7%.
Mudança de Emprego, 2016-26.
A mudança numérica projetada no emprego de 2016 a 2026.
Educação de nível básico.
Nível de educação típico que a maioria dos trabalhadores precisa para entrar nesta profissão.
Treinamento no local de trabalho.
Treinamento adicional necessário (postemployment) para atingir a competência nas habilidades necessárias nesta ocupação.
Mudança de Emprego, projetada 2016-26.
A mudança numérica projetada no emprego de 2016 a 2026.
Taxa de crescimento (projetada)
A porcentagem de mudança de emprego para cada ocupação de 2016 a 2026.
Número projetado de novos empregos.
A mudança numérica projetada no emprego de 2016 a 2026.
Taxa de crescimento projetada.
A porcentagem de mudança percentual no emprego de 2016 a 2026.
Pagina mediana de 2016.
O salário em que metade dos trabalhadores na ocupação ganhou mais do que esse montante e metade ganhou menos. Os dados salariais médios são da pesquisa BLS Occupational Employment Statistics. Em maio de 2016, o salário médio anual para todos os trabalhadores era de US $ 37.040.

Parte 6. Gestão de recursos humanos.
Seção 1. Requisitos de qualificação.
6.338.1 Requisitos de Qualificação.
Os candidatos devem satisfazer todos os requisitos mínimos de qualificação e elegibilidade, tais como o tempo de graduação (TIG), aprovado pelo Escritório de Gestão de Pessoal (OPM) e publicado nos Padrões de Qualificação da OPM para Posições Gerais de Programação ou o Sistema de Qualificação de Trabalho para Operações e Ocupação do Trabalho (Manual X-118C). Esta seção contém informações suplementares e diretrizes para determinar os padrões de qualificação adequados para todas as ações competitivas e não competitivas no Serviço.
Informações adicionais sobre os requisitos de elegibilidade, incluindo TIG, podem ser encontradas no IRM 6.335.1, Promoção e Colocação Interna.
Qualificações (Geral)
As determinações de qualificação devem ser feitas avaliando a experiência do candidato em contexto com os conhecimentos, habilidades, habilidades e outras características (KSAOs) e / ou competências do cargo a preencher para determinar se os requisitos de experiência generalizada e especializada foram atendidos. De acordo com os Padrões de Qualificação da OPM para Posições Gerais do Programa:
A experiência generalizada geralmente é necessária em níveis de ensino onde os conhecimentos e as habilidades necessárias para desempenhar as funções de uma posição específica não são um pré-requisito, mas onde os candidatos devem ter demonstrado a capacidade de adquirir os conhecimentos e habilidades específicos; e.
A experiência especializada é definida como: "experiência que equipou o candidato com o conhecimento, as habilidades, as habilidades e outras características específicas (KSAOs) para desempenhar com sucesso os deveres da posição e está tipicamente em ou relacionado ao trabalho da posição a ser preenchidas." Quando é necessária experiência especializada, os candidatos devem possuir um ano de experiência equivalente ao próximo grau inferior do cargo a ser preenchido.
Em alguns casos, é necessário considerar a linha de progressão normal na entidade organizacional aplicável para determinar se a experiência especializada é equivalente ao próximo grau inferior da posição a ser preenchida. Veja IRM 6.338.1.14.
Os candidatos também podem atender aos requisitos de qualificação de acordo com as disposições específicas de um contrato de treinamento que foi desenvolvido de acordo com o 5 CFR Parte 410. Um acordo de treinamento adequadamente aprovado permite substituir a conclusão bem sucedida de treinamento intensivo e acelerado por uma parte da qualificação normal requisitos. A documentação relacionada a esses requisitos deve ser mantida nos registros de promoção.
Recursos de qualificação.
Os recursos estão disponíveis para os profissionais de Recursos Humanos (RH) que analisam a experiência dos candidatos para determinar se é do nível, profundidade e escopo necessários para que o cargo seja preenchido.
Posição Descrição: A descrição da posição contém:
Introdução: fornece uma visão geral e uma breve descrição da posição;
Deveres: Descreve as atividades que o titular do cargo pode esperar; e.
Níveis de fator: os fatores 1-9 e as definições de nível de fator associadas são derivadas do Sistema de avaliação de fatores (FES) que identifica o nível de experiência necessário para cada nível de classificação: Fator 1 - Conhecimento exigido; Fator 2 - Controles de supervisão; Diretrizes do Fator 3; Factor 4-Complexidade; Fator 5-Escopo e efeito; Factor 6 - Contatos pessoais; Fator 7 - Propósito dos contatos; Fator 8 - Demandas físicas; Fator 9-Ambiente de trabalho.
O Manual do Classificador localizado no site da OPM em: opm. gov/fedclass/clashnbk. pdf contém o Padrão Primário que define cada um dos nove fatores FES; os níveis dentro de cada fator; e os valores do ponto apropriados para cada nível de classificação.
A Introdução aos Padrões de Classificação de Posição localizados no site da OPM em: opm. gov/fedclass/gsintro. pdf fornece informações básicas e orientação sobre os padrões de classificação para o trabalho do Programa Geral (GS). Ele descreve os fundamentos para entender como usar os padrões de classificação; o trabalho a ser classificado; o processo de determinação de uma série ocupacional; e o desenvolvimento de descrições de posição.
Padrões de classificação de posição localizados no site da OPM em: opm. gov/fedclass/html/gsclass. asp defina cada fator e nível necessários para cada série e nota específica. Este documento fornece exemplos claros e uma base a partir da qual um especialista em RH pode aplicar juízo com relação à avaliação do nível de escolaridade da experiência de um candidato. Esta é uma fonte confiável de informações ao avaliar a experiência de trabalho e a educação real de um candidato.
O Manual de Normas de Qualificação para Posições de Horário Geral localizado no site da OPM em: opm. gov/qualifications/index. asp contém padrões mínimos de qualificação que foram estabelecidos pela OPM para cargos de GS no Governo Federal. É direcionado principalmente aos especialistas em RH que precisam determinar se os candidatos cumprem os requisitos mínimos para o cargo preenchido. Este manual fornece uma variedade de informações sobre qualificações, como como creditar tempo em um detalhe, experiência militar de crédito, experiência de prorrateio, etc. Diversos fatores afetam o resultado da avaliação de um funcionário sob requisitos mínimos de qualificação (por exemplo, aplicativos incompletos, informações relevantes não recebido por data de suspenso, requisitos de tempo de classificação, etc.). O uso de especialistas em assuntos (PME) e as orientações encontradas na seção "Instruções gerais e instruções" do Manual Operacional para os Padrões de Qualificação da OPM para Posições Gerais do Programa, parágrafo (d), Crediting Experience é uma fonte de informação confiável. A experiência real de trabalho e a educação do candidato, ao invés de suas séries ocupacionais ocupacionais, são fatores mais confiáveis ​​ao avaliar os candidatos a emprego para a elegibilidade mínima.
O Sistema de Qualificação do Trabalho para Profissões e Ocupações Laborais (Manual X-118C), localizado no site da OPM, fornece orientação sobre as três principais etapas do exame do elemento do trabalho, que compara os requisitos do trabalho contra os conhecimentos, habilidades e habilidades do candidato para determinar os candidatos mais qualificados para o comércio e as ocupações trabalhistas. Essas ocupações são cobertas pelo Sistema Federal de Salário (FWS) e incluem Wage Grade Employees (WG), Wage Leader Employees (WL) e Wage Supervisors (WS).
Crediting Part-time Employment.
Na determinação das qualificações, o emprego a tempo parcial é creditado com base em uma porcentagem de uma semana de trabalho normal (geralmente 35-40 horas por semana) para o tipo de emprego específico. Um funcionário que tenha um ano de experiência às 20 horas por semana seria creditado com 50% de uma semana de trabalho normal (40 horas por semana) ou um total de 6 meses de experiência.
A experiência credível geralmente deve ser determinada com base em horas em um status de pagamento (excluindo horas extras) em vez de horas agendadas para reconhecer o serviço de funcionários a tempo parcial que são obrigados a trabalhar horas adicionais diretas. Para obter mais informações e instruções detalhadas, consulte os Padrões de Qualificação da OPM para Posições, Políticas e Instruções de Programação Geral.
Crédito de licença sem pagamento (LWOP) e status de não pagamento para promoção e reafectação.
A aplicação de padrões de qualificação envolve mais do que avaliar a experiência de cada indivíduo. As ações de colocação interna e externa devem ser caracterizadas por avaliações baseadas em saber se o indivíduo possui o conhecimento, as habilidades e as habilidades necessárias para realizar o trabalho.
As determinações de qualificação devem basear-se no histórico total de um indivíduo com todas as experiências válidas e pertinentes consideradas. Assim, todos os períodos de tempo dedicados a um emprego devem ser creditados sem levar em consideração períodos de tempo limitados de direitos de licença aprovada (incluindo licença sem pagamento (CNP)).
Trinta (30) dias de calendário do CNP podem ser creditados em relação aos requisitos da experiência de reunião; e os períodos de status não remunerado, como o emprego sazonal, serão tratados como CNP.
Até 30 dias de calendário do LWOP para empregados a tempo parcial ou a tempo inteiro podem ser creditados em relação a requisitos de experiência para promoção ou reafectação, desde que o empregado possua conhecimentos, habilidades e habilidades necessárias para realizar o trabalho;
O status não remunerado pode ser creditado por um máximo de 30 dias de calendário dentro de cada grau (período de promoção);
O crédito será prorrateado com base no turno de um funcionário antes de ser colocado em status não remunerado, até um máximo de 30 dias de calendário.
Exemplo: um funcionário que trabalha uma turnê de serviço de 40 horas por semana antes do status de não pagamento receberá crédito de 30 dias. An employee working a 20 hour-per-week tour of duty prior to non-pay status will receive 15 calendar days credit;
Intermittent employees have no specified tour of duty; therefore, credit for non-pay status is not given;
These instructions also apply to promotions of employees who were former Student Career Experience Program (SCEP) employees.
Example: A former employee who had intervening periods of non-pay status at the GS-5 level, before conversion to career tenure, may have 30 calendar days credited toward the GS-7 level of a position classified at two-grade intervals;
Although servicing Human Capital Office (HCO), Employment, Talent and Security Division (ETS), Employment Offices (EOs) have the final authority to allow credit for experience, unusual situations should be reviewed on a case-by case basis, with input from supervisors as needed. An example of such situation would be contacting a supervisor for verification of duties claimed as being performed, but which are not reflected in recorded documentation;
Periods of LWOP in excess of 30 days may be credited provided that the individual’s qualifications are reviewed carefully on a case-by case basis. It is expected that instances where an individual would possess the necessary qualification after an extended period of LWOP will be rare; e.
Proration of credit for periods of LWOP does not apply to employees who are absent due to compensable injury, or uniformed service. These individuals are generally entitled to be treated as though he or she had never left.
One-grade and Two-grade Interval Work.
GS positions are normally divided into two categories – those covering one-grade interval work, and those covering two-grade interval work.
One-grade interval work has a grade level pattern which increases by one grade increments, i. e., GS-01, 02, 03, 04, 05, etc. The typical grade range for one-grade interval occupations is GS-01 through GS-08, although jobs in some occupations may be at higher grades.
Two-grade interval work follows a two-grade interval pattern up to the GS-11 level, i. e., GS-05, 07, 09, 11. From GS-11 through GS-15, such series then follow a one-grade interval pattern (although said positions are still considered two-grade interval in nature). GS-09 and GS-11 represent the first full performance level for most two-grade interval IRS occupations, although variations do exist in other occupations. The use of grades GS-06, 08, and 10 is not prohibited in two-grade interval series. Such grades are unusual, however, and would ordinarily not be in keeping with the normal grade pattern for such work.
When evaluating specialized experience of one-grade interval positions for the purposes of promotion/reassignment into a two-grade interval position, it is important to distinguish the level of experience based on assigned duties and responsibilities and determine whether it is comparable to the next lower grade of the two-grade position being filled. To make a distinction between one and two-grade interval work, one must consider the characteristics and requirements of the work as well as management’s intent in establishing the position. In this regard, two key questions should be asked:
Is the position one that management established to support and augment the work of a two-grade interval position?; ou.
Is it a developmental position with clear progression to higher-grade levels as a two-grade interval position based on progressively more difficult assignments requiring the application of broad program knowledge, concepts, and principles?
Differentiating Professional and Administrative Work from Technical and Clerical Work.
General Schedule positions are divided into five (5) " categories" of work commonly referred to as PATCO (Professional, Administrative, Technical, Clerical, and Other). The PATCO designation describes the general characteristics of work classifiable under the General Schedule and reflects the typical grade level pattern for a particular occupation. The identification of a position’s PATCO designation will assist with evaluating an applicant’s experience when moving from a one-graded to a two-graded interval position.
Professional : Work classified to a "professional " (i. e., two-grade interval) series requires education and training in the principles, concepts, and theories of the occupation. The following are examples of "Professional" occupations: attorney, engineer, mathematician, statistician, operations research analyst, actuary, educator, and revenue agent.
Administrative : Work classified to an "administrative" (i. e., two-grade interval) series involves the exercise of analytical ability, judgment, and discretion, and the application of a substantial body of knowledge of principles, concepts, and practices applicable to one or more fields of administration or management. The following are examples of " Administrative " occupations: HR specialist, budget analyst, support services specialist, management/program analyst, security analyst, Equal Employment Opportunity (EEO) specialist, administrative officer, tax specialist, paralegal specialist, appeals officer, public affairs specialist, language specialist, realty specialist, appraiser, and revenue officer.
Technical Work : classified to a " technical " (i. e., one-grade interval) series is typically associated with and supportive of a professional or administrative field or occupation. The following are examples of "Technical " occupations: HR assistant, tax examining technician, accounting technician, security assistant, computer assistant, management assistant, EEO assistant, budget technician, civilian pay technician, editorial assistant, purchasing agent, supply technician, and contact representative.
Clerical : Work classified to a " clerical " (i. e., one-grade interval) series involves structured work in support of office, business, or fiscal operations. Clerical work is performed in accordance with established policies, procedures, or techniques; and requires training, experience, or working knowledge related to the tasks to be performed. The following are examples of " Clerical" occupations: secretary, office automation clerk, data transcriber, mail clerk, file clerk, and general clerk.
Other Work : This category includes those occupations in the General Schedule that do not clearly fit into one of the above groupings. The series definition or classification standard should indicate whether the series is a one or two-grade interval.
Evaluating One-grade Interval Work at the Full Working Level with Two - grade Interval Work at the Same Grade Level.
Differences between positions classified in one-grade interval occupations and positions classified in two-grade interval occupations are not always obvious. Some tasks are common to both types of occupations, particularly at the higher grade level of the one-grade interval work, and the lower, developmental grade level of two-grade interval work. Although some one-grade interval duties may be similar to those of two-grade interval "trainees," these trainees are in temporary stages of development performing assignments requiring increasingly more judgment and analysis over a period of time. One-grade interval duties are not designed to progress to two-grade interval work. They are designed to support the work of the two-grade interval position.
To illustrate, the following are two sets of examples comparing two-grade interval "developmental" work with one-grade interval work at the "full performance level," with both at the same grade level. Examples cited pertain to the GS-200 Administrative and Assistance Work in the Human Resources Management Group, and the GS-500 Professional/ Administrative and Clerical/Technical Accounting and Budget Work Group:
Example 1 : GS-201-07 HR Specialist (Classification – developmental to the GS-11 full performance level) and GS-203-07 HR Assistant (Classification – full performance level) . The specialist position requires a higher level of technical program knowledge, i. e., principles and practices of position classification, in addition to the use of analytical/evaluative techniques. The assistant position requires more limited technical program knowledge, i. e., set rules, procedures, methods of position classification. The specialist position performs a wider range of technical work assignments based on the higher level of program knowledge required, and with eventual performance of higher level work, e. g., conducting desk audits on wide range of positions, reviewing/advising on organizational changes, making technical recommendations to management, etc. The assistant position performs limited and specific tasks in support of the specialist and is not expected to perform beyond the current set of tasks assigned, e. g., preparation for desk audits, classifying lower grade-level positions, answering general program questions, etc.
Example 2 : GS-560-07 Budget Analyst (developmental to the GS-11 full performance level) and GS-561-07 Budget Technician (full performance level) . The analyst position requires technical knowledge of financial regulations, methods, and processes for formulating/executing budgets while the technician position requires similar, although less extensive knowledge, related to financial management practices, procedures, and regulations. The analyst position performs technical work relative to formulating budgets, including gathering/analyzing financial data, monitoring expenditures relative to line item obligations, recommending alternative courses of action for expending funds, etc. The technician position performs limited tasks in support of developing budgets, including gathering and consolidating various financial data, verifying claims against obligated funds, receiving/distributing reports, maintaining files, etc.
Evaluating One-grade Interval Work at the Full Working Level for Promotion into a Two-grade Interval Position.
As a general rule, it is rare for an applicant occupying a one-grade interval assistant/technician position or who possesses similar background experience to be competitively promoted to a similar or related two-grade interval specialist/analyst position. One (1) year of specialized experience is required, and is usually obtained through a detail or competitive reassignment at the applicant’s current grade level, e. g., from GS-203-07 HR Assistant to GS-201-07 HR Specialist. However, there may be situations where one-grade interval assistant/technician work experience qualifies for promotion to similar two-grade interval specialist/analyst positions. OPM's Qualification Standards for General Schedule Positions (General Policies and Instructions) states: "Technician, paraprofessional, and substantive clerical support (i. e., one-grade interval) experience may be qualifying for two-grade interval positions…if the experience demonstrated the KSAO’s required to perform the work successfully."
It is imperative that each situation be carefully reviewed on a case-by-case basis to determine if the applicant meets the KSAO’s for promotion into a two-grade interval position.
Any time technician experience is applied towards the specialized experience requirement for a two-grade interval position, GS-07 level and above, a Senior HR Specialist in the servicing HCO, ETS, EO must approve the determination by signing and dating the decision document.
When a request is received to temporarily promote a one-grade interval technician to a two-grade interval position, GS-07 and above, the HR Specialist will request documentation from management for verification of qualifications. After review, if the HR Specialist believes that credit should be granted, a Senior HR Specialist within the servicing HCO, ETS, EO must approve the determination by signing and dating the decision document.
To be creditable, this experience should be documented via memorandum from the manager, a Personnel Action Request (PAR), and/or other written documentation.
In determining what constitutes specialized experience, the position description of the position to be filled should be carefully reviewed in order to obtain a description of the duties/responsibilities of the position as well as the KSAOs required to perform the work. The KSAOs defined in the position description are assigned a factor level definition which can be located in the Position Classification Standards. These factor levels can be used as a method to determine the particular level of skill that is needed for both the one-grade interval and the two grade interval positions. This information should then be compared with the applicant’s background experience and knowledge to determine to what extent comparability exists between the required KSAOs for the two-grade interval position and the applicant’s background and experience. The following example is intended to help differentiate between the duties/responsibilities and KSAOs of a GS-07 HR Assistant (Recruitment & Placement) and a GS-09 HR Specialist (Recruitment & Placement):
Example : GS-201-09 HR Specialist (developmental to GS-11 level) and GS-203-7 (full performance level) . The GS-203-07 Assistant will need to have gained experience through the performance of work that meets the same KSAOs required to perform the work of the GS-201 Specialist position at the grade 09 level. This experience can primarily be obtained via detail and/or competitive reassignment to a GS-201-07 level position with promotion potential to a higher grade. Further, the qualification standards require one (1) year of specialized experience equivalent to at least the next lower grade level in the normal line of progression for the position being filled. As such, the GS-203-07 Assistant will need to have successfully performed work for at least one year that is comparable to the GS-201-07 Specialist level; thereby, allowing the GS-203-07 applicant to assume the duties and responsibilities assigned to the GS-201-09 Specialist position with minimal supervisory guidance and direction. To be creditable towards a promotion, the applicant’s background and experience will need to have shown evidence of progressively difficult assignments, requiring a broader application of HR-related knowledge, concepts, and principles which clearly demonstrate the possession of the required KSAOs. This experience should be documented via memorandum from the manager, a PAR and/or other written documentation.
While raters may observe some similarities in the duties performed by GS-201 HR Specialists and GS-203 HR Assistants, generally GS-203 HR Assistants use a limited variety of standards and regulations, their assignments often facilitate/support larger projects/assignments of the specialists, and the problems they deal with are usually of a recurring nature and already have precedents. As such, these limitations impact the breadth and depth of knowledge required, the complexity of problem solving, the degree of judgment and discretion used, the applicability of guidelines, and the closeness of supervisory controls.
Qualifying GS-343-12 Management and Program Analyst Positions PD# 93042 in W&I.
(1) This section provides guidance to HCO, ETS, EOs for determining minimum qualifications for the Management and Program Analyst, GS-343-12 position associated with Position Description 93042 in the Wage & Investment (W&I) Division. This position serves as an analyst, evaluator and advisor to management on the effectiveness and efficiency of assigned program operations. The incumbent conducts analytical studies and or projects to resolve substantive problems or improve effectiveness and efficiency of the operating line and administrative programs.
An SME panel comprised of experts from within W&I and the Human Capital Office (HCO) developed examples of specialized experience for conducting minimum qualifications for the GS-343 Management Analyst position.
Candidates must have one year of specialized experience equivalent to the GS-11 level. Specialized experience is experience that is related to this job and has equipped the candidate with the particular knowledge, skills and abilities to perform successfully the duties of the position and that is typically related to the duties and responsibilities of the position to be filled. The position requires knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. Qualifying experience includes work that involved (but was not limited to):
Planejamento & amp; Evaluating : Analyzing various types of inventory/workload reports to prioritize and schedule work to meet program goals (such as conducting workload analysis to determine and project gaps and/or overlaps in production measures). Analyzing workflow to identify delays in processes, variances in quality/quantity or other issues impacting effectiveness/efficiency, and make revisions/recommendations for improvement. Planning, developing and delivering technical training (such as conducting analysis of training needs, the development of plans to meet those training needs, and the actual execution of those training plans to upper level management).
Problem Solving : Analyzing business measures and comparing against established standards (such as using reports to compile information, and identify unique, unprecedented or unusual issues impacting the operations/and or program). Preparing recommendations for resource requirements to accomplish the project or program (such as changes for improvement, and/or implementation of automated systems for efficiency gains). Producing spreadsheets to manage, track, and report data to facilitate decision making (such as compiling, manipulating and analyzing relevant data obtained from reports, quality review systems, etc., to identify trends, deviation from standards, etc., and make recommendations for improvements). Monitoring systems to identify problems and verify changes are functioning correctly (such as system enhancements or changes implemented in response to new tax law). Conducting studies of work processes to identify, analyze, and recommend solutions to problems in organizational structure, staffing, administrative procedures, work processes and/or distribution. Serving on a team that used management and program analyses for development and deployment of new or modified programs within an operation. Conducting cost benefit analyses, risk analysis, or other technique to determine the best course of action.
Writing : Producing written information such as headquarters-approved job aids and training materials for a broad audience. Producing written documents to provide recommendations or findings to the next level of management or above. Writing substantive work reviews that assess employees' performance conformity to laws, rules, regulations and quality standards, and form the basis for employee evaluations.
Influencing/Negotiating : Persuading others to accept recommendations, cooperate, or change their behavior; working with others towards an agreement; negotiating to find mutually acceptable solutions. Negotiating agreements between various work areas, and coordinating the impact of the project, process, or program with employees and managers. Influencing changes in processes within the centers and/or recommending IRM changes.
Selective Placement Factors.
Selective placement factors may be established for occupations Servicewide, or for individual positions if they are appropriately justified (such as knowledge of a foreign language).
Selective placement factors are KSAOs that go beyond minimum qualification standards, but are also prescribed as necessary for meeting basic eligibility. These factors are essential for successful performance in the position to be filled and cannot be readily attained after promotion (generally within three to six months) and are applied in the same manner as minimum qualification requirements. Selective placement factors should be used only when they are critical to the proper filling of the position and not merely because they would be desirable. The selective placement factors must be documented and justified by the KSAOs contained in the position description, critical job elements, and/or other job related processes.
Selective placement factors cannot be changed at any time during the promotion action and once established generally should remain consistent for the same type of position unless the duties/responsibilities of the position have changed. When a selective placement factor is used, the justification for its use must be maintained in the promotion records. Examples of appropriate selective placement factors are as follows:
Knowledge of a foreign language (if reflected in the position description);
Knowledge and abilities pertaining to a certain program or mission, when these cannot be readily acquired after promotion (generally within 3 to 6 months); e.
Ability in a functional area (for example, ability to evaluate alternative ADP systems).
The following are examples of inappropriate selective placement factors:
Additional general or specialized experience;
Quality of experience inappropriate to the grade and type of the position to be filled;
Additional formal education requirements;
Requirement designed solely to eliminate the need for a brief period of training and adjustment (unless the period would be so long as to unreasonably burden the operations of the Service);
Requirement that unduly restricts the number of eligible candidates or which is intended to favor a certain candidate; e.
Requirement not essential to the duties of the immediate vacancy, such as one based on a possible future assignment (except for positions with known promotion potential to advance to a higher grade in the occupation).
Selecting officials and servicing HCO, ETS, EOs are jointly responsible for identifying selective placement factors. Servicing HCO, ETS, EOs have the responsibility for maintaining the documentation of the validity and job-relatedness of the selective placement factors (see OPM's Qualification Standards for General Schedule Positions, Section II. General Policies and Instructions). However, the development of the documentation is a joint responsibility between the Business Operating Division (BOD) and the servicing HCO, ETS, EO.
Additional guidance for selective placement factors can be found in OPM's Qualification Standards for General Schedule Positions.
Servicewide Selective Placement Factors for GS-526 Occupational Series.
The Service completed a validation study of the GS-526 occupation that supported the need for accounting knowledge in order to successfully perform the duties of the GS-526 position. As a result, at the Service’s request, OPM revised the classification standard to reflect this accounting knowledge requirement. The Service established a Servicewide selective placement factor to assess a candidate’s accounting knowledge as required by the revised classification standard. The selective placement factor is part of the minimum qualification requirements and candidates who do not meet it are ineligible for further consideration.
The selective placement factor requires that candidates provide evidence of accounting knowledge/competency at a level that is equivalent to 6 semester hours of accounting for GS-9 level and below positions and 12 semester hours for positions above the GS-9 level. The accounting selective placement factor can be met in one of 2 ways:
Successfully completing the requisite number of accounting hours in an accredited college or university; ou.
Successfully passing a written IRS accounting assessment.
If applicants choose to demonstrate the accounting competency through completion of college credits, the following guidance applies:
The 6 semester hour requirement for the GS-9 level and below positions may be met by:
College Accounting Courses: Normally, college elementary accounting courses require 6 semester hours (or 9 quarter hours) of study; this is considered to be the basic requirement; ou.
Business or Commercial School Courses: Accounting or bookkeeping courses in resident business or commercial schools above the high school level which have provided a good working knowledge of the principles and practices of double entry bookkeeping for the proprietorship, partnership, and the corporation may be credited on the basis that 18 clock hours of study is the equivalent of one semester hour.
The 12 semester hour requirement for positions above the GS-09 level may be met by:
An additional 6 semester hours (or 9 quarter hours) in intermediate accounting for a total of 12 hours of accounting for positions above the GS-9 level. The designation of specific college course titles is not feasible; however, the course work should represent 6 semester hours (or 9 quarter hours) of accounting courses for which elementary accounting serves as a prerequisite.
This selective placement factor is applicable to all GS-526 positions Servicewide. All candidates for GS-526 positions, whether selected competitively (i. e. under merit promotion procedures) or non-competitively (i. e. reinstatement eligibles, hardship candidates, etc.), must meet this selective placement factor.
Basic eligibility for GS-526 positions Servicewide will be determined using OPM’s Qualification Standards for General Schedule Positions, GS-526 Tax Technician series, in conjunction with the Group Coverage Qualification Standard for Administrative and Management Positions as well as the accounting selective placement factor.
Servicewide Selective Placement Factors for GS-512 Occupational Series.
The Service completed a validation study of the GS-512 occupation that supported the need for these specific accounting courses in order to successfully perform the duties of the GS-512 position. A Servicewide selective placement factor was established and approved to assess an applicant’s specific accounting knowledge for GS-512 Internal Revenue Agent positions. The selective placement factor is part of the minimum qualification requirements; applicants who do not meet the selective placement factor are ineligible for further consideration.
The qualification standard for GS-512 positions requires 30 semester hours of accounting which can be met by having 24 semester hours in accounting and 6 semester hours in related subjects such as business law, economics, statistical/quantitative methods, computerized accounting or financial systems, financial management or finance.
In addition to the above requirements, applicants must also meet the selective placement factor which requires that, as part of the 30 semester hours of accounting required by the GS-512 qualification standard, the applicant possess five accounting knowledges:
Principles of accounting;
Advanced accounting and;
The applicant’s education and/or experience must support possession of the knowledge, skills and other abilities associated with these specific accounting course competencies.
Possession of an accounting degree, or the pre-requisite 24 semester hours in accounting, or a certificate as a Certified Public Accountant meets the 5 accounting knowledges.
For applicants qualifying based on the combination of education and experience, HCO, ETS, EOs must verify that the applicant’s education and experience provide evidence that they possess the 5 accounting knowledges.
Vacancy announcements for both internal and external consideration should include this selective placement factor information as part of the basic qualification requirements.
Superior Academic Achievement (SAA)
OPM's Qualification Standards for General Schedule Positions states that, "In order to be creditable under this Superior Academic Achievement (SAA) provision, SAA must have been gained in a curriculum that is qualifying for the position to be filled." Meeting the requirements for one or more of the SAA provisions will qualify an applicant for positions at the GS-7 level. Failure to meet the SAA provisions will qualify an applicant with 4 years of appropriate college study for positions at the GS-5 level.
Unless an occupational series has an individual occupational requirement (IOR), as defined by OPM's Qualification Standards for General Schedule Positions, SAA is creditable in any degree and can be met through one of the following methods:
Class standing; ou.
Grade point average (GPA); ou.
Election to membership in a national scholastic honor society.
SAA applied to a scientific or professional position having positive education requirements must be in a qualifying curriculum as defined by the IOR for each occupational field. For example, to credit SAA in the Internal Revenue Agent Series (GS-512), the IOR specifies that the undergraduate degree requirements must be met by: (1) degree in accounting, that included at least 30 semester hours in accounting or (2) degree in any field that was supplemented by 24 semester hours of accounting and 6 semester hours in related business subjects such as business law, economics, statistical/quantitative methods, computerized accounting or financial systems, financial management, or finance. Therefore, a degree in nuclear medicine that is not supplemented by 24 semester hours of accounting and 6 semester hours in related business subjects would not qualify for SAA for the Internal Revenue Agent position.
SAA applied to administrative and management positions having an IOR with specific undergraduate curriculum requirements must be in a qualifying curriculum as defined by the IOR. Otherwise, any curriculum is qualifying for SAA. For example, the Recreation Specialist Series (GS-188), which is covered under the qualification standard for administrative and management positions, has an IOR and the major field of study must be in general recreation, or one of the appropriate fields of recreation such as outdoor recreation, etc. Thus, a degree in chemistry would not qualify for SAA for the GS-188 series. The Tax Specialist Series (GS-526), which is also covered under the qualification standard for administrative and management positions, has an IOR, but has no specific undergraduate curriculum requirements. Therefore, any undergraduate degree would qualify for SAA for the Tax Specialist series, provided that the class standing, GPA, or honor society requirements contained in OPM's Qualification Standards for General Schedule Positions have been met.
Pass/Fail System: Reviewers of applications from applicants seeking to meet the SAA provisions must be aware of the limits on the percentage of course work that was completed on a "pass/fail" basis. If more than 10 percent the total credit was based on pass/fail or similar systems, then the applicant may not be able to credit their GPA for SAA. For additional information see OPM's Qualification Standards for General Schedule Positions, General Policies and Instructions.
Rounding: Applicants' GPAs must be rounded off properly. OPM's Qualification Standards for General Schedule Positions states that a GPA of 2.95 must be rounded to 3.0, while a GPA of 2.94 must be rounded to 2.9. Failure to follow this procedure will lead to improper use of the SAA provisions.
Review of transcripts: The educational record of applicants who have changed majors, attended several different institutions, or taken courses only sporadically should be reviewed closely. Course titles and numbers may help determine level. (Courses entitled "Introduction to. " or with numbers beginning with A or 1 are almost always lower level courses.) Transcripts noting the level of the student, e. g., freshman or junior, when the courses were taken may help also. If the level of an applicant's courses is not clear, the degree to which the courses relate to each other should be considered in determining whether the level of the course work meets the requirements of the position being filled.
Use of SAA: The SAA provision can be applied to either initial appointment or inservice placement actions.
Documentation of Education.
OPM's Qualification Standards for General Schedule Positions provides guidance in substituting education for work experience. The manual states that proof of appropriate documentation for applicable education may be in the form of an official transcript; a statement from the institution’s registrar, dean, or other appropriate official; or equivalent documentation. The Delegated Examining Handbook provides guidance regarding the use of a transcript in documenting education when basic qualifications cannot be determined without it. In order to facilitate consistency with regard to the documentation of education, the Service has determined the following:
Internal and external vacancy announcements must include a statement that indicates whether official transcripts, photocopies of transcripts, or other evidence of qualifying education will be required at the time of application. If official transcripts will be required, servicing HCO, ETS, EOs should ensure that timeframes for submitting documents are specified in the vacancy announcement.
Do not require applicants to submit official documents as part of their application package when copies are sufficient. An unofficial transcript or a list of courses, grades earned, completion dates, and quarter or semester hours earned can be used as a substitute for the official transcript at the time applicants apply for a job opening. Once selected and prior to appointment, applicants can provide official documentation, for example, an official transcript if they qualify on education. This will provide the opportunity to verify the information first in the application.
When qualification decisions for new hires (accessions to IRS) or conversions to new appointments are based wholly or in part on completion of education above high school, servicing HCO, ETS, EOs must obtain official proof of completion before or at entrance on duty.
For qualification decisions for IRS applicants for internal IRS vacancy announcements without a minimum educational requirement, servicing HCO, ETS, EOs will rely on the candidate’s certification on the application form or appropriate application vehicle for selectees.
For qualification decisions for IRS applicants for internal IRS announcements with a minimum educational requirement, servicing HCO, ETS, EOs will rely on copies of transcripts or other evidence from the college or university for selectees.
For qualification decisions based on foreign education obtained outside of the United States, servicing HCO, ETS, EOs should visit the Department of Education’s website at: ed. gov or go directly to the National Association of Credential Evaluation Services at: naces. org .
Documentation of Education for Positions With a Minimum Education Requirement.
IRS internal applicants: For occupations with a minimum education requirement, the following procedures apply:
IRS applicants may certify completed course work on their application as evidence of a degree from an accredited college or university. An applicant may elect the option of downloading transcripts from college/university websites for submission with the application. Photocopies of transcripts are acceptable. For example, the GS-512 occupation standard requires 30 semester hours of accounting or 24 semester hours in accounting and 6 semester hours in related course work.
Servicing HCO, ETS, EOs must obtain copies of transcripts or other appropriate evidence from selectees to verify that they have the required 30 hours of course work and that the education is from an accredited college or university. See the OPM's Qualification Standards for General Schedule Positions for the definition of accredited college or university at the OPM website at: opm. gov/qualifications/index. htm or visit the U. S. Department of Education’s website at: ope. ed. gov/accreditation .
If the selectee is qualifying based on Certified Public Accountant (CPA) credentials, he/she must provide a copy of the certificate to the servicing HCO, ETS, EO.
New hires or conversions to new appointments: For occupations with a minimum educational requirement, the following procedures apply:
When a candidate applies for a position with a minimum education requirement or positive education requirement, the candidate should provide documentation that the applicable education provisions have been met. The candidate may also submit information that outlines educational credentials on an application form, resume, or other appropriate application vehicle. To facilitate verification on the type of degree obtained or course work completed, an applicant may elect to download transcripts from a college or university website for submission with the application. Photocopies of transcripts are acceptable. For example, the GS-512 occupation standard requires 30 semester hours of accounting or 24 semester hours in accounting and 6 semester hours in related course work. The servicing HCO, ETS, EO will need sufficient information that illustrates that the candidate has the required 30 hours of course work.
If the candidate is qualifying based on CPA credentials, the candidate must provide a copy of the certificate to the servicing HCO, ETS, EO.
When a candidate is selected for a position with a minimum education requirement or positive education requirement, the candidate must provide an official college transcript or an original document from the institution’s registrar, dean, or other appropriate official. It must be submitted to the servicing HCO, ETS, EO before or at entrance on duty for verification of the course work , degree, and/or GPA reported on the candidate's application.
The servicing HCO, ETS, EO must verify that the selectee has education from an accredited college or university. See the OPM's Qualification Standards for General Schedule Positions for the definition of accredited college or university at the OPM website at: opm. gov/qualifications or visit the U. S. Department of Education’s website at: ope. ed. gov/accreditation.
Vacancy announcements must include a statement that indicates whether official transcripts, photocopies of transcripts, or other evidence of qualifying education will be required at the time of application. If official transcripts will be required, servicing HCO, ETS, EOs should ensure that timeframes for submitting documents are specified in the vacancy announcement.
Documentation of Education for Occupations Without a Minimum Education Requirement.
IRS internal applicants: For occupations without a minimum educational requirement, the following procedures apply when qualification determinations will be based on a combination of education and experience:
IRS applicants may certify completed course work on their application as evidence of a degree from an accredited college or university. An applicant may elect to submit copies of grade reports or transcript(s) for evidence of appropriate education; however, this is not a requirement.
The servicing HCO, ETS, EO must verify that selectee's education was from an accredited college or university. See the OPM's Qualification Standards for General Schedule Positions for the definition of accredited college or university at the OPM website at: opm. gov/qualifications/index. htm or visit the U. S. Department of Education’s website at: ope. ed. gov/accreditation .
New hires or conversions to new appointments: For occupations without a minimum educational requirement, the following procedures apply when qualification determinations will be based on a combination of education and experience:
Candidates who apply for a position without a minimum education requirement should provide documentation that the applicable education provisions have been met when combined with experience. The candidate may submit information that outlines educational credentials on an application form, resume, or other appropriate application vehicle. To facilitate verification on the type of degree obtained or course work completed, a candidate may elect the option of downloading transcripts from a college or university website for submission with the application or submit a photocopy of a transcript(s).
When an candidate is selected for a position without a minimum education requirement or positive education requirement, the candidate must provide an official college transcript or an original document from the institution’s registrar, dean, or other appropriate official. It must be submitted to the servicing HCO, ETS, EO before or at entrance on duty for verification of the course work, degree, and/or GPA reported on the candidate's application.
The servicing HCO, ETS, EO must verify that the selectee's education was from an accredited college or university. See the OPM's Qualification Standards for General Schedule Positions for the definition of accredited college or university at the OPM website at: opm. gov/qualifications/index. htm or visit the U. S. Department of Education’s website at: ope. ed. gov/accreditation .
Vacancy announcements must include a statement that indicates whether official transcripts, photocopies of transcripts, or other evidence of qualifying education will be required at the time of application. If official transcripts will be required, servicing HCO, ETS, EOs should ensure that timeframes for submitting documents are specified in the vacancy announcement.
Diploma Mills.
Federal agencies are required to establish procedures to prevent fraud and abuse with regard to education obtained through bogus educational institutions known as diploma mills.
When reviewing applications that illustrate education, there should be evidence of progression toward advanced degrees—for example, Bachelor, Masters, Juris Doctor (JD), or Doctorate with a period of time for each degree to be obtained. Generally, there will be evidence of approximately four years or more for an undergraduate degree, and an additional two years or more for a graduate degree, and so on. Inconsistencies from the norm may indicate education fraud. Some applicants have dual majors—this is not to imply that these applicants have bogus degrees. The list below shows some inconsistencies that may be encountered when reviewing applications and would require additional research:
High school diploma or General Education Development (GED) not noted, but application shows advance degrees;
Undergraduate degree not noted, but application shows graduate or doctorate degrees;
Graduate or doctorate received before the lower degree;
One or more degrees received in a short period of time;
Multiple degrees received in the same year;
Same or similar name to legitimate school, but located in a different state; e.
Application shows full-time employment during period of college attendance, particularly if employment and college were in different locations.
The following red flags may signal a bogus educational institution:
Not accredited by a legitimate accrediting institution recognized by the U. S. Department of Education;
Has mail-receiving address, but no physical location of school;
Instead of saying that the school is accredited, the institution uses words like pursuing accreditation, licensed, authorized, (state) approved, recognized, chartered;
Few, if any, full-time staff;
Faculty not listed in catalog;
Preoccupation with degree-identification (long list of degrees follow the names of officials);
Little or no selectivity in admission policy;
Offers "finder’s fee" for new students;
Offers discounts for students who pay in cash;
Tuition and fees are typically on a per-degree basis rather than a per semester, per quarter, or per course basis;
Few, if any, or unspecified, degree requirements;
Offers backdated degrees;
Pictures of the degree, transcript, school ring, and/or accreditation appear in catalog or on website;
Degrees can be obtained in a short time frame, sometimes as little as 7-10 days; e.
Emphasis placed on credit for work experience and prior life experience.
To see a list of recently reported diploma mills, visit the State of Oregon’s website at: osac. state. or. us/oda/unaccredited. html . Additional information on diploma mills can be found at chea. org/ and at the Department of Education at: ed. gov/students/prep/college/diplomamills/diploma-mills. html .
When verifying the legitimacy of the degree, it is important to rely on reputable sources. Accrediting institutions can be as bogus as the schools they claim to accredit, so both the school and the accreditation may need to be verified. OPM’s OPM's Qualification Standards for General Schedule Positions lists a number of publications under References and Sources, including the Directory of Postsecondary Institutions-- a publication of the U. S. Department of Education and National Center for Education Statistics, to verify degrees. Additionally, the U. S. Department of Education shows Nationally Recognized Accrediting Agencies on its website at: ed. gov/admins/finaid/accred/index. html . Regional agencies linked to this website are recognized by the U. S. Secretary of Education as reliable authorities concerning the quality of education or training offered by the institutions of higher education or higher education programs they accredit.
There are some colleges that choose not to be accredited. This does not mean that these colleges are diploma mills; however, the education cannot be used to meet minimum qualification requirements for Federal jobs.
Single Agency Qualification Standards for GS-905 Occupational Series.
All qualification standards with the exception of the Attorney Series, GS-905 are now included in OPM’s OPM's Qualification Standards for General Schedule Positions. Section II of the manual contains guidance, general policies and instructions for interpretation of the qualification standards; Section V contains test requirements; and Section VI contains medical requirements.
OPM does not publish qualification standards for attorney positions but allows agencies to set their own qualification requirements. Generally a Bachelor of Laws (LL. B.) or Juris Doctor (J. D.) degree and membership in a state bar are required. The entry-level grade is usually GS-9, but those with experience may qualify for higher grades.
The OPM Classification Standard for General Attorney Series, GS-905 provides the authority for the requirements stated in this IRM. By OPM’s definition, the work of the General Attorney Series, GS-905, requires admission to the bar. Thus, OPM recognizes that admission to the bar is a requirement for the Attorney, GS-905 position. Failure to maintain membership in a state bar provides grounds for removal. See McGean v. National Labor Relations Board, 15 M. S.P. R. 49 (1983) . The IRS has an obligation to ensure attorneys maintain Agency qualification standards for the position. The standard certification requirements described below in IRM 6.338.1.13.1 were developed by a workgroup comprised of representatives from General Legal Services, Embedded Small Business/Self-Employed, and HCO – Workforce Relations, HCO, ETS, Policy and Programs Office, and Classification.
The Service has established minimum qualification standards for GS-905 and GS-904 occupations within the IRS. These standards are located in the following portions of this IRM:
General Attorney, GS-905 qualification requirements are described in IRM 6.338.13.2.
Attorney, Estate and Gift Tax qualification requirements are described in IRM 6.338.1.13.3.
Law Clerk, GS-904 qualification requirements are described in IRM 6.338.1.13.4.
Suitability requirements regarding excepted service appointments can be found in IRM 6.731.1 , Suitability Determinations for Employment .
Bar Membership Certification for All IRS Attorneys.
The qualifications for an Attorney, GS-905 position in the Service require an LL. B or J. D. Degree and "admission to the bar." "Admission to the bar" means any status for which the Attorney is authorized to practice law in at least one State, a territory, the District of Columbia, the Commonwealth of Puerto Rico, or the Commonwealth of the Northern Mariana Islands. In jurisdictions which have dual status options, active and inactive, this normally means an attorney must maintain an active status.
Employees appointed as a Federal Attorney, GS-905, must maintain the level of bar membership permitting them to be authorized to practice law. Since authorization to practice as an attorney may vary from state to state, varying documentation may demonstrate that an attorney meets the job qualifications as a Federal attorney. At a minimum the documentation must show:
The Attorney is currently authorized to practice law within their bar licensing state or other applicable jurisdiction.
If a state jurisdiction allows the attorney to practice law in their state as an attorney for a Federal government entity in an inactive status, the documentation submitted in this respect should clearly state this.
The employee will submit appropriate documentation no later than July 31st, of each year. Managers will certify that they have received this information on the Annual Certification to Practice Law and maintain a copy in the Employee Performance File (EPF). See Exhibit 6.338.1-1 for an example of the certification document.
Determination of the level of authority that will receive and maintain the immediate manager’s annual certification will be made by the BOD.
Bar membership certification involving bargaining unit employees is subject to the procedures outlined in the Memorandum of Understanding implemented effective June 29th, 2009.
Minimum Education and Experience Requirements for Attorneys (General)
The minimum education requirement for the General Attorney Series GS-905-09 is the first professional law degree (LL. B or J. D.).
The minimum education and experience requirements for the General Attorney GS-905-11 are:
GS-09 requirement plus one year of professional legal experience; ou.
GS-09 requirement plus the second professional law degree, Masters of Law (L. L.M) which requires one full year of graduate study.
For GS-905-12 to GS-905-15 General Attorney Positions: Professional experience following law school will be considered in determining the appropriate grade level for which an applicant is qualified. In addition, consistent with Group Coverage Standards for General Schedule Positions, the following experience is required:
GS-12 – 1 year of specialized experience that is typically in or related to the work of the position to be filled and equivalent to the next lower grade.
GS-13 – 1 year of specialized experience that is typically in or related to the work of the position to be filled and equivalent to the next lower grade.
GS-14 – 1 year of specialized experience that is typically in or related to the work of the position to be filled and equivalent to the next lower grade.
GS-15 – 1 year of specialized experience that is typically in or related to the work of the position to be filled and equivalent to the next lower grade.
Standardized competencies have not been developed for all attorney positions. Specific competencies should be developed based on the position to be filled as appropriate.
Education and Experience Requirements for the GS-905 (Estate Tax) Attorneys.
The minimum education requirement for the GS-905-09 (Estate Tax) Attorney position is the first professional law degree (LL. B or J. D.).
The minimum education and experience requirements for the GS-905-11 (Estate Tax) Attorney position are:
GS-09 requirement plus one year of professional legal experience; ou.
GS-09 requirement plus the second professional law degree (LL. M.), which requires one full year of graduate study; ou.
GS-09 requirement plus successful completion of a minimum of 24 semester hours (or 36 quarter hours) in accounting and auditing subjects at a member or associate member school of the American Association of Collegiate Schools of Business, or at a residence school above the high school level; ou.
GS-09 requirement plus the possession of a certificate as Certified Public Accountant obtained through written examination in a State, Territory or the District of Columbia, provided the certificate number, date, place of issuance, and whether the certificate was obtained through written examination are clearly stated in the application.
Applicants may also qualify for the GS-905-11 (Estate Tax) Attorney position if the first professional law degree (LL. B or J. D.) is acquired and the applicant’s record shows superior law student work or activities, as demonstrated by one of the following:
Academic standing in the upper third of the law school graduating class; ou.
Work or achievement of significance on the law school’s official law review; ou.
Special high-level honors for academic excellence in law school, such as election to the Order of the Coif; ou.
Winning of a moot court competition or membership on the moot court team which represents the law school in competition with other law schools; ou.
Full-time or continuous participation during at least one school year in legal aid program as opposed to one-time, intermittent, or casual participation; ou.
Summer law office clerk experience which involved legal or quasi-legal, not clerical, work; ou.
Other equivalent evidence of clearly superior achievement.
Minimum education and experience requirements for positions above GS-11 are the requirements for the next lower grade, plus one-year experience in Federal Estate Tax work at, or comparable to the next lower grade.
When all the following conditions are met, certain experience gained in the Internal Revenue Service may also be accepted as qualifying for the GS-905 (Estate Tax) Attorney positions, GS-11 and GS-12.
Employee’s educational attainments, or experience, or combination of the two, substantially exceed those required at the next lower grade under these standards and clearly indicate ability to perform work of the type to be assigned. Such education and/or experience (e. g. as a Revenue Agent, Special Agent, Revenue Officer, or Supervisory Tax Technician, etc.) must be evaluated on its individual merit with respect to the duties, degree of independence, and responsibility typical of the level of the position to be filled; e.
Employee meets the minimum requirements for appointment to the GS-905 (Estate Tax) Attorney position (i. e., the first professional law degree - LL. B or J. D. - plus admission to the bar of the type that authorizes the practice of law); e.
Employee has a minimum of 3 years of professional or quasi-professional experience, at least six months of which must have been at the same grade level of the position to be filled; e.
Employee has the background, ability, and interest to perform satisfactorily the duties of the position to be filled.
If after lateral appointment is made under the above conditions, the employee appointed will be expected to clearly demonstrate his/her ability to perform the work of his/her new position in a satisfactory and professional manner before he/she is promoted to a higher-graded GS-905 (Estate Tax) Attorney position.
Duties, Knowledges, Skills and Abilities for GS-905 (Estate Tax) Attorneys.
Attorneys (Estate Tax) and Law Clerks (Estate Tax) generally determine the liability for Federal Estate and Gift taxes. Successful performance as an Attorney (Estate Tax) requires the knowledge of and the ability to interpret and apply State and local laws in determining property or property interests included in a deceased person’s estate and Federal laws and regulations relating to estate and gift tax.
The Attorney (Estate Tax) must use:
Knowledge of business, financial and accounting and property appraisal methods for the valuation of real and personal property and other property interests of the deceased person;
Ability to analyze numerous facts and allegations and determine their acceptability and completeness;
Ability to search for, locate and develop information from a wide variety of sources (legal documents and records, realtors, attorneys, accountants, members of the decedent’s family, appraisers; etc.);
Ability to apply judgment and make decisions in determining liability for Federal Estate and Gift taxes while making proper legal references to court decisions, precedent, etc;
Skill in oral and written expression to report, explain and convince others with regard to all significant findings; e.
Effectiveness in personal contacts.
Standard Oral Interview for GS-905 (Estate Tax) Attorneys.
Candidates who meet the minimum education requirements will be required to report for an interview to determine whether they possess the personal qualities essential to successful performance in the position. The interview findings will be based on the observance and evaluation of highly important personal characteristics. (The final rating on the interview will not take into account the applicant's technical knowledge of a subject or employment history).
Notice will be given in advance of the date and place of the standard interview. Candidates may be required to pay their own expenses for any travel necessary for these interviews.
Only those applicants who affirmatively demonstrate the personal qualities necessary for successful performance of the duties of the position will be determined eligible for appointment.
Qualification Inquiry for GS-905 (Estate Tax) Attorneys.
The qualification inquiry by means of personal investigation or by voucher may be conducted during the rating process.
The inquiry is designed to secure information needed to assist in the determination of the quality level of the applicant's experience, general suitability for Federal employment, and the appropriate number of bonus points to be assigned.
Inquiry shall be made of a minimum of three persons who have personal knowledge of the applicant's work or educational background. Present supervisors shall not be contacted if the applicant indicates that such contact shall not be made. If less than three persons are available, an explanation of the fact must be entered in the record.
Minimum Education and Experience Requirements for Law Clerk.
There are no separate standards for the position of Law Clerk, GS-904. Applicants who meet all requirements except for bar membership may be appointed to the position of Law Clerk, GS-904. Applicants so appointed must be admitted to the bar within 14 months or be separated.
Determining the Normal Line of Progression.
In some instances, there may not be a position one grade lower in the normal line of progression or the organization may not have a position that is one level lower than the position to be filled. In such instances, for internal placement actions only, one year of specialized experience equivalent to the second lower level within the organization is creditable. For outside applicants (i. e., those without current or prior Federal competitive or excepted service), one year of specialized experience equivalent to at least the next lower level is required. This guidance is based on the OPM Qualification Standards for GS Positions, Policies and Instructions, Section E, Paragraph 3(o). In determining whether there is a position at the next lower level in the normal line of progression, the organizational structure is considered. The organizational structure is defined as the organizational entity under the immediate supervisory position. This provision addresses positions properly classified within existing organizations:
If a position to be filled is supervisory, the organizational entity is the unit directly under that supervisory position. Within this entity, any position one grade lower and directly subordinate to the supervisory position is in the normal line of progression, if the experience in the subordinate position is qualifying for the position (e. g., a Unit Manager position is vacant, the positions within that Unit constitute the organizational entity, or a Section Chief position is vacant, the positions within that section constitute the organizational entity).
If the position to be filled is non-supervisory, the organizational entity is the unit under the immediate supervisor of the position to be filled. Within this entity, any position one grade lower than the position to be filled is in the normal line of progression if the experience in the subordinate position is qualifying for the position to be filled.
Though a position may exist in the next lower level within an organization, the position must also be qualifying for the position to be filled. If it is not, then a second lower banded/graded position may be used.
Based on OPM's Qualification Standards for General Schedule Positions, Policies and Instructions, Section E, Paragraph 3(n): One year specialized experience provision for banded positions--If groups of positions have been placed in pay or grade bands that group two or more GS grades together, HCO, ETS, EOs will need to define the type and level of experience required to perform the work of the position to be filled. Positions in the DM and SM paybands are defined by supervisory knowledge, abilities and skills. The level of experience required to perform the work of the position to be filled is determined by the placement in the organization, within the payband, and the level of progressively responsible experience in the managerial field. Applicants need only one year of the identified experience, either equivalent to a lower level within the band or to the next lower level band. Employees entering a position in a payband that encompasses a single GS grade or two or more GS grades must:
Have at least one year specialized experience equivalent to the next lower payband or grade; e.
Meet the required quality and level of experience to be eligible to compete for jobs in the next higher-level payband.
Below are examples of qualification determinations when there is no position at the next lower level in the normal line of progression within an organizational structure:
Example 1 : The business unit has a vacant IR-332-06 (FM-12) frontline manager position in the Mainframe Operations Branch. There is no intervening IR-07 (FM-11) or GS-11 in the normal line of progression in the Mainframe Operations Branch. An IR-332-08 (FM-10) Frontline Manager can be promoted to the IR-332-06 (FM-12) position, provided he/she has one year of specialized experience equivalent to the IR-08.
Example 2 : The business unit has a vacant frontline manager position, IR-962-07 (FM-11) in the Accounts Management Operations Unit. There is no intervening IR-08 (FM-10) or GS-10 in the normal line of progression in the Accounts Management Operations Unit. A Lead GS-962-09 can be promoted to the IR-962-07 (FM-11) position, provided he/she has one year of specialized experience equivalent to the IR-09.
Example 3 : An IR-09 (FM-09) frontline manager applies for a vacant IR-340-02 DM position (encompasses GS-11, 12, & 13) located in the Compliance Services Operations Department. To qualify the IR-09 (FM-09) must possess one-year of specialized experience equivalent to next lower level of the IR-340-02 position, which would be IR-08 (FM-10) or GS-10. However, there is no intervening IR-08 or GS-10 in the normal line of progression under the DM position, the IR-09 (FM-09) is eligible and can be promoted into the vacant IR-340-02 DM position provided he/she meets the specialized experience and the quality and level of experience required to compete at the next higher-level payband.
Qualifications for IRS Payband System Positions.
As required by 5 USC § 9509(b)(3), employees covered under the IRS Payband System are to be treated as if they are GS employees for the purpose of applying other laws and regulations governing GS employees, except as otherwise provided in 65 FR 79433, OPM Criteria for IRS Broadbanding Systems. The IRS Payband System covers the Senior Manager (SM), Department Manager (DM), and Frontline Manager (FM) paybands as follows:
SM – multi-graded payband that encompasses second level managerial positions and first level managerial positions that report directly to a member of the Senior Executive Service and formerly classified at the GS-14 and 15 grade levels.
DM – multi-graded payband that encompasses second level managerial positions located in the Service Centers and formerly classified at the GS-11, 12 and 13 grade levels.
FM – single-graded paybands that encompass managerial positions not covered under the SM or DM paybands and formerly classified at the GS-5 through 15 grade levels.
In accordance with OPM’s OPM's Qualification Standards for General Schedule Positions and Supervisory Guide, employees must demonstrate in their work experience and/or training that they possess the ability to perform successfully the duties of a specific supervisory position, and must demonstrate the ability to acquire the particular knowledge, skills and competencies for successful performance.
Time-in-grade requirements do not apply under the IRS Payband System. Time-in-band is not applicable.
Specialized Experience.
Movement from one payband to another payband, or from a GS grade into a payband that encompasses one or more GS grade levels, requires one year of specialized experience equivalent to the next lower level payband or GS grade in the normal line of progression. Specialized experience must demonstrate the knowledge, skills, and abilities necessary for successful job performance and is typically in or related to the work of the position to be filled.
Certification Process for Qualifying Campus Department Managers for Senior Manager Positions in the 340/343 Series.
A process has been established for the BOD Embedded HR Director(s) to certify that the specialized experience of a Campus DM IR-340-02 Program Manager position is qualifying experience for the IR-340-01 and IR-343-01 SM positions. By signing and dating the Certification Statement for Campus Department Managers in Exhibit 6.338.1-2, the Embedded HR Director(s) where the DM position is located, is certifying that the specialized experience in the IR-340-02 position is qualifying for IR-340-01 and IR-343-01 SM positions and that the candidates with one year of DM experience:
Possess the necessary level of management skills, abilities, and attributes to successfully perform the work of the position; e.
Possess the necessary level of professional/technical competence for the position.
This certification should be retained within the BODs and with the HCO, ETS, EOs to support these qualification determinations. Upon certification of qualifying experience, HCO, ETS, EOs document the DM applicant’s possession of the required one year specialized experience during the rating process on a qualification sheet.
This signed certification statement applies only to IR-340-02, Program Managers who are applying for IR-340-01 or IR-343-01 SM positions. It is important to note that DM candidates, who are determined minimally qualified using this certification process, will be qualified for IR-340-01 and IR-343-01 SM positions Servicewide.
Servicing HCO, ETS, EOs are responsible for ensuring and documenting that each DM applicant possesses the required one year of specialized experience. Thus, for competitive actions, servicing HCO, ETS, EOs must include the following in each merit promotion package:
A statement that indicates the certification was used along with the OPM OPM's Qualification Standards for General Schedule Positions to determine if each applicant met the minimum qualification requirements of the position;
A copy of the signed certification statement; e.
A qualification sheet for each applicant, annotated to reflect the certification was utilized to assist the rater in making the minimum qualification determination.
For competitive and non-competitive actions, the remarks section for the Personnel Action Request (PAR) should be annotated to reflect the certification process was utilized in making the qualification determination.
Management Selection Program for Payband Positions.
IRM 6.335.1.22, Management Selection Program (MSP), outlines the competitive process for employees who apply for IRS payband positions through the MSP process. HCO, ETS, EOs must follow this staffing qualification guidance for selection of all temporary and permanent managers (except Executives) Servicewide who apply through MSP.
Highest Previous Rate and Temporary Promotions in the Payband.
Highest Previous Rate will not be used to set pay upon termination of a temporary promotion into or out of a position covered by the IRS Payband System, regardless of the length of the temporary promotion. Upon termination of the temporary promotion, pay will be set as if the temporary promotion had not occurred. Refer to the IRS Pay Setting Guide, Chapter 11, Paybands, the Frontline Manager Payband Pay Administration Guidance, dated December 29, 2005 (amended July 2006), and the Senior Manager and Department Manager Paybands Pay Administration Guidance dated March 19, 2006, for additional guidance.
Maximum Entry Age Restrictions.
5 USC § 3307(d) prohibits the establishment of a maximum entry age for Federal positions, except as provided below.
5 USC § 3307 authorizes the head of an agency to establish a maximum entry age for original appointment to positions of law enforcement officers or firefighters; e.
29 USC § 633a permits agencies to establish a maximum age requirement only in instances where they have proven to the Equal Employment Opportunity Commission that age is a bona fide occupational qualification necessary for the performance of the duties of a particular position.
5 USC § 3312 (a)(1) requires federal agencies to waive maximum age rules for veterans' preference-eligible applicants unless the age requirement is essential to the performance of the work.
Treasury has determined that individuals selected for Criminal Investigator or law enforcement positions will not exceed a maximum age entry requirement of 36 years of age on the date of their selection. The date immediately preceding the individual’s 37th birthday will be the final date for selection. Preference eligibles described in (2) above are allowed to apply and be considered regardless of age.
Minimum Entry Age Restrictions.
5 USC § 3301 authorizes the establishment of a minimum entry age for Federal positions. Unless otherwise specified, applicants for positions in the Service must be at least 18 years of age, or 16 years of age with the following conditions:
Have graduated from high school or been awarded a certificate equivalent to graduating from high school; ou.
Have completed a formal vocational training program; ou.
Have received a statement from school authorities agreeing with their preference for employment rather than continuing their education; ou.
Be currently enrolled in a secondary school and either work only during school vacation periods or work part-time during the school year under a formal student employment program.
Additional information relating to minimum entry age requirements can be found in the OPM's Qualification Standards for General Schedule Positions (Policies and Instructions, Other requirements or provisions), and 5 CFR § 551.601.
Physical and Medical Standards (General)
Information pertaining to medical and physical qualifications required of certain occupations can be located in IRM 6.339.1 , Medical Qualification Determination Requirements, 5 CFR Part 339, and 5 CFR Part 930.
Motor Vehicle Operators.
Detailed qualification standards for motor vehicle operators and incidental motor vehicle operators can be found in the OPM's Qualification Standards for General Schedule Positions Handbook.
Medical and physical requirements for motor vehicle operators are located in IRM 6.339.1, Medical Qualification Determination Requirements.
Annual Certification to Practice Law.
Certification Statement for Campus Department Managers.
This certification will be used in conjunction with OPM’s Qualification Standard for General Schedule Positions and the OPM Supervisory Guide.

Job qualification system for trades and labor occupational handbook

The OOH can help you find career information on duties, education and training, pay, and outlook for hundreds of occupations.
OCCUPATION GROUPS.
SELECT OCCUPATIONS BY.
FEATURED OCCUPATION.
Funeral Service Workers.
Funeral service workers organize and manage the details of a funeral.
Insurance underwriters decide whether to provide insurance, and under what terms. They evaluate insurance applications and determine coverage amounts and premiums.
Computer and Information Research Scientists.
Computer and information research scientists invent and design new approaches to computing technology and find innovative uses for existing technology. They study and solve complex problems in computing for business, medicine, science, and other fields.
Mathematicians and Statisticians.
Mathematicians and statisticians analyze data and apply mathematical and statistical techniques to help solve real-world problems in business, engineering, healthcare, or other fields.
Atmospheric Scientists, Including Meteorologists.
Atmospheric scientists study the weather and climate, and examine how those conditions affect human activity and the earth in general.
Economists study the production and distribution of resources, goods, and services by collecting and analyzing data, researching trends, and evaluating economic issues.
Health Educators and Community Health Workers.
Health educators teach people about behaviors that promote wellness. They develop and implement strategies to improve the health of individuals and communities. Community health workers collect data and discuss health concerns with members of specific populations or communities..
Court reporters create word-for-word transcriptions at trials, depositions, and other legal proceedings. Some court reporters provide captioning for television and real-time translation for deaf or hard-of-hearing people at public events, in business meetings, or in classrooms.
Dietitians and Nutritionists.
Dietitians and nutritionists are experts in the use of food and nutrition to promote health and manage disease. They advise people on what to eat in order to lead a healthy lifestyle or achieve a specific health-related goal.
Audiologists diagnose, manage, and treat a patient’s hearing, balance, or ear problems.
Travel agents sell transportation, lodging, and entertainment activities to individuals and groups planning trips. They offer advice on destinations, plan trip itineraries, and make travel arrangements for clients.
Electricians install, maintain, and repair electrical power, communications, lighting, and control systems in homes, businesses, and factories.
Advertising, Promotions, and Marketing Managers.
Advertising, promotions, and marketing managers plan programs to generate interest in products or services. They work with art directors, sales agents, and financial staff members.
Sales managers direct sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.
Administrative Services Managers.
Administrative services managers plan, direct, and coordinate supportive services of an organization. Their specific responsibilities vary, but administrative service managers typically maintain facilities and supervise activities that include recordkeeping, mail distribution, and office upkeep.
Computer and Information Systems Managers.
Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.
Financial managers are responsible for the financial health of an organization. They produce financial reports, direct investment activities, and develop strategies and plans for the long-term financial goals of their organization.
Compensation and Benefits Managers.
Compensation managers plan, develop, and oversee programs to determine how much an organization pays its employees and how employees are paid. Benefits managers plan, direct, and coordinate retirement plans, health insurance, and other benefits that an organization offers its employees.
Training and Development Managers.
Training and development managers oversee staff and plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees.
Human Resources Managers.
Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.
Industrial Production Managers.
Industrial production managers oversee the daily operations of manufacturing and related plants. They coordinate, plan, and direct the activities used to create a wide range of goods, such as cars, computer equipment, or paper products.
Farmers, Ranchers, and Other Agricultural Managers.
Farmers, ranchers, and other agricultural managers operate establishments that produce crops, livestock, and dairy products.
Construction managers plan, coordinate, budget, and supervise construction projects from start to finish.
Preschool and Childcare Center Directors.
Preschool and childcare center directors supervise and lead their staffs, design program plans, oversee daily activities, and prepare budgets. They are responsible for all aspects of their center’s program.
Elementary, Middle, and High School Principals.
Elementary, middle, and high school principals manage all school operations, including daily school activities. They coordinate curriculums, oversee teachers and other school staff, and provide a safe and productive learning environment for students.
Postsecondary Education Administrators.
Postsecondary education administrators oversee student services, academics, and faculty research at colleges and universities. Their job duties vary depending on the area of the college they manage, such as admissions, student life, or the registrar’s office.
Architectural and Engineering Managers.
Architectural and engineering managers plan, direct, and coordinate activities in architectural and engineering companies.
Food Service Managers.
Food service managers are responsible for the daily operation of restaurants or other establishments that prepare and serve food and beverages. They direct staff to ensure that customers are satisfied with their dining experience, and they manage the business to ensure that it is profitable.
Lodging managers ensure that guests on vacation or business travel have a pleasant experience at a hotel, motel, or other types of establishment with accommodations. They also ensure that the establishment is run efficiently and profitably.
Medical and Health Services Managers.
Medical and health services managers, also called healthcare executives or healthcare administrators, plan, direct, and coordinate medical and health services. They might manage an entire facility, a specific clinical area or department, or a medical practice for a group of physicians. Medical and health services managers must direct changes that conform to changes in healthcare laws, regulations, and technology.
Natural Sciences Managers.
Natural sciences managers supervise the work of scientists, including chemists, physicists, and biologists. They direct activities related to research and development, and coordinate activities such as testing, quality control, and production.
Property, Real Estate, and Community Association Managers.
Property, real estate, and community association managers take care of the many aspects of residential, commercial, or industrial properties. They make sure the property is well maintained, has a nice appearance, and preserves its resale or leasing value.
Social and Community Service Managers.
Social and community service managers coordinate and supervise social service programs and community organizations. They manage workers who provide social services to the public.
Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.
Claims Adjusters, Appraisers, Examiners, and Investigators.
Claims adjusters, appraisers, examiners, and investigators evaluate insurance claims. They decide whether an insurance company must pay a claim, and if so, how much.
Cost estimators collect and analyze data in order to estimate the time, money, materials, and labor required to manufacture a product, construct a building, or provide a service. They generally specialize in a particular product or industry.
Human Resources Specialists.
Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training.
Management analysts, often called management consultants, propose ways to improve an organization’s efficiency. They advise managers on how to make organizations more profitable through reduced costs and increased revenues.
Meeting, Convention, and Event Planners.
Meeting, convention, and event planners coordinate all aspects of events and professional meetings. They arrange meeting locations, transportation, and other details.
Accountants and Auditors.
Accountants and auditors prepare and examine financial records. They ensure that financial records are accurate and that taxes are paid properly and on time. Accountants and auditors assess financial operations and work to help ensure that organizations run efficiently.
Appraisers and Assessors of Real Estate.
Appraisers and assessors of real estate provide a value estimate on land and buildings usually before they are sold, mortgaged, taxed, insured, or developed.
Budget analysts help public and private institutions organize their finances. They prepare budget reports and monitor institutional spending.
Financial analysts provide guidance to businesses and individuals making investment decisions. They assess the performance of stocks, bonds, and other types of investments.
Personal Financial Advisors.
Personal financial advisors provide advice on investments, insurance, mortgages, college savings, estate planning, taxes, and retirement to help individuals manage their finances.
Financial examiners ensure compliance with laws governing financial institutions and transactions. They review balance sheets, evaluate the risk level of loans, and assess bank management.
Loan officers evaluate, authorize, or recommend approval of loan applications for people and businesses.
Tax Examiners and Collectors, and Revenue Agents.
Tax examiners and collectors, and revenue agents determine how much is owed in taxes and collect tax from individuals and businesses on behalf of federal, state, and local governments. They review tax returns, conduct audits, identify taxes owed, and collect overdue tax payments.
Computer programmers write and test code that allows computer applications and software programs to function properly. They turn the program designs created by software developers and engineers into instructions that a computer can follow.
Software developers are the creative minds behind computer programs. Some develop the applications that allow people to do specific tasks on a computer or another device. Others develop the underlying systems that run the devices or that control networks.
Computer Support Specialists.
Computer support specialists provide help and advice to computer users and organizations. These specialists either support computer networks or they provide technical assistance directly to computer users.
Computer Systems Analysts.
Computer systems analysts, sometimes called systems architects, study an organization’s current computer systems and procedures, and design solutions to help the organization operate more efficiently and effectively. They bring business and information technology (IT) together by understanding the needs and limitations of both.
Database administrators (DBAs) use specialized software to store and organize data, such as financial information and customer shipping records. They make sure that data are available to users and secure from unauthorized access.
Network and Computer Systems Administrators.
Computer networks are critical parts of almost every organization. Network and computer systems administrators are responsible for the day-to-day operation of these networks.
Actuaries analyze the financial costs of risk and uncertainty. They use mathematics, statistics, and financial theory to assess the risk of potential events, and they help businesses and clients develop policies that minimize the cost of that risk. Actuaries’ work is essential to the insurance industry.
Operations Research Analysts.
Operations research analysts use advanced mathematical and analytical methods to help organizations investigate complex issues, identify and solve problems, and make better decisions.
Architects plan and design houses, factories, office buildings, and other structures.
Landscape architects design parks and the outdoor spaces of campuses, recreational facilities, private homes, and other open areas.
Cartographers and Photogrammetrists.
Cartographers and photogrammetrists collect, measure, and interpret geographic information in order to create and update maps and charts for regional planning, education, emergency response, and other purposes.
Surveyors make precise measurements to determine property boundaries. They provide data relevant to the shape and contour of the Earth’s surface for engineering, mapmaking, and construction projects.
Aerospace engineers design primarily aircraft, spacecraft, satellites, and missiles. In addition, they test prototypes to make sure that they function according to design.
Biomedical engineers combine engineering principles with medical sciences to design and create equipment, devices, computer systems, and software used in healthcare.
Chemical engineers apply the principles of chemistry, biology, physics, and math to solve problems that involve the production or use of chemicals, fuel, drugs, food, and many other products. They design processes and equipment for large-scale manufacturing, plan and test production methods and byproducts treatment, and direct facility operations.
Civil engineers conceive, design, build, supervise, operate, construct, and maintain infrastructure projects and systems in the public and private sector, including roads, buildings, airports, tunnels, dams, bridges, and systems for water supply and sewage treatment.
Computer Hardware Engineers.
Computer hardware engineers research, design, develop, and test computer systems and components such as processors, circuit boards, memory devices, networks, and routers.
Electrical and Electronics Engineers.
Electrical engineers design, develop, test, and supervise the manufacturing of electrical equipment, such as electric motors, radar and navigation systems, communications systems, and power generation equipment. Electronics engineers design and develop electronic equipment, including broadcast and communications systems, such as portable music players and Global Positioning System (GPS) devices.
Environmental engineers use the principles of engineering, soil science, biology, and chemistry to develop solutions to environmental problems. They work to improve recycling, waste disposal, public health, and water and air pollution control.
Industrial engineers find ways to eliminate wastefulness in production processes. They devise efficient systems that integrate workers, machines, materials, information, and energy to make a product or provide a service.
Marine Engineers and Naval Architects.
Marine engineers and naval architects design, build, and maintain ships, from aircraft carriers to submarines and from sailboats to tankers. Marine engineers are responsible for the internal systems of a ship, such as the propulsion, electrical, refrigeration, and steering systems. Naval architects are responsible for the ship design, including the form, structure, and stability of hulls.
Materials engineers develop, process, and test materials used to create a wide range of products, from computer chips and aircraft wings to golf clubs and biomedical devices. They study the properties and structures of metals, ceramics, plastics, composites, nanomaterials (extremely small substances), and other substances in order to create new materials that meet certain mechanical, electrical, and chemical requirements.
Mechanical engineers design, develop, build, and test mechanical and thermal sensors and devices, including tools, engines, and machines.
Mining and Geological Engineers.
Mining and geological engineers design mines to safely and efficiently remove minerals such as coal and metals for use in manufacturing and utilities.
Nuclear engineers research and develop the processes, instruments, and systems used to derive benefits from nuclear energy and radiation. Many of these engineers find industrial and medical uses for radioactive materials—for example, in equipment used in medical diagnosis and treatment.
Petroleum engineers design and develop methods for extracting oil and gas from deposits below the Earth’s surface. Petroleum engineers also find new ways to extract oil and gas from older wells.
Drafters use software to convert the designs of engineers and architects into technical drawings. Most workers specialize in architectural, civil, electrical, or mechanical drafting and use technical drawings to help design everything from microchips to skyscrapers.
Civil Engineering Technicians.
Civil engineering technicians help civil engineers to plan, design, and build highways, bridges, utilities, and other infrastructure projects. They also help to plan, design, and build commercial, industrial, residential, and land development projects.
Environmental Engineering Technicians.
Environmental engineering technicians carry out the plans that environmental engineers develop. They test, operate, and, if necessary, modify equipment used to prevent or clean up environmental pollution. They may collect samples for testing, or they may work to mitigate sources of environmental pollution.
Industrial Engineering Technicians.
Industrial engineering technicians assist industrial engineers in devising efficient systems that integrate workers, machines, materials, information, and energy to make a product or provide a service. They prepare machinery and equipment layouts, plan workflows, conduct statistical production studies, and analyze production costs.
Mechanical Engineering Technicians.
Mechanical engineering technicians help mechanical engineers design, develop, test, and manufacture mechanical devices, including tools, engines, and machines. They may make sketches and rough layouts, record and analyze data, make calculations and estimates, and report their findings.
Market Research Analysts.
Market research analysts study market conditions to examine potential sales of a product or service. They help companies understand what products people want, who will buy them, and at what price.
Surveying and Mapping Technicians.
Surveying and mapping technicians collect data and make maps of the Earth&apos:s surface. Surveying technicians visit sites to take measurements of the land. Mapping technicians use geographic data to create maps. They both assist surveyors and cartographers and photogrammetrists.
Agricultural and Food Scientists.
Agricultural and food scientists research ways to improve the efficiency and safety of agricultural establishments and products.
Biochemists and Biophysicists.
Biochemists and biophysicists study the chemical and physical principles of living things and of biological processes, such as cell development, growth, heredity, and disease.
Microbiologists study microorganisms such as bacteria, viruses, algae, fungi, and some types of parasites. They try to understand how these organisms live, grow, and interact with their environments.
Zoologists and Wildlife Biologists.
Zoologists and wildlife biologists study animals and other wildlife and how they interact with their ecosystems. They study the physical characteristics of animals, animal behaviors, and the impacts humans have on wildlife and natural habitats.
Epidemiologists are public health professionals who investigate patterns and causes of disease and injury in humans. They seek to reduce the risk and occurrence of negative health outcomes through research, community education, and health policy.
Medical scientists conduct research aimed at improving overall human health. They often use clinical trials and other investigative methods to reach their findings.
Physicists and Astronomers.
Physicists and astronomers study the ways in which various forms of matter and energy interact. Theoretical physicists and astronomers may study the nature of time or the origin of the universe. Some physicists design and perform experiments with sophisticated equipment such as particle accelerators, electron microscopes, and lasers.
Chemists and Materials Scientists.
Chemists and materials scientists study substances at the atomic and molecular levels and analyze the ways in which the substances interact with one another. They use their knowledge to develop new and improved products and to test the quality of manufactured goods.
Environmental Scientists and Specialists.
Environmental scientists and specialists use their knowledge of the natural sciences to protect the environment and human health. They may clean up polluted areas, advise policymakers, or work with industry to reduce waste.
Geoscientists study the physical aspects of the Earth, such as its composition, structure, and processes, to learn about its past, present, and future.
Hydrologists study how water moves across and through the Earth’s crust. They use their expertise to solve problems in the areas of water quality or availability.
Survey researchers design and conduct surveys and analyze data. Surveys are used to collect factual data, such as employment and salary information, or to ask questions in order to understand people’s opinions, preferences, beliefs, or desires.
Psychologists study cognitive, emotional, and social processes and behavior by observing, interpreting, and recording how individuals relate to one another and to their environments. They use their findings to help improve processes and behaviors.
Sociologists study society and social behavior by examining the groups, cultures, organizations, social institutions, and processes that develop when people interact and work together.
Urban and Regional Planners.
Urban and regional planners develop land use plans and programs that help create communities, accommodate population growth, and revitalize physical facilities in towns, cities, counties, and metropolitan areas.
Anthropologists and Archeologists.
Anthropologists and archeologists study the origin, development, and behavior of humans. They examine the cultures, languages, archeological remains, and physical characteristics of people in various parts of the world.
Political scientists study the origin, development, and operation of political systems. They research political ideas and analyze governments, policies, political trends, and related issues.
Biological technicians help biological and medical scientists conduct laboratory tests and experiments.
Chemical technicians use special instruments and techniques to help chemists and chemical engineers research, develop, produce, and test chemical products and processes.
Geological and Petroleum Technicians.
Geological and petroleum technicians provide support to scientists and engineers in exploring and extracting natural resources, such as minerals, oil, and natural gas.
Nuclear technicians assist physicists, engineers, and other professionals in nuclear research and nuclear energy production. They operate special equipment and monitor the levels of radiation that are produced.
Environmental Science and Protection Technicians.
Environmental science and protection technicians monitor the environment and investigate sources of pollution and contamination, including those affecting public health.
Forensic Science Technicians.
Forensic science technicians aid criminal investigations by collecting and analyzing evidence. Many technicians specialize in various types of laboratory analysis.
Substance Abuse, Behavioral Disorder, and Mental Health Counselors.
Substance abuse, behavioral disorder, and mental health counselors advise people who suffer from alcoholism, drug addiction, eating disorders, mental health issues, or other mental or behavioral problems. They provide treatment and support to help clients recover from addiction or modify problem behaviors.
School and Career Counselors.
School counselors help students develop the academic and social skills needed to succeed in school. Career counselors help people choose careers and follow a path to employment.
Marriage and Family Therapists.
Marriage and family therapists help people manage and overcome problems with family and other relationships.
Rehabilitation counselors help people with physical, mental, developmental, or emotional disabilities live independently. They work with clients to overcome or manage the personal, social, or psychological effects of disabilities on employment or independent living.
Social workers help people solve and cope with problems in their everyday lives. Clinical social workers also diagnose and treat mental, behavioral, and emotional issues.
Probation Officers and Correctional Treatment Specialists.
Probation officers and correctional treatment specialists provide social services to assist in rehabilitation of law offenders in custody or on probation or parole.
Social and Human Service Assistants.
Social and human service assistants provide client services, including support for families, in a wide variety of fields, such as psychology, rehabilitation, and social work. They assist other workers, such as social workers, and they help clients find benefits or community services.
Lawyers advise and represent individuals, businesses, and government agencies on legal issues and disputes.
Paralegals and Legal Assistants.
Paralegals and legal assistants perform a variety of tasks to support lawyers, including maintaining and organizing files, conducting legal research, and drafting documents.
Postsecondary teachers instruct students in a wide variety of academic and technical subjects beyond the high school level. They may also conduct research and publish scholarly papers and books.
Preschool teachers educate and care for children younger than age 5 who have not yet entered kindergarten. They teach language, motor, and social skills to young children.
Kindergarten and Elementary School Teachers.
Kindergarten and elementary school teachers instruct young students in basic subjects, such as math and reading, in order to prepare them for future schooling.
Middle School Teachers.
Middle school teachers educate students, typically in sixth through eighth grades. They help students build on the fundamentals they learned in elementary school and prepare them for the more difficult curriculum they will face in high school.
Career and Technical Education Teachers.
Career and technical education teachers instruct students in various technical and vocational subjects, such as auto repair, healthcare, and culinary arts. They teach academic and technical content to provide students with the skills and knowledge necessary to enter an occupation.
Special Education Teachers.
Special education teachers work with students who have a wide range of learning, mental, emotional, and physical disabilities. They adapt general education lessons and teach various subjects, such as reading, writing, and math, to students with mild and moderate disabilities. They also teach basic skills, such as literacy and communication techniques, to students with severe disabilities.
Adult Literacy and High School Equivalency Diploma Teachers.
Adult literacy and high school equivalency diploma teachers instruct adults in basic skills, such as reading, writing, and speaking English. They also help students earn their high school equivalent diploma.
Archivists, Curators, and Museum Workers.
Archivists appraise, process, catalog, and preserve permanent records and historically valuable documents. Curators oversee collections of artwork and historic items, and may conduct public service activities for an institution. Museum technicians and conservators prepare and restore objects and documents in museum collections and exhibits.
Librarians help people find information and conduct research for personal and professional use. Their job duties may change based on the type of library they work in, such as public, academic, and medical libraries.
Library Technicians and Assistants.
Library technicians and assistants help librarians with all aspects of running a library. They assist patrons, organize library materials and information, and perform clerical and administrative tasks.
Instructional coordinators oversee school curriculums and teaching standards. They develop instructional material, coordinate its implementation with teachers and principals, and assess its effectiveness.
Teacher assistants work under a teacher’s supervision to give students additional attention and instruction.
Art directors are responsible for the visual style and images in magazines, newspapers, product packaging, and movie and television productions. They create the overall design of a project and direct others who develop artwork and layouts.
Multimedia Artists and Animators.
Multimedia artists and animators create animation and visual effects for television, movies, video games, and other forms of media.
Industrial designers develop the concepts for manufactured products, such as cars, home appliances, and toys. They combine art, business, and engineering to make products that people use every day. Industrial designers consider the function, aesthetics, production costs, and usability of products when developing new product concepts.
Fashion designers create original clothing, accessories, and footwear. They sketch designs, select fabrics and patterns, and give instructions on how to make the products they design.
Floral designers, also called florists, cut and arrange live, dried, and silk flowers and greenery to make decorative displays. They also help customers select flowers, containers, ribbons, and other accessories.
Graphic designers create visual concepts, using computer software or by hand, to communicate ideas that inspire, inform, and captivate consumers. They develop the overall layout and production design for various applications such as advertisements, brochures, magazines, and corporate reports.
Interior designers make interior spaces functional, safe, and beautiful by determining space requirements and selecting decorative items, such as colors, lighting, and materials. They read blueprints and must be aware of building codes and inspection regulations, as well as universal accessibility standards.
Actors express ideas and portray characters in theater, film, television, and other performing arts media. They interpret a writer’s script to entertain or inform an audience.
Producers and Directors.
Producers and directors create motion pictures, television shows, live theater, commercials, and other performing arts productions. They interpret a writer’s script to entertain or inform an audience.
Athletes and Sports Competitors.
Athletes and sports competitors participate in organized, officiated sporting events to entertain spectators.
Coaches and Scouts.
Coaches teach amateur or professional athletes the skills they need to succeed at their sport. Scouts look for new players and evaluate their skills and likelihood for success at the college, amateur, or professional level. Many coaches also are involved in scouting.
Umpires, Referees, and Other Sports Officials.
Umpires, referees, and other sports officials preside over competitive athletic or sporting events to help maintain standards of play. They detect infractions and decide penalties according to the rules of the game.
Dancers and Choreographers.
Dancers and choreographers use dance performances to express ideas and stories. There are many types of dance, such as ballet, tango, modern dance, tap, and jazz.
Music Directors and Composers.
Music directors, also called conductors, lead orchestras and other musical groups during performances and recording sessions. Composers write and arrange original music in a variety of musical styles.
Musicians and Singers.
Musicians and singers play instruments or sing for live audiences and in recording studios.
Announcers present music, news, and sports and may provide commentary or interview guests about these or other important topics. Some act as masters of ceremonies (emcees) or disc jockeys (DJs) at weddings, parties, or clubs.
Reporters, Correspondents, and Broadcast News Analysts.
Reporters, correspondents, and broadcast news analysts inform the public about news and events happening internationally, nationally, and locally. They report the news for newspapers, magazines, websites, television, and radio.
Editors plan, review, and revise content for publication.
Technical writers, also called technical communicators, prepare instruction manuals, how-to guides, journal articles, and other supporting documents to communicate complex and technical information more easily. They also develop, gather, and disseminate technical information through an organization’s communications channels.
Writers and Authors.
Writers and authors develop written content for various types of media, including advertisements; books; magazines; movie, play, and television scripts; and blogs.
Interpreters and Translators.
Interpreters and translators convert information from one language into another language. Interpreters work in spoken or sign language; translators work in written language.
Broadcast and Sound Engineering Technicians.
Broadcast and sound engineering technicians set up, operate, and maintain the electrical equipment for radio programs, television broadcasts, concerts, sound recordings, and movies.
Photographers use their technical expertise, creativity, and composition skills to produce and preserve images that tell a story or record an event.
Film and Video Editors and Camera Operators.
Film and video editors and camera operators manipulate moving images that entertain or inform an audience.
Chiropractors treat patients with health problems of the neuromusculoskeletal system, which includes nerves, bones, muscles, ligaments, and tendons. They use spinal adjustments and manipulation, as well as other clinical interventions, to manage patients’ health concerns, such as back and neck pain.
Dentists diagnose and treat problems with patients’ teeth, gums, and related parts of the mouth. They provide advice and instruction on taking care of the teeth and gums and on diet choices that affect oral health.
Optometrists examine the eyes and other parts of the visual system. They also diagnose and treat visual problems and manage diseases, injuries, and other disorders of the eyes. They prescribe eyeglasses or contact lenses as needed.
Pharmacists dispense prescription medications to patients and offer expertise in the safe use of prescriptions. They also may conduct health and wellness screenings, provide immunizations, oversee the medications given to patients, and provide advice on healthy lifestyles.
Physicians and Surgeons.
Physicians and surgeons diagnose and treat injuries or illnesses. Physicians examine patients; take medical histories; prescribe medications; and order, perform, and interpret diagnostic tests. They counsel patients on diet, hygiene, and preventive healthcare. Surgeons operate on patients to treat injuries, such as broken bones; diseases, such as cancerous tumors; and deformities, such as cleft palates.
Physician assistants, also known as PAs, practice medicine on teams with physicians, surgeons, and other healthcare workers. They examine, diagnose, and treat patients.
Podiatrists provide medical and surgical care for people with foot, ankle, and lower leg problems. They diagnose illnesses, treat injuries, and perform surgery involving the lower extremities.
Registered nurses (RNs) provide and coordinate patient care, educate patients and the public about various health conditions, and provide advice and emotional support to patients and their family members.
Occupational therapists treat injured, ill, or disabled patients through the therapeutic use of everyday activities. They help these patients develop, recover, improve, as well as maintain the skills needed for daily living and working.
Physical therapists, sometimes called PTs, help injured or ill people improve their movement and manage their pain. These therapists are often an important part of the rehabilitation, treatment, and prevention of patients with chronic conditions, illnesses, or injuries.
Radiation therapists treat cancer and other diseases in patients by administering radiation treatments.
Recreational therapists plan, direct, and coordinate recreation-based treatment programs for people with disabilities, injuries, or illnesses. These therapists use a variety of modalities, including arts and crafts; drama, music, and dance; sports and games; aquatics; and community outings to help maintain or improve a patient’s physical, social, and emotional well-being.
Respiratory therapists care for patients who have trouble breathing—for example, from a chronic respiratory disease, such as asthma or emphysema. Their patients range from premature infants with undeveloped lungs to elderly patients who have diseased lungs. They also provide emergency care to patients suffering from heart attacks, drowning, or shock.
Speech-language pathologists (sometimes called speech therapists) assess, diagnose, treat, and help to prevent communication and swallowing disorders in children and adults. Speech, language, and swallowing disorders result from a variety of causes, such as a stroke, brain injury, hearing loss, developmental delay, Parkinson’s disease, a cleft palate, or autism.
Veterinarians care for the health of animals and work to improve public health. They diagnose, treat, and research medical conditions and diseases of pets, livestock, and other animals.
Medical and Clinical Laboratory Technologists and Technicians.
Medical laboratory technologists (commonly known as medical laboratory scientists) and medical laboratory technicians collect samples and perform tests to analyze body fluids, tissue, and other substances.
Dental hygienists clean teeth, examine patients for signs of oral diseases such as gingivitis, and provide other preventive dental care. They also educate patients on ways to improve and maintain good oral health.
Diagnostic Medical Sonographers and Cardiovascular Technologists and Technicians, Including Vascular Technologists.
Diagnostic medical sonographers and cardiovascular technologists and technicians, including vascular technologists, also called diagnostic imaging workers, operate special imaging equipment to create images or to conduct tests. The images and test results help physicians assess and diagnose medical conditions.
Nuclear Medicine Technologists.
Nuclear medicine technologists prepare radioactive drugs and administer them to patients for imaging or therapeutic purposes.
Radiologic and MRI Technologists.
Radiologic technologists, also known as radiographers, perform diagnostic imaging examinations, such as x rays, on patients. MRI technologists operate magnetic resonance imaging (MRI) scanners to create diagnostic images.
EMTs and Paramedics.
Emergency medical technicians (EMTs) and paramedics care for the sick or injured in emergency medical settings. People’s lives often depend on the quick reaction and competent care provided by these workers. EMTs and paramedics respond to emergency calls, performing medical services and transporting patients to medical facilities.
Pharmacy technicians help pharmacists dispense prescription medication to customers or health professionals.
Surgical technologists, also called operating room technicians, assist in surgical operations. They prepare operating rooms, arrange equipment, and help doctors during surgeries.
Veterinary Technologists and Technicians.
Veterinary technologists and technicians perform medical tests under the supervision of a licensed veterinarian to assist in diagnosing the injuries and illnesses of animals.
Licensed Practical and Licensed Vocational Nurses.
Licensed practical nurses (LPNs) and licensed vocational nurses (LVNs) provide basic nursing care. They work under the direction of registered nurses and doctors.
Medical Records and Health Information Technicians.
Medical records and health information technicians, commonly referred to as health information technicians, organize and manage health information data. They ensure its quality, accuracy, accessibility, and security in both paper and electronic systems. They use various classification systems to code and categorize patient information for insurance reimbursement purposes, for databases and registries, and to maintain patients’ medical and treatment histories.
Opticians help fit eyeglasses and contact lenses, following prescriptions from ophthalmologists and optometrists. They also help customers decide which eyeglass frames or contact lenses to buy.
Occupational Health and Safety Specialists and Technicians.
Occupational health and safety specialists and technicians collect data on and analyze many types of work environments and work procedures. Specialists inspect workplaces for adherence to regulations on safety, health, and the environment. Technicians work with specialists in conducting tests and measuring hazards to help prevent harm to workers, property, the environment, and the general public.
Athletic trainers specialize in preventing, diagnosing, and treating muscle and bone injuries and illnesses.
Home Health Aides and Personal Care Aides.
Home health aides and personal care aides help people with disabilities, chronic illnesses, or cognitive impairment by assisting in their daily living activities. They often help older adults who need assistance. In some states, home health aides may be able to give a client medication or check the client’s vital signs under the direction of a nurse or other healthcare practitioner.
Nursing Assistants and Orderlies.
Nursing assistants, sometimes called nursing aides, help provide basic care for patients in hospitals and residents of long-term care facilities, such as nursing homes. Orderlies transport patients and clean treatment areas.
Psychiatric Technicians and Aides.
Psychiatric technicians and aides care for people who have mental illness and developmental disabilities. Technicians typically provide therapeutic care and monitor their patients’ conditions. Aides help patients in their daily activities and ensure a safe, clean environment.
Occupational Therapy Assistants and Aides.
Occupational therapy assistants and aides help patients develop, recover, improve, as well as maintain the skills needed for daily living and working. Occupational therapy assistants are directly involved in providing therapy to patients; occupational therapy aides typically perform support activities. Both assistants and aides work under the direction of occupational therapists.
Physical Therapist Assistants and Aides.
Physical therapist assistants, sometimes called PTAs, and physical therapist aides work under the direction and supervision of physical therapists. They help patients who are recovering from injuries and illnesses regain movement and manage pain.
Massage therapists treat clients by using touch to manipulate the muscles and other soft tissues of the body. With their touch, therapists relieve pain, help heal injuries, improve circulation, relieve stress, increase relaxation, and aid in the general wellness of clients.
Dental assistants perform many tasks, ranging from providing patient care and taking x rays to recordkeeping and scheduling appointments. Their duties vary by state and by the dentists’ offices where they work.
Medical assistants complete administrative and clinical tasks in the offices of physicians, hospitals, and other healthcare facilities. Their duties vary with the location, specialty, and size of the practice.
Medical transcriptionists, sometimes referred to as healthcare documentation specialists, listen to voice recordings that physicians and other healthcare workers make and convert them into written reports. They also may review and edit medical documents created using speech recognition technology. Transcriptionists interpret medical terminology and abbreviations in preparing patients’ medical histories, discharge summaries, and other documents.
Firefighters control and put out fires and respond to emergencies where life, property, or the environment is at risk.
Correctional Officers and Bailiffs.
Correctional officers are responsible for overseeing individuals who have been arrested and are awaiting trial or who have been sentenced to serve time in jail or prison. Bailiffs are law enforcement officers who maintain safety and order in courtrooms.
Police and Detectives.
Police officers protect lives and property. Detectives and criminal investigators, who are sometimes called agents or special agents, gather facts and collect evidence of possible crimes.
Private Detectives and Investigators.
Private detectives and investigators search for information about legal, financial, and personal matters. They offer many services, such as verifying people’s backgrounds and statements, finding missing persons, and investigating computer crimes.
Security Guards and Gaming Surveillance Officers.
Security guards and gaming surveillance officers patrol and protect property against theft, vandalism, and other illegal activity.
Chefs and Head Cooks.
Chefs and head cooks oversee the daily food preparation at restaurants and other places where food is served. They direct kitchen staff and handle any food-related concerns.
Cooks prepare, season, and cook a wide range of foods, which may include soups, salads, entrees, and desserts.
Food Preparation Workers.
Food preparation workers perform many routine tasks under the direction of cooks, chefs, or food service managers. Food preparation workers prepare cold foods, slice meat, peel and cut vegetables, brew coffee or tea, and perform many other food service tasks.
Bartenders mix drinks and serve them directly to customers or through wait staff.
Food and Beverage Serving and Related Workers.
Food and beverage serving and related workers perform a variety of customer service, food preparation, and cleaning duties in restaurants, cafeterias, and other eating and drinking establishments.
Waiters and Waitresses.
Waiters and waitresses take orders and serve food and beverages to customers in dining establishments.
Janitors and Building Cleaners.
Janitors and building cleaners keep many types of buildings clean, orderly, and in good condition.
Pest Control Workers.
Pest control workers remove unwanted pests, such as roaches, rats, ants, bedbugs, mosquitoes, ticks and termites that infest buildings and surrounding areas.
Grounds Maintenance Workers.
Grounds maintenance workers ensure that the grounds of houses, businesses, and parks are attractive, orderly, and healthy in order to provide a pleasant outdoor environment.
Animal Care and Service Workers.
Animal care and service workers provide care for animals. They feed, groom, bathe, and exercise pets and other nonfarm animals.
Gaming Services Workers.
Gaming services workers serve customers in gambling establishments, such as casinos or racetracks. Some workers tend slot machines, deal cards, or oversee other gaming activities such as keno or bingo. Others take bets or pay out winnings. Still others supervise or manage gaming workers and operations.
Barbers, Hairstylists, and Cosmetologists.
Barbers, hairstylists, and cosmetologists provide haircutting, hairstyling, and a range of other beauty services.
Manicurists and Pedicurists.
Manicurists and pedicurists clean, shape, and beautify fingernails and toenails.
Skincare specialists cleanse and beautify the face and body to enhance a person’s appearance.
Flight attendants provide routine services and respond to emergencies to ensure the safety and comfort of airline passengers while aboard planes.
Childcare workers attend to the basic needs of children, such as dressing, bathing, feeding, and overseeing play. They may help younger children prepare for kindergarten or assist older children with homework.
Fitness Trainers and Instructors.
Fitness trainers and instructors lead, instruct, and motivate individuals or groups in exercise activities, including cardiovascular exercises (exercises for the heart and blood circulation), strength training, and stretching. They work with people of all ages and skill levels.
Recreation workers design and lead activities to help people stay active, improve fitness, and have fun. They work with groups in summer camps, fitness and recreational sports centers, nursing care facilities, nature parks, and other settings. They may lead such activities as arts and crafts, sports, music, dramatics, or games.
Cashiers process payments from customers purchasing goods and services.
Retail Sales Workers.
Retail sales workers help customers find products they want and process customers’ payments. There are two types of retail sales workers: retail salespersons, who sell retail merchandise, such as clothing, furniture, and automobiles; and parts salespersons, who sell spare and replacement parts and equipment, especially car parts.
Advertising Sales Agents.
Advertising sales agents sell advertising space to businesses and individuals. They contact potential clients, make sales presentations, and maintain client accounts.
Insurance Sales Agents.
Insurance sales agents contact potential customers and sell one or more types of insurance. Insurance sales agents explain various insurance policies and help clients choose plans that suit them.
Wholesale and Manufacturing Sales Representatives.
Wholesale and manufacturing sales representatives sell goods for wholesalers or manufacturers to businesses, government agencies, and other organizations. They contact customers, explain the features of the products they are selling, negotiate prices, and answer any questions that their customers may have about the products.
Models pose for artists, customers, or photographers to help advertise a variety of products, including clothing, cosmetics, food, and appliances.
Real Estate Brokers and Sales Agents.
Real estate brokers and sales agents help clients buy, sell, and rent properties. Although brokers and agents do similar work, brokers are licensed to manage their own real estate businesses. Sales agents must work with a real estate broker.
Sales engineers sell complex scientific and technological products or services to businesses. They must have extensive knowledge of the products’ parts and functions and must understand the scientific processes that make these products work.
Bill and Account Collectors.
Bill and account collectors try to recover payment on overdue bills. They negotiate repayment plans with debtors and help them find solutions to make paying their overdue bills easier.
Bookkeeping, Accounting, and Auditing Clerks.
Bookkeeping, accounting, and auditing clerks produce financial records for organizations. They record financial transactions, update statements, and check financial records for accuracy.
Os caixas são responsáveis ​​por processar com precisão transações de rotina em um banco. These transactions include cashing checks, depositing money, and collecting loan payments.
Representantes do Serviço ao Consumidor.
Customer service representatives interact with customers to handle complaints, process orders, and provide information about an organization’s products and services.
Receptionists perform administrative tasks, such as answering phones, receiving visitors, and providing general information about their organization to the public and customers.
Police, Fire, and Ambulance Dispatchers.
Police, fire, and ambulance dispatchers, also called public safety telecommunicators, answer emergency and nonemergency calls.
Postal Service Workers.
Postal service workers sell postal products and collect, sort, and deliver mail.
Secretaries and Administrative Assistants.
Secretaries and administrative assistants perform routine clerical and administrative duties. They organize files, prepare documents, schedule appointments, and support other staff.
Desktop publishers use computer software to design page layouts for newspapers, books, brochures, and other items that are printed or published online.
Agricultural workers maintain crops and tend to livestock. They perform physical labor and operate machinery under the supervision of farmers, ranchers, and other agricultural managers.
Fishing and Hunting Workers.
Fishing and hunting workers catch and trap various types of animal life. The fish and wild animals they catch are for human food, animal feed, bait, and other uses.
Masonry workers, also known as masons, use bricks, concrete blocks, concrete, and natural and manmade stones to build walls, walkways, fences, and other masonry structures.
Carpenters construct, repair, and install building frameworks and structures made from wood and other materials.
Flooring Installers and Tile and Marble Setters.
Flooring installers and tile and marble setters lay and finish carpet, wood, vinyl, and tile.
Construction Laborers and Helpers.
Construction laborers and helpers perform many tasks that require physical labor on construction sites.
Construction Equipment Operators.
Construction equipment operators drive, maneuver, or control the heavy machinery used to construct roads, bridges, buildings, and other structures.
Drywall and Ceiling Tile Installers, and Tapers.
Drywall and ceiling tile installers hang wallboard and install ceiling tile inside buildings. Tapers prepare the wallboard for painting, using tape and other materials. Many workers both install and tape wallboard.
Glaziers install glass in windows, skylights, and other fixtures in storefronts and buildings.
Construction and Maintenance Painters.
Painters apply paint, stain, and coatings to walls and ceilings, buildings, bridges, and other structures.
Plumbers, Pipefitters, and Steamfitters.
Plumbers, pipefitters, and steamfitters install and repair pipes that carry liquids or gases to, from, and within businesses, homes, and factories.
Roofers replace, repair, and install the roofs of buildings, using a variety of materials, including shingles, bitumen, and metal.
Ironworkers install structural and reinforcing iron and steel to form and support buildings, bridges, and roads.
Construction and Building Inspectors.
Construction and building inspectors ensure that construction meets local and national building codes and ordinances, zoning regulations, and contract specifications.
Elevator Installers and Repairers.
Elevator installers and repairers install, fix, and maintain elevators, escalators, moving walkways, and other lifts.
Hazardous Materials Removal Workers.
Hazardous materials (hazmat) removal workers identify and dispose of asbestos, lead, radioactive waste, and other hazardous materials. They also neutralize and clean up materials that are flammable, corrosive, or toxic.
Automotive Body and Glass Repairers.
Automotive body and glass repairers restore, refinish, and replace vehicle bodies and frames, windshields, and window glass.
Automotive Service Technicians and Mechanics.
Automotive service technicians and mechanics, often called service technicians or service techs, inspect, maintain, and repair cars and light trucks.
Diesel Service Technicians and Mechanics.
Diesel service technicians (also known as diesel technicians) and mechanics inspect, repair, and overhaul buses and trucks, or maintain and repair any type of diesel engine.
Small Engine Mechanics.
Small engine mechanics inspect, service, and repair motorized power equipment. Mechanics often specialize in one type of equipment, such as motorcycles, motorboats, or outdoor power equipment.
General Maintenance and Repair Workers.
General maintenance and repair workers fix and maintain machines, mechanical equipment, and buildings. They paint, repair flooring, and work on plumbing, electrical, and air-conditioning and heating systems, among other tasks.
Line Installers and Repairers.
Line installers and repairers, also known as line workers, install or repair electrical power systems and telecommunications cables, including fiber optics.
Medical Equipment Repairers.
Medical equipment repairers install, maintain, and repair patient care equipment.
Assemblers and Fabricators.
Assemblers and fabricators assemble finished products and the parts that go into them. They use tools, machines, and their hands to make engines, computers, aircraft, ships, boats, toys, electronic devices, control panels, and more.
Bakers mix ingredients according to recipes in order to make breads, pastries, and other baked goods.
Metal and Plastic Machine Workers.
Metal and plastic machine workers set up and operate machines that cut, shape, and form metal and plastic materials or pieces.
Machinists and Tool and Die Makers.
Machinists and tool and die makers set up and operate a variety of computer-controlled and mechanically controlled machine tools to produce precision metal parts, instruments, and tools.
Welders, Cutters, Solderers, and Brazers.
Welders, cutters, solderers, and brazers use hand-held or remotely controlled equipment to join or cut metal parts. They also fill holes, indentations, or seams in metal products.
Woodworkers manufacture a variety of products such as cabinets and furniture, using wood, veneers, and laminates. They often combine and incorporate different materials into wood.
Stationary Engineers and Boiler Operators.
Stationary engineers and boiler operators control stationary engines, boilers, or other mechanical equipment to provide utilities for buildings or for industrial purposes.
Quality Control Inspectors.
Quality control inspectors examine products and materials for defects or deviations from specifications.
Jewelers and Precious Stone and Metal Workers.
Jewelers and precious stone and metal workers design, construct, adjust, repair, appraise and sell jewelry.
Dental and Ophthalmic Laboratory Technicians and Medical Appliance Technicians.
Dental and ophthalmic laboratory technicians and medical appliance technicians construct, fit, or repair medical appliances and devices, including dentures, eyeglasses, and prosthetics.
Airline and Commercial Pilots.
Airline and commercial pilots fly and navigate airplanes, helicopters, and other aircraft.
Air Traffic Controllers.
Air traffic controllers coordinate the movement of aircraft to maintain safe distances between them.
Bus drivers transport people between various places—including work, school, and shopping centers—and across state or national borders. Some drive regular routes, and others transport passengers on chartered trips or sightseeing tours.
Heavy and Tractor-trailer Truck Drivers.
Heavy and tractor-trailer truck drivers transport goods from one location to another. Most tractor-trailer drivers are long-haul drivers and operate trucks with a gross vehicle weight (GVW) capacity—that is, the combined weight of the vehicle, passengers, and cargo—exceeding 26,000 pounds. These drivers deliver goods over intercity routes, sometimes spanning several states.
Taxi Drivers, Ride-Hailing Drivers, and Chauffeurs.
Taxi drivers, ride-hailing drivers, and chauffeurs transport people to and from the places they need to go, such as airports, homes, shopping centers, and workplaces. These drivers must know their way around a city to take passengers to their destinations.
Workers in railroad occupations ensure that passenger and freight trains run on time and travel safely. Some workers drive trains, some coordinate the activities of the trains, and others operate signals and switches in the rail yard.
Water Transportation Workers.
Water transportation workers operate and maintain vessels that take cargo and people over water. The vessels travel to and from foreign ports across the ocean and to domestic ports along the coasts, across the Great Lakes, and along the country’s many inland waterways.
Material Moving Machine Operators.
Material moving machine operators use machinery to transport various objects. Some operators move construction materials around building sites or excavate earth from a mine. Others move goods around a warehouse or onto container ships.
Hand Laborers and Material Movers.
Hand laborers and material movers manually move freight, stock, or other materials. Some of these workers may feed or remove material to and from machines, clean vehicles, pick up unwanted household goods, and pack materials for moving.
Purchasing Managers, Buyers, and Purchasing Agents.
Buyers and purchasing agents buy products and services for organizations to use or resell. Purchasing managers oversee the work of buyers and purchasing agents.
Logisticians analyze and coordinate an organization’s supply chain—the system that moves a product from supplier to consumer. They manage the entire life cycle of a product, which includes how a product is acquired, allocated, and delivered.
Agricultural engineers attempt to solve agricultural problems concerning power supplies, the efficiency of machinery, the use of structures and facilities, pollution and environmental issues, and the storage and processing of agricultural products.
Health and Safety Engineers.
Health and safety engineers develop procedures and design systems to protect people from illness and injury and property from damage. They combine knowledge of engineering and of health and safety to make sure that chemicals, machinery, software, furniture, and other products will not cause harm to people or damage to property.
Aerospace Engineering and Operations Technicians.
Aerospace engineering and operations technicians operate and maintain equipment used in developing, testing, producing, and sustaining new aircraft and spacecraft. Increasingly, these workers are using computer-based modeling and simulation tools and processes in their work, as well as advanced automation and robotics.
Electrical and Electronics Engineering Technicians.
Electrical and electronics engineering technicians help engineers design and develop computers, communications equipment, medical monitoring devices, navigational equipment, and other electrical and electronic equipment. They often work in product evaluation and testing, and use measuring and diagnostic devices to adjust, test, and repair equipment. They are also involved in the manufacture and deployment of equipment for automation.
Electro-mechanical technicians combine knowledge of mechanical technology with knowledge of electrical and electronic circuits. They operate, test, and maintain unmanned, automated, robotic, or electromechanical equipment.
Conservation Scientists and Foresters.
Conservation scientists and foresters manage the overall land quality of forests, parks, rangelands, and other natural resources.
Geographers study the Earth and the distribution of its land, features, and inhabitants. They also examine political or cultural structures and study the physical and human geographic characteristics of regions ranging in scale from local to global.
Historians research, analyze, interpret, and write about the past by studying historical documents and sources.
Agricultural and Food Science Technicians.
Agricultural and food science technicians assist agricultural and food scientists by performing duties such as measuring and analyzing the quality of food and agricultural products.
Craft and Fine Artists.
Craft and fine artists use a variety of materials and techniques to create art for sale and exhibition. Craft artists create handmade objects, such as pottery, glassware, textiles, and other objects that are designed to be functional. Fine artists, including painters, sculptors, and illustrators, create original works of art for their aesthetic value, rather than for a functional one.
Orthotists and Prosthetists.
Orthotists and prosthetists design and fabricate medical supportive devices and measure and fit patients for them. These devices include artificial limbs (arms, hands, legs, and feet), braces, and other medical or surgical devices.
Fire inspectors examine buildings in order to detect fire hazards and ensure that federal, state, and local fire codes are met. Fire investigators, another type of worker in this field, determine the origin and cause of fires and explosions. Forest fire inspectors and prevention specialists assess outdoor fire hazards in public and residential areas.
Financial clerks do administrative work for many types of organizations. They keep records, help customers, and carry out financial transactions.
Information clerks perform routine clerical duties such as maintaining records, collecting data, and providing information to customers.
Material Recording Clerks.
Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.
General Office Clerks.
General office clerks perform a variety of clerical tasks, including answering telephones, typing documents, and filing records.
Forest and Conservation Workers.
Forest and conservation workers measure and improve the quality of forests. Under the supervision of foresters and forest and conservation technicians, they develop, maintain, and protect forests.
Logging workers harvest thousands of acres of forests each year. The timber they harvest provides the raw material for many consumer goods and industrial products.
Boilermakers assemble, install, maintain, and repair boilers, closed vats, and other large vessels or containers that hold liquids and gases.
Sheet Metal Workers.
Sheet metal workers fabricate or install products that are made from thin metal sheets, such as ducts used in heating and air conditioning systems.
Food and Tobacco Processing Workers.
Food and tobacco processing workers operate equipment that mixes, cooks, or processes ingredients used in the manufacture of food and tobacco products.
Painting and Coating Workers.
Painting and coating workers paint and coat a wide range of products, including cars, jewelry, and ceramics, often with the use of machines.
High School Teachers.
High school teachers help prepare students for life after graduation. They teach academic lessons and various skills that students will need to attend college and to enter the job market.
Veterinary Assistants and Laboratory Animal Caretakers.
Veterinary assistants and laboratory animal caretakers care for animals by performing routine tasks under the supervision of scientists, veterinarians, and veterinary technologists and technicians.
Securities, Commodities, and Financial Services Sales Agents.
Securities, commodities, and financial services sales agents connect buyers and sellers in financial markets. They sell securities to individuals, advise companies in search of investors, and conduct trades.
Telecommunications Equipment Installers and Repairers.
Telecommunications equipment installers and repairers, also known as telecom technicians, set up and maintain devices that carry communications signals, such as telephone lines and Internet routers.
Aircraft and Avionics Equipment Mechanics and Technicians.
Aircraft and avionics equipment mechanics and technicians repair and perform scheduled maintenance on aircraft.
Heavy Vehicle and Mobile Equipment Service Technicians.
Heavy vehicle and mobile equipment service technicians, also called mechanics, inspect, maintain, and repair vehicles and machinery used in construction, farming, rail transportation, and other industries.
Heating, Air Conditioning, and Refrigeration Mechanics and Installers.
Heating, air conditioning, and refrigeration mechanics and installers—often called heating, ventilation, air conditioning, and refrigeration (HVACR) technicians—work on heating, ventilation, cooling, and refrigeration systems that control the temperature and air quality in buildings.
Industrial Machinery Mechanics, Machinery Maintenance Workers, and Millwrights.
Industrial machinery mechanics and maintenance workers maintain and repair factory equipment and other industrial machinery, such as conveying systems, production machinery, and packaging equipment. Millwrights install, dismantle, repair, reassemble, and move machinery in factories, power plants, and construction sites.
Power Plant Operators, Distributors, and Dispatchers.
Power plant operators, distributors, and dispatchers control the systems that generate and distribute electric power.
Water and Wastewater Treatment Plant and System Operators.
Water and wastewater treatment plant and system operators manage a system of machines, often through the use of control boards, to transfer or treat water or wastewater.
Electrical and Electronics Installers and Repairers.
Electrical and electronics installers and repairers install or repair a variety of electrical equipment in telecommunications, transportation, utilities, and other industries.
Delivery Truck Drivers and Driver/Sales Workers.
Delivery truck drivers and driver/sales workers pick up, transport, and drop off packages and small shipments within a local region or urban area. They drive trucks with a gross vehicle weight (GVW)—the combined weight of the vehicle, passengers, and cargo—of 26,000 pounds or less. Most of the time, delivery truck drivers transport merchandise from a distribution center to businesses and households.
Members of the Armed Forces.
Members of the U. S. military service train for and perform a variety of tasks in order to maintain the U. S. national defense. Servicemembers work in occupations specific to the military, such as fighter pilots or infantrymen. Many other members work in occupations that are equivalent to civilian occupations, such as nurses, doctors, and lawyers.
Compensation, Benefits, and Job Analysis Specialists.
Compensation, benefits, and job analysis specialists conduct an organization’s compensation and benefits programs. They also evaluate position descriptions to determine details such as classification and salary.
Fundraisers organize events and campaigns to raise money and other kinds of donations for an organization. They also may design promotional materials and increase awareness of an organization’s work, goals, and financial needs.
Training and Development Specialists.
Training and development specialists help plan, conduct, and administer programs that train employees and improve their skills and knowledge.
Computer Network Architects.
Computer network architects design and build data communication networks, including local area networks (LANs), wide area networks (WANs), and Intranets. These networks range from small connections between two offices to next-generation networking capabilities such as a cloud infrastructure that serves multiple customers.
Information Security Analysts.
Information security analysts plan and carry out security measures to protect an organization’s computer networks and systems. Their responsibilities are continually expanding as the number of cyberattacks increases.
Web developers design and create websites. They are responsible for the look of the site. They are also responsible for the site’s technical aspects, such as its performance and capacity, which are measures of a website’s speed and how much traffic the site can handle. In addition, web developers may create content for the site.
Solar Photovoltaic Installers.
Solar photovoltaic (PV) installers, also known as PV installers, assemble, install, and maintain solar panel systems on rooftops or other structures.
Genetic counselors assess individual or family risk for a variety of inherited conditions, such as genetic disorders and birth defects. They provide information and support to other healthcare providers, or to individuals and families concerned with the risk of inherited conditions.
Nurse Anesthetists, Nurse Midwives, and Nurse Practitioners.
Nurse anesthetists, nurse midwives, and nurse practitioners, also referred to as advanced practice registered nurses (APRNs), coordinate patient care and may provide primary and specialty healthcare. The scope of practice varies from state to state.
Phlebotomists draw blood for tests, transfusions, research, or blood donations. Some explain their work to patients and provide assistance when patients have adverse reactions after their blood is drawn.
Wind Turbine Technicians.
Wind turbine service technicians, also known as windtechs, install, maintain, and repair wind turbines.
Arbitrators, Mediators, and Conciliators.
Arbitrators, mediators, and conciliators facilitate negotiation and dialogue between disputing parties to help resolve conflicts outside of the court system.
Emergency Management Directors.
Emergency management directors prepare plans and procedures for responding to natural disasters or other emergencies. They also help lead the response during and after emergencies, often in coordination with public safety officials, elected officials, nonprofit organizations, and government agencies.
Public Relations and Fundraising Managers.
Public relations managers plan and direct the creation of material that will maintain or enhance the public image of their employer or client. Fundraising managers coordinate campaigns that bring in donations for their organization.
Public Relations Specialists.
Public relations specialists create and maintain a favorable public image for the organization they represent. They craft media releases and develop social media programs to shape public perception of their organization and to increase awareness of its work and goals.
Butchers cut, trim, and package meat for retail sale.
Judges and Hearing Officers.
Judges and hearing officers apply the law by overseeing the legal process in courts. They also conduct pretrial hearings, resolve administrative disputes, facilitate negotiations between opposing parties, and issue legal decisions.
Insulation workers, also called insulators, install and replace the materials used to insulate buildings and their mechanical systems.
Labor Relations Specialists.
Labor relations specialists interpret and administer labor contracts regarding issues such as wages and salaries, healthcare, pensions, and union and management practices.
Exercise physiologists develop fitness and exercise programs that help patients recover from chronic diseases and improve cardiovascular function, body composition, and flexibility.
Registered nurses (RNs) provide and coordinate patient care, educate patients and the public about various health conditions, and provide advice and emotional support to patients and their family members.

Part 6. Human Resources Management.
Section 1. Medical Qualification Determination Requirements.
6.339.1 Medical Qualification Determination Requirements.
Manual Transmittal.
December 02, 2015.
(1) This transmits revised IRM 6.339.1, Medical Qualification Determination Requirements.
Fundo.
This IRM is part of the Servicewide effort to provide IRS Human Resource practitioners with the most current policies and procedures from Human Capital Office (HCO), Executive Services, Employment, Talent and Security (ESETS) Division.
IRM 6.339.1, Medical Qualification Determination Requirements, dated November 3, 2009, has been revised to include current Servicewide policy and procedures.
Material Changes.
(1) IRM 6.339.1 provides Servicewide policy, standards, requirements, and guidance relating to the administration of medical and physical qualification determinations. This IRM must be read and interpreted in accordance with pertinent law, Governmentwide regulations, Treasury Human Resources Directives, and applicable case law. All previous official Servicewide policy, guidance, requirements, and authorities formerly contained in memoranda, guides, and other documents are incorporated into this IRM, if current and applicable.
(2) For employees in bargaining units covered by negotiated agreements, appropriate negotiated agreement provisions relating to subjects in this Chapter should also be reviewed. For bargaining unit employees, should any of these instructions conflict with a provision of a negotiated agreement, the agreement will prevail.
(3) IRM 6.339.1.4.1, Physical Fitness Standards Requirement for IRS Special Agents, was deleted due to Criminal Investigation’s (CI’s) discontinuance of the program.
(4) Editorial changes, including updates to organizational titles, were made throughout this IRM for clarity.
(5) IRM 6.339.1.4.1, Oversight Responsibilities, was added to include HCO, ESETS, Policy, Accountability & Talent Management (PATM) Office’s roles and responsibilities for medical waivers.
Effect on Other Documents.
Effective Date.
Acting Director, Executive Services, Employment, Talent and Security Division.
The Office of Personnel Management (OPM) has established medical standards and physical requirements for certain governmentwide positions which must be met in order for the applicant/incumbent to successfully and safely perform the duties of the position. The positions, which are listed by occupational series, can be found in Section VI, Medical Requirements of OPM’s Operating Manual, "Qualification Standards for General Schedule Positions" at: opm. gov/Qualifications/policy/medical-reqs. asp.
Medical standard is a written description of the medical requirements for a particular occupation based on a determination that a certain level of fitness of health status is required for successful performance.
Physical requirement is a written description of job-related physical abilities which are normally considered essential for successful performance in a specific position.
OPM's Operating Manual, "Qualification Standards for General Schedule Positions."
OPM medical standards for most occupations do not go beyond the requirement that employees must be capable of carrying out the essential duties of their position.
Medical standard or physical requirements must be waived when there is sufficient evidence that an applicant or employee, with or without reasonable accommodation, can perform the essential duties of the position without endangering the health and safety of the individual or others.
Medical and/or physical qualification waiver requests for preference eligibles require approval by OPM.
Request to Establish New Medical or Physical Requirements.
New medical or physical requirements are established to identify any medical and/or physical condition which might put the employee at an increased risk to him/herself or to others due to potentially hazardous work activities or conditions.
New medical or physical requirement requests are submitted to the Human Capital Office (HCO), Executive Services, Employment, Talent and Security (ESETS), Policy, Accountability and Talent Management (PATM) Office and forwarded to the Director, Office of Human Capital Strategic Management, Department of the Treasury (Treasury) for approval.
Fuel Compliance Agent and Fuel Compliance Officer Medical and Physical Requirements Approved by Treasury.
Treasury has approved medical and physical requirements for the Fuel Compliance Agent (FCA), GS-0512 and Fuel Compliance Officer (FCO), GS-1101 positions. FCAs and FCOs are employed in the Excise Fuel Tax Group of the Small Business/Self-Employment (SBSE) Division.
The duties performed by both the FCA and FCO positions require tasks which are exacting and involve the responsibility for the safety of self and others. Both positions require the incumbent to be free of any condition that would hinder full, efficient performance of the duties of this position or that would cause the individual to be a hazard to himself/herself or others.
The FCA position requires dual duties and responsibilities. The duties include conducting tax audits and performing tasks involving the collection and analysis of toxic fuels in order to enforce and promote compliance with motor fuel laws.
Medical and physical requirements were approved and established as a job qualification requirement for the FCA position effective March 31, 2009.
An FCO performs duties which involve the collection and analysis of toxic fuels to enforce and promote compliance with motor fuel tax laws.
Employees were placed into the FCO position in September 1995 during implementation of Phase III of the Dyed Diesel Fuel Program.
Physical requirements for the FCA and FCO positions are:
Peripheral vision sufficient to conduct inspections, be aware of surroundings, and prevent and avoid potentially dangerous situations;
Ability to visually differentiate between colors to determine if a sample needs to be submitted to a laboratory for testing;
Ability to walk, stand, bend, and stoop for two hour periods during inspection operations;
Ability to regularly lift 10-15 pounds and, on various occasions, may have to lift up to approximately 30 pounds while climbing stairs and/or ladders; and manual dexterity with comparatively free motion of fingers, wrists, elbows, shoulders, hips and knee joints is also required; and arms, hands, legs, and feet must function sufficiently in order to perform the duties satisfactorily.
Fuel Compliance Agent and Fuel Compliance Officer - Medical Surveillance Program.
The Medical Surveillance Program is a medical evaluation program that requires an FCA and FCO applicant or incumbent to undergo periodic physical examinations to demonstrate continued capacity to safely and effectively perform the duties of the position. The physical examinations are conducted by contracted physicians outside of IRS and are scheduled by the business operating division.
The Medical Surveillance Program requires that physical examinations be conducted as follows:
Pre-appointment – Successful completion of a physical examination is required prior to entrance on duty.
Periodic – Successful completion of a bi-annual physical examination is required to remain in the occupational field.
Exit – A physical examination will be conducted when an incumbent retires or otherwise leaves the position.
If at any time an FCA or FCO cannot pass the periodic examination, reasonable accommodations may be considered to determine if they can perform a different position.
Delegation of Authority to IRS for Medical Qualifications for Treasury Enforcement Agent (TEA) GS-1811 Positions.
The Homeland Security Act of 2002 mandated the transfer of the U. S. Customs Service and the U. S. Secret Service to the Department of Homeland Security, and the transfer of the Bureau of Alcohol, Tobacco and Firearms to the Department of Justice. As a result, IRS is the only organization within Treasury with Treasury Enforcement Agents (TEA), GS-1811.
On February 20, 2004, Treasury delegated its authority to the IRS for medical qualification of TEAs.
On December 14, 2012, Treasury permitted the IRS to re-delegate its authority to approve or deny medical waivers not requiring OPM approval to the Chief, Criminal Investigations Division.
Oversight Responsibilities.
The PATM Office will maintain oversight of CI’s adjudication of medical waivers for applicants and incumbents by conducting periodic reviews as part of its Accountability Program, and:
The Director, ESETS as well as the Associate Director of the PATM Office will serve as members of CI’s Medical Advisory Committee.
Motor Vehicle Operators.
The physical standards for motor vehicle operators, and the procedures for evaluating the physical fitness of persons for these positions, are contained in OPM’s handbook, "Job Qualification System for Trades and Labor Occupations."
At least once every 4 years, each agency will ensure that employees who operate Government-owned or leased vehicles are medically able to do so without undue risk to themselves or others.
These standards are applicable to:
GS-0512 Fuel Compliance Agents.
GS-1101 Fuel Compliance Officers.
GS-1811 Special Agents.
GS-1802 Tax Fraud Investigative Assistant.
GS-0083 Police Officers.
GS-0085 Security Guards.
All individuals designated as incidental operators.