SUPERVISORY CONTROLS

This factor covers the nature and extent of direct or indirect controls exercised by the supervisor,

or a designated individual, over the work performed, the employee’s responsibility, and review of

completed work. The controls apply to both how supervisors assign and review work. The

supervisor determines what information the employee needs to perform the assignments (e.g.,

instructions, priorities, deadlines, objectives, and boundaries). Review controls may range from

detailed inspection of work in progress, to simply confirming that the work adheres to agency

policy. The employee’s responsibilities complement the supervisory controls (e.g., if the

supervisor does not establish the sequence in which the work is to be done, it becomes an

employee responsibility). The primary components of this factor are presented below in three

categories: How Work Is Assigned, Employee Responsibility, and How Work Is Reviewed.

NOTE: These factor level descriptions (FLDs) apply to all 1500P occupational series in this JFS.

Level 2-1

25 Points

FLD

How Work Is Assigned – The supervisor or a delegated alternate assigns work that consists of routine requirements and developmental tasks designed to prepare the employee for higher level work. They provide: • detailed instructions on how to use and select specific methods, procedures, and techniques; and

• deadlines and priorities.

Employee Responsibility – The employee: • performs work as instructed;

• consults with the supervisor or designated employee when clarification of instructions is necessary; and • receives guidance on problems and work methods not specifically covered by the original instructions.

How Work Is Reviewed – The supervisor or a delegated alternate closely checks work in progress and work results for accuracy, and evaluates the employee’s rate of development. As the employee progresses

professionally and becomes more competent in certain work areas, the supervisor gradually relaxes control over work in progress, but continues to closely review and evaluate the work for accuracy.

Level 2-2

125 Points

FLD

How Work Is Assigned – The supervisor or designated employee instructs the employee on work objectives and its scope, limitations, expected deadlines, and priorities. The supervisor may provide more detailed instructions when assigning work of a type that the employee has not previously done.

Employee Responsibility – The employee:

• uses initiative in carrying out recurring assignments;

• works independently, but within the framework the supervisor established; • conforms with established practices and prescribed procedures; and

• refers problems not covered by the instructions or guides to the supervisor for help or a decision.

How Work Is Reviewed – The supervisor or designated employee:

• reviews completed work closely to verify accuracy and conformance to policy or procedural requirements and any special instructions;

• reviews findings and conclusions to ensure they are supported by facts; and • reviews in detail the more difficult work that the employee has not previously done.

Level 2-3

275 Points

FLD

How Work Is Assigned – The supervisor or designated employee outlines or discusses possible problem areas and defines objectives, plans, priorities, and deadlines. Assignments have clear precedents requiring successive steps in planning and execution.

Employee Responsibility – The employee:

• independently plans and carries out assignments in conformance with accepted policies and practices; • adheres to instructions, policies, and guidelines in exercising judgment to resolve commonly encountered

work problems and deviations; and

• brings controversial information or findings to the supervisor’s attention for direction.

How Work Is Reviewed – The supervisor or designated employee:

• provides assistance on controversial or unusual situations that do not have clear precedents;

• reviews completed work for conformity with policy, the effectiveness of the employee’s approach to the problem, technical soundness, adherence to deadlines, and accomplishment of objectives; and

• performs limited review of the methods used to complete the assignment.

Level 2-4

450 Points

FLD

How Work Is Assigned – The supervisor outlines available resources and overall objectives of the work. The employee and supervisor, in consultation, discuss scope of the assignment, approaches, timeframes, and possible execution phases.

Employee Responsibility – The employee: • plans and carries out the assignment; • resolves most of the conflicts that arise; • coordinates the work with others as necessary; • interprets policy and regulatory requirements;

• keeps the supervisor informed of progress and potentially controversial problems, concerns, and issues; • develops changes to plans and/or methodology; and

• provides recommendations for improvements to meet program objectives.

How Work Is Reviewed – The supervisor reviews completed work for soundness of overall approach, adherence to requirements, achievement of expected results, and the feasibility of recommendations. The supervisor usually does not review methods used.

Level 2-5

650 Points

FLD

How Work Is Assigned – The supervisor provides administrative direction for projects in terms of broadly defined missions or functions of the agency.

Employee Responsibility – The employee:

• is responsible for a significant agency or equivalent level program or function; • defines objectives;

• interprets policies promulgated by authorities senior to the immediate supervisor and determines their effect on program needs;

• exercises a wide degree of independent professional discretion and judgment; and • independently plans, designs, and carries out the work to be done.

How Work Is Reviewed – The supervisor:

• reviews work for potential impact on broad agency policy objectives and program goals; • normally accepts work as being technically authoritative; and