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CAPS Operating Procedures Manual - II. Human Resources Systems ----- A. Position Classification --------- 1. INTRODUCTION

a. Coverage

The classification system covers all Department of Commerce (Department) positions under the Commerce Alternative Personnel System (CAPS).

b. Policy, Management, and Classification Authority

The CAPS Board exercises overall authority, as set out in the CAPS plan and the CAPS Board Charter, for setting policy, managing CAPS, delegating authority, monitoring and adjusting classification practices, and reviewing and deciding broad classification issues.
The CAPS Board delegates classification authority to Operating Personnel Management Boards (OPMBs), which delegates authority within their operating units (OUs).
Individuals exercising delegated classification authority are accountable for:

(a) Complying with Department and the CAPS Board classification policies and guidelines; and
(b) Classifying positions in accordance with substantial differences in their duties and responsibilities and in the knowledge, skills, and abilities required, as established in the Department's CAPS classification standards.

4. Supervisors are responsible for maintaining up-to-date position descriptions (PD) and classifications based on current duties and responsibilities.

5. Classification review panels are established by authority of the OPMB as ad hoc advisory panels which review unvalidated classification actions referred to them by servicing human resources (HR) managers.

c. Objectives

The objectives of the classification system are to:

Provide an accurate, efficient, and an understandable process for categorizing or classifying positions by career path, occupational series, and pay band;
Provide an orderly grouping of positions in support of Department organizational planning and in support of human resources management, including recruiting, examining, placement, compensation, promotion, reassignment, training, and reduction-in-force; and
Increase management flexibility, authority, and accountability in human resources management.

d. Distinction between Classification and Pay

The classification system is not intended to solve pay problems affecting recruitment and retention. These problems are addressed by the new pay administration system.
The classification of a position must be based on CAPS classification standards, which are incorporated into the Automated Classification System (ACS).

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CAPS Operating Procedures Manual - II. Human Resources Systems ----- A. Position Classification --------- 1. INTRODUCTION

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CAPS Operating Procedures Manual - II. Human Resources Systems ----- A. Position Classification --------- 1. INTRODUCTION

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