CLASSIFICATION SYSTEM FOR SCIENTISTS AND ENGINEERS UNDER THE PROPOSED DEMONSTRATION PROJECT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP92-00420R000100030001-9
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 74
• Document Creation Date: December 27, 2016
• Document Release Date: August 15, 2012
• Sequence Number: 1
• Publication Date: July 18, 1980
• Content Type: REPORT

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CLASSIFICATION SYSTEM
FOR SCIENTISTS AND ENGINEERS
UNDER THE PROPOSED DEMONSTRATION PROJECT*
NAVAL WEAPONS CENTER
18 July 1980
*Authorized by Title VI of the Civil Service Reform Act of 1978.
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TABLE OF CONTENTS
INTRODUCTION ...... ...........:.............................. i
USER INSTRUCTIONS .....................................,....
"PAC'CODING SHEET .... ......... ..-............................
TITLES ...................................................... 2
FUNCTIONAL CODES .......
................................. 3
SPECIALTY AREA CODES ........................................ 4
CLASSIFICATION LEVEL STANDARDS 19
SAMPLE PAC'S (Exhibits A, B, C & D)
ORGANIZATIONAL PAC'S
CHANGE RECOMMENDATION FORM
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INTRODUCTION
A new position classification system for all scientists and engineers at the
Naval Weapons Center (NWC) has been developed according to the guidelines set
forth in the "Proposed Demonstration Project"* and incorporating inputs made by
the technical community. The new position classification system utilizes four
classification levels for all scientists and engineers as outlined in the "Proposed
Demonstration Project". Level I encompasses the previous grades of GS-5 through
GS-8, Level II encompasses GS-9 through GS-11, Level III encompasses GS-12 and
GS-13, and Level IV encompasses GS-14 and GS-15.
The guidelines in the "Proposed Demonstration Project" mandated designing a
position classification system that would be flexible, manageable and
understandable. The system was to incorporate the rank-in-person concept while
retaining the rank-in-job distinctions through classification into four broad
classification levels.
The inputs from the NWC' technical community confirmed the need to
recognize the rank-in-person concept. Also, the technical community considered
the existing standards as too complex, rigid and not representative of the work
performed at NWC with its mixture of matrix and line management, and the heavy
interaction with sponsors.
There was almost universal suggestion that the traditional position
descriptions (PD's) be made more simple and standardized and yet retain the option
of making them more specific as needed to provide for unique qualifications, tasks
or types of work. There were also strong desires expressed to more actively
involve line managers in the classification process.
Past procedures placed the classification responsibility almost entirely in the
Personnel Department and diminished the responsibility of supervisors in this
process. One major goal of the Demonstration Project is to now get the first-line
supervisor more involved in classifying positions to enhance the equity and utility
of the classification process. However, to obtain a high level of supervisor
cooperation in position classification, a new classification system must be designed
and presented in a manner that makes it readily accepted by supervisors. This
acceptance is realizable if it is simple to use, and involves less work and less
writing than now.
The approach that appears to uniquely meet the above criteria is to simplify
the position classification system by writing one standard for each of the four
levels outlined in the "Proposed Demonstration Project". These new standards
clearly delineate those factors critical in classifying positions and are written in a
format similar to the traditional "PD" format. A comprehensive compilation of
typical duties, responsibilities, and level of difficulty of work at each classification
level is listed in a "menu" format under each relevant classification factor area.
An individual description of work is then determined by making a specific "menu"
selection from the classification standard for a given level. The new classification
standards are computerized to allow for an automatic listing of selected "menu"
items from the standard for a print-out of a specific description of w.prk.
*"Proposed Demonstration Project; an Integrated ADDroach to Pay, Performance
Appraisal, and Position Classification for More Effective Operation of
Governmental Operations" as authorized by Title VI of the Civil Service Reform
Art of 197R_
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The new standards are intended to be a living document which will be flexible
gLnd adaptable as the complexion of major work at the Center changes. Procedures
are described in the section "User Instructions" for recommending changes to the
standards and other classification system components as the need arises.
As described above, the new classification system has been designed to
recognize the personal contributions and capabilities of individual employees as
well as the duties and responsibilities of the position. To emphasize this new
approach in classification, the name of the document describing duties and
responsibilities is now changed from the traditional "PD" (Position Description) to
"PAC" (Personal Activities and Capabilities). The acronym emphasizes the
commitment to the rank-in-person concept as well as the rank-in-job distinctions.
With this new classification system, standardized PAC's will be written for all
positions covered by the Demonstration Project at Levels I, II, III and IV. Since all
the new classification standards are computerized, each specific PAC will be
identified uniquely by a special code and stored for record purposes. Therefore, the
new classification system lends itself readily to PAC analysis. For instance, it
would be very easy to ascertain from the computer PAC data bank how often
individual "menu" items appear. The relative complexion of an organizational unit
on Center could be evaluated by computer analyses of the respective PAC "menu"
selections. Position and personnel mobility should be increased with the new
classification system because similar work is easier to recognize, and PAC's are
more quickly prepared and approved in personnel rotations and reassignments.
The classification standards for each level will be readily available to all
personnel at the Center. These standards will make clear distinctions between
Levels I, II, III and IV work and can serve as a career planning guide for Center
personnel. This guide can be useful in setting both near-term and long-range
individual career development plans.
A new position classification system has been introduced here that appears to
inherently satisfy the guidelines set by the Demonstration Project and the needs of
the NWC technical community. It is simple, flexible, understandable, standardized
yet specific, and more meaningful and less time consuming than before.
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USER INSTRUCTIONS
All the information necessary for preparing and classifying "PAC's" is
included in this notebook. The preparation of a "PAC" simply involves filling out a
"PAC" Coding Sheet according to the instructions in this section and turning in the
PAC Coding Sheet to get the computer print-out of the specific PAC. The
computer printed PAC is then submitted through management channels according
to the instructions in this section.
FORMAT OF CLASSIFICATION STANDARDS AND "PAC" SYSTEM
The format for the new classification standards/"PAC" system is best
understood by referring to the classification standard for Level III positions which
is included in the section "Classification Level Standards," page 27. The factors
which are critical to classifying a position are included. The standard begins with
items Al and A2 which are a listing of a variety (menu) of duties and
responsibilities typical to this level of difficulty. The next major factor area in the
standard is the impact of the position, items BI and B2, where several measures of
the impact of judgments, decisions and originality are listed. Item C1 gives a
"menu" section for the scope of the. supervision given commensurate to this level.
The nature of contacts required of the positions is included in "menu" format, as
item D1, to be more specific in the requirements for persons contacted and reasons
for contacts for the position in the organization. The next two major position
classification factors are controls over the position and qualifications, items E and
F, which are standard to all positions at this level and are written in narrative
format with no specific variation. The next factor, item G, is an EEO
responsibility for supervisors and automatically prints out on the "PAC" when the
"PAC" Coding Sheet is checked "supervisory." The last factor, item H, is inserted
as a concluding heading within the standard to allow for additional specific
information to be separately attached to the "PAC," if deemed necessary, to
adequately describe the work being classified.
To prepare a specific "PAC" based on this standard merely means to make a
selection from the "menu" for each of the six classification factors for the level.
Therefore, each position being classified would be a specific selection from a fixed
standard.
PREPARING THE "PAC" CODING SHEET
The preparation of a PAC under this sytem simply involves filling out a PAC
Coding Sheet (see page 1).
PAC Number: The supervisor first writes in the PAC number as provided by
the Department S;aff Office. PAC numbers are assigned as follows:
Sample: 80 39 001
Year Code Sequential ##'s
Within Year
Employee's Name: The supervisor inserts the employee's name to ensure
correlation with the computer printed PAC.
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Series and Title: The supervisor selects one of the series and titles currently
authorized by the Office of Personnel Management (OP:M), such as "Electronics
Engineer" or "Physicist." The list of approved series and titles is on page 2.
Level: Next, the tentative determination as to classification level (e.g., III)
would be inserted. The supervisor should verify this tentative classification level
determination after completing the PAC Coding Sheet by checking the
classification standard for the next level above and the next level below the
tentative selected level. The classification standards are correlated from level to
level to make it easier for the supervisor to make this determination.
? A sufficient criterion for a position to be classified at a given level is the
existence of at least one check from that level standard under each of the six
classification factors (Al, A2, Bi, B2, Cl, and Dl).
The "menu" items checked on the "PAC" Coding Sheet must be selected
from only one classification level.
NWC Code: Insert the NWC organization code, e.g., 3311.
Supervisory Position: Check "Yes" or "No" to indicate whether the position
is supervisory. Check "Yes" only if the position involves full supervisory
responsibilities and includes duties, such as:
- planning work to be done
- assigning work to subordinates
- evaluating their performance
- advising and guiding employees on technical work and administrative
matters
- recommending personnel actions, resolving complaints and handling
disciplinary actions.
Do not check "Yes" if the position is for a project leader, a project engineer or
other positions requiring supervision of less than three employees on a full-time
basis or having less than the full range of supervisory duties and responsibilities.
"Research," Functional Code: The functional code is checked as to whether the position
is Development' or "Test." The functional codes are described on
page 3. Choose the code which represents the paramount or predominant
requirement for the current position. For example, "Development" work tyDically
involves test work which is incidental to the development process. Therefore, if
the test and evaluation work performed by an employee is incidental to the
emloyee's development work, the proper functional code to check is
"Development."
Specialty Area Codes: Enter the two digit code numbers, selected from the
descriptions starting on page 6, for the primary specialty area, such as "27" for
"Fuzing Systems," and for as many as two additional specialty areas, such as "13"
for "Electro-Optics" and "17" for "Signal Processing." The specialty area code
descriptions are intended to be "representative" of NWC areas of work performed
by scientists and engineers. An employee does not have to perform every item
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mentioned in the description to warrant selecting a given specialty area code.
`Specialty area codes should be selected which reflect current job requirements and
are not intended to be used to reflect an employee's total qualifications'
background.
Primary Specialty Area Code: The primary specialty area code should be
selected which most nearly describes an employee's paramount or predominant job
requirements. For example, a program manager who is primarily responsible for
program management duties and secondarily must be an expert in fuzing systems
should be coded "49" for "Technical Manager" as the Primary Specialty Area Code
and "27" for "Fuzing Systems" as a secondary specialty area code. In another
example, a program manager who must first and foremost be an expert in fuzing
systems, and that expertise is more important to getting the job done than the
program manager skill;, should be coded "27" for "Fuzing Systems" for the Primary
Specialty Area Code and secondarily "49" for "Technical Manager."
Employees designated as "Deputy" or "Assosciate" who serve as full deputies
or associates to the head of an organization should be coded to the same specialty
area code as the organizational head.
Selection of "Menu" Items (Classification Factors Al through DI): The
supervisor reads progressively through the classification standard for the given
level (e.g., the Level III classification standard which starts on page 27) and selects
and checks only those "menu" items that apply to the position being classified. As
stated earlier, a sufficient criterion for a position to be classified at a given level
is the existence of at least one check from that level standard under each of the six
classification factors (Al, A2, Bl, B2, Cl, and Dl). There is no "menu" selection
for classification factor E, Controls Over the Position, and factor F, Qualifications,
since these factors are standard to all positions in a given level and will
automatically print out on a PAC for that level. The next factor, G, is an EEO
responsibility for supervisors and automatically prints out on a PAC when the PAC
Coding Sheet is checked "Supervisory."
The "menu" items written for each factor in the classification standards are
intended to be "representative" of duties, responsibilities, impact of position,
supervision given and nature of contacts of NWC scientists and engineers at a given
level. An employee does not have to perform every thing in a "menu" item for that
"
menu" item to be selected and checked on the PAC Coding Sheet.
"Menu" items are not intended to be mutually exclusive so there is some
overlap from item to item within a given level. Items should be checked which are
most nearly "representative" of an employee's predominant duties. For example,
design and development duties usually include preparation of design documentation.
The "menu" item describing the preparation of design documentation would
normally be checked only if design documentation is an employee's paramount or
predominant duty.
A primary use of the PAC is as a "building block" in the performance
planning process. The criterion for selecting an appropriate number of "menu"
items is the essentiality of an item in describing an employee's work and whether
that item will be used in the performance planning process. Accordingly, the PAC
should "track" with the performance plan. The number of "menu" items selected is
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not additive. The selection of several menu items under each classification factor
,does not necessarily enhance the worth of an employee's position. The resulting
PAC is a standardized description of current work performed by an employee. It is
not intended to describe in fine detail everything that an employee does, has done
or can do.
The last factor, H, is included on the PAC Coding Sheet to allow for optional
specific information to be separately attached to the PAC, if deemed necessary, to
adequately describe the work performed. The supervisor checks "Yes" or "No" on
factor H to indicate whether additional information will be attached. Information
attached to the PAC under factor H will become a part of the official PAC but will
not be stored in the computer nor will it appear on the computer printed PAC. The
PAC is intended to be a standardized description of work performed by an
employee and as such will normally be an adequate description for most personnel
actions. Some positions may require unique skilb or knowledges that the supervisor
would like to record. Additionally, some employees may perform some "menu"
items at a higher classification level but not sufficient to warrant the higher
classification. In such instances, the supervisor could check "Yes" and attach
additional specific information to the PAC.
SAMPLE STANDARD "PAC'S"
Using the classification standards and the "PAC" Coding Sheet, four
descriptions were prepared as sample "PAC's" for study. Those included are for an
Electronics. Engineer, Level I, Junior Professional (JP); Physicist, Level II;
Operations Research Analyst, Level III; and Supervisory Mechanical Engineer, Level
IV. , These sample standard "PAC's" are computer print-outs of the information
indicated on the "PAC" Coding Sheet and of a corresponding "menu" selection from
the classification standard for the specific position being described. Note that the
position Title, Level, NWC Code, Supervisory Code, Functional Code, Specialty
Area Codes and "menu" items are shown.
By referring to. the sample "PAC" for a Physicist at Level II for a closer
review, it is seen that this position is in "NWC Code 3311" and in the
"Development" of "27" "Fuzing Systems" as a primary specialty area. Two
secondary specialty areas of "13" "Electro-Optics" and "17" "Signal Processing" are
indicated to be more specific of work area. The "PAC" follows with those items
selected from the "menu" for the Level II classification standard. The "menu"
selection is illustrated by the non-consecutive sub-letters under each classification
factor in the sample "PAC."
ADDITIONAL ATTRIBUTES OF CLASSIFICATION SYSTEM
There are several additional attributes of the new classification system.
One desirable feature is the "PAC" can be prepared without a requirement for
writing. In classifying a position, a supervisor will only be allowed to make a
"menu" selection without written modifications. Changes to the standards can be
recommended by submittal of the "Change Recommendation Form" (see fast page)
to the Classification Review Panel for consideration of incorporation into the
official classification standard for a given level. Since "PAC" writing is not
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required in the new system, it eliminates supervisory writing style and ability as a
hidden consideration in position classification. Also, the new classification
standards are written in an itemized style which allows the supervisor to quickly
learn and scan the standards for a level to make specific "menu" selection for a
position.
CLASSIFICATION EQUITY
The new classification standard/PAC system has some built-in checks and
balances in assuring position classification equity. First, all position classifications
are determined, reviewed, studied and approved from a common set of standards.
The first-line supervisor prepares the "PAC" and submits it to the second level
supervisor (e.g., Division Head) fors approval. The second level supervisor can
check the specific selection of "menu" items with a minimum of effort, return to
the originator for suggested changes, or forward on to the Personnel Department
via the Department Head. Department Heads can override a subordinate's approval
and return the "PAC" to the originator with suggested changes. The "PAC" will be
forwarded to the Personnel Department for classification action by a Personnel
Management Advisor (P:MA) and for implementation of the official personnel
action. To provide more equity throughout the Center, the Personnel Department
(through the PMA's) is authorized to audit positions.
CHANGE RECOMMENDATIONS
Supervisors are not allowed to change specific "menu" items in the
classification standards. However, if there is no item in the standards to cover
work performed, the supervisor should then submit the "Change Recommendation
Form" with a recommended "menu" item to the Classification Review Panel. The
Classification Review Panel will consider the recommendation and either
incorporate the recommended item into the standards or return it to the originator
with the reasons for not adopting the recommnendation.
The specialty area codes have been written to describe virtually all of the
technical work done on the Center. Work performed by some employees may be so
unique as to not be covered by an existing specialty area code. The supervisor
should then submit the "Change Recommendation Form" with a recommended
rewrite of an existing specialty area code or a recommended new specialty area
code to the Classification Review Panel. The recommendation will be considered
and either adopted as a re-written or new specialty area code or termed "Unique"
and incorporated into the "PAC." This "Unique" specialty area code will be adopted
only for the primary specialty area code. The determination of "Unique" will be
made principally when there are insufficient numbers of employees to warrant
writing another specialty area code.
ORGANIZATIONAL PAC'S
This is intended to be a supervisor's classification notebook so a section
titled "Organizational PAC's" has been provided to store all the individual PAC's
for your organizational group. A supervisor can retain in, this section copies of
individual PAC's for review, update and recordkeeping purposes.
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If you experience difficulty in preparing PAC's or are uncertain as to the
procedures and instructions, please call your Department Personnel Management
Advisor (PMA) for assistance. The PMA will be happy to provide the help you need.
TERMS DEFINED
Supervisor/Supervises:
When the terms "supervisor" or "supervises" are used in the classification
standards, they are intended to apply to persons having full supervisory
responsibilities for at least three employees with supervisory duties, such as
planning work to he done
assigning work to subordinates
evaluating their performance
advising and guiding employees on technical work and administrative
matters
recommending personnel actions, resolving complaints, and handling
disciplinary actions
This definition does not include project engineers or project leaders who 'supervise
less than three employees on a full-time basis or have less than the full range of
supervisory duties and responsibilities.
Organizational Group:
The term "organizational group" is intended to be the formally designated
organization of which the employee is an immediate member. For example,
"Supervises an organizational group . . ." means the employee is a first line
supervisor with full supervisory duties and responsibilities for a section, branch,
program office or equivalent group. In another example, for an employee who
"Serves as technical staff specialist and consultant for an organizational group
who reports directly to a Division Head, the organizational group is the division.
For an employee who "Serves as technical staff specialist and consultant for an
arganizational group . . . " who reports directly to a Program Manager, the
organizational group is the program office. In another example, for an employee
chose "Judgments impact organizational decisions . . . " who reports directly to a
Division Head, the organizational group is the division.
Major Program:
r A Center program, generally a line item in the Department of Defense
?.DoD) budget, requiring regular contact with DoD and/or Navy sponsors and
ordination across Center organizational lines and usually with other services.
Major Proposal:
A Center technical proposal that solicits work in an existing or new
scialty area which is being emphasized, closely reviewed and monitored by top
r--rater management.
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Major Impact:
The (esults of the incumbent's work, tasks, responsibilities, and use of his
expertise guide and influence technical and management decisions relative to
allocation of resources and emphasis of work at the Center.
Major Scope:
The complexity and difficulty of the incumbent's work, tasks or
responsibilities require interfacing and coordination across organizational lines and
a thorough understanding and recognition in a specialty area(s). -
Moderate Scope:
The complexity and difficulty of the incumbent's work, tasks and
responsibilities require proven expertise in a specialty area, but this work is usually
performed within an organizational group with limited interfacing across
organizational lines.
More Than Average Difficulty and Complexity:
The nature of the incumbent's work, tasks or responsibilities require an in-
depth understanding of a specialty area and ability to make innovative
contributions in this specialty.
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PAC CODING SHEET
PAC NO.
EMPLOYEE'S NAME:
SERIES: TITLE:
LEVEL:
NWC CODE:
SUPERVISORY POSITION: YES , NO
FUNCTIONAL CODE: (1) RESEARCH , (2) DEVELOPMENT
SPECIALTY AREA CODES: (1) PRIMARY , (2) OTHERS
A. a A2. a B1. a Cl. a
b b b b-
C C C C
d d d d
f f
h h
i
f f
.g g
g
, (3) TEST
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TITLES*
SERIES TITLE
28 Environmental Protection Specialist
150 Geographer
180 Engineering Psychologist
340 Program Manager
401 Biological Scientist
801 General Engineer
806 Materials Engineer
808 Architect
810 Civil Engineer/Structural Engineer
830 Mechanical Engineer
850 Electrical Engineer
855 Electronics Engineer
861 Aerospace Engineer
893 Chemical Engineer
896 Industrial Engineer
1301 Physical Scientist
1310 Physicist
131OR Research Physicist
1320 Chemist
1320R Research Chemist
1321 Metallurgist
1350 Geologist
1515 Operations Research Analyst
1520 Mathematician
1529 Mathematical Statistician
1550 Computer Scientist
*These titles and series are authorized by the Office of Personnel
Management (OPM).
2
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FUNCTIONAL CODES
C
R
Research
All positions responsible for either theoretical or experimental investigations in
science with the objectives of increasing knowledge through the discovery of new
facts and advancing the state-of-the-art. Examples include: the discovery of new
physical phenomena or the application of known phenomena in new ways, the
development of new materials and the characterization of the properties of
materials.
D
Development
The performance of exploratory, advanced and engineering development of
components, subsystems and systems. This includes the utilization of state-of-the-
art technologies, origination of new concepts and inventions and the application of
mathematical, scientific, engineering, and practical knowledge to the process of
conceptualization and detailed designing. Those positions which provide technical
and managerial analysis and support are included (e.g., production support, fleet
introduction, fleet support, logistics support, operational/intelligence analysis and
the associated administration of such efforts). Positions responsible for facilities
and utility systems are also included.
T
Tesf and Evaluation
All positions responsible for the performance of test programs and evaluation
programs during all phases of a system development and life cycle. Includes
performances of laboratory environmental tests and studies, field tests, design and
development of instrumentation and test facilities.
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SPECIALTY AREA CODE
TITLES
Specialty Area Codes
(01) Inorganic Chemistry
(02) Organic Chemistry
(03) Physical Chemistry
(04) Analytical Chemistry
(05) Applied Mechanics
(06) Thermodynamics and Statistical Mechanics
(07) Detonation Physics
(08) Geophysics (09) Metallurgy
(10) Non-Metallic 'Materials
(11) Solid State
(12) Optics
(13) Electro-Optics
(14) Microwave
(15) Ordnance Components and Devices
(16) Instrumentation/Telemetry
(17) Signal Processing
(18) Electronic Components Design
(19) Electronic System Engineering
(20) Electro-Mechanical Engineering
(21) Structural Design
(22) Mechanical Design
(23) Radar Systems
(24) Navigation Systems
(25) Propulsion and Power Systems
(26) Weapons Control Systems
(27) Fuzing Systems
(28) Guidance and Control
(29) Avionics
(30) Aerodynamics and Exterior Ballistics
(31) Stores Management Systems
(32) Aircraft Integration and Support
(33) Aerodynamic Decelerator Technology
(34) Electronic Warfare
(35) Military Operations Analysis
(36) Systems Analysis
(37) Mathematical 'Modeling and Simulation
(38) Data Assessment
(39) Software Engineering
(40) Computer Hardware and Digital Systems
(41) Environmental Test and Evaluation
(42) Reliability/Maintainability Engineering
(43) Quality Engineering
(44) Technical Documentation
(45) Production, Deployment and Fleet Support
(46) Contract Monitoring
(47) Facilities Engineering
(48) Safety
(49) Technical Manager
(50) Technical Management Staff
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Specialty Area Codes (Co?.)
(51) Technical Supervisor
(52) Administrative Supervisor
(53) Project Engineer
(54) Electromagnetic Compatibility Engineering (EMC)
(99) Unique
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SPECIALTY AREA CODES
OY
Inorganic Chemistry
Conducts syntheses, prepares and manufactures new or' known inert or explosive
inorganic compounds and inorganic polymers. Studies, designs, improves and
develops reactions, procedures and processes for the synthesis of inorganic
compounds and polymeric materials.
02
Organic Chemistry
Conducts syntheses, prepares and manufactures new or known inert or explosive
organic compounds, including monomers and polymers thereof. Studies, designs,
improves and develops reactions, procedures and processes for the synthesis of
organic compounds. Studies the chemical behavior of organic compounds and
polymeric materials.
03
Physical Chemistry
Investigates, determines, correlates and predicts physical and chemical properties
of compounds, polymers and mixtures thereof. Studies behavior of compounds and
mixtures under the influence of external variables. Studies kinetics and
mechanisms of chemical reactions. Includes studies in specialties such as
electrochemistry, photo-chemistry, quantum chemistry, polymer chemistry and the
characterization and analysis of high energy materials.
04 -
Analytical Chemistry
Analyzes and identifies chemical compounds and mixtures. Work often involves the
isolation and identification of processing variations or chemical contaminants that
affect the physical or chemical characteristics of chemical compounds. May
utilize a wide variety of tests, analytical procedures and instrumentation or may
design and develop new analytical methods and instrumentation to accomplish these
objectives.
05
Applied Mechanics
Covers the investigation and theoretical explanation of continuum mechanics,
kinematics, dynamics, elastic and plastic behavior, wave motion, fracture
mechanics, and thermal-mechanical phenomena. Work often requires extensive
mathematical analysis and analogies using digital computing with finite-element or
finite-difference mathematical methods.
06
Thermodynamics and Statistical Mechanics
Investigates, determines, correlates, and predicts relationships among properties of
matter, especially those which are affected by changes in temperature, for
example the conversion of energy from one state to another. These investigations
of relationships among macroscopic properties can be based on the macroscopic
postulates of thermodynamics or on the known characteristics and interactions of
the microscopic constituents of the system.
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Detonation Physics
Measures, models and utilizes the properties of explosive materials and their
mechanical effects including interactions with - solids, liquids and gases.
Experiments concerned with detonating high explosives require an understanding of
the detonation and combustion processes, the equation of state of shocked
materials, fracture and failure processes, and the elements of hydrodynamic flow.
08
Geophysics
A wide externalization of physics, chemistry and mathematics that includes sub-
topics such as geodesy, oceanography, meteorology, seismology, aeronomy,
terrestrial magnetism, electricity, etc. It draws heavily on physics of continua,
thermodynamics, mechanics, chemistry, geology, etc.
09
Metallurgy
Covers work in the area of the structure, properties, processing, testing and
application of metals and metallic alloys. Work is concerned with -the chemical,
mechanical, and physical properties of metallic materials in engineering design
and/or production, and the application of such technologies as casting, welding,
brazing, soldering, forging, finishing, plating, heat treatment, alloying and
metallurgical processing. Requires a substantial knowledge of metallurgical
testing, processing, failure analysis and fatigue studies, environmental corrosion
and mechanical property determination. Persons in this category often act as
advisors or consultants to design engineers throughout the Center, and may
frequently be involved in the investigation or development of new materials and
manufacturing processes.
10
Non-Metallic Materials
Studies the mechanical and physical properties of non-metallic materials employed.
in advanced aircraft, missiles, weapons and engineering test equipment. Work
includes studies of the behavior of such materials in- design applications, during
processing and under environmental conditions. Materials include plastics,
adhesives, paints, coatings, encapsulants, polymeric binders, insulators, ablators,
ceramics, grease, lubricants, sealants, composite materials, giasses, high
temperature materials, rubber, solvents, organic and non-organic fibers, paper, etc.
Studies of physical properties include such specialized areas as viscoelastic testing
of materials, flow characteristics of liquids, evaluation of protective coatings,
environmental corrosion, Studies of phase changes as a function of temperature
(liquid-solid, crystal-crystal, glass transition, etc.), high temperature response of
the material's chemical structure. Persons in this category are often involved in
specialized testing or in conducting failure analyses of these materials, and
frequently provide advice and assistance to design engineers throughout the Center
and to outside commercial contractors.
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Solid State
Includes those physical sciences devoted to the understanding of the structure,
properties and behavior of materials. Includes the study of electrical, electronic,
magnetic, thermal, optical, mechanical and other properties of materials such as
metals, dielectrics and semiconductors to better understand basic physical
mechanisms and how they influence the properties of technologically important
materials and their eventual application. Research includes efforts to achieve an
improved understanding of the interaction of radiant energy with materials, which
requires working knowledge and utilization of, for example, quantum mechanics,
electromagnetic theory, scattering theory, band structure and electronic processes.
The above research effort relates to key problems in solid state detectors, critical
optical components, and integrated optics. Other research topics in solid state
physics include ferromagnetism, ferroelectrics, piezoelectrics, crystal structure,
semiconductors, superconductivity and cryogenics, luminescence,
photoconductivity, surface physics, electron diffraction processes,
electroreflectance, and electron transport and conductivity phenomena.
12
Optics
Concerned with the generation, transmission and interaction with matter of
electromagnetic radiation in the ultraviolet, visible and infrared spectral regions.
Includes, but is not limited to the following areas: physical optics, geometrical
optics, integrated optics, holography, photometry, spectroscopy, atmospherics,
calorimetry, lasers, detectors and photo-sensitive materials. Investigations range
from analysis of the transmission and absorption properties of the atmosphere to
the design, evaluation and test of instruments, devices, detectors and lasers for
Center programs.
13
Electro-Optics _
Specializes in the use and design of equipment for the generation, propagation,
detection and processing of electromagnetic energy in the frequency band from
infrared through ultraviolet. Typical work consists of the integration of optical
sensor and signal processing technologies in the design, development and test of
instrumentation, guidance, fuzing and sensor devices for weapons systems.
Examples of special knowledge requirements include optical propagation theory,
properties of optical and electro-optical materials and equipment, optical signal
processing techniques, microprocessors, lasers, and detector technology.
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Microwave
Concerned with the theory, analysis and design of various microwave components
and devices including detectors, antennas, radomes, oscillators, amplifiers, filters,
mixers, couplers, transmission lines (waveguides, coax, stripline, microstrip,
surface acoustic wave, etc.). Additional areas of endeavor are concerned with the
analysis of the propagation medium and environment such as scattering, multipaths,
propagation loss, etc., and investigations of nonlinear interaction of microwaves
with plasma, as well as various materials.
15
Ordnance Components and Devices
Covers the design and production support of mechanical, chemical, electrical, and
electromechanical ordnance components and devices. Examples are guns, bombs,
rocket motors, fuze trains, detonators, and other pyrotechnics and explosive type
devices. Work in this speciality requires not only a high degree of competance in
normal mechanical and/or chemical design methods but the application of
specialized fields of knowledge such as ballistics, detonation physics, explosive
propagation theory, thermohydrodynamics, rocket motor internal ballistics, and
applied explosive, pyrotechnic and propellant chemistry. The work may involve
specialized testing of ordnance devices and/or the analysis of ballistic, fragment,
blast or internal rocket motor ballistic data gathered in such tests.
16
Instrumentation/Telemetry
Includes the design and development of specialized electronic devices and
equipment, and the integration of these with commercial or other components and
instruments to provide capability for performing measurements on other devices,
sub-assemblies, or systems, and for exposing electronic systems to simulated
environments for the purposes of design optimization and/or performance
evaluation. This includes the specification, calibration and maintenance, and
operation of such instrumentation and facilities. This area also includes all
telemetry work, both range and aircraft.
17
Signal Processing
Concerned with the design and analysis of circuits for the manipulation of signals,
or their representation, as derived from various transducers in order to obtain
estimates of certain parameters or characteristics of the signal which convey
information. Manipulations are carried out in both the time and frequency domain
and include operations such as spectrum analysis, correlation, adaptive filtering,
signal integration and similar techniques.
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Electronic Components Design
Involves the design, development and testing of analog or digital electronic
components and/or circuits for potential use in a wide variety of electronic
systems. Examples of special knowledge requirements include solid state physics
and chemistry, integrated circuit design, computer-aided design, digital and analog
circuit design, etc.
19
Electronic System Engineering
Concerned with the application of electronic design principles to meet specified
functional performance requirements of electronic systems. Examples of
specialized knowledge requirements include electronic systems, military electronic
.environmental constraints, computer technology, etc.
20
Elect ro-Mechanical Engineering
Concerned with the application of electro-mechanical design principles and analysis
-to meet specified functional performance requirements of electro-mechanical
systems and packaging. Examples of specialized knowledge requirements include
military electro-mechanical environmental constraints, servo-mechanisms, electro-
mechanical manufacturing techniques, etc.
21
Structural Design
Concerned with the application of engineering and structural mechanics to the
design of military hardware, test equipment and other machinery. This includes
conducting stress analyses to determine the effects of materials, applied loads and
operating environments as related to functional and structural design or operational
useage. Covers both theoretical and/or experimental work to determine the
effects of static and dynamic loads. Tasks include the formulation of theoretical
models, the performance of structural, dynamic and vibration tests, and the
correlation and analysis of experimental data. This often requires the use of
computers and advanced mathematical methods to perform complex analyses.
22
Mechanical Design
Concerned with mechanical design of parts/components, and the mechanical
integration of weapon systems, military hardware, equipment and test apparatus.
Includes the layout and design of mechanical mechanisms, the selection of standard
Components for use in such mechanisms, and the design of parts for use in them.
Work often involves structural analysis of members of mechanical assemblies, the
properties of materials to be used in components, effects of temperature and heat
transfer on the performance of the device and its components, the physical
integration and packaging of electrical devices, and the mechanical operating
characteristics of devices.
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Radar Systems
Concerned with the theory, analysis, design, development, and/or test of radar
transmitting and/or receiving systems for application throughout the microwave
frequency spectrum. Examples of applications -include communication,
surveillance, homing, navigation, identification, etc. This area also includes
processing of radar signals.
24
Navigation Systems
Involves research, development, test and engineering of navigation systems and
subsystems2and the integration of those systems and subsystems into command and
control (C ) systems. Specialty is highly interdisciplinary requiring knowledge in
various fields including, but not limited to, control systems engineering, estimation
theory, communication theory, oceanography, cartography, celestial mechanics,
geodesy, computer cience, mathematics, physics, especially electromagnetic
propagation, etc. C specialty includes knowledge- of environmental effects and
operational requirements imposed on navigation systems such as responsiveness,
accuracy, blunders and ambiguities, and geometric factors affecting accuracy.
25
Propulsion and Power Systems
Concerned with vehicle propulsion systems (solid, liquid, and airbreathing) and
associated auxiliary power generation and conversion systems and associated
technology. Typical duties include assisting with feasibility studies of new weapon
systems, generating new concepts, designing devices such as rocket motors,
performing interior or exterior ballistic calculations, conducting trade-off studies,
conducting tests and evaluation, and providing guidance to system developers.
26
Weapons Control Systems
Includes research, development, design, production, test, evaluation and life cycle
maintenance of analog and digital systems and components for use in weapon
control or fire control systems. Weapon control systems include the launcher,
payload, delivery, fire control, guidance and control systems, as well as functions
which control, set, display, test or evaluate the weapon or sensor system. Included
also are necessary supporting documented computer programs and technical
documentation.
27
Fuzing Systems
Definition, integration, design, development and test of electromagnetic,
mechanical and contact fuzing systems, firing and initiation systems and
subsystems for warheads and rocket motors. Requires knowledge of electro-
optical, infrared, radar, active and passive proximity sensing and/or safety and
arming devices, acoustics and pyrotechnics of related components as they apply to
ordnance applications.
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Guidance and Control
Concerned with the application of the principles of control theory to the analysis
and design of guidance systems for aerospace (aircraft, missiles, projectiles, etc.)
vehicles or devices. Classical and modern control theory techniques can be applied
to the analysis and synthesis of open loop and/or closed loop systems intended for
control, regulation or adjustment of electrodynamic, electromechanical or
mechanical apparatus. The methodology may employ the formulation of system
models and subsequent application of transform and/or state variable theory,
digital or analog computer simulation and statistical techniques to predict
response, stability and design adequacy. Within this specialty are included both
theoretical studies of guidance concepts for application to specific problems, and
the design, fabrication, and evaluation of hardware guidance components and
systems.
29
Avionics
Concerned with the overall avionics system aspects of providing aircraft weapon
system capabilities. Includes definition of overall system and subsystem
requirements and constraints, translation of these into hardware, software and
interface requirements for individual system elements, and providing for
integration, subsystem test, and system qualification. May involve emphasis on
analytic, hardware, or software system elements, such as weapon delivery
mechanizations, real-time computer programs or radar systems.
30
Aerodynamics and Exterior Ballistics
Concerned with aerodynamics, thermal analysis and ballistic performance of
aircraft, missiles, projectiles, rockets, bombs, parachutes, balloons, and other
aerospace vehicles. Analysis and design of aerovehicle systems is often concerned
with the integration of other system components such as propulsion, structure and
control that affect performance and/or trajectories. Typical investigations involve
development and employment of analytical and experimental methods to determine
and/or analyze static and dynamic stability, vehicle handling and control
characteristics, performance, surface pressure distribution, aerodynamic forces and
structural loading, boundary-layer growth, heat transfer; high speed flows including
real gas effects, flight dynamics, trajectories, chemical reactions and surface
interaction from high-speed flows, and ballistic performance prediction. Modern
computational techniques including digital and analogue computers are often used
to calculate trajectories and performance of various types of Naval ordnance and
aircraft mentioned above.
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Stores Management Systems
is
Includes interface design and systems integration between external stores and the
launch aircraft or platform. Involves design, development, test and evaluation of
stores management systems, launchers, launcher adaptors, etc. Specific disciplines
which relate to this area are digital circuit design, switching and control circuit
design, multiplex ((MUX) bus design, information and switching theories, techniques
for selection, routing, time sharing, mechanical systems integration, electro-
mechanical design, etc.
32
Aircraft Integration and Support
Concerned with the overall electrical and mechanical integration of existing and
planned weapons, stores, weapons control and survivability equipment into existing
and planned aircraft. The integration includes defining interfaces with core and
mission avionics, mechanical integration, writing development specifications for
the aircraft armament interface, technical support of aircraft developments and
evaluating total system impact of proposed changes. Standardization of the
aircraft armament interface is included in this area. Survivability includes
development, test and analysis for reduction of combat attrition.
33
Aerodynamic Decelerator Technology
Includes the utilization of aerodynamic, structural, mechanical, textiles and related
materials, and human factor interest as related to the analysis, design,
development and experimental investigation associated with parachute systems,
components, applications and associated equipment.
34
Electronic Warfare
Involves the integrated use of a wide variety of systems, equipment and techniques
to degrade the performance of enemy systems and to enhance the performance of
our systems in the face of enemy countermeasures. Techniques and systems used
may be electromagnetic, optical, acoustic, etc. Examples of special knowledge
requirements include a broad understanding. of electronic warfare principles and
practices, performance and design characteristics of own and foreign surveillance,
communications, command control and weapons systems, system modeling and
simulation, jamming techniques and equipment, overall systems engineering, etc.
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Military Operations Analysis
Requires broadbased technical knowledge of weapon. systems, military operations
and mathematical analysis techniques for investigating and evaluating all facets of
modern warfare. Analyses of operational and tactical situations are performed
using data from military operations, intelligence, technical developers and industry
to establish requirements and to provide advice and insight about probable effects
of alternative solutions to military problems. Analysis results are expressed as
quantitative and qualitative measures of system performance, kill capability,
vulnerability, cost, etc. Studies range from technical examinations of the effects
of alternative weapon system components to the operational examination of the
interaction of land, air and Naval forces in global conflict. This diversity of study
types requires the application of a wide variety of analysis techniques including
manual simulations, computer modeling, probability and statistical methods, and
war gaming.
36
Systems Analysis
Covers that area where various disciplines, specializations, methods, techniques
and tactics are applied to conceive, analyze, design, evaluate and test weapons and
.other systems. A variety of physical and analytical disciplines such as mechanics,
ballistics, aerodynamics, control, electronics, computer technology, mathematics,
probability, statistics and engineering are applied. Mathematical modeling and
simulation (digital, hybrid, analog) are important tools. Analyses of operational and
tactical situations are performed. Data and information from multiple sources
(military operations, intelligence, industry, technology, management, etc.) must be
correlated, analyzed, evaluated and applied.
37
Mathematical Modeling and Simulation
Covers the development of mathematical models to describe a complex physical
system and the varying of parameters in a simulation to study and optimize critical
features of the system. Typical models are for components of weapons systems,
entry weapons systems, operational environments, weapon kill probability studies,
control studies, control theory, etc. These systems or subsystems may be simulated
utilizing analog, digital or hybrid models as pure simulation or in conjunction with
portions (hardware and/or software) of the total system. The models may or may
not be required to operate in real time and could be written in any programming
language.
38
Data Assessment
Covers data engineering, i.e., the areas of engineering and scientific data
acquisition, processing, assessment, interpretation and analysis. This could include
development of new and modification of existing mathematical models for reducing
data, generation of computer codes for handling, processing, and displaying data,
and the formulation of methods and techniques for analyzing and interpreting data.
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-Software Engineering
Covers any portion of the designing, developing, programming, debugging,
documenting, maintenance, management and security of a software program where
the software is the required end product. Ideally, the software produced would be
used by many people over a long period of time as an aid to solving many scientific
and engineering problems and/or as part of an ongoing system. This could include
tactical software, operating system software, compilers, assemblers, file managers,
graphics, simulations, structural analysis, data reduction, information retrieval,
network analysis, cross compiling, etc. The software could be implemented on
large scale computers or minicomputers and could be written in any programming
language or machine dependent code.
40
Computer Hardware and Digital Systems
Concerned with the design and development of digital systems which include
computers, particularly mini- and micro-computers. Included is the design of
external digital hardware, development of test and operational programs, and
hardware-software tradeoff studies. Requires knowledge of state-of-the-art
hardware and the techniques of logic design, as well as the most basic kinds of
computer programming at the assembly language and binary levels.
41
Environmental Test and Evaluation
Concerned with the measurement, analysis, prediction, and simulation of the
environments to which weapons are exposed. Includes the development of plans,
methods, techniques and specifications related to these factors, the review,
evaluation and interpretation of environmental data, and the simulation of
environmental models.
42
Reliability/Maintainability Engineering
Concerns the application and implementation of reliability principles and
disciplines during the planning, design, acquisition, test and evaluation, and
production of weapons systems and support equipment. Tasks include parts stress
analysis, parts de-rating, failure modes and effects analysis, reliability and
maintainability allocations and predictions, reliability and maintainability test
planning and data reduction, statistical analysis, failure recurrence control, and
other aspects of rreliability and maintainability.
43
Quality Engineering
Concerns the application and implementation of- quality assurance, quality control
and quality engineering techniques, principles and disciplines during planning,
design, fabrication, and test and evaluation of weapon and support systems. Types
of efforts include quality assurance program planning, test and inspection plans,
production process review, corrective action on deficiencies identified, quality
procurement requirements, etc.
15
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Technical Documentation
Provides engineering services to prepare design disclosure drawings from technical
information supplied by design engineers. Reviews drawings for clarity and
completeness of requirements, proper use of specifications, standards and drafting
symbols, fits, tolerances and interface compatibility and producibility. Provides
engineering services to determine specification requirements relating to program
phase contracting philosophy. Provides engineering services for the application of
configuration accounting and data management systems for all types of data.
45
Production, Deployment and Fleet Support
Concerned with management, control and engineering support of the initial
procurements of newly developed equipment, systems or components thereof. This
includes the engineering support and monitoring of changes to such equipment or
systems being produced either in government or contractor facilities, technical
efforts in support of the deployment of such new equipment into the Fleet, the
investigation of deficiencies in newly deployed Fleet equipment, and the technical
and procurement support of modifications to such equipment by product
improvement, production design changes, retrofit or change in operational
procedures, so as to eliminate system/equipment deficiencies.
46
Contract Monitoring
Monitors contractor research, analysis, design, development, test or manufacturing
operations for the government. Furnishes technical advice and assistance to
contractor. Reviews contractor data, reports, studies, designs, design
documentation, tests or equipment to determine conformance with contract
technical requirements. Conducts technical reviews to determine acceptability of
changes to contract required services or equipment and/or determines the
useability of items not meeting the requirements of the contract. Furnishes advice
to government contracting officers on technical matters. Serves on government
pre-award, source selection, post-award, plant survey, first article evaluation,
design review, inspection, test review and performance evaluation teams.
47
Facilities Engineering
Responsible for the planning, design, layout and maintenance of real property
(buildings, structures, utility systems, and associated plant and technical
equipment). The facilities may be test facilities, industrial facilities, laboratories,
or other specialized or general purpose facilities. Responsible for overseeing the
construction of facilities as well as being responsible for land-use planning.
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Safety
Covers positions involved with the safety aspects of the development of complex
modern weapons systems and ordnance devices, or the management of risks
involved in the testing and handling of new experimental ordnance devices or
explosive materials. Includes the following specific types of efforts: (a) Systems
safety work involving the engineering analysis of weapons systems to identify and
eliminate safety hazards inherent in the design. This involves the systematic
application of Navy safety policies to the design of military hardware, definition of
system safety requirements, performance of various specialized types of hazard
analysis, preparation of system safety plans, and assistance in the overall
implementation of safety practices for modern complex weapons systems. (b) Work
involving the management and control of risk in testing or industrial processing
involving ordnance items or high energy materials. (c) Membership on Center level
committees responsible for the establishment of safety operating and test policies,
enforcement of Center-wide operating policy with regard to safety, granting
specialized extensions to such policies, or overseeing broad areas of risk
management involving highly hazardous ordnance operations for the Center. (d)
Individuals that have direct delegated authority or responsibility for the
management and assumption of risks on behalf of the Center involved in tests,
transportation and handling of new experimental ordnance devices and materials.
49
Technical Manager
Provides overall direction, coordination and management of all facets and functions
of a major technical program or several closely related programs. The incumbent
serves as the single point of contact for all Center interfacing with headquarters,
contractors, and other government activities involved in his program. Supervises a
staff of assistant managers, project engineers, business managers and functional
specialists (who may or may not be under his administrative control) for overall
technical direction of his program. Is responsible for preparation of all planning
documents associated with program organization, product development, material
acquisition, program budgets, schedules, reports, and documentation. Implements
national, headquarter, and local policies as they apply to his program.
50
Technical Management Staff
Assists Technical Manager in providing overall direction, coordination and
management of all facets and functions of a major technical program or several
closely related programs. Duties include planning, directing, scheduling,
establishing priorities and monitoring expenditures on those technical efforts under
his jurisdiction. Duties may also include arrangement for support of the program
by other Center administrative units, managing controversial issues and furnishing
policy guidance to other personnel or outside organizations. Extensive continuing
contacts may be required with outside organizations including headquarters,
sponsors and government contracting officers.
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Technical Supervisor
Supervises an organizational element or function which is predominantly technical
in nature. The primary focus of the time is devoted to directing and actively
participating in the technical tasks of the personnel being supervised. The
remaining time is devoted to purely administrative matters, such as hiring and
rating personnel, generating minor budget elements, assuring implementation of
local policy and procedures, attending meetings and writing non-technical
memorandums.
52
Administrative Supervisor
Responsible for administrative management in supervisory positions at the Branch,
Division or Department level. Responsibilities include organizing, staffing,
budgeting and providing facilities and equipment required to carry out assigned
tasks. Deals with day-to-day personnel problems. Interfaces and communicates
both up and down the organizational chain to provide assignments, continuously
review and report technical progress toward goals and objectives. Represents his
organization at local and off-Center meetings and is generally empowered to make
tentative or binding decisions and commitments pertaining to the work of his
organization.
53
Project Engineer
Provides overall direction, management and coordination of a significant technical
effort. Efforts are of such a size and scope as to require the work of a team to
accomplish. Serves as leader or principal investigator of a team ranging from the
assists of a junior professional and a few part time specialists to full multiple
discipline teams involving more than a score of people. Responsible for
determining the technical direction or approach, planning and scheduling work,
monitoring budget- expenditures, reporting of results, progress and overall
accomplishments of the work. This effort, while significant, is limited in scope to
a single area of study, investigation, or test of subsystem, system, or equipment.
54
Electromagnetic Compatibility Engineering (EMC)
Concerns the application and implementation of EMC principles during the
planning, design, acquisition, test and evaluation, and production of weapon systems
and support equipment. EMC encompasses Electromagnetic Interference (EMI),
Electromagnetic Vulnerability (EMV), Electromagnetic Pulse (EMP) and Radiation
Hazards (RADHAZ). Tasks include preparing EMC program plans, EMC design
requirements and EMC test and evaluation of components, subsystems and
complete weapon systems.
99
Unique
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LEVEL I
CLASSIFICATION STANDARDS
A. MAJOR DUTIES AND RESPONSIBILITIES
1. The incumbent's position involves one or more of the following duties:
a. Receives training relative to Center policies and rotating working
tour procedures and performs a minimum of three, usually four,
working tours of approximately three months duration where at least
two tours are outside the home code with at least one tour being
outside the home code Department.
b. Assists senior professional associates in the performance of detailed
and routine work.
C. Correlates data, recognizes discrepancies in results and performs
specific operations relative to an experiment, study, design or
research project.
d. Performs specific and limited portions of a study, design, research
project, experiment, test and/or other specific technical or scientific
tasks.
2. The incumbent's responsibilities include one or more of the following:
a. Responsible for the performance of specific tasks in rotating working
tour assignments, including formal classwork and orientation training.
b. Responsible for supporting a limited- portion of a specific project,
program, analysis, design, concept, technique, test and/or evaluation
and assisting senior associates.
C. Responsible for the work of non-professionals in special cases.
1. The incumbent's judgments and decisions impact the position in one or more
. of the following ways:
a. Limited exercise of judgments and decisions is required on detailed
work, and in making preliminary selection and adaptation of technical
alternatives.
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82. Considering the impact of originality on the position, the incumbent does
one or more of the following:
a. Uses standard professional techniques, methods or procedures
requiring limited originality, but may contribute innovative analysis,
concepts, designs, techniques or tests in tour assignments.
C. SUPERVISION GIVEN
1. The nature of the position requires the direction and guidance of the work of
others. The supervision given by the incumbent is one or more of the
following:
a. May give supervision to non-professionals, but this is not normally a
requirement of the position.
D. NATURE OF CONTACTS
1. The position requires regular contact with the incumbent's immediate
supervisor, and technical and administrative associates. It may involve
contacts with other Center managers, sponsors, contractors, and associates.
The position requires one or more of the following persons contacted and
reasons for these contacts by the incumbent:
PERSONS CONTACTED REASONS FOR CONTACTS
a. Higher Management (Division Limited contact usually in company
Head, Department Head) with Senior S&E's to report results
or as part of orientation program.
b. Technicians, Aides and Clericals Seek assistance (may direct).
c. Project Manager Receive technical direction.
E. CONTROLS OVER POSITION
1. The incumbent is assigned to a specific Center organization and is under the
supervision of the Head of that unit for administrative matters and tour
assignments, and is also counseled by the Department's junior professional
coordinator. The incumbent receives close supervision in tour assignments
by a senior professional or Head of tour assignment organization. Work is
reviewed frequently with primary emphasis placed on the incumbent's
training development and placement as a professional at the Center. The
incumbent's home code supervisor is kept informed and must approve
changes in tour assignments or special problems encountered. The tour
supervisor is kept informed of all phases of work performed. The incumbent
may participate in formal class work offered by the Center with supervisory
approval.
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F. QUALIFICATIONS
1. The incumbent must have a Bachelor's degree, or equivalent training and
experience, in an appropriate technical field and otherwise meet all
qualification requirements at the GS-5 level of the applicable standard in
the Office of Personnel Management Handbook X-118.
G. EQUAL EMPLOYMENT OPPORTUNITY RESPONSIBILITY (A Supervisory
Requirement)
H. OPTIONAL SPECIFIC INFORMATION
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LEVEL II
CLASSIFICATION STANDARDS
A. MAJOR DUTIES AND RESPONSIBILITIES
1. The incumbent's position involves one or more of the following duties:
a. Assists in preparing plans, schedules and the conduct of detailed
phases of technical work as part of a major project.
b. Invents, conceives, plans and/or conducts research, design,
development, and/or test and evaluation in problem areas of
moderate scope and complexity, or of average difficulty, using
standard practices.
c. Functions as an associate to an engineer or scientist who formulates,
analyzes, models, evaluates and/or advises on the feasibility,
suitability, adaptability and operational utility of systems and system
concepts.
d. Plans, arranges, schedules, conducts, collects data and/or analyzes
results of subsystem tests and evaluations, or laboratory experiments
which are part of a project, test or range instrumentation.
e. Directs a small group of non-professionals, Level I professionals or
specialists.
f. Develops, modifies and/or tests equipment or subsystems that
significantly adds to its operability and usefulness.
g. Performs some state-of-the-art designs, however, generally takes
advantage of conventional concepts in the development of new or
improved systems, subsystems, equipment or tests.
h. Prepares data packages for design documentation of new or improved
equipment using applicable Navy documentation standards.
Receives training relative to Center policies and rotating working
tour procedures and performs a minimum of three, usually four,
working tours of approximately three months duration where at least
two tours are outside the home code with at least one tour being
outside the home code Department.
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i ?
LEVEL II
2. The incumbent's responsibilities include one or more of the following:
a. Responsible for plans, coordination and/or evaluation for a specific
technical area, or for application of conventional concepts or theories
as applied to research, development, or test and evaluation projects.
b. Responsible for supporting a specific project and/or program
assignment and assisting senior associates.
C. Responsible for the work of one or more junior professionals or non-
professionals.
d. Responsible for supporting major analyses, system studies or research
project involving major systems and concepts.
e. Responsible for the performance of specific tasks in rotating working
tour assignments, including formal classwork and orientation training.
B. IMPACT OF POSITION
The incumbent's judgments and decisions impact the position in one or more
of the following ways:
a. Work is expected to contribute to the development of new and/or
improved techniques and procedures, equipment, materials, products,
processes, tests and evaluations, or scientific methods.
b. Results of research, analysis, coordination, development, or test and
evaluation effort contribute toward meeting project or program
goals.
c. Judgments impact the objectives and progress relative to project or
program goals, contractor operations, delivery of hardware to the
Fleet, or respective verification tests and evaluations.
d. Professional judgments and decisions are relied on to such an extent
that recommendations affect technical aporoachs to a problem's
solution, development, or test and evaluation.
e. Efforts affect the technical approaches used in a specialty area.
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2. Considering the impact of originality on the position, the incumbent does
one or more of the following:
a. Originates plans, techniques and/or procedures to apply existing
knowledge to ideas, analyses, projects, or tests and evaluations.
b. Applies new advances in techniques and methods to the solution of
project problems.
c. Invents, conceives and/or develops new or improved hardware,
software, techniques and subsystems in a technical specialty area
using primarily conventional techniques, methods or scientific
approaches.
d. Uses ingenuity to isolate, define and/or characterize critical features
of problems and solutions, and performs verification tests or
evaluations for these problems.
e. Coordinates resources in test and evaluation facilities to accomplish
successful and timely completion of critical tests, evaluations or
tasks for Center programs.
C. SUPERVISION GIVEN
1. The nature of the position requires the direction and guidance of the work of
others. The supervision given by the incumbent is one or more of the
following:
a. May coordinate, monitor and/or supervise the work of non-
professionals or junior professional associates who require assistance
and guidance in specific assignments.
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LEVEL II
D. NATURE OF CONTACTS
The position requires regular contact with the incumbent's immediate
supervisor, and technical and administrative associates. It may involve
contacts with other Center managers, sponsors, contractors and associates.
The position requires one or more of the following persons contacted and
reasons for these contacts by the incumbent.
PERSONS CONTACTED REASONS FOR CONTACTS
a. Higher Management (Division Report progresss, seek guidance on
Head, Department Head, technical problems and directions.
Program Manager)
b. Sponsors Report progress, help promote new
projects.
c. Technicians, Aides and Clericals Supervise, train or ' assign and
review work.
d. Contractors
E. CONTROLS OVER POSITION
Monitor progress.
The incumbent works with fairly close supervision and performs most
assignments with instructions as to the results expected. Direction is
received relative to objectives, critical issues, new concepts and policy
matters. Supervisor approval is obtained on proposed work efforts, but the
incumbent is allowed some latitude for exercise of independent judgment.
Guidance is given on unusual or complex problems and procedures on a
regular basis. The incumbent's work is reviewed regularly by a superviser,
technical manager or project manager.
F. QUALIFICATIONS
1. The incumbent must have a Bachelor's degree, or equivalent, in an
appropriate technical field and additional advanced education or experience
in the technical field or specialty area(s), and otherwise meet all
qualification requirements at the GS-9 level of the applicable standard in
the Office of Personnel Management Handbook X-118. The position requires
that the incumbent have demonstrated the capacity for sound independent
work in conventional aspects of the specialty area(s).
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LEVEL II
G. EQUAL EMPLOYMENT OPPORTUNITY RESPONSIBILITY (A Supervisory
Requirement)
H. OPTIONAL SPECIFIC INFORMATION
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?
LEVEL III
CLASSIFICATION STANDARDS
A. MAJOR DUTIES AND RESPONSIBILITIES
1. The. incumbent's position involves one or more of the following duties:
a. Plans, schedules, coordinates and/or conducts detailed phases of
technical work in part of a major project or in a total project of
moderate scope.
b. Invents, conceives, plans and/or conducts research, design,
development, and/or test and evaluation in problem areas of more
than average difficulty and complexity.
c. Formulates, analyzes, models, evaluates, advises or performs design
studies on the feasibility, suitability, adaptability and/or operational
utility of systems and system concepts.
d. Plans, arranges, schedules, conducts, collects data and/or analyzes
results of tests of major technical and organizational impact.
e. Supervises an organizational group responsible for a specific program
assignment.
f. Supervises an organizational group having one or more subordinate
team leaders.
Serves as technical staff specialist and consultant for an
organizational group responsible for the application of advanced
concepts, techniques or evaluations.
h. Serves as a technical manager in part of a major program or of a
smaller total program, requiring substantial interfacing, controlling,
directing, coordinating, planning and scheduling across broad
organizational lines and interaction with top Center management,
sponsors, other agencies and/or private industry.
L Develops or tests new or improved equipment or subsystems that
significantly adds to its operability and usefulness.
Performs state of the art designs to take advantage of new concepts,
techniques or principles in the research, development, or test and
evaluation of new and advanced systems.
k. Plans, schedules, coordinates and conducts the preparation of design
documentation for newly configured equipment using applicable Navy
documentation standards.
1. Performs work involving test, reliability, quality, maintainability,
evaluation or product improvement of equipment, subsystems and/or
systems for development, production, test and evaluation, or Fleet
support.
M. Ere a; es and writes proposals to sponsors, soliciting support for
enter activities.
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LEVEL III ?
2. The incumbent's responsibilities include one or more of the following:
a. Responsible for plans, coordination, test and evaluation, support
and/or direction for a specific technical area, for program office, or
for application of advanced concepts or theories.
b. Responsible for a specific project and/or program assignment which
may require the services of Level I, II and III associates, non-
professionals and/or contractors.
C. Responsible for theoretical or experimental studies, inventions, new
or improved concepts, techniques or implementations requiring an
understanding of the specialty area and in addition the fundamentals
of a broad technical field.
d. Responsible for formulating and conducting a systematic research
effort on a problem of more than average difficulty and complexity.
e. Responsible for analyses and system studies involving operational
systems, subsystems and/or concepts.
f. Responsible for the administration and technical management of a
small workforce, such as a branch or section, of no less than three (3)
subordinates.
1. The incumbent's judgments and decisions impact the position in one or more
of the following ways:
a. Work is expected to result in development of new and/or improved
techniques and procedures, equipment, materials, products, processes,
tests and evaluations, or scientific methods.
b. Results of research, analysis, development, or test- and evaluation
effort have major impact on the conduct of work on.a project(s) or
program.
C. Judgments impact the organizational decisions and progress relative
to a major program(s), contractor operations, delivery of hardware to
the Fleet or respective verification tests.
d. Professional judgments and decisions are relied on to such an extent
that his recommendations are ordinarily followed and accepted by
Center managers and sponsors with minimal technical review.
e. Technical contributions are recognized by management and peers as
having major impact on new ideas or on-going Center projects.
f. Efforts have major impact on the advancement of scientific
knowledge in a specialty area.
I
Efforts have major impact on technical direction, accomplishments of
goals, and schedules of a project and/or program.
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?
Considering the impact of originality on the position, the incumbent does
one or more of the following:
a. Originates new plans, techniques and/or procedures to extend existing
knowledge to account for newly emerging ideas, projects, tests and
evaluations, or requirements.
b. Develops, defines and/or applies new and improved techniques and
original methods to the solution of important problems with
unprecedented or novel aspects.
c. Invents, conceives or develops new state-of-the-art hardware,
software, techniques, subsystems or systems in a technical specialty
area.
d. Uses ingenuity to isolate, define and characterize critical features of
problems and synthesizes innovative solutions and/or verfication tests
to characterize these problems.
e. Directs, leads, assigns, organizes, sets objectives and plans the
conduct of work of an organizational group which requires
considerable original thought and foresight from both technical and
managerial viewpoints.
f. Uses ingenuity in directing the program effort and funding to
accomplish assigned tasks within specific schedule and funding
constraints.
Coordinates resources in major test and evaluation facilities to
accomplish successful and timely completion of sophisticated tests,
evaluations or tasks of major Center importance.
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?
C. SUPERVISION GIVEN
I. The nature of the position requires the direction and guidance of the work
of others. The supervision given by the incumbent is one or more of the
following: -
a. Coordinates and monitors, or supervises and reviews the work of a
smallstaff of professional associates and non-professionals.
b. Evaluates progress and results, and formulates major project
objectives for project staff.
c. Estimates manpower needs and schedules, and assigns work to meet
milestones.
d. Directs and coordinates efforts of associates across organizational
lines.
e. Gives assignments as a technical or staff specialist to, one or more
professionals or non-professionals in a specialty area.
f. Supervises and directs both administratively and technically an
organizational group (no less than three (3) subordinates) or program
of moderate scope or a substantial portion of a major program.
Guides the work of others, either directly or indirectly, through keen
insight offered in highly specialized technical areas of major impact
on the Center mission.
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?
D. . NATURE OF CONTACTS
1. The position requires regular contact with the incumbent's immediate
supervisor, and technical and administrative associates. It may involve
contacts with other Center managers, sponsors, contractors and associates.
The position requires one or more of the following persons contacted and
reasons for these contacts by the incumbent:
PERSONS CONTACTED REASON FOR CONTACTS
a. Higher Management (TD/CO, Report progress, submit proposals,
Department Head) review plans and goals, seek
guidance on technical decisions &
allocation of resources, help plan
Center goals and programs.
b. Sponsors Report progress, sell new projects,
c. Contractors
provide consulting services.
Monitor progress, negotiate
technical matters and verify end
product.
d. National Associates Report progress, collaborate with.
E. CONTROLS OVER POSITION
1. The incumbent works independently without close supervision and performs
most assignments with instructions as to the general results expected.
Direction is received relative to overall objectives, critical issues, new
concepts and policy matters. Supervisor approval is obtained on proposed
work efforts, but the incumbent is allowed wide latitude for exercise of
independent judgment. Guidance is given on unusual or complex problems
and procedures. The incumbent's supervisor is kept informed of general
plans and progress of work.
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?
F. QUALIFICATIONS
LEVEL III
1. The incumbent must have a Bachelor's degree, or equivalent, in an
appropriate technical field and extensive advanced education and/or
experience in the specialty areas (s), and otherwise meet all qualification
requirements at the GS-12 level of the applicable standard in the Office of
Personnel Management Handbook X-118. The position requires that the
incumbent have demonstrated full competence in all conventional aspects
of the specialty area(s) and ability to handle problems or assignments of
marked difficulty. The ability to think through a problem and approach to
its solution is crucial to performance at this level.
G. EQUAL EMPLOYMENT OPPORTUNITY RESPONSIBILITY (A Supervisory
Requirement)
1. It is the responsibility of the incumbent to perform all of the following:
a. Carry out EEO policies, participate in required training, communicate
support of these policies to subordinates and support the development
of an Affirmative Action Plan.
b. Assure equality for minorities and women in determining
qualifications, selections, assignments, training, promotions, details,
discipline and awards to subordinates, as well as,
nomination/appointment to boards and committees.
c. Consult with the Deputy Equal Employment Opportunity Officer in
the development of personnel policies.
H. OPTIONAL SPECIFIC INFORMATION
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? LGVGL 1V
CLASSIFICATION STANDARDS
A: MAJOR DUTIES AND RESPONSIBILITIES
?
1. The incumbent's position involves one or more of the following duties:
a. Plans, schedules, budgets, coordinates and directs detailed phases of a
number of large projects or a project of major impact at the Center.
b. Conceives, organizes, plans and guides investigations emphasized by
top levels of Center management which result in inventions, new and
improved concepts, designs, systems or techniques that are regarded
as state of the art advances in a specialty field.
c. Formulates, guides, monitors and directs analytical studies of systems
and system concepts of major impact on the Center's programs and
operations.
d. Serves as a first line supervisor of a medium-to-large workforce of a
Center organizational group or program (usually involving 8-14 or
more professional and non-professional employees) whose work has
major impact on one or more Center efforts involving critical
technical issues.
e. Serves as a second level or higher supervisor who supervises, through
subordinate supervisors or team leaders, a sizeable number of
employees (usually 15 or more) with a substantial number of
employees supervised at Levels III and IV.
f. Serves as a technical manager of a major program requiring
b
su stanUal interfacing, controlling, directing, coordinating, staffing,
planning and scheduling across broad organizational lines and
interaction with top Center management, sponsors, other agencies
and/or private industry.
Serves the Center as a technical specialist and recognized authority
in the application of advanced concepts; principles, applications,
equipment, and/or test and evaluation techniques in diversified
Center program areas or in an intensely specialized area and, as such,
represents the Center at various symposia, meetings or conferences
at both National and International levels.
h. Conceives, develops, submits, presents and solicits sponsor support
for major proposals addressing Navy-wide needs.
i. Serves as a technical assistant, associate or consultant to second and
third level supervisors in the conduct of the work of an
organizational group (usually 15 or more employees) requiring high
level interactions across organizational lines and with top Center
management, sponsors, other services, National committees and/or
industry.
Serves as principal investigator for one or more research or
experimental development programs involving senior associates
throughout the Center in a technical area having major impact on the
Center mission.
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LEVEL IV
2. The incumbent's responsibilities include one or more of the following:
a. Responsible for planning, organizing, executing, evaluating and
coordinating the work of a technical specialty area, major program or
other important Center efforts.
b. Responsible for a Center organizational group, facility or major
program which has considerable interaction with other Center
organizations, sponsors and contractors and requires the services of a
substantial number of Level II, III and IV associates, and subordinate
Level III or above supervisors.
c. Responsible for theoretical and experimental studies, contributing
inventions, formulating new and improved concepts, techniques,
theories, implementations, or tests and evaluations of major impact
and of considerable sophistication, requiring a thorough understanding
of a specialty area and the fundamentals of a broad technical field.
d. Responsible for formulating and guiding a research effort on a
problem which is recognized as a critical obstacle to the progress,
development, or test and evaluation in a specialty area of top level
Center management interest.
e. Responsible for the technical and administrative supervision of a
medium-to-large workforce of a Center organizational group or
program office (usually involving 8-14 or more professional and non-
professional employees) whose work has major impact on one or more
Center efforts involving critical technical issues.
f. Responsible for system developments or the direction of technology
based research, development or techniques which have major impact
on the Center's mission.
Responsible for identifying the need for comprehensive analyses,
formulation of proposals for original studies, directing analysis of
existing and new systems of major impact to the Navy, and justifying
and presenting proposals and results to appropriate authorities at the
Center and external to the Center.
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B. IMPACT OF POSITION
1. The incumbent's judgments and decisions impact the position in one or more
of the following ways:
a. Work is expected to result in inventions, new and improved concept
designs, systems and/or techniques which are regarded as advances in
the state-of-the-art in a specialty area.
b. Results of research, analysis, development, or test and evaluation
efforts have major impact on activities at the Center, allocation of
Center resources and/or concentration of resources in Center work
areas.
c. Judgments have major impact on Center decisions and conduct of
programs, agency planning and resources, contractor operations,
systems procurement, Fleet operations, or verification tests and
evaluations under top level management and focus by the Center for
Navy operations.
d. Technical judgments and decisions in highly controversial areas of
work are recognized and usually accepted as final by Center
management or sponsors.
e. Technical leadership in a frontier or specialty area is widely
recognized and has considerable influence on Center projects,
programs, proposals or technical direction.
f. As a recognized authority in a specialty area, work is highly regarded
by professionals in the field, carefully studied, and solicited for
presentation at technical meetings, conferences, symposia,
professional societies or in scientific journals.
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LEVEL IV
2. Considering the impact of originality on the position, the incumbent does
one or more of the following:
a. Demonstrates considerable creativity, foresight, and technical and
administrative knowledge in solving unprecedented problems,
determining program objectives and requirements, organizing
projects, developing standards, and guiding the work of others for a
Center organization group, effort or program.
b. Uses a high degree of imagination and creativity to solve complex
technical problems which are characterized by almost complete
absence of applicable guidelines, past solutions or methodology and
which advance the state of the art.
co Develops original policy and corresponding administrative procedures
to handle unique and unprecedented problems of major impact at the
Center.
d. Offers a high degree of inventiveness and originality in investigations,
studies, designs, experiments or tests, and devises completely new
and original approaches, theories or techniques through an in depth
familiarity with literature and technology in a specialty area.
e. Directs, leads, assigns, organizes, set objectives and plans the work of
a major program or organizational group which requires substantial
creativity and foresight from both administrative and technical
viewpoints.
1. The nature of the position requires the direction and guidance of the work of
others. The supervisicn given by the incumbent is one or more of the
following:
a. Supervises as a first-line supervisor the work of an organizational
group, with a substantial number of Level II and III employees (usually
8-14), and whose work has major impact on one or more Center
efforts involving critical technical issues.
b. Supervises, as a second level or higher supervisor, the work of a large
organizational group (usually 15 or more) through subordinate
supervisors or team leaders.
C. Directs, monitors and approves the work of a major program requiring
interfacing with associates across organizational lines, sponsors and
contractors.
d. Supervises a team of project managers and directs a supporting staff
from other Center organizational groups on a major program.
e. Reviews, guides and/or directs the work of associates, either directly
or indirectly, as by providing coordination and critical insight in
highly specialized area of importance to the top level Center
management.
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0
D. NATURE OF CONTACTS
LEVEL IV
0
1. The position requires regular contact with the incumbent's immediate
supervisor, and technical and administrative associates. It may involve
contacts with other Center managers, sponsors, contractors and associates.
The position requires one or more of the following persons contacted and
reasons for these contacts by the incumbent:
PERSONS CONTACTED REASON FOR CONTACTS
a. Higher Management (TD/CO, Report progress, discuss work and
Department Head) proposals, review program plans
and progress, receive higher level
policy guidance, help plan Center
goals and programs.
b.
Sponsors, PMAs
Report
projects,
services,
progress, market new
provide consulting
receive higher level
policy guidance.
c.
Contractors
Monitor
technical
product.
progress, negotiate
matters, verify end
d.
National or International
Report progress, collaborate with
Associates
E. CONTROLS OVER POSITION
I. The incumbent works with wide latitude of technical ' and managerial
independence and is delegated major responsibilities. Assignments are
received in terms of broad general guidelines, objectives and limits.
Program ojectives and overall resource requirements, allocation and
priorities are discussed jointly with his supervisor to assure mutual
understanding. Supervision is largely administrative and incumbent is
evaluated in terms of the degree to which results meet objectives.
Incumbent is responsible for his own work and that of his staff or assigned
associates. The incumbent's supervisor is kept informed of general plans,
resources and progress of work.
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F. QUALIFICATIONS
LEVEL IV
1. The incumbent must have a Bachelor's degreee, or equivalent, in an
appropriate technical field and extensive advanced education and/or
experience in the specialty area(s), and otherwise meet all qualification
requirements at the GS-14 level of the applicable standard in the Office of
Personnel Management Handbook X-118. The position requires that the
incumbent have demonstrated full competence and marked attainments in
advanced technical and administrative aspects of the specialty area(s). The
ability to plan and direct, execute or provide expert consultation on major
technical programs or the important Center efforts, requiring innovative
solutions to critical problems, is essential to performance at this level.
G. EQUAL EMPLOYMENT OPPORTUNITY RESPONSIBILITY (A Supervisory
Requirement)
1. It is the responsibility of the incumbent to perform all of the following:
a. Carry out EEO policies, participate in required training, communicate
support of these policies to subordinates and support the development
of an Affirmative Action Plan.
b. Assure equality for minorities and women in determining
qualifications, selections, assignments, training, promotions, details,
discipline and awards to subordinates, as well as,
nomination/appointment to boards and committees.
c. Consult with the Deputy Equal Employment Opportunity officer in
the development of personnel policies.
H. OPTIONAL SPECIFIC INFORMATION
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P A C
(Personal Activities and Capabilities)
TITLE: ELECTRONICS ENGINEER
SERIES: 855
LEVEL: I
NWC CODE: 6242
FUNCTIONAL CODE:' TEST
SPECIALTY AREA CODES:
PRIMARY- (26) WEAPONS CONTROL SYSTEMS
Includes rr.searchy developments desinny
productions testy evaluation and life cycle
maintenance of analos and dinital systems and
components for use in weapon control or fire
control systems. Weapon control systems include
the launchers payloads deliveryr fire controly
suidarlce and control systems, as well as functions;
which control y set v displays test or evaluate the
weapon or sensor systelTm. Included also are
necessary suf'-porti.r, documented computer Prolr8ms
and documentation and technical documentation.
OTHER--- (18)ELECTRONIC COMPONENTS DESIGN
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0
A. MAJOR DUTIES AND RESPONSIBILITIES
.51. The 1.nculrlhent's position includes the followin-1
duties:
a. Receives t rairliri relative to Center Policies and
rotating work. irlg tour procedures arid performs a
minimum of three, usua>11.y four, working tours of
app roxi.maate1v three months duration where at
least two tours are outside the home code with at
least one tour being outside the home code
Department,
h. Assists senior Professional. associates in the
performance of detailed and routine work.
2. The incl_Imherlt's responsibilities include the
followi.rls,2
a. Responsible for the F-erformance of sip'ecific task.
in rotati.n?; Work.ini tour ass isr'Iment(s, includins4
formal classwork and orienta't.].()rl trainint',*
b. Responsible for surportin a limited r??ortiorl of a
specific ProJectY ProS~ ra,ITIY analysis, desi.5,n,
concept, tc?chni.c?ue, test and/or evaluation and
assistins, senior ass:-,ociates.
B. IMPACT OF POSITION
1. The incumbent's JI_IdQ-,rrlents and decisions ir(If-'pact t he
Position in the followirnE, wags:
a. Limited exercise of Juds,merlts and decisions is
recui.red on detailed Work., arld i.n maak.i.rl
preliminary selection and adaptation of tE?chni.ca1.
alternatives.
2. Consideri.n the-. impact of orI~5i.rlality on the
position, the i.rlc:uiTlher'lt does the following:
at Uses standard professional. techrlinuess methods or
Procedures rectuirin=, limited h1-It
may contribute innovat?ve arla1ysis, corlcerts,
desi-qns, techniques or tests in tour assl.snmerlts.
d
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Thr nature of the position recuires the direction
and suidance of the work of others. The supervision
liven by the incumbent is the followin&
a. May live supervision to non--professionals, but
this is not normally a requirement of the
Position.
D. NATURE OF CONTACTS
1. The position requires resular contact with the.
incumbent's immediate supervi.sor, and technical and
administrative associates. It maw involve contacts
with other Center manaders9 sponsor sv contractors
and associates. The position ren'..ii.ress the f'ol.lowinsa
Persons contacted and reasons for these contacts
by the incumbent:
Persons Contacted Reasons for Contacts
at Hither Manasement? . ? ? ? ? ?Limi.ted contact usually in
(Div Hdp Dept HHld) company with senior S&E-s
to report results or as
Part of orientation
Prosram,
:. CONTROLS OVER POSITION
C
The incumbent is assitned to a specific Center
orsanization and is under the supervision of the Head
of that unit for administrative matters and tour
assisnmentsQ and is also counseled by the Department's
.junior Professsi.onal coordinator. The inc:umbent
receives close supervision in tour assionments by a
senior professional or Head of tour assi.s;nment
orsaniz ation? Work reviewed frequently with primaru>
emphasis Placed on the incumbent's trainin~-
development and placement as a professional at the
Center. The incumbent's home. code supervisor is kept
informed and must approve char, c?'s in tour, ass:i. nments
.or special problems encountered. The tour supervisor
is kept informed of all Phases of work performed. The
incumbent may Participate in formal class work offered
by the Center with supervisory approval.
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F. QUALIFICATIONS
The incumbent must have a Bachelor's desiree or
ectuivalent trainin_; and e;? r'eri.ence> in an appropriate
technical field and otherwise meet all qualification
requirements at the GS-5 level of the applicable
standard in the Office of Personnel Manamement
Handbook X-118.
G. EQUAL EMPLOYMENT OF'F'ORTUNITY RESPONSIBILITY
(A Supervisory Requirement)
1. Other sFecialts area descriptions:
(18)ELECTRONIC COMPONENTS DESIGN
Involves the desinnv development and testin, of
anal.os or dinital electronic components and/or
circuits for Potential use in a wide variety of
electronic s':?stemTms+ Examples of special k.rlowled5e
requirements i.nclude? solid state physics and
chemistry integrated circuit: desisnf computer-
aided desinny disital and anal.on circuit desinny
etc..
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?
PAC, 418033017
'::(Personal Activities and Capabilities)
P A C
TITLE: PHYSICIST
SERIES: 1310
LEVEL: II
NWC CODE: 3311
FUNCTIONAL CODE: DEVELOPMENT
SPECIALTY AREA CODES:
PRIMAIR1 is obtained 0n proposed
work efforts, but the incumbent is allowE:ed some
latitude for ex,erci.se of independent Juds:ment.
Guidance is ii7.veri on unusijal or t' (?rrlt lex problems and
Procedures or'i a re`fUlar basis. The inCumbent'S work
is reviewed r'e1.arly by a supervi.ser, technical
mana5ier or project manasler.
F. QUALIFICATIONS
The incumbent
eaui.vaIent,
additional
technical
meet all
level of
Personnel
reeui.res
capacity
aspects
a Bachelor's delree, or
an appropriate technical field and
advanced education or experience in the
field Or specialty ar'ea(S)7 and otherwise
qualification requirements at the GS-9
the applicable Standard in the Office of
Mana~-j e m e n t Handbook. X-118. The position
that e, the incumbent; have delrronstra?gees] the
for sound independent work in conventior-1
of the specialty area(s).
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6, EOUAL EMPLOYMENT OPPORTUNITY RESPONSIBILITY
(A., Supervisors Renuirement)
1. Other sfecialts area descriptions:
Specializes in the use and desists of ecauipment for
the heneration, r'ropaiation, detection and
processin5 of el.ectroma irietic enemy in the
frequency band from infrared through ultraviolet.
Typical work consists of the integration of
optical sensor and signal Processing technologies
in the desi.nn, development and test of
instrumentation, suidance, fuzing and sensor
devices for weapons systems. Examples of special
knowledge rec;ui reme?nts include optical Propagation
theors, Properties of optical and electro-?optical
materials and ecauipment, optical si.nrlal processi.nsal
techniques, microprocessors, lasers, and detector
technolos.:tsi.
. (17) SIGNAL. PROCESSING
Concerned with the desists and analysis of circuits
for the manipulation of si nalsi or their
representa ti.on, as derived from various
transducers in order to obtain estimates of
certain parameters or characteristics of the
sistnal which convey information. Manipulations
are carried out in both the time and frecauencss
domain and include operations such as spectrum
analysis, correlation, adaptive filterinly signal
intesration and similar technictues.
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S
PAC 48012021
P A C
(Personal Activities and Capabilities)
TITLE: OPERATIONS RESEARCH ANALYST
SERIES: 1515
LEVEL: III
NWC CODE: 12
FUNCTIONAL CODE: DEVELOPMENT
SPECIALTY AREA CODES:
PRIMARY- (3 )MILITARY OPERATIONS ANALYSIS
Reaul.res hroadhased technical know:l.edje of weapon.
S'Steiiis, military operations and mathematical.
analysis tec:hnicaues for investiaat:Lns and
evaluatint all facets of modern warfare.
Analyses of operational and tactical situations;
are performed usinsi data from military operati.onss,
inte].l.imencey technical developers apd industry
to establish reou7.rements and to Provide advice
and irisisht about probable effects of alternative
solutions to military problems. Analysis results
are expressed ? as cuantitative and cualitative
measures of system performances kill capah1.11ty,
vulnerability's coat, etc** Studies rare from
technical examinations of the effects of
alternative weapon system components to the
operational examination of the interaction of
land, air and Naval forces in Global conflict.
This diversity of study types reoui re's the
application of a wide variety of analysis
technic ues incl.udi.ns; manual simul.atiorls, computer
modeliri, probability and statistical methods
.and war gamins;.
0
OTHER--- (36)SYSTEMS ANALYSIS
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1. Tt e -incumbent's position includes the followins3
duties:
at Plans, schedules, coordinates and/or. conducts
detailed phases of technical work in part of major
project or in a total Project of moderate scope.
c. Formulates, analyzes, models, evaluates, advises
or performs design studies on the feasibility,
suitability, adaptability and/or operational
utility of systems and system concepts.
g. Serves as technical staff specialist and
consultant for an organizational group responsible
for the application of advanced concepts,
techniques or evaluations.
2. The incumbent's responsibilities include the
following:
at Responsible for plans, coordinatic)n, test and
evaluation, support and/or direction for a
specific technic:>l area, for pros3ram office,
or for application of advanced concepts or
theories.
d. Responsible for formulating and conductirrsi a
systematic research effort on a problem of
more than averave difficulty and comp.l.exity*
e. Responsible for analyses and system studies
involvin