DRA performs all aspects of Human
Resources activities for our Federal government clients. Examples
are described below:
DRA supports the development, implementation, or maintenance of
agency performance management systems. We undertake surveys or reviews
to assess the effectiveness of current systems and develop new systems
to address problem areas or facilitate employee/management interaction.
We assist supervisors and employees in identifying those aspects
of work amenable to measurement and improvement and critical to
job performance and advancement. We also train and advise staff
members on the identification of critical tasks within particular
job elements and overall job specifications. We support annual and
semi-annual rating activity by providing approved performance plans
at rating time.
DRA also supports personnel office staff exercising their position
classification responsibilities in support of program officials. For
example, DRA staff members prepare evaluation statements adjudicating
formal classification appeals filed by employees, or they advise personnel
office staff by documenting an official determination as to title,
series, and grade. In these cases, DRA staff usually desk audits incumbents
and supervisors in person or by telephone to assure that all pertinent
information is considered.
As an example illustrating the expertise of our staff, DRA has provided
position classification services in support of a study designed to
assess the current accuracy of General Schedule position classification
across agency lines. DRA was provided the names, work locations, position
descriptions, organizational charts, mission and function statements
and other pertinent documents for a randomly selected group of Federal
positions. DRA did telephone interviews of employees and using this
information, in combination with the documents provided, developed
detailed evaluation statements to accurately classify the positions
and make Fair Labor Standards Act determinations. DRA provided these
determinations to the client and where the position descriptions were
inaccurate, DRA explained the differences between the PDs and the
actual work performed as determined by the interviews.
We supported one client by updating managerial and supervisory position
descriptions at the agency's Washington, DC, headquarters and regional
offices. The DRA staff met with agency managers at their work sites,
conducted interviews on the nature and scope of managerial control
over a dispersed workforce, developed job descriptions in the prescribed
format, and wrote evaluation statements establishing title, series,
and grade. DRA prepared a detailed report on the management structure
and work performed at each location and on the classification rational
supporting recommendations for grade level changes.
For information contact John Hodge at (703) 642-2446 or drahq@aol.com.
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