1. FEDERAL WAGE SYSTEM EXAMINING
Presented By:
Renel C. Sample
Welcome to Wage Grade Examining! This course integrates the foundations of Wage Grade Examining with the automated assessment tool USA Staffing. 1

2. Workshop Objectives
Understand the use of job elements for Federal Wage Grade System jobs (trades and labor occupations)
Identify and use appropriate job element examining tools and references
Identify appropriate job elements for specific positions
Identify unique characteristics of wage grade announcements and assessments 2

3. Workshop Objectives (Cont.)
Conduct job analyses for Wage Grade positions
Create questionnaires related to job elements
Build assessment questionnaires in USA Staffing
Assess Wage Grade applications and resumes 3

4. Today’s Agenda Course Introduction
Understanding Job Elements for Wage Grade
Using Job Elements to Assess Applicants
Wage Grade Assessments in USA Staffing 4

5. UNDERSTANDING JOB ELEMENTS FOR WAGE GRADE
This section will cover the basics of understanding and using approved job elements.

6. Differences Between WG and GS
Job Element
Demonstrated ability
Screen-out element GS
KSA Approach
Experience and/or education
Minimum qualifications

7. Job Element Examining Process
The use of the Job Qualifications System for trades and labor occupations has been a mandatory requirement since July 1970.
The Job Qualification System for Trade and Labor Occupations, Handbook X-118C identifies the basic skills, knowledge and abilities needed to be able to successfully perform the work for various trade jobs in the federal government.
In wage examining, there is no length of experience and/or training required to be eligible. Applicants must demonstrate the ability to do the work.

8. What is a Job Element?
Job elements are knowledge, skills, abilities or personal characteristics needed for successful job performance.
A job element is used to match what applicants can do against what the work calls for.
Most jobs require 6 to 7 job elements for successful job performance.
For more information, visit

9. What is a Job Element? (cont.)
Each set of job elements have an approved screen out (or mandatory) element which is used as minimum qualifications.
Applicants who clearly fail to meet the lowest acceptable requirements in the screen-out element will be determined ineligible without further review.
For more information, visit

10. This is a Hurdle

11. Approved Job Elements

12. Five Categories of Approved Job Elements
Category 1: Trade Knowledge Jobs Category 2: Worker-Trainee Jobs Category 3: Support Jobs Category 4: Apprentice Jobs Category 5: High-level Supervisory Jobs

13. Category 1: Trade Knowledge Jobs
These jobs are usually WG-05 and above, require knowledge of an occupation, trade or line of work.
Skill levels include: intermediate, journeyman, advanced journeyman, instructors, inspectors, planners and estimators, and first-line supervisors.
Elements are broken into separate occupational families (WG 2500 through WG 9000) and includes all approved individual elements for each.

14. Category 2: Worker-Trainee Jobs
These jobs involve the ability to do one simple task at a time. No special skill is required.
Rating factors include reliability, dependability and willingness to perform simple, unskilled tasks.
All WG-1 jobs are placed in this category. Worker trainee jobs may also be found in the WG-02 to WG- 04 range.

15. Category 3: Support Jobs
These jobs involve the ability to perform a series of simple tasks.
The applicant does not need skills and knowledge of a particular line of work prior to being selected.

16. Category 3: Support Jobs (Cont.)
There are three types of support jobs:
- Jobs in which neither ability to advance nor special aptitudes are essential (e.g. Laborer)
- Jobs in which the ability to advance is not essential but special aptitudes or characteristics are required (e.g. Food Service Worker)
- Jobs in which the ability to learn and advance is essential (e.g. Trade Helper)
Support jobs usually are placed in the WG-02 to WG- 04 range.

17. Category 4: Apprentice Jobs
Apprentice jobs are found in most trades and labor occupations, typically at the WG-05/07 levels.
Elements measure the potential to learn and advance.
There are three levels of training:
- Beginning Level: Performance of simple tasks under close supervision
- Middle Level: Performance of less difficult common tasks under close supervision
- Advanced Level: Performance of common tasks under close supervision

18. Category 5: High-Level Supervisory Jobs
These jobs, at varying grade levels, require the ability to supervise groups of workers through one or more levels of subordinate supervisors (e.g. Shop Foreman, Superintendent).
First level supervisory jobs, at varying grades, are placed in the trade knowledge job category.

19. Approved Job Elements

20. Changing Job Elements Can you change a job element? Yes!
- Any job element other than the screen-out
Job elements may be added or re-titled
- Dexterity & Safety  Ability to use dexterity and safety when changing mountain lions’ living area
- Troubleshooting  Ability to troubleshoot small P-3 aircraft components

21. Changing Job Elements
Related job elements may also be combined into one
- Knowledge of equipment, assembly, installation, repair + Ability to interpret instructions, specifications
- Knowledge of equipment assembly, installation, repair (automotive equipment) and the ability to interpret necessary instructions and specifications.

22. A job element may be deleted
Deleting Job Elements
A job element may be deleted
Justification for deleting an element should be recorded and filed for audit.

23. RATING GUIDES FOR JOB ELEMENTS
Introduction
How to Identify the Rating Guides to Use
When to Use Rating Guides
How to Use Rating Guides
Relationship to Job Grading Standards
Rating Guide Index

24. REFERENCE You can access all of the approved job elements at:
To view what each element entails:
Title

25. DEVELOPING A JOB ANALYSIS USING JOB ELEMENTS
This section will cover how to develop an effective job analysis for wage grade positions.

26. Definitions
A job analysis is a systematic process of identifying the knowledge, skills and abilities needed by an incumbent to successfully perform the duties of the position.
A crediting plan is a written document containing specific criteria used to make consistent and job- related determinations about the relative qualifications of applicants for a position.
A competency is an observable, measurable pattern of skills, knowledge, abilities, behaviors and other characteristics that an individual needs to successfully perform work roles or functions.

27. Definitions
Knowledge is a body of needed information applied directly to the performance of a function or task.
Skill is a present, observable competency to perform a learned psychomotor act.
Ability is a present competence to perform an observable behavior or a behavior that results in an observable product.

28. Job Analysis What is a job analysis?
- A job analysis is a systematic process of identifying the knowledge, skills and abilities needed by an incumbent to successfully perform the duties of the position.

29. Job Analysis Why create a Job Analysis? - To meet legal requirements
Reference 5 CFR and the Uniform Guidelines on Employee Selection Procedures of 1978
- Having an accurate job-related evaluation criteria increases the likelihood that selection will be made from the best qualified candidates.
Who is involved in the process?
- HR personnel
- Subject Matter Experts (SMEs)

30. Roles and Responsibilities
Subject Matter Expert (SME)
Ideally an employee in the same occupation at the same or higher grade level of the position AND is not the supervisor or selecting official for the position being filled.
Have technical knowledge of the trade/labor that the HR Specialist may not have.
May be “borrowed” from another agency.
May be involved in specific functions of the examining process (e.g. developing Job Announcement, Crediting Plan, rating).
Participation should be documented for audit (i.e. name, title/series/grade, and organization).
NOTE: Subject Matter Expert can not be a part of the applicant pool for that specific vacancy.

31. Roles and Responsibilities
HR Personnel
Advise on and enforce all legal requirements of the process.
- Some of the important laws and legislation that encompass our daily work include: Civil Rights Act of 1964, E.O , CSRA 1978, EEO Act of 1972, Uniform Guidelines on Employee Selection Procedures (UGESP), 5CFR
Ensure validity and reliability of the tools created.
- Validity is the demonstration of the relationship between a test instrument or other selection procedure and actual performance on the job.
- Reliability is a measure of the consistency or dependability of a selection device.

32. Creating a Job Analysis
Step 1: Research
- Position Description
- Classification Standards
- Job Grading Standards
- Performance Standards
- Old Job Analysis Studies and Rating Schedules
- Organizational Charts
Classification Standards for Trades, Craft, and Labor positions can be found online at
The Handbook of Occupational Groups and Families can be found online at

33. Creating a Job Analysis
Step 2: Identify appropriate job elements
- Job qualifications are a composite of the knowledge, skills and abilities needed to successfully perform the critical and important duties of the position.
- Reference OPM’s Approved Job Elements for wage grade at 118c/Tabindx.asp

34. Creating a Job Analysis
Step 3: Identify the major duties of the position - Major portions or duties of the position. - Important functions of the position. - Activities performed to achieve the objectives of the position. Step 4: Determine the link between each major duty identified and applicable job element

35. Creating a Job Analysis
Step 5: Develop rating criteria benchmarks
- Using the job elements which you have identified, create benchmarks of acceptable performance for each.
A performance level or benchmark is a written, descriptive statement used to identify how an applicant could have acquired a competency/KSA at a particular level.
- Identify type and level of achievements.
- Benchmarks should be concrete examples and should NOT be written in terms of years of experience or limited/extensive experience.

36. Example Benchmarks Most Difficult
Able to perform with unusual independence as an advanced journeyman who has become an expert in a particular area.
Able to perform the more difficult tasks in a line of work on one's own initiative and with unusual independence.
Common
Able to perform the common tasks associated with journeyman duties in a line of work on one's own initiative, subject to occasional inspection.
Less Difficult
Able to do the common tasks associated with journeyman duties in a line of work, under close supervision and subject to inspection at the end of each task.
Able to decide on one's own which simple tasks in the line of work should be done and to carry out those tasks.
NOTE: For each level you would describe example tasks associated with each level of ability. This is where the SME will be vital in the creation of your tool.

37. DEVELOPING AN ASSESSMENT TOOL FOR USA STAFFING
This section will cover how to develop an assessment tool for the automated questionnaire in Application Manager.

38. What is the Assessment Tool Used For?
The assessment tool is the most critical part of your announcement. The tool developed will be used to qualify and rate applicants. Think of it as your crediting plan.
The assessment tool consists of your screen out factor (minimum qualifications), job elements and task statements associated with each.
Although the questionnaire is self-assessed, it is critical to develop an accurate tool that will reliably and consistently determine the best qualified applicants for the position.

39. FACTS
The assessment tool created for each position will determine the qualifications and rating for each applicant.
In wage examining, the screen-out factor (s) is/are used as both minimum qualifications and in the rating.
A minimum average value of 2 points on all job elements is required in order to be eligible.

40. This is a Hurdle

41. FACTS
The scores for each element are averaged, then the sum of all elements are transmuted into a score between
THIS DOES NOT INCLUDE VETERANS PREFERENCE POINTS.

42. Deciding how to obtain information about applicants
Processes designed to elicit this information should:
Have questions directly related to the elements for the job;
Be limited to relevant data needed to form valid judgments about the applicant's ability to do the job
Be worded in a manner that will be easily understood and answered by applicants.

43. Creating a Screen-Out Question
Your screen-out element(s) will function as both the minimum qualifications AND as a part of the rating.
Your screen-out element question must have multiple qualifying answers indicating varying levels of experience.
One non-qualifying response is required.
The recommendation is creating three various levels of qualifying statements and one non-qualifying statement in order to coincide with the “four-point” level scale being used for your task statements.

44. Example Screen-Out Element
1. Read all of the statements below, then select the response that best describes your highest level of experience and/or training. (If you select A or B, your resume should be able to support your claim; otherwise, you will receive a lowered or ineligible rating.)
I am able to perform the most difficult and complex High Voltage Electrician tasks including planning, laying out, and installing substation equipment and controls; adjusting and repairing remotely controlled switchgear; or troubleshooting outages of high voltage feeder lines, cutting out the circuit from the "hot" system and performing repairs as an expert with a high degree of independence.
I am able to perform the full range of High Voltage Electrician tasks including splicing a power cable, replacing a pothead, or pulling a conductor into a conduit or onto pole cross-arms on my own initiative under general supervision subject to occasional inspection.
I am able to perform common High Voltage Electrician tasks including installing insulators, bending and fitting conduit, or replacing fuses, using a hot stick. I work under close supervision of a work leader or journey-level High Voltage Electrician who observes tasks in progress and upon completion to make sure they are properly performed.
I am able to perform simple electrician tasks, but I know little or nothing about High Voltage Electrician work. I do not have on-the-job training or experience in the area.
“A” through “C” are qualifying statements, while “D” is a non-qualifying statement.

45. What are Task Statements?
Task statements are behaviorally based items to measure each job element.
Each job element is defined in terms of the types of tasks an individual might perform in the job being filled or by work behaviors that generally represent and define the element.
Task statements serve as effective indicators of successful performance of the job element.

46. How to Choose Task Statements
Ideally, when developing questionnaire items, you want to keep in mind the following:
How important is this task in relation to the position?
How frequently is this task performed?
What are the consequences if this task is not performed correctly?
Task statements included in a questionnaire should be able to make a clear distinction between the level of experience amongst applicants.
Task statements should provide “added value” to the competency.
EXAMPLE –
“Use a saw to cut wood”
This statement does not distinguish a well qualified applicant from one with little to no experience.
A better statement could be:
“Measure, cut, and determine proper size of wood to create support beams for an infrastructure”.
Task statements should generally follow this format:
Perform What + To Whom or What + To Produce What? Or Why? How?
(Action Verb) (Direct Object) (Qualifying Statement)

47. How are Task Statements Scored?
The following is the default scale in USA Staffing for wage grade examining:
SCORE
A - I know little or nothing about this. 1
B – I have had study or training in this. 2
C – I have used my knowledge or ability, but I have been closely supervised. 3
D – I have used my knowledge or ability on my own, under normal supervision. 4
E – I am consulted by other journeypersons in difficult situations, or I am called on to do unusually difficult jobs.
Scales or verbiage of experience levels may vary depending on the type of position (e.g. worker-trainee, apprentice, supervisory).

48. Creating Your Tool
Step 1: Using the suggested template, enter all of the known information compiled from your completed job analysis.
Step 2: If additional tasks need to be generated, use one of your available resources (i.e. Position Descriptions, Classification Standards, Rating Guide, SMEs)
Step 3: Import tool into USA Staffing
* NOTE- When importing your tool into USA Staffing, the system will only recognize a specific format. Word documents need to be transferred into a text file and changed to UTF-8 coding.

49. Saving Assessment as a Text File

50. Best Practices to Consider When Developing your Assessment Tool
Provide clear and concise examples when developing your tasks statements.
Ensure that the tasks developed are accurately placed under the applicable element.
Example:
FACTOR: Ability to use and maintain tools and
equipment
1. Use hand and power tools associated with carpentry repairs such as table saws, miter saws.
2. Follow written instructions (i.e. blueprints, specifications, work orders, sketches, etc).

51. Best Practices to Consider When Developing your Assessment Tool
Most elements can be accurately assessed with 5 to 10 well-written task statements.
Write items in behavioral, observable, and verifiable terms.
Develop items that clearly/meaningfully distinguishes amongst candidates.
Adding more tasks to an element will not make it weighted heavier since the scores are averaged.

52. BUILDING WAGE ASSESSMENTS INTO USA STAFFING
This section prepares course participants for the differences between crediting plans and automated systems; KSA-based and Job Element-based assessments; and how to build effective assessment questionnaires in USA Staffing. 52

53. Differences between KSA and Job-Element Based Assessments
For General Schedule (GS)
Developed in job analysis
Based on education or experience
Screen-outs are a hurdle
Job Element
For Wage Grade (WG)
Extracted from the Job Qualification System for Trades and Labor Occupations Handbook
Based on skill level
Screen-outs are also part of the rating
While the GS system focuses on the duration of experience a person possesses or the amount of education one has achieved, the wage grade system focuses on whether a person has the ability to do the work. It is not contingent on how long a person has been performing a task.
Screen-out as a hurdle – Screen outs for KSA-based assessments determine whether a person is qualified or unqualified. It has no affect on their rating.
Screen-out as part of rating – Screen outs for Job Element-based assessments not only determine if a person is qualified or unqualified, but also has an impact on a person’s final rating. 53

54. Building and Importing Assessment Tools
For wage grade, be sure to use the Job Element Rating Method
The Rating Method is a drop-down menu. Wage Grade assessments always use “Job Element”. The rating method selected will impact what background information will be collected for the assessment and it also affects how the automated system derives an applicant’s final score. 54

55. Building and Importing Assessment Tools
Identify Source Information, Specific Information, and Preparation
Select Appropriate Series/Specialty/Grade
The source information and specific information pages are different when you selection “Job Element” for the rating method instead of “KSA-based”. 55

56. Building and Importing Assessment Tools
Build an assessment questionnaire in the Questionnaire Builder area. You may –
Build from scratch
Import a text file
Utilize the library
Build from Scratch: You may build an assessment from scratch on the Questionnaire Builder page. However, this is the slowest method available to build an assessment. Manipulation of information manually in the system such as this is typically done for only minor modifications.
Import a Text File: Many USA Staffing users find it very convenient to modify an existing assessment by saving it as a text file and then making the necessary modifications before importing the text file into a new announcement’s assessment questionnaire.
Utilize the Library: The assessment library in USA Staffing can be a great resource of information. Remember – to use the library function, it must be selected on the Assessment Information page before anything else is saved in this area. Once an assessment has begun to be developed, the library button will be grayed out and will not be accessible. 56

57. Building and Importing Assessment Tools
Enter all Screen-Outs and Job Elements
All screen outs and job elements are listed as Factors in USA Staffing. Factors are not visible to applicants who will be taking the questionnaire. If you want applicants to be able to see what Job Element is being assessed, it is recommended that you insert “Instructions” that indicate the job element name. 57

58. Building and Importing Assessment Tools
Enter all Questions and Task Statements
All task statements should follow this format:
Install + stepping stones + at creek crossings.
Perform What?
(Action Verb)
To Whom or What?
(Direct Object)
To Produce What? OR Why? How?
(Qualifying Statement) 58

59. Building and Importing Assessment Tools
Remember to use the Wage Grade Default Scale A – I know little or nothing about this. B – I have had study or training in this. C – I have used my knowledge or ability, but I have been closely supervised. D – I have used my knowledge or ability on my own, under normal supervision. E – I am consulted by other journeypersons in difficult situations, or I am called on to do unusually difficult jobs.
There are three default scales that exist within USA Staffing for the convenience of all USA Staffing users: General Schedule Default Scale, Wage Grade Default Scale, and a Yes/No Default Scale. 59

60. Rating Criteria for Wage Grade Assessments
Rating Criteria for Wage Grade Screen-Outs
All screen-outs are set for screen-out AND rating.
For Wage Grade, all three boxes must be checked for screen-outs. This is because screen outs not only determine whether an applicant is qualified or unqualified, but it also impacts their final rating.
“IW” is the ineligibility code often used for Wage Grade. It states, “Your application does not show that you have the required specialized skills needed for this specialty and grade.” 60

61. Rating Criteria for Wage Grade Assessments
Set up Rating Values for Screen-Outs
Since Screen-outs are also used as ratings, it is very important to clearly define varying qualifying levels for the screen-out element.
Example: Since an applicant must have a minimum score of 2 to pass this screen-out, all applicants who select A, B, or C will be considered qualified. However, the applicant who selects A will score higher than the person who selected C. 61

62. Rating Criteria for Wage Grade Assessments
Set up Rating Values for Task Statements 62

63. Rating Criteria for Wage Grade Assessments
Test the assessment tool
Test each screen out individually
Set at least one test applicant to be eligible.
Anticipate your results
Verify your results
If you don’t get what you expect, figure out why.
Testing is Important!
It is a wise practice to write down the results you expect from your test. If the test results are different than you expected, then it is crucial that you discover why you did not get what you expected. If a tool is not set up properly, then it will not assess applicants properly.
It is always important to test out each of your screen-outs. It is also important to test that an applicant is eligible. If you cannot get an eligible applicant when testing, you may have difficulties getting eligible live applicants as well! 63

64. Inclusion of Additional Screen Outs
Many Wage Grade Positions have additional conditions of employment. The questionnaire must address all screen outs.
Driver’s License
Boat License
Knowledge of Local Area
Pesticide Application License
There are a multitude of different screen-outs that may be appropriate in an announcement. If it is not included in your assessment, it will impact your applicant pool. 64

65. Inclusion of Additional Screen Outs
In order for a screen out to be used it must:
A condition of employment.
Be supported by the Position Description and documented in the case file.
Not be a skill that can be gained in a reasonable amount of time.
According to the OPM Qualification Standards:
Selective factors cannot (1) be so narrow that they preclude from consideration applicants who could perform the duties of the position, (2) require KSA's that could be learned readily during the normal period of orientation to the position, (3) be so specific as to exclude from consideration applicants without prior Federal experience, or (4) be so restrictive that they run counter to the goal of placing applicants from priority placement lists established to assist in the placement of employees affected by reductions in force. 65

66. Wage Grade Assessments in USA Staffing
Key Tips for Wage Grade Assessments
Use Job Elements Rating Criteria
Create multiple answers for the Screen-Out Element
Use appropriate Job Elements to formulate questionnaire
Use the Wage Grade Default Scale
Select Rating and Screen-Out for all screen-out questions
Accurately test your questionnaire 66

67. WAGE GRADE ANNOUNCEMENT CONSIDERATIONS
This section will cover the specifics in which you need to remember to add, modify or delete when announcing wage grade positions.

68. Items to Include in Wage Announcements
VACANCY Section of USA Staffing:
Select the appropriate pay plan (e.g. – WG, WL, WS, etc.)
List pay scale at the hourly rate for wage grade.

69. Items to Include in Wage Announcements
ANNOUNCEMENT Section of USA Staffing:
Include the job elements and specify the screen-out element(s) in either the qualifications or evaluation section of the announcement. Applicants will need to know this information in order to clearly identify their qualifications in their resumes.
Ability to lead or supervise others
Knowledge of equipment assembly, installation, repair, etc.
Technical practices
Use of measuring instruments
Ability to interpret instructions, specifications, etc.
Ability to use and maintain tools and equipment
Knowledge of materials

70. Items to Include in Wage Announcements
Be sure to specify that there is no length of experience needed.
- Example: There is no specific length of training or experience required. However, you must be able to demonstrate, through experience shown in your written application materials that you possess the sufficient knowledge, skills and abilities to successfully perform the work of this position without more than normal supervision.

71. Items to Include in Wage Announcements
Add the physical requirements and working conditions of the position.
- Applicants must be physically able to perform the duties of the position. The basis on which agencies may establish specific medical standards or physical requirements is discussed in 5 CFR 339.
- A physical condition or impairment may be disqualifying for employment only if there is a direct relationship between the condition and the nature of the duties of the specific position being filled.

72. Items to Include in Wage Announcements
Include any other pertinent conditions of employment
- e.g. Will be required to use and supply own tools
- e.g. Must pass a pre-employment physical prior to appointment

73. REVIEWING WAGE GRADE RESUMES73

74. Wage Grade Resumes Application materials include: Resume
Online Assessment Questionnaire
Other Items (Veterans Documents, SF-50s, Transcripts, etc.)
Applicants who do not submit required materials, such as a resume or questionnaire, are considered ineligible.
Applicants who do not meet the minimum qualification level on the screen-out element(s) are automatically rated ineligible.
Applicants who do not submit required application materials receive no further consideration.
Applicants who rate themselves as not qualified based on their answers to the assessment questionnaire receive no further consideration. 74

75. Wage Grade Resumes
An applicant’s overall experience, as recorded on a resume, must be assessed.
Resumes must show that the applicant has acquired the necessary skills, knowledge, and abilities to perform the work of the position.
The quality of experience should be emphasized, not the length of experience.
Automated staffing systems aid in many areas of the hiring process. While such systems collect applicant answers and application materials, they do not verify that applicant answers are consistent with submitted application materials. A review of applications to verify applicant claims is essential. 75

76. Wage Grade Merit Promotion Considerations
Applicants must have held a permanent, competitive appointment in order to apply through merit promotion.
Temporary or term appointees are not eligible to apply through merit promotion.
Time-in-Grade does not apply to Wage Grade. 76

77. Useful Resources
Index of Approved Job Elements
Rating Guides for Job Elements
Federal Classification and Job Grading Systems 77

78. Questions 78

87. Your feedback is important to us!
Thank you!
Your feedback is important to us! 87