Resources Careers has 24 benchmark position descriptions (PDs) in the professional series designed to capture the major duties of each job. The GS-11 PDs were written as the full-performance level for the career ladder GS-5/7/9/11. The GS-12 PDs were written as a convenience to the field for optional use and to distinguish the work level from the GS-11. As grades increase above GS-11, there is more individuality in the way the work is assigned. Consequently, the GS-12 Benchmark PDs will not fit resources management positions across the Service as well as the GS-11s.

After careful study and evaluation of Servicewide fact-finding reviews, the results confirmed that the appropriate grade for full performance, at its lowest level, is GS-11 for resources management. The positions reviewed were characterized by being responsible for a fairly complex program involving planning work, interpreting data, and refining methods and techniques. Problems and situations can typically be treated in conformance with established criteria, although the criteria (or other guidelines) often require some interpretation and adaptation. Positions at the GS-11 level affect the design and operation of the resource program, including the adequacy of field activities.

Since Servicewide position reviews were not done for the GS-12 Benchmark PDs, their use must be determined within the context of the NPS unit. While resources programs at both levels are complex, the GS-12 is distinguished by more responsibility because programs have a broader range of activities or themes that result in a greater degree of complexity and sensitivity. Such complexity and sensitivity are due to the park's broader range of resources, greater depth of scholarly requirements, increased external politics, intense public scrutiny, and usually extreme controversy surrounding the resources. Because of the nature and breadth of the park's resources and resource issues, guidelines and precedents are of limited use, and the incumbent is, therefore, commonly required to originate new techniques and establish new criteria.

The characteristics of a GS-12 position include the following:

• Increased knowledge and expertise of specialized or managerial skills needed for the job; a degree of sophistication to handle demanding situations.
• More responsibility placed on individual to identify and manage work and to achieve results.
• Supervisory controls are primarily for the purpose of identifying priorities and timelines. The incumbent is expected to use independent judgement regarding methods to be used. The incumbent's depth of knowledge on most aspects of the position is expected to exceed that of the supervisor.
• Greater amount of judgement required for the intricacies and ramifications of actions taken.
• Influence often extends is beyond local park unit and immediate surrounding of towns, agencies, and other entities.
• Scope is deeper or broader than for the GS-11 level and the effect of the position on the park and NPS stewardship is greater. Work often leads the park or agency into a decision to adopt new methods or technology to meet emerging issues.
• Greater degree of complexity and sensitivity.
• Accountable not only for factual accuracy of results but for thoroughness of the research and analysis and the validity of interpretation.
• Guidelines incomplete so need to develop policy, criteria, and methods.
• Greater level of independence.
• Work affects other parks, agencies or entities.
• Work at closer level to top park management.
• Participates on regional interagency work groups that are created for the purpose of establishing or coordinating new approaches to public lands management or solving politically sensitive problems.

Examples of GS-12 non-supervisory jobs include:

• An archeologist specializing in a native culture group who is a recognized regional expert and has programmatic responsibilities for assisting other parks or the cluster in this area of expertise (narrow and deep scope example).
• A natural or cultural resources program manager or applied specialist who is a circuit rider servicing several parks (broad and shallow scope example).
• A cultural specialist in a central office, such as ethnographer, historian or historical architect, who advises and collaborates with several parks.
• An integrated resources program management division chief of a medium park with a complex program involving international collaboration and relations, intrastate collaboration and relations, a leading national program (such as inventory and monitoring), high-profile and scientifically based issues (often state, regional or national levels), and more.
• A support or central office natural or cultural resources program manager who works with several parks on a multitude of programs and issues.
• Park resources manager in a specialty area, such as hydrology, GIS, physical science (air quality), acoustics, Native American consultation, ethnography, etc., that is the type not normally found in a park. The incumbents of these positions do not receive technical supervision from their supervisor, but consult with experts in the Washington Office divisions or other agencies.

Major Duties and Factors 3, 4, and 5:
The major duties in the GS-11 and GS-12 Benchmark PDs are similar. The distinction is four to seven major duties were added to the GS-12 PDs that describe developing and managing complex and long range programs, developing guidelines, and providing professional assistance to higher-tiered NPS offices and other parks, or other agencies. These duties must be used with Factors 3, 4, and 5 to fully define the GS-12 position. The following matrix is taken from OPM Introduction to the Position Classification Standards (TS-107 August 1991) and shows the distinction between GS-11 and GS-12 for Factors 3, 4, and 5.

Matrix comparing GS-11 and GS-12 for Factors 3, 4, and 5 (from OPM Introduction to the Position Classification Standards, TS-107, August 1991)

Factor 3. Guidelines
GS-11 Guidelines available but not completely applicable to the work or have gaps in specificity. Employee uses judgement in interpreting and adapting guidelines (agency policies, regulations, precedents) to apply to specific problems. Employee analyzes results and recommends changes.	GS-12 Policies and precedents are applicable but are stated in general terms. Guidelines for performing the work are scarce or of limited use. Employee uses initiative and resourcefulness to deviate from traditional methods or researching trends and patterns to develop new methods, criteria or proposed policies.

Factor 4. Complexity

GS-11 Varied duties with many different and unrelated processes and methods, as relating to well established aspects of a professional field. Decisions regarding what to do include assessment of unusual circumstances, variations in approach, and incomplete or conflicting data. Work requires making decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used.

GS-12 Varied duties with many different and unrelated processes and methods that are applied to a broad range of activities or substantial depth of analysis for a professional field. Decisions regarding what to do include major areas of uncertainty in approach, methodology or interpretation and evaluation processes that result from such elements as continuing changes in program, technological developments, unknown phenomena or conflicting requirements. Work requires originating new techniques, establishing criteria or developing new information.

Factor 5. Scope and Effect
GS-11 Work involves treating a variety of conventional problems, questions or situations in conformance with established criteria. Work products or service affect the design or operation of systems, programs or equipment; adequacy of activities such as field investigations or research conclusions; or the social, physical, and economic well being of persons.	GS-12 Work involves establishing criteria, formulating projects, assessing program effectiveness, or investigating or analyzing a variety of unusual conditions, problems or questions. Work products or service affects a wide range of agency activities or the operation of other agencies.

return to Above GS-11